根据地位特征理论，本研究从二元感知视角考察“自我感知地位”与“感知他人眼中地位”的一致性对员工组织公民行为的影响及其作用机制。通过对484名员工进行问卷调研，并采用多项式回归与响应面分析，结果发现，在“高-高”“高-低”“低-高”“低-低”四种地位感知匹配的情况下，员工在“高-高”匹配下的地位角色认同和组织公民行为最高，在“低-高”匹配下的地位角色认同和组织公民行为次之；地位角色认同在地位感知一致性对员工组织公民行为的影响中起中介作用；地位稳定性在地位感知一致性与地位角色认同之间未起到显著调节作用。本研究拓展了组织公民行为的地位理论视角，并为企业管理实践提供了新思路。

个体间权力观念差异正成为企业管理中的一个新的矛盾点。传统权力观难以充分解释并应对管理实践中产生的权力冲突现象,新权力逐渐成为学界和业界共同关注的热点话题。本文旨在通过构建新权力观的概念结构、开发测量量表并检验其影响机制推动新权力理论的创新发展。首先,基于扎根理论深入探讨个体权力观念,对比分析个体旧权力观与新权力观的内容差异。其次,通过探索性因子分析初步检验新权力观的六个维度结构效度,开发出包括20个题项的新权力观测量量表。最后,基于社会认知理论考察新权力观对员工建言行为、创新行为和担责行为的影响,证实建言效能感、创新效能感和责任感知分别在三条路径中的中介作用。本文的主要贡献在于从理论上清晰界定了个体新权力观的概念结构并开发测量工具,揭示具有新权力观的员工“敢说、敢做、敢担责”的行为特征与机制,有助于在新时代组织管理背景下进一步深化个体权力观念变迁及其影响的理论研究。

Whereas organizational research has historically focused on the negative effects of workplace gossip behaviors, in this paper, we draw on social information processing theory to examine both the benefits and costs of perceived work-related gossip prevalence. On the one hand, we suggest that perceived work-related gossip prevalence is beneficial to employees' job performance. Employees who perceive work-related gossip prevalence to be high should experience higher levels of performance pressure. Performance pressure, in turn, should be positively associated with higher job performance. At the same time, however, these same employees will also experience lower levels of psychological well-being due to the lack of emotional ties and trusting relationships that they have with co-workers. We furthermore suggest that both the positive and negative effects of perceived work-related gossip prevalence are moderated by the valence of the gossip prevalence, such that employees feel more performance pressure (and, in turn, higher job performance) and experience worse psychological well-being when the valence of their perceived gossip prevalence is negative.

Given the conceptual differences between different types of job insecurity, it is important to distinguish qualitative job insecurity from quantitative job insecurity when examining their motivational consequences. Building on the approach and avoidance framework, we expect that quantitative job insecurity influences avoid-performance goal orientation (avoidance form of motivation) via psychological safety, whereas qualitative job insecurity influences learning goal orientation (approach form of motivation) via psychological meaningfulness. We also examine the moderating role of organizational justice in such effects. Using two-wave data collected from 281 employees in China, we found that quantitative job insecurity had a positive indirect effect on employee avoid-performance goal orientation via decreased psychological safety, whereas qualitative job insecurity had a negative indirect effect on employee learning goal orientation via decreased psychological meaningfulness. In addition, organizational justice buffered the direct effect of quantitative job insecurity on employee psychological safety and the subsequent indirect effect on employee avoid-performance goal orientation. However, organizational justice did not moderate the influence of qualitative job insecurity on employee outcomes. Our findings provide new insights into the motivational implications of job insecurity.

Although the importance of leadership for innovation processes has been acknowledged, the understanding of the relationships between leadership styles and levels of innovation in work teams is still limited. This study among team managers and team members of 133 Spanish bank branches (i.e., work teams) investigated whether the influence of charismatic leadership on work team innovative behavior comes about via team potency, and whether the relationship between charismatic leadership and team potency is moderated by the level of task interdependence within the team. Data were collected at three different time points. Results of structural equation modeling showed that only at high levels of task interdependence, team managers' charismatic leadership at time 1 was significantly positively related to an increase in team potency at time 2, which in turn was positively related to manager ratings of their work teams' innovative behavior at time 3. This means that only at high levels of task interdependence, charismatic leadership had a significant indirect effect on team innovative behavior via team potency. Thus, our study sheds light on the boundary conditions of this effect.

Drawing on achievement goal theory and job design frameworks, this study explores how certain antecedents combine in configurations to trigger knowledge hiding behavior among project teammates. We, therefore, adopted a configurational approach and performed fuzzy-set qualitative comparative analysis to a data set of 292 employees nested into 10 Chinese medium-sized firms. This inductive analytic approach enabled us to explore configurations of conditions of different levels of antecedents. Results identified four equifinal configurations of antecedents leading to knowledge hiding in project teams, in addition to six different configurations restraining this behavior, generating propositions to be tested by future research in a deductive manner. Our study may guide firms to better counteract and manage knowledge hiding behavior in teams by suggesting different pathways and solutions that can minimize knowledge hiding behavior among project team members.

远程办公是员工使用通信工具在家或其他非办公性场所履行工作职责的一种工作方法，新冠疫情使得这种工作模式在全球范围内得到了广泛关注。本文采用文献计量法，以Web of Science数据库中收录的发表于1976—2023年的6134篇英文文献为研究样本，运用CiteSpace软件，对远程办公领域的研究概况、研究热点和演进脉络进行可视化分析。研究结果表明：(1)远程办公研究数量逐年递增，尤其是在疫情后迎来井喷，文献分布于多个学科领域，领域之间却鲜少合作；(2)远程办公文献的展开路径主要包括：争议性结果与利弊分析、办公模式的选择依据和影响、新冠疫情背景下的远程办公；(3)远程办公的热点话题可以归纳为内涵界定与测量、预测因素、影响效果、内在机制与边界条件以及管理挑战等；(4)近八年研究的演进脉络逐步从对远程办公的多主体研究、相关概念探索、影响效应及机制分析，转向了疫情背景下的远程办公相关问题讨论、领导力研究、不平等现象探讨以及情境因素探究。展望未来，我们认为远程办公研究仍需在概念界定与测量方式、研究视角与研究对象、研究层次及文化情境等方面给予特别关注。

基于激活理论,以趋避动机框架构建消极情绪对团队内低地位员工创造力的倒U形影响模型,并通过120个团队578份有效问卷进行实证检验。研究结果表明,消极情绪与团队内低地位员工创造力之间存在倒U形曲线关系,地位稳定性、地位差异性在二者间起调节作用。其中,与高地位稳定性相比,低地位稳定性强化了低消极情绪对低地位员工创造力的正向影响,缓和了高消极情绪对低地位员工创造力的负向影响,且拐点位置更高;与高地位差异性相比,低地位差异性强化了低消极情绪对低地位员工创造力的正向影响,缓和了高消极情绪对低地位员工创造力的负向影响,且拐点位置更高。

员工主动助人行为对组织的成功十分重要，这种行为往往取决于员工的地位寻求行为导向，却被以往研究忽略。基于社会等级信念理论，本研究解释了地位合作和竞争导向与员工主动助人行为之间关系，以及主管支持与阻抑的调节。本研究认为，地位合作和竞争导向与员工主动助人行为之间关系存在明显差别，对于上述关系，主管支持与阻抑的调节作用也存在明显差别。基于300套主管—员工两阶段配对数据的实证结果表明，地位合作导向正向影响员工主动助人行为，地位竞争导向负向影响员工主动助人行为，同时有关主管支持与阻抑调节作用的相关假设也得到了支持。上述研究发现不仅拓展了地位竞争动机的理论内容，而且还为组织提升员工主动助人行为提供了新思路。

PurposeBased on theory Z of leadership, this research aims to investigate the direct relationship between participative leadership (PL) and creative idea validation (CIV) fostering both radical (RC) and incremental creativity (IC). Additionally, by utilizing attribution theory, it explores the moderating effect of coworkers' knowledge-sharing behavior (KSB) on both the direct and indirect relationships.Design/methodology/approachData were collected through a descriptive approach and convenient sampling from three sources - leaders, subordinates and coworkers - in R&D departments at multi-levels within 97 high-tech firms in China. Data comprised 446 employees (subordinates and coworkers) and 94 leaders, and multilevel path analysis was conducted using Mplus software.FindingsThe results indicate that PL exhibits both a direct and indirect positive association with RC and IC through the CIV. Moreover, the relationship is enhanced by coworkers' high-KSB.Practical implicationsOur study offers implications that managers can leverage to foster employee creativity. Leaders are encouraged to embrace a PL style for collective idea validation. However, to overcome coworkers' reciprocal behavior, they may facilitate trust and team-building exercises, enabling employees to strengthen relationships and share critical information and knowledge resources for the development and validation.Originality/valueThis study is the first to empirically extend the relationship between PL and CIV, utilizing a multilevel approach to assess its impact on distinctive types of creativity - namely, radical and incremental. Further, it testifies the significance of coworkers' knowledge as an attribution effect influencing the relationships.