The Effects of Job Insecurity, Emotional Exhaustion, and Met Expectations on Hotel Employees’ Pro-Environmental Behaviors: Test of a Serial Mediation Model

There are a plethora of empirical pieces about employees’pro-environmental behaviors.However,the extant literature has either ignored or not fully examined various factors(e.g.,negative or positive non-green workplace factors)that might affect employees’pro-environmental behaviors.Realizing these voids,the present paper proposes and tests a serial mediation model that examines the interrelationships of job insecurity,emotional exhaustion,met expectations,and proactive pro-environmental behavior.We used data gathered from hotel customer-contact employees with a time lag of one week and their direct supervisors in China.After presenting support for the psychometric properties of the measures via confirmatory analysis in LISREL 8.30,the abovementioned linkages were gauged using the PROCESS plug-in for statistical package for social sciences.The findings delineated support for the hypothesized associations.Specifically,emotional exhaustion and met expectations partly mediated the effect of job insecurity on proactive pro-environmental behavior.More importantly,emotional exhaustion and met expectations serially mediated the influence of job insecurity on proactive pro-environmental behavior.These findings have important theoretical implications as well as significant implications for diminishing job insecurity,managing emotional exhaustion,increasing met expectations,and enhancing ecofriendly behaviors.

Students＇ Unethical Academic Behaviors： A Self-Determination Theory Approach

Building on the Self-Determination Theory （SDT）, the study examines the influence of intrinsic motivation, extrinsic motivation, and in-class deterrents on prior cheating, neutralization, and likelihood of cheating in the future. In addition, the model has been tested based on gender differences. To test the hypotheses, the data were collected from 324 undergraduate hospitality and tourism students. The proposed model was tested using structural equation modeling. Results of hypotheses testing showed that both extrinsic motivation and intrinsic motivation had negative relationships with prior cheating, which is consistent with previous research. In addition, neutralization showed a positive relationship with likelihood of cheating and prior cheating was positively related to likelihood of cheating. These findings can help hospitality and tourism instructors and administrators develop various strategies to prevent students＇ unethical behaviors. A discussion of implications is included along with limitations and recommendations for future research.

Structural Dimensions Analysis of Service Employees' Innovation Behavior Based on Structural Equation Model

In order to know about the essence of service employees' innovation behavior, the service employees' innovation behavior scale based on their unique characteristics is designed. Data were collected from high-star hospitalities. Through the issuance and the collection of questionnaires, the scale is verified to have good reliability and validity by SPSS software analysis. Meanwhile,the structural equation model( SEM) is suited for testing structural dimensions of service employees' innovation behavior. The results showed that service employees' innovation behavior could be decomposed into a four-dimensional structure,namely innovation orientation, ideas generation, innovation implementation and innovation practice. In addition,there are significant differences in service employees' innovation behavior about subjects' gender,position,education background and years of working.

Insensitivity to Unethical Behavior in Dictator Game When Indirectly Intermediated-Implications of Indirect Blindness for Safety Management

The aim of this study was to demonstrate that indirect mediation in behaviors leads to insensitivity to unethical behavior through a dictator game and to give some implications for safety management. The indirect involvement in the unethical behavior such as the violation of regulation is believed to lessen the responsibility and the criticism from others for the unethical behavior as compared to the direct involvement in it. The instruction condition for the evaluator of behavior in a dictator game was taken up as an experimental variable. Instruction condition 1 was to pay attention to the behavior of only a dictator. In instruction condition 2, the participant (evaluator) was required to review all players’ behavior and evaluate a dictator. It has been investigated whether allowing indirect actions (mediations) leads to reduced punishment as a function of the instruction condition. While the punishment to the indirectness did not get smaller for instruction condition 2, the punishment to the indirectness tended to get smaller only for instruction condition 1.

The Effect of Power upon Unethical Behavior in the Organization

Based on the undertaken research, it is explored whether power can affect the judgment made by individual about unethical behavior. Research 1 uses questionnaire as measuring method. The results demonstrate that individuals with different levels of power make judgment on various unethical behaviors. Their judgments are not different. It does not agree with the hypothesis. The reason may lie in that it may be affected by social desirability, or that there exist defects in the design of questionnaire. Research 2 uses laboratory investigation. The results demonstrate that individuals in high-power group conduct unethical behavior more frequently and more fiercely. It agrees with the hypothesis. The inconsistent results of the two researches can be reasonably explained from the two angles of moral permission and moral hypocrisy.

Environmental Education, Environmental Ethics, and Environmental Perceptions of Food Establishment Employees in a Philippine University

The waste management challenge in university campuses includes food and food packaging materials. Being foremost affected by the food-related waste stream, 92 employees from food establishments located inside the University of the Philippines were provided expert-validated survey questionnaire to identify their perception on environment and pollution as well as describe their awareness on environmental education and environmental ethics concepts. Thirty-nine （42.4%） related the concept of environment mainly to trees, plants, animals, and the physical environment such as rivers. Only twenty-six （28.3%） expressed an attitude of concern on the current state of the environment. Six （6.5%） conveyed negative human behavior as the reason why the environment is in a dismal state and the same percentage （6.5%） showed concern for the environment mainly because humans benefit from it. Fifteen （16.3%） opted not to share their opinion. For perception on pollution, thirty-six （39.1%） linked the concept to the presence of land, air, or water pollution and twenty-three （25%） associated the pollution to negative effects on human health and on the environment. Twelve （13%） mentioned concern over the presence of pollution and twenty-one （22.8%） did not share their opinion on pollution. Awareness on environmental ethics concepts was identified using 15-item Likert Scale Questionnaire. Areas in environmental concepts where participants most strongly agreed include ＂value of life,＂ diversity and intrinsic value, cooperation, common good, and social responsibility. Results of this survey will be integrated into the discourse on the proposed policy of the University of the Philippines to segregate waste at-source. The said policy seeks to ensure that： （1） only food waste from concessionaires will be deposited directly to the compost site; （2） recyclables are to be sold; and （3） only residuals such as non-biodegradables and non-recyclables are to be sent to the dumpsite.

Research on the Path of Coaching Leadership on Career Success-The Mediating Role of Intraorganizational Employee Navigation Behavior

This study analyzes the role of intraorganizational employee navigation behavior in the relationship between coaching leadership and career success.Based on the theory of social cognition and social capital,593 valid samples are collected.The hypotheses were verified by AMOS,SPSS and Process tools.The research found that coaching leadership can positively predict the career success of employees,coaching leadership and career success is partially mediated by intraorganizational employee navigation behavior.Based on the empirical research results,it is suggested that enterprises strengthen the coaching leadership training,pay attention to stimulate employees to carry out intraorganizational navigation behavior within the organization,and establish a healthy view of professional success,which provides certain theoretical and empirical support for the enterprise management practice.

职场基本心理需求对员工数字化创新行为的影响研究

随着信息技术的发展,大数据时代已到来,企业管理更加可视化和具象化。基于自我决定理论,探讨数据技术和工具如何通过满足员工职场基本心理需求,从而影响其数字化创新行为。基于283份数据进行实证分析与检验,最终得出结论:职场基本心理需求正向影响员工数字化创新行为,人力资源管理(HRM)数字化转型接受度在职场基本心理需求正向影响员工数字化创新行为的过程中发挥了部分中介效应,雇佣关系正向调节职场基本心理需求对HRM数字化转型接受度的影响且正向调节职场基本心理需求通过HRM数字化转型接受度对员工数字化创新行为的影响。由此得出启示:企业进行人力资源管理数字化转型时,需要从人机交互的角度出发,重视员工职场基本心理需求的满足度,构建和谐的雇佣关系,提高员工对于HRM数字化转型认知水平,从而促进员工对HRM数字化转型的接受度,最终实现员工数字化创新行为。

领导倾听内涵及其多层次效应

面对错综复杂和快速变化的商业环境,组织要想做出快速响应,领导者的有效倾听显得非常重要。通过文献综述发现,现有研究尚未对领导倾听的概念形成统一界定,且理论视角和研究层次较为单一,这不利于我们深入理解领导倾听的内涵及其多层次效应。事实上,作为一种领导行为,领导倾听不仅会对领导者自身产生影响,而且会给团队及其下属带来影响。因此,本研究基于二元互动情境,从沟通信息和支持员工两方面对领导倾听的内涵进行探索性研究,并从领导力效能的评价对象(领导者、团队、员工)出发,结合多层次、多理论、多研究方法的全景研究范式逐步揭示领导倾听对不同对象的不同效应、黑箱机制及边界条件。本研究不仅开拓了倾听研究的新思路和新视角,而且为企业增强领导倾听的积极效能提供了管理启示。

企业社交媒体使用与员工行为及心理结果间关系的元分析

作为一种内部沟通与协作的工具,企业社交媒体的使用如何影响员工绩效、工作满意度和工作/生活冲突等一直是企业界与学术界关注的焦点,但相关研究并未得到一致的结论。本文采用元分析方法,基于自2006年“企业2.0”的概念被提出到2021年6月间的54篇中英文实证研究文献,探究企业社交媒体使用对员工任务绩效、创新绩效、工作满意度、工作投入、组织承诺、工作/生活冲突及情绪耗竭这些行为与心理结果变量的影响及其中潜在的调节变量。元分析结果显示:(1)企业社交媒体使用与员工的任务绩效和创新绩效分别有中等强度和高度的正相关关系;(2)企业社交媒体使用与员工的工作满意度、工作投入、组织承诺、工作/生活冲突和情绪耗竭有弱正相关关系;(3)员工使用企业社交媒体的目的是调节企业社交媒体的使用与员工个体结果关系的关键变量,社交媒体类型、国家地域文化和员工职位也会对变量间的关系具有不同程度的调节作用。本文结论对调和以往不一致的研究结果、全面认识企业社交媒体使用行为对员工行为和心理结果变量的影响机理、科学制定企业社交媒体管理决策具有重要意义。

高绩效工作系统如何影响员工创新行为--组织认同与服务型领导的作用

积极促进员工创新行为对企业发展具有重要意义,高绩效工作系统是影响员工创新行为的重要前因变量,但现有文献对其影响机理的研究尚显不足。基于社会交换理论与社会认同理论,运用多层线性模型探究了组织认同在高绩效工作系统与员工创新行为之间的中介作用以及服务型领导的调节作用。研究结果表明,高绩效工作系统对员工创新行为具有显著正向影响,组织认同在高绩效工作系统与员工创新行为之间发挥部分中介作用,服务型领导在高绩效工作系统与员工创新行为之间发挥正向调节作用,服务型领导在高绩效工作系统与组织认同之间也发挥正向调节作用,服务型领导正向调节组织认同在高绩效工作系统与员工创新行为之间的中介效应,即服务型领导水平越高,中介效应越显著。

顾客授权行为对员工服务主动性的影响和作用机制研究

从资源保存理论视角出发,引入心理可得性和权力需要作为中介和调节变量,通过一项时间滞后的问卷设计和两项基于场景的实验设计,深入探讨了顾客授权行为对员工服务主动性的影响机制和作用边界。研究结论表明:顾客授权行为对员工服务主动性具有显著正向影响;心理可得性在顾客授权行为与员工服务主动性之间起中介作用;权力需要不仅调节顾客授权行为对员工心理可得性的直接作用,还进一步调节顾客授权行为通过员工心理可得性对其服务主动性的间接效应。

双元工作压力情境下如何促进员工产生创新行为--基于模糊集的定性比较分析

基于组态视角与个人—环境匹配理论,以152名企业员工为研究对象,运用CiteSpace和fsQCA方法对企业中促进员工产生创新行为的影响因素进行组态分析。探究不同压力情境下变革型领导、知识共享和心理授权在员工创新行为产生过程中的差异机制。结果表明,当员工感知的压力为挑战性压力且非阻碍性压力时,企业管理者应采用变革型领导的方式,并且鼓励员工之间知识共享;当员工既感知到挑战性压力又感知到阻碍性压力时,企业管理者应采用变革型领导的方式,并且提高员工的心理授权。

员工跨界何以影响上司支持:上司信任与向上建议寻求的作用

在鼓励合作创新的背景下,员工跨界已然成为组织创新的源泉。尽管既有研究基于行为者视角检验了员工跨界对自身的影响,但其对上司影响如何鲜有研究关注。为此,本研究基于积极人际互动视角,采用情景实验(研究1)与多时点上下级匹配问卷调查(研究2),探讨员工跨界何时以及如何影响上司支持。研究1(N=220)结果表明,员工向上建议寻求水平越高,上司会对跨界员工产生更高程度的认知信任和情感信任,从而给予员工更高水平的人际支持。研究2(N=406)再次表明员工向上建议寻求正向调节员工跨界对上司情感信任的直接作用及其通过情感信任对上司支持的间接作用,但不支持向上建议寻求对上司认知信任路径的调节作用。以上研究结果有助于全面揭示员工跨界对上司支持的影响效应,从而为组织管理员工跨界与维持和谐上下级关系提供理论依据和决策借鉴。

心理特权与亲领导不道德行为——有调节的中介模型

现有研究主要强调了领导者因素对下属亲领导不道德行为的影响,忽视了下属个体特质对这种行为的影响。基于社会认知理论与特质激活理论,本研究探讨了心理特权对亲领导不道德行为的作用机制与边界条件。研究结果表明,心理特权对道德推脱产生显著的正向影响,道德推脱在心理特权与亲领导不道德行为之间起部分中介效应。领导幽默不仅增强了心理特权与道德推脱之间的正向关系,而且调节了心理特权通过道德推脱对亲领导不道德行为的间接影响,即在高领导幽默的条件下,这一中介效应较强。

员工亲组织非伦理行为影响全面薪酬机理探讨--基于商业企业和非营利组织基层员工问卷调查数据的实证检验

笔者基于社会交换理论,以来自对商业企业和非盈利组织基层员工问卷调查的有效数据,运用层次回归和结构方程模型实证检验了员工亲组织非伦理行为与其全面薪酬二者之间的关联。检验结果证实:员工亲组织非伦理行为与其全面薪酬正相关;员工工作绩效和组织惩罚中介了员工亲组织非伦理行为对其全面薪酬的影响,其中,工作绩效的影响是正向的,组织惩罚的影响是负向的;上下级关系负向调节工作绩效和组织惩罚的中介效应。本研究通过实证检验员工采取亲组织非伦理行为与其获得组织全面薪酬之间的关联,揭示了员工亲组织非伦理行为与其全面薪酬之间的影响机理,拓展了社会交换理论的伦理应用范围,丰富了相关公司治理方面的现有文献,研究结论有助于为正确处理员工亲组织行为与全面薪酬的关系及其过程中有效运用上下级关系、工作绩效、组织惩罚等治理手段提供理论依据。

离职员工积极行为影响因素研究——基于扎根理论的质性分析

传统人力资源管理主要关注具有正式雇佣关系的员工个体,但实践发现,曾在特定组织内工作但已解除雇佣关系的离职员工仍可能通过人际关系、信息交换等方式对原组织业务、品牌声誉产生积极影响,此类行为可概括为离职员工积极行为。收集知名网络论坛等公开二手资料,构建离职员工影响原组织积极行为的理论模型,通过深度访谈25名拥有离职经历的人员并对其进行开放式编码、主轴编码、选择性编码,在验证和深化模型的基础上,分别识别出5个主因素:关系建设与维系、个体因素、利益感知、原组织客观因素、行为边界条件,按作用程度将其划分为有促进作用的激励因素和仅能消除负面作用的保健因素,可为离职员工与组织关系研究提供有益补充。

职场灵性对员工亲组织非伦理行为的影响

员工实施亲组织非伦理行为,并非是出于利己或者报复动机,而是为了实现组织利益。通过在北京和山西等地开展问卷调查,探讨职场灵性对员工亲组织非伦理行为的作用机制。在两个不同的时间节点收集到427份有效问卷,实证结果表明:职场灵性正向影响员工亲组织非伦理行为,工作满意度起着完全中介作用;职场排斥正向调节工作满意度对亲组织非伦理行为的影响,还正向调节工作满意度在职场灵性与员工亲组织非伦理行为之间的中介作用。

包容型领导对员工创新工作行为的影响:基于动机和特质的双重调节视角

员工超出自身职责范围的角色外创新行为在某种程度上决定企业可持续性,而有关包容型领导对员工创新工作行为作用的研究仍处于初步探索阶段。基于“能力-动机-机会”理论和计划行为理论,构建跨层次的有调节的中介模型,对67个科技创新团队215份员工有效数据进行实证分析,以检验包容型领导对员工创新工作行为的作用机制,同时引入角色宽度自我效能感这一中介变量,验证创新动机和主动型人格的调节作用。结果表明:包容型领导能够跨层正向影响员工创新工作行为的产生和实施;角色宽度自我效能感在包容型领导与员工创新工作行为之间起中介作用;主动性人格和创新动机对角色宽度自我效能感及创新工作行为的关系均存在正向调节作用;主动性人格正向调节包容型领导通过角色宽度自我效能感对员工创新工作行为的中介效应。因此,科技型企业应实施激发领导包容性特质管理方法,鼓励领导者实施包容型领导行为,支持下属实施有益于组织发展的角色外行为。

悖论式领导对亲组织不道德行为的影响机制研究——基于角色模糊视角

作为一种新型的领导风格,已有研究表明悖论式领导对个体、团队和组织层面均有正向影响,有必要进一步研究悖论式领导可能存在的“阴暗面”。文章基于社会信息加工理论,构建了悖论式领导、角色模糊、亲组织不道德行为及矛盾思维的被调节中介模型。通过对分时段收集的300份样本数据进行实证分析,结果发现:悖论式领导对员工亲组织不道德行为有显著正向影响;角色模糊在其中发挥中介作用;矛盾思维负向调节悖论式领导与角色模糊的关系;矛盾思维负向调节角色模糊对悖论式领导与亲组织不道德行为的中介作用。研究结论丰富了悖论式领导的影响后果,并且为组织有效地避免悖论式领导的负向作用等提供了实践参考。