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61.
In this paper, we examine the effects of leadership consideration and structure on two important organizational behavior outcomes: employee perceptions of organizational justice and counterproductive work behavior (CWB). We examine these effects across two studies using multisource data (employees and supervisors in Study 1; employees and coworkers in Study 2). Results reveal that consideration and structure have distinct effects across distributive, procedural, informational, and interpersonal dimensions of justice. Moreover, results suggest that consideration and structure have multiplicative effects on employee CWB. We find the highest levels of CWB among employees of supervisors who exhibit high structure and low consideration. Interestingly, results also suggest that the effects of structure on CWB may be curvilinear (u‐shaped) such that moderate levels of structure are associated with the lowest levels of CWB. We discuss implications for future consideration and structure research as well as managerial practice. Copyright © 2012 John Wiley & Sons, Ltd. 相似文献
62.
Beattie BL 《Journal of Safety Research》2011,42(6):521-523
Introduction
Since 2004 the National Council on Aging (NCOA) has been working in collaboration with a growing number of national, state, and local organizations through the Falls Free© Initiative to address the growing public health issue of falls and fall-related injuries among older adults. Through collaborative leadership, evidence-based interventions, practical lifestyle adjustments, and community partnerships we are working to reduce the number of older adult falls.Impact on industry
The many activities of the national and state coalitions have brought recognition to the issue of fall prevention, education, and training to providers and greater investment in programs and services resulting in tremendous momentum and community activism. While we have yet to realize an impact on rates of falls, this strategic investment in building the infrastructure needed to affect change is the first step toward reducing the growing number of falls among older adults. 相似文献63.
With the recent upsurge in terrorism, more and more attention is being directed at examining the effectiveness and efficiency of emergency teams. These teams tend to focus on their areas of expertise without necessarily communicating, cooperating or coordinating their operations. Research suggests that improved interpersonal communication and coordination enhances the overall work of each emergency team, and that their combined effort is far in excess of the sum of their individual endeavours. This paper outlines attempts made in Jerusalem to improve the performance of emergency teams and to help the helpers by holding training workshops, setting up a forum of co‐workers and encouraging dialogue among various emergency teams in the city. A planned intervention programme was designed to enable informal networking between team leaders. The programme had an impact on team workers and resulted in a more coordinated and effective service delivery during emergencies. 相似文献
64.
65.
张鹏 《安全.健康和环境》2019,19(3):50-53
基于"有感领导"的内涵,从"听到、看到、感受到"3个层次提出践行"有感领导"的实施要求,在分析"有感领导"实施内容的基础上,结合"领导干部个人安全行动计划",介绍了"有感领导"在某石化企业的实践应用。 相似文献
66.
Authentic leadership has received considerable attention and research support over the past decade. Now the time has come to refine and better understand how it impacts performance. This study investigates the moderating role followers' positive psychological capital (PsyCap) and the mediating role that leader–member exchange (LMX) may play in influencing the relationship between authentic leadership and followers' performance. Specifically, we tested this mediated moderation model with matched data from 794 followers and their immediate leaders. We found that authentic leadership is positively related to LMX and consequently followers' performance, and to a larger degree, among followers who have low rather than high levels of PsyCap. Our discussion highlights the benefits of understanding the roles of relational processes and followers' positive psychological resources involved in the effectiveness of authentic leadership and how they can be practically implemented. Copyright © 2012 John Wiley & Sons, Ltd. 相似文献
67.
Do employee judgments of their organization's corporate social responsibility (CSR) programs relate to CSR‐specific performance and in‐role job performance? Can middle managers influence the formation of such judgments and what factors might moderate such cascading influences? To answer these yet unaddressed questions, we conduct three studies. Study 1 takes an organizational justice perspective and tests our baseline model. Results show that employees' CSR judgments trigger their affective commitment and performance on extra‐role CSR‐specific behaviors; however, extra‐role CSR‐specific performance is unrelated to in‐role job performance. Study 2 replicates Study 1's findings while, in addition, applies a social information processing approach and offers novel insights by demonstrating the cascading effects of managers' CSR judgments on employee CSR judgments. Investments made in CSR programs in order to improve employee judgments and behaviors may be unsuccessful if employees' CSR judgments are based on social information that remains unchanged. In addition to replicating the findings from studies 1 and 2, study 3 draws from middle management involvement and leadership theories to show that leadership styles and managers' involvement in implementing deliberate strategy can strengthen or weaken these cascading effects. This highlights the important role of middle managers as “linking pins” in the CSR strategy implementation process. Copyright © 2014 John Wiley & Sons, Ltd. 相似文献
68.
In recent years, a number of new, values‐based, or ideological models focusing on leader behavior have been proposed. These models include authentic, servant, character‐based, ethical, spiritual, and aesthetic leadership. In the present effort, we argue that these models, despite some differences in key dimensions, are tied together by a focus on moral behavior. The available evidence indicates that these models have only modest predictive power with respect to organizational performance criteria. More centrally, we argue that tests of these models are characterized by significant methodological problems with respect to both measurement and control. Moreover, these models suffer from some serious substantive concerns, including the explicit confounding of leadership and morality, discounting of system impacts, inappropriate assumptions about follower needs, and inappropriate scientific inferences. These models also fail to provide viable new approaches for leader development. We conclude that caution must be exercised when these models are employed as a basis for understanding leadership. Copyright © 2014 John Wiley & Sons, Ltd. 相似文献
69.
This paper considers the role of social networks in the non-market valuation of public goods. In the model individuals derive utility both from their own direct enjoyment of the public good and from the enjoyment of those in their network. We find that network structure almost always matters, both for utility and for valuation. The network increases aggregate valuation when it assigns higher importance, that is, stronger connections, to individuals with higher private values for the public good. The model provides a theoretical foundation for the idea of opinion leaders who have disproportionate influence over their communities. Specifically, opinion leaders are individuals assigned high importance by the network, and projects favored by opinion leaders tend to be favored by the network as a whole. The model can also guide future empirical studies by enabling a more structural approach to non-market valuation in a socially connected group. 相似文献
70.
企业组织中的安全领导理论研究 总被引:2,自引:3,他引:2
毛海峰 《中国安全科学学报》2004,14(3):26-30
安全领导问题与安全管理问题既有联系 ,又有区别 ,笔者对安全领导和安全管理的概念进行了分离 ,专门对安全领导问题进行研究。首先讨论安全领导的概念和安全领导的基本功能 ,其次论述安全领导和安全管理二者的联系和区别 ,然后专门探讨了安全领导对现代生产企业搞好安全工作的重要性 ,最后指出了企业安全领导者对企业安全工作的影响力的含义以及提高这种影响力的方法。笔者的目的是为人们认识安全领导、建立安全领导学科理论、深化安全领导责任制度、促进安全领导工作等提供有益的思路。 相似文献