当代中国人的文化认同

文化认同是人们对于文化的倾向性共识与认可,包括文化形式认同、文化规范认同、文化价值认同三个层次。中国人的文化认同是中华民族安身立命之本,也是实现伟大复兴的文化心理基础。文化认同的本质是价值认同,对于文化认同的理论解释主要有发展心理学的个体发展观、社会心理学的社会认同理论、跨文化心理学的文化适应观以及政治心理学领域的意识形态观。当代中国人的文化认同具有鲜明的时代特点,表现为群际分化与多元化、中国传统文化认同回升、社会主义核心价值观认同强化、现代性色彩及全球化意识相伴随。从社会心理学视角来看,健全中国人的自我认同、坚守社会主义核心价值观、促进双文化认同整合、凸显"中国人"的身份角色是当代中国人文化认同健康发展的可行路径。     

独立动机与主观规范对创业动机的影响机制

创业动机是个体开展创业活动的内在驱动因素,本文基于“个体-情境互动”理论,通过问卷调查广东省370个90后青年样本,采用结构方程与分层回归分析,探讨了中国集体文化情境下,独立动机与主观规范对90后青年创业动机的影响机制。研究表明,独立动机通过个人对创业的态度的完全中介效应影响创业动机;主观规范通过个人对创业的态度和感知的行为控制的部分中介效应影响创业动机;独立需求对主观规范与创业动机的关系具有负向的调节作用,对个人对创业的态度与创业动机的关系具有正向的调节作用。     

The effect of fear and situational motivation on online information avoidance: The case of COVID-19

During the COVID-19 pandemic, a plethora of online sources for information and news dissemination have emerged. Extant research suggests that very quickly, individuals become disinterested and begin avoiding the information. In this study, we investigate how an individual's fear and situational motivation impact Online Information Avoidance. Using the self-determination theory and information avoidance theories, we argue that fear and external regulation are associated with increased Online Information Avoidance. We also argue that intrinsic motivation and identified regulation are associated with a decrease in Online Information Avoidance. Our findings suggest that fear, intrinsic motivation, and external regulation drive Online Information Avoidance, where intrinsic motivation is the most significant driver. We also found that identified regulation is a crucial inhibitor of Online Information Avoidance. While focusing on COVID-19, our study contributes to the broader information systems research literature and specifically to the information avoidance literature during a pandemic or a prolonged crisis. Our study's findings will be useful for governments, health organizations, and communities that utilize online platforms, forums, and related outlets to reach larger audiences for disseminating pertinent information and recommendations during a crisis.     

政府压力、税收激励与企业研发投入

如何通过制度安排和内在激励促使企业加大基于节能减排、资源循环利用等方面的研发投入是保护环境、加强产品全生命周期成本控制的重要举措。本文以中国制造业上市公司2011-2013年的数据为样本,研究政府压力与税收激励两个因素单独及共同对企业研发投入的影响。我们发现,披露研发投入信息的企业数量和研发投入强度逐年提高,来自国家科技政策、节能减排、能耗管理等方面的政府政策压力对企业研发活动存在促进作用,而来自污染治理方面的政府政策压力对企业的研发投入存在挤出效应;税收政策是影响企业研发投入的重要因素,企业所得税税收优惠政策较增值税更能促进企业研发投入;税收政策的激励效应弱于政府压力对企业研发投入的影响。     

创新自我效能感对员工创新行为的影响机制研究

探究创新自我效能感对员工创新行为的影响机制是回答"如何激发员工创新行为"问题的新视角。本文以社会认知理论为基础,在创新自我效能与员工创新行为关系中引入了成就动机与工作卷入两个变量,构建了创新自我效能感通过成就动机和工作卷入的中介作用影响员工创新行为的理论假设模型。通过对企业员工的大样本问卷调查,利用478份有效问卷实证检验了理论假设模型,结果发现:创新自我效能感不仅对员工创新行为有直接影响,还通过成就动机和工作卷入的中介作用间接影响员工创新行为。这是中国情景下的开拓性研究,揭开了创新自我效能感对员工创新行为的影响机制这一"黑箱"。     

心理学视角下安全系统开发创新消化影响机制研究--基于IT企业的实证分析

针对安全系统开发(SSD)创新在信息技术(IT)产业组织中存在"消化上的鸿沟"问题,从组织行为管理角度出发,通过实证研究分析员工在SSD创新消化过程中的心理及行为。构建外在动机、内在动机与SSD创新消化之间关系的模型,解释影响SSD创新消化的心理因素,分析并论证内在动机对外在动机与SSD创新消化之间关系的中介作用,得出SSD创新消化影响机理。研究结果表明:员工的自我实现需要、好奇心等心理因素能够促进SSD创新消化;内在动机在外在动机对SSD创新消化的影响中具有中介作用,工作特征、报酬奖励等外在动机能够激发员工的内在动机,进而促进SSD创新在IT企业的消化吸收。     

Internal innovation or external innovation? An organizational context-based analysis in China

The purpose of this paper is to explore how enterprises choose innovation pattern from the perspective of internal organization context. This article distinguishes between internal innovation and external innovation, such that human capital and information structure are the core factors affecting firm's choice decision for internal or external innovation. Based on a survey in China, this study analyzes the relationships among specific human capital, information structure and innovation pattern. Further we also examine the moderating effect of cooperative motivation including R&D motivation, technical learning motivation and strategy motivation. The results suggest that with the degree of specific human capital increase, enterprises tend to choose internal innovation pattern and with the information structure more dispersed/horizontal, enterprises more tend to choose internal innovation pattern. What's more, motives related to research and development, and technology learning are two relatively significant moderators in the relationships among specific human capital, information structure and innovation pattern.     

Motivational antecedents to high-tech R&D employees' innovative work behavior: Self-determined motivation,person-organization fit,organization support of creativity,and pay justice

Employees' innovative work behavior (IWB) contributes to organizational innovativeness in the form of new processes, products, and services, and therefore it is worthwhile to examine motivational antecedents of employees' IWB. This study analyzes the relationship between motivation forms from self-determination theory and the concept of person-organization (PO) fit to provide insight into some of the factors that can influence high-tech R&D employees' IWB. Survey data from R&D employees in three high-tech organizations show that employees with higher levels of PO fit have higher levels of autonomous (identified and intrinsic) work motivation and that autonomously motivated employees engage in more frequent IWB. Autonomous motivation forms mediate PO fit's relationship with IWB. Furthermore, pay justice (i.e., distributive justice) and organization support of creativity are significantly associated with PO fit, indicating that these may be useful for managers to consider in relation to employee fit, motivation, and innovative work behavior. Ultimately, managers interested in fostering innovative behavior of R&D employees would be prudent to seek congruence between employee and organization values and support employees' autonomous motivation.     

工作动机对个人创新行为的影响研究

通过对391名企业员工的问卷调查,对个人创新行为和工作动机进行了结构检验,并考察了工作动机对个人创新行为的影响作用。结果表明,内部动机是促进个人创新行为的重要影响因素,可以同时对创新构想产生和创新构想执行产生正向影响;外部动机只在创新构想的执行阶段产生促进作用。     

公务员职业承诺及形成过程研究

应用投资模型对在职公务员的职业承诺现状及影响因素进行探究,并基于角色扮演理论和社会交换理论,引入领导-成员交换关系作为调节变量,探讨其在职业承诺形成过程中的调节作用。462个有效样本的研究结果表明：投资模型理论能够很好的解释公务员的职业承诺及其产生过程,其中,职业满意度与职业投入对职业承诺有显著的正向影响;外在职业机会感知对职业承诺有显著的负向影响;领导-成员交换关系在职业投入对职业承诺的影响关系中有显著的调节作用,与领导存在“高质量”交换关系的个体的职业投入对职业承诺的影响强于“低质量”交换关系的个体。     

中国背景下的组织文化认同度模型建构

目前在组织文化的研究领域中,关于文化认同的研究较少,且多停留在论述和讨论阶段.首先对组织文化认同的相关文献进行探讨,继而通过定性、定量结合的方法,建构了组织文化认同度的概念模型和测量工具.研究发现,组织文化认同度是由认知层面、情感层面、行为层面和社会化层面四个维度构成的复合结构;同时,所开发的组织文化认同度量表,也通过了探索性因子分析(EFA)和验证性因子分析(CFA)的检验,具有一定的信度和效度.     

The formation of concern for face and its impact on knowledge sharing intention in knowledge management systems

Previous empirical studies have shown that in Chinese culture face is critical for the success of knowledge sharing in knowledge management systems (KMS). However, much less is known about the factors shaping the concern for face and the way they impact on the individual's knowledge sharing intention in KMS. Using data drawn from professionals’ knowledge sharing practices in Taiwanese organizations, this study focuses on a detailed investigation of the concern for face and how it impedes individuals’ knowledge sharing intention in the KMS context. The research findings show that the perfection of authentic self and the scrutiny of others (referred to as others’ watch) together explain 27.7% of the variance in face in relation to public self. In turn, face related to public self explains 20.7% of subjective norms. Finally, face related to public self and subjective norms together account for 41.2% of the variance in knowledge sharing intention. The research findings have important theoretical and managerial implications.     

Perceived critical mass and collective intention in social media-supported small group communication

The increasing popularity of Web 2.0 has dramatically changed the way in which people communicate with others in their daily life or work. However, the use of social media is fundamentally different from that of traditional information technologies. Specifically, it requires collective efforts and interdependence between two or more people, and thus the usage behavior is no longer an individual's own decision or plan. Built on critical mass theory and social influence processes, this study tries to make an attempt to understand the determinants of collective intention (we-intention), which represents one's perception of a group of people acting as a unit. Instant messaging, one of the most popular social media platforms, has been chosen for investigation, and findings from a survey showed that perceived critical mass influenced we-intention both directly and indirectly through group norm and social identity. Recognizing the importance and relevance of collective intention will advance current understanding beyond individual intention-based models which are widely adopted in prior IS research. This study may be limited by having not included other alternative social technologies, but we leave this work for future research.     

A multilevel model for effects of social capital and knowledge sharing in knowledge-intensive work teams

Although it is a widely held belief that social capital facilitates knowledge sharing among individuals, there is little research that has deeply investigated the impacts of social capital at different levels on an individual's knowledge sharing behavior. To address this research gap, this study combines a multilevel approach and an optimal network configuration view to investigate the multilevel effects of social capital on individuals’ knowledge sharing in knowledge intensive work teams. This study makes a distinction between the social capital at the team-level and that of social capital at the individual level to examine their cross-level and direct effects on an individual's sharing of explicit and tacit knowledge. A survey involving 343 participants in 47 knowledge-intensive teams was conducted for testing the multilevel model. The results reveal that social capital at both levels jointly influences an individual's explicit and tacit knowledge sharing. Further, when individuals possess a moderate betweenness centrality and the whole team holds a moderate network density, team members’ knowledge sharing can be maximized. These findings offer a more comprehensive and precise understanding of the multilevel impacts of social capital on team members’ knowledge sharing behavior, thus contributing to the social capital theory, as well as knowledge management research and practices.     

IT artifact bias: How exogenous predilections influence organizational information system paradigms

Efforts in IS research have long sought to bridge the gap between the information technology (IT) function and strategic business interests. People perceive affordances (possibilities for action) in information technology artifacts differently as cognitive structures (schema) which bias individual focus. This study explores how an individual's tendency to perceive the ‘trees’ in an IT ‘forest’ (artifact preference) affects their assessment of efforts to achieve more effective IT outcomes. The effect is demonstrated using a relatively simple IT success model. Further, in a sample of 120 survey responses supported by ten semi-structured interviews, we demonstrate that job role and organizational IT complexity systematically impact artifact perception. A better understanding of IT artifact bias promises to help organizations better assess information systems.     

Examining the Influence of Emotional Expressions in Online Consumer Reviews on Perceived Helpfulness

Drawing on the cognitive appraisal theory of emotions and the attribution theory, this study extends existing research by examining how the emotional expressions influence perceived helpfulness of online consumer reviews (OCRs). We include two negative emotions (anger, fear) and two positive emotions (pride, surprise). Each of these four emotions can be described with respect to six emotional appraisal dimensions which containing certainty, pleasantness, attentional activity, anticipated effort, control and others’ responsibility. Hypotheses thus developed were empirically validated using the laboratory experiment in the context of restaurant services. Research results indicated that emotion expressions in OCRs have an indirect effect on perceived helpfulness through attribution about the reviewer's cognitive effort. We find that reviews with negative emotions are perceived to be more reviewer's cognitive efforts than positive emotions. More specifically, OCRs with negative emotions tend to comprise more diagnostic features related the product or service, and are more informative. We further examined whether the gender of reader moderates the relationship between different emotional expressions and perceived reviewer's cognitive effort. The results find that reviews conveying positive emotions tended to have a greater impact on male readers’ perception of reviewer's cognitive effort than those of female readers. Reviews conveying negative emotions were found to have a greater impact on female readers’ perception of reviewer's cognitive effort than that of male readers. The study results add to existing knowledge of the influence of emotional expression on perceived helpfulness, which will advance our understanding of information processing in the psychological mechanisms influencing the attitude. Applying the results from this study, restaurant service providers can make different coping strategy for discrete emotions and platform administrators can assistant reviewer express their emotions more precisely.     

知识型员工的工作激励框架探讨

在以知识型员工呈显著增长态势的新经济时代,对员工的激励日益被认为是保持各类组织竞争优势的秘诀之一自我决定理论(SDT)从内化的角度来分析内在动机和外在动机,并详细描述了外在动机转化成类似内在动机的自发动机的机制,国外开始将其纳入工作激励研究的重点。在SDT相关研究的基础上,结合中国文化,提出基于SDT的知识型员工的工作激励框架。     

组织的学习型文化对个体创新行为的影响——动机的中介作用分析

学习型组织如何提升创新能力是学者们一直关注的焦点问题.基于组织文化的视角,考察组织的学习型文化对个体创新行为的作用机理,即学习型文化是否会通过动机影响个体创新行为.利用46家组织的391份调查问卷的结果,采用结构方程模型技术对学习型文化、动机、个体创新行为之间的关系进行了检验.结果表明,个体感知到的组织的学习型文化的程度对个体创新行为产生的影响需要通过不同类型动机的中介作用来实现;热衷性和挑战性的内部动机,以及外在性的外部动机在学习型文化的不同方面对个体创新行为的影响关系中具有不同的中介作用.     

What motivates academic scientists to engage in research commercialization: ‘Gold’, ‘ribbon’ or ‘puzzle’?

This paper employs the three concepts of ‘gold’ (financial rewards), ‘ribbon’ (reputational/career rewards) and ‘puzzle’ (intrinsic satisfaction) to examine the extrinsic and intrinsic aspects of scientists’ motivation for pursuing commercial activities. The study is based on 36 individual interviews and an on-line questionnaire survey of 735 scientists from five major UK research universities. It finds that there is a diversity of motivations for commercial engagement, and that many do so for reputational and intrinsic reasons and that financial rewards play a relatively small part. The paper draws on self-determination theory in social psychology to analyse the relationship between scientists’ value orientations with regard to commercial engagement and their personal motivations. It finds that those with traditional beliefs about the separation of science from commerce are more likely to be extrinsically motivated, using commercialization as a means to obtain resources to support their quest for the ‘ribbon’. In contrast, those identify closely with entrepreneurial norms are intrinsically motivated by the autonomy and ‘puzzle-solving’ involved in applied commercial research while also motivated by the ‘gold’. The study highlights the primacy of scientists’ self-motivation, and suggests that a fuller explanation of their commercial behaviour will need to consider a broader mix of motives to include the social and affective aspects of intrinsic motivation. In conclusion, the paper argues that policy to encourage commercial engagement should build on reputational and intrinsic rather than purely financial motivations.     

关系认同研究进展和展望

从关系认同的概念、测量方法、前因变量和结果变量、研究视角等方面系统地回顾与分析了国内外关系认同的研究现状与成果。对关系认同的研究进行了梳理和评价。总体来看,研究者主要从状态观和过程观两大视角界定关系认同,已有标准化的测量工具,关系认同会受个体因素和情境因素的影响,对个体的状态和产出有强大的预测力。目前,已经出现了社会交换理论、社会学习理论、社会支持理论和性别、文化等四大研究视角。未来研究应深入讨论其发生过程、前因、结果,并尝试进行本土化研究。