A Brief Analysis of the Research on Leadership Style and Positive Organizational Behavior in China's Domestic Corporate Environment

This paper studies leadership style and positive organizational behavior in the context of Chinese enterprises.The purpose of the study is to test the impact of leadership style on positive organizational behavior in the context of Chinese enterprises,verify the correlation between leadership style and positive organizational behavior,and provide guidance for enterprise survival,competition and development.By reviewing the relatively mature and complete theoretical systems of leadership style and positive organizational behavior research at home and abroad,the impact of leadership style on positive organizational behavior in the context of Chinese enterprises is hypothesized from the relationship between vision motivation,leadership charisma,intellectual stimulation,and personality care construction and employee positive behavior.300 employees were randomly selected as the research subjects,and questionnaires compiled in the form of Likert measurement scale were issued to obtain first-hand research data.The research results show that in the Chinese context,the vision motivation,intellectual stimulation and personality care of leaders have a positive impact on the positive organizational behavior of employees.The positive impact of personalized care on the positive organizational behavior of grassroots employees is greater than that of leadership charisma.Leadership style clarifies the beautiful future development vision for subordinates and can fully mobilize the work initiative of employees.

Clinical leadership behaviors among critical care nurses in private and governmental hospital:A cross-sectional survey

Objectives This study aimed to investigate clinical leadership behaviors among critical care nurses and compare the differences between nurses in private and public hospitals.Methods A cross-sectional survey including 365 critical care nurses with a bachelor’s degree in nursing science were recruited in two Egyptian hospitals(a government teaching hospital and one private hospital from January to March 2019.A socio-demographic characteristics form and the Clinical Leadership Behaviors Questionnaire(CLB-Q)were used to collect data.For comparison and analysis,the mean score was calculated and converted to a percentage value.Results Results showed that the overall mean score of nurses’clinical leadership behaviors was 77.11±11.87,the level was higher,and the highest score of the communication dimension was 91.84±7.38.The mean score of nurses at a private hospital(90.48±5.53)was higher than that at a government teaching hospital(68.29±4.21)(P<0.001).On nursing experience,nurses with 5–10 years had higher mean score in self-awareness,advocacy and empowerment,decision making,quality and safety,teamwork,and clinical excellence dimension of clinical leadership behavior than those who worked less than 5 years or more than 10 years(P<0.01).Single nurses had higher mean score in advocacy and empowerment,decision making,quality and safety,and clinical excellence dimension of clinical leadership behavior than those who married(P<0.01).Conclusions Nurse managers should foster clinical leadership by enabling critical care nurses to practice clinical excellence and encouraging their attendance in training programs on quality and safety.Nurses in government hospitals need improvement in clinical leadership behaviors regarding all dimensions.

Leadership Behaviors, Organizational Culture, and Incidents Reporting Practices as Perceived by Jordanian Nurses, Literature Review

Background: Safety of patients and their families is recognized as a priority for all healthcare organizations all over the world;therefore, exploring the variables that influence patient safety issues is paramount. Objective: This literature review is to detect the gab in the body of knowledge regarding issues of incidents reporting practices, leadership behaviors, and organizational culture especially in Jordanian context, as well as, to give reflection about the searched studies and to address the strength and weakness points of each study as well. The design of the current article was literature review of twenty five studies. Results: The current review revealed that most of the research studies were conducted in order to explore the perceptions of healthcare providers about patient safety issues, and clinical incidents reporting practices as well, however, there are few studies that were conducted in order to investigate the influence of leadership behaviors and organizational culture on incidents reporting practices as perceived by Jordanian hospitals’ registered nurses. Moreover, it seems that in Jordanian context, it is not fully understood the influence of leadership behaviors and organizational culture on incidents reporting practices as perceived by Jordanian hospitals’ registered nurses. Conclusion: It is imperative for researchers to fill the gap that existed in the body of knowledge regarding the variables of leadership behaviors, hospitals’ organizational culture and incidents reporting practices in order to enhance patient safety and safety practices in health care organizations. Relevance to clinical practice: Exploring the influence of leadership behaviors and organizational culture on incidents reporting practices among registered nurses in Jordan is highly recommended. Finally, the current review identifies the gap in the body of knowledge regarding the mentioned above variables.

Attitudes Toward Dysfunctional Audit Behavior： The Effect of Budget Emphasis, Leadership Behavior, and Effectiveness of Audit Review

Dysfunctional audit behavior （DAB） is an accepted problem, associated with decreased audit quality. This study develops and tests a theoretical model that identifies factors contributing to DAB. Budget emphasis, leadership behavior structure and consideration, and effectiveness of audit review were examined as antecedents of attitudes toward DAB. The findings produced consistent evidence in support of the theoretical model. It is not an emphasis on meeting budgets that leads to undesirable behavior, but contextual variables, such as leadership behavior structure and effectiveness of audit review.

Architecture of Leadership： Behavioral Integrity and the Role of Strategy, Innovation, and Vision on Both Leaders and Followers

In the architecture of leadership, organizations continuously seek those in leadership positions who can demonstrate a correlation between good behavior and personality construct （Gautam 2009）. Behavioral integrity is centered on how leaders and followers can build relationships by focusing on honesty, trust, respect and being ethical towards meeting both internal and external stakeholder needs. The ethical abilities of leaders and followers determine how they are able to move an organization＇s strategy and goals into creating innovation and remaining on the competitive edge （Velthouse ＆ Kandogan 2007）. The behavioral integrity of leaders towards followers determines the performance level and creativity of followers. The behavioral integrity of followers is strongly based on the relationship they have with their leaders and the way in which leaders motivate and add value to followers by encouraging honest innovation that will add value to the overall strategy of an organization. Today＇s leaders need to foster good behavior and ethical value to improve the relationship between them and their followers （Hartman 1997）. This paper is centered on behavioral integrity and will analyze the role of strategy, innovation, and vision on both leaders and followers.

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.

平台型领导对内部创业行为的影响——一个双中介效应模型

平台经济条件下,企业运营趋向于平台化,员工则成为内部创业者。基于主动动机模型和工作—环境匹配模型,构建以心理所有权、工作重塑为中介变量,创业文化为调节变量的平台型领导与员工内部创业行为关系模型。实证研究发现:平台型领导显著正向影响员工内部创业行为;心理所有权和工作重塑分别在平台型领导与员工内部创业行为之间发挥部分中介效应,且心理所有权显著正向影响工作重塑,二者在平台型领导与员工内部创业行为之间发挥链式中介效应;内部创业文化正向调节平台型领导与员工内部创业行为间关系,内部创业文化水平越高,平台型领导对员工内部创业行为的直接效应越大。

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。

The Role of Trait Activation Theory in Occupational Behavior:A Systematic Review

The Trait Activation Theory(TAT)is widely regarded as the most influential personality theory approach in psychology.The purpose of this study is to analyze the TAT’s role in the contemporary workplace.Which personality traits are more likely to predict work success?Which characteristics should businesses prioritize throughout the recruiting and selection processes?According to the Trait Activation Theory,what is the significance of motivation in the workplace and how can employers find employees who can be more productive,efficient,and involved in the organization’s goals?A systematic review of past recent research was used to answer the questions raised above.Following the gathering and examination of multiple recent publications on the issue,it was determined that the use of this model had a favorable impact on individual and group performance,working relationships,manager job performance,and workplace creativity.

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。

数据素养会触发员工越轨创新行为吗?

在数字化转型的背景下深入探索数据素养对越轨创新行为的影响机制,以JD-R模型为基础,探讨创新自我效能感在数据素养与员工越轨创新行为之间的中介效应以及包容型领导的边界影响。对双阶段收集的302份有效数据样本进行实证调查研究,结果表明:数据素养对员工越轨创新行为具有显著的正向影响;创新自我效能感在数据素养与员工越轨创新行为之间具有中介作用;包容型领导不仅正向调节数据素养与创新自我效能感的关系,还正向调节数据素养通过创新自我效能感影响员工越轨创新行为的间接作用。

课程思政中立德树人导向对育人绩效的作用机制研究

为了揭示立德树人导向如何作用于育人绩效,从组织战略导向出发,选取教师组织公民行为和目标导向行为作为中介变量,基于“战略导向—组织行为—战略产出”理论模式,探讨立德树人导向对育人绩效的作用机制;同时,选取变革型和交易型两种课程思政的领导风格作为调节变量,研究其对立德树人导向发挥作用的边界影响。研究表明,高校需要强化立德树人导向培养优秀大学生,形成自身的独特竞争优势;同时,高校管理者需要通过调整领导方式以更好地贯彻完成立德树人根本任务。

责任型领导如何提升员工创新行为:工作不安全感和风险承担意愿的作用

基于283份主管-下属配对样本,考察了责任型领导对员工创新行为的影响以及工作不安全感的中介作用和风险承担意愿的调节作用。研究结果表明:责任型领导对员工创新行为具有显著正向影响,工作不安全感在责任型领导与员工创新行为之间起中介作用,风险承担意愿正向调节责任型领导与员工创新行为之间的关系。

护理管理人员包容型领导对科室护士建言行为与创新行为的影响

目的探讨护理管理人员包容型领导对科室护士建言行为及创新行为的影响,并检验建言行为的中介作用。方法于2021年12月—2022年3月抽取2所三级甲等公立医院568名外科护士进行调查,采用包容型领导量表(Inclusive Leadership Scale,ILS)、创新行为量表(Nurse Innovation Behavior Scale,NIBS)和建言行为量表(Advisory Behavior Scale,ABS)对其进行问卷调查。采用SPSS 20.0统计学软件通过Pearson相关性分析及多元线性回归分析法检验变量之间的关系。结果外科护士包容型领导平均得分35.49±3.68分,创新行为及建言行为平均得分分别为32.53±3.57分和26.28±4.37分。Pearson相关性分析显示,包容型领导与外科护士创新行为呈正相关(r=0.515,P<0.05),包容型领导与外科护士建言行为呈正相关(r=0.607,P<0.05),建言行为和创新行为呈正相关(r=0.717,P<0.05)。建言行为在包容型领导和创新行为中起部分中介作用,中介效应占总效应比为34.552%。结论包容型领导与外科护士创新行为及建言行为呈正相关,包容型领导可激发外科护士创新行为及建言行为,建议护理管理人员采取包容型领导的工作方法,以提高外科护理人员的建言行为及创新行为水平。

数字化领导对员工职场行为的双刃剑效应研究

基于工作要求-资源模型,通过对436名员工的多时点调研,探析了数字化领导与员工职场行为之间的“双刃剑”效应。研究结果表明:数字化领导与员工被动怠工行为及主动创新行为呈显著正相关关系;信息技术过载和感知技术有用性分别在数字化领导与员工被动怠工行为及主动创新行为的关系间发挥中介作用;员工信息素养不仅负向调节数字化领导与信息技术过载的直接效应,而且负向调节数字化领导通过信息技术过载对员工被动怠工行为的间接效应。

公立医院高质量发展背景下平台型领导对护士创新行为影响研究

目的:为提高公立医院护士队伍创新绩效,提升护理服务质量,推动公立医院高质量发展,本文基于实地调研,系统探索公立医院护士长平台型领导风格促进下属护士创新行为的作用机制。方法:采用方便抽样,对J省与N省三家公立医院428名护士进行问卷调查,并通过相关分析和回归分析对护士长平台型领导风格水平与护士工作繁荣、任务相关信息处理能力和创新行为间关系进行检验。结果:护士长平台型领导风格可以通过提升下属护士任务相关信息处理能力和工作繁荣两重机制共同促进他们的创新行为。结论和建议:公立医院应通过加强各科室护士长平台型领导风格水平,鼓励其通过这一领导风格的发挥着力提升下属护士任务相关信息处理能力和工作繁荣水平,促进下属护士展现更多创新行为,最终实现公立医院护理服务质量提升和高质量发展。

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。

威权领导对员工反馈规避行为的影响研究

以心理契约理论为基础,探究威权领导对员工反馈规避行为的影响及其作用机制。对283名员工的问卷数据进行分析,结果发现:威权领导能够正向预测反馈规避行为;基于组织的自尊在威权领导与反馈规避行为之间起部分中介作用;员工心理弹性负向调节威权领导与基于组织的自尊之间的关系,即员工心理弹性水平越高,二者之间的负向关系越弱;员工心理弹性还会进一步调节基于组织的自尊这一中介效应。即员工心理弹性水平较高时,威权领导通过基于组织的自尊对反馈规避行为的间接影响会被削弱。

工作场所安全行为国际研究50年——知识演化与未来展望

工作场所安全行为研究在过去50年已形成丰富的知识体系,分析该领域知识流动与演化过程,展望未来研究方向,对提升我国安全生产治理现代化水平具有重要指导意义。以Web of Science数据库收录的1086篇SCI和SSCI期刊文献为样本,综合使用CiteSpace、Histcite以及Pajek等文献计量和大规模引文网络分析工具,明确1973—2021年间工作场所安全行为研究概貌特征,挖掘该领域研究热点及其关联性,以揭示知识扩散路径。研究发现:工作场所安全行为国际研究在2003,2013年经历2次快速发展,且形成以美国、中国和澳大利亚为核心的跨国合作研究网络;工作场所安全行为国际研究经历初始萌芽、初步发展和快速发展3个主要阶段,尽管安全氛围和安全领导力一直是该领域研究热点,但不同阶段的研究热点经历了从事故伤害到安全行为、从安全文化到安全氛围、从安全领导力到安全心理契约的多维转变,体现了时代特征和现实需求。最后,从研究场景、视角、范畴、内容、对象和方法等6个方面,提出工作场所安全行为领域未来研究方向。