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.

在我国《国家中长期科学建设和技术发展规划纲要》《中国制造2025》《国家创新驱动发展战略纲要》等国家战略规划的指引下,我国中央政府和地方政府均出台了相应的创新政策来支持企业开展创新活动。在这些创新政策中,政府为了吸引企业响应创新政策会设定一系列的激励措施,即政策资源。那么,这些政策资源有哪些内容?政府是如何赋予它们价值的?企业会怎样看待并获得政策资源?它们能否提升企业创新能力并带来经济收益?本研究以我国中央、省、市、区/县四级政府创新政策为背景,结合制度理论、地位竞争理论、社会认知理论和注意力基础观,采用混合研究方法探索了企业对创新政策的响应机制和响应绩效。研究发现:第一,政策资源种类丰富,政府在创新政策中通过营造“筛选-竞争”的政策氛围来增加政策资源的价值,从而鼓励企业响应政府政策或选拔符合政府需要的企业来给予政策支持;第二,企业会根据自身的发展需求和能力大小来选择创新政策予以响应,不同企业对不同层级政府创新政策存在差异;第三,企业获得政策资源后会增加企业创新资源,创新资源的获得关系着企业创新能力的提升,并且企业规模正向调节政策资源和企业创新绩效之间的关系,但是政策资源在短期内难以给企业带来经济收益;第四,企业对创新政策的响应机制和响应绩效遵循着“外部制度环境-企业行为-企业绩效”的理论逻辑。本研究具有重要的理论贡献和实践意义。第一,本研究以我国四级政府创新政策为政策背景,率先探索了政策资源的内涵、政府如何赋予政策资源价值、企业如何能动地获得政策支持等关键问题,对未来学者们开展创新政策和企业创新能力的相关研究提供了理论基础和新的研究方向;第二,本研究引入地位竞争和注意力基础观来分析了政策资源的内涵和价值赋予方式,并从企业能动性的角度分析了企业对创新政策的响应策略和响应行动,开创了创新政策和企业响应机制研究的新视角,响应了战略管理研究领域的理论呼吁;第三,本研究尝试使用“QUAL→QUAN”的混合研究方法来分析企业对创新政策的响应机制和响应绩效,得出了更适于中国情境下企业管理研究的结论。本研究认为,对于企业实践来说,企业应当根据自身能力和目标积极响应创新政策以获得更多的政策资源,并应用政策资源来提升企业创新能力并创造经济效益;对于各级政府来说,政府可以在创新政策中设定多种政策资源来选择合适的企业予以政策支持,并要加强对政策的监督以保证政策资源发挥实效,还要帮助企业开展创新成果的市场化应用。

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。