An enquiry into the ethical efficacy of the use of radio frequency identification technology

This paper provides an in-depth analysis of the privacy rights dilemma surrounding radio frequency identification (RFID) technology. As one example of ubiquitous information system, RFID has multitudinous applications in various industries and businesses across society. The use of this technology will have to lead to a policy setting dilemma in that a balance between individuals’ privacy concerns and the benefits that they derive from it must be drawn. After describing the basic RFID technology some of its most prevalent uses, a definition of privacy is derived in the context of information systems. To illustrate current attempts at controlling the undesirable side effects of RFID, Lessig’s cyberspace framework is presented. It is found that each of Lessig’s components is inadequate at preventing individual privacy violations in RFID. The main focus within this framework is on the norms of society. The social norm mechanism that addresses privacy issues in cyberspace is the Fair Information Practices Principles (FIPP). After an analysis of these principles, it is posited that the FIPP only deal with procedural justice issues related to data collection and omit distributive and interactional justice reasoning related to the actual beneficial and detrimental outcomes to the individuals whose data is being obtained. Thus, RFID is presented in the context of the tension between the many benefits that are provided by the technology in social exchanges, and the risk it carries of the loss of privacy. The new, expanded framework recognizes both sides of the issue with the ultimate goal of providing a greater understanding of how privacy issues can be addressed with RFID technology.     

价值认同对程序公平与组织公民行为之间关系的作用研究

基于对组织公民行为及组织公平的文献回顾,具体考察了薪酬程序公平分别对于指向个体与指向组织公民行为的影响作用。随后,结合盟约关系理论解释了员工对组织的价值认同对组织公民行为的影响作用,从而构建立了价值认同对于程序公平与组织公民行为之间关系的调节作用模型。结果表明,薪酬程序公平同指向个体和组织的组织公民行为都有显著的正向关系,并且员工对于组织的价值认同能够调节这二者之间的关系,降低由于薪酬程序不公平所导致的组织公民行为投入减少的负面效果。依据研究结果,指出未来的人力资源管理实践应该通过具体措施来改善员工对组织的价值认同状态,从而有利于组织得到期望的产出。     

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.     

组织信任对工作满意度的影响——以组织公平为调节变量

通过208份全职员工样本探讨了组织公平在组织信任对工作满意度影响过程中的作用,研究发现组织信任对工作满意度具有显著正向影响,分配公平和程序公平在组织信任对工作满意度的影响中具有显著三重调节作用,即当分配公平和程序公平较高时,组织信任对工作满意度的正向影响最强。     

程序公正对创新行为的影响:积极情绪的中介效应研究

以实证方式探讨了程序公正对员工创新行为的影响及其影响机制。研究结果发现,程序公正对员工创新行为有显著的正向影响,而积极情绪则在其中起中介作用。程序公正通过激发员工的积极情绪反应,从而促进员工的创新行为。此外,程序公正对员工积极情绪和创新行为的影响效应还会被领导成员交换所调节。在高层领导成员交换的情形下,程序公正对员工积极情绪和创新行为的影响效应会得到增强。     

Barriers to Interorganizational Information Sharing in e-Government: A Stakeholder Analysis

Government agencies often face trade-offs in developing initiatives that address a public good given competing concerns of various constituent groups. Efforts to construct data warehouses that enable data mining of citizens’ personal information obtained from other organizations (including sister agencies) create a complex challenge, since privacy concerns may vary across constituent groups whose priorities diverge from agencies’ e-government goals. In addition to privacy concerns, participating government agencies’ priorities related to the use of the information may also be in conflict. This article reports on a case study of the Integrated Non-Filer Compliance System used by the California Franchise Tax Board for which data are collected from federal, state, and municipal agencies and other organizations in a data mining application that aims to identify residents who under-report income or fail to file tax returns. This system pitted the public good (ensuring owed taxes are paid) against citizen concerns about privacy. Drawing on stakeholder theory, the authors propose a typology of four stakeholder groups (data controllers, data subjects, data providers, and secondary stakeholders) to address privacy concerns and argue that by ensuring procedural fairness for the data subjects, agencies can reduce some barriers that impede the successful adoption of e-government applications and policies. The article concludes that data controllers can reduce adoption and implementation barriers when e-government data mining applications rely on data shared across organizational boundaries: identify legitimate stakeholders and their concerns prior to implementation; enact procedures to ensure procedural fairness when data are captured, shared, and used; explain to each constituency how the data mining application helps to ensure distributive fairness; and continue to gauge stakeholders’ responses and ongoing concerns as long as the application is in use.     

中国家族企业领导—成员交换和组织公平感的关系实证研究

通过对长株潭地区364名家族企业员工的问卷进行分析,探讨了LMX与组织公平感的关系。结果表明,LMX与组织公平感显著正相关,文化氛围在LMX与程序、互动公平感的关系中存在调节效应。     

Organizational justice and management trustworthiness during organizational Change: Interactions of Benevolence,Integrity, and managerial approaches

Trust and justice play an important role in the process of organizational change to build dynamic capabilities for sustainable competitive advantage. This study investigated the interaction effects of management's benevolence trustworthiness and integrity trustworthiness on employees’ perception of procedural justice during innovation or organizational change. Both the scenario and the field study showed that the patterns of the interaction effects of these two components of trustworthiness are further influenced in a complementary manner by different innovation approaches. The study indicated that the relationships between benevolence trustworthiness and integrity trustworthiness are far more complex than expected and thus need more research efforts.     

学术刊物审稿公平感与投稿意愿关系实证研究

妥善处理退稿是关系到学术期刊提升竞争力、创建良好学术品牌的关键环节。本文以国内某研究型大学的286名有过拒稿经历的年轻学者为对象,采用问卷法,探究在拒稿情况下投稿者的审稿公平对于投稿意愿的影响。研究结果发现:(1)在程序、信息、人际三种审稿公平类型中,信息公平对于投稿意愿有显著的积极影响,并为整体公平感完全中介;(2)版面费对于信息公平与投稿意愿的关系存在正向调节作用,而期刊等级的调节效应不显著;(3)整体公平感是区别于具体公平(程序、人际和信息)的构念,对于投稿意愿有额外的解释效力。     

A multicultural study of biometric privacy concerns in a fire ground accountability crisis response system

Biometric technology is rapidly gaining popularity as an access control mechanism in the workplace. In some instances, systems relying on biometric technology for access control have not been well received by employees. One potential reason for resistance may be perceived privacy issues associated with organizational collection and use of biometric data. This research draws on previous organizational information handling and procedural fairness literature to frame and examine these underlying privacy issues. Perceived accountability, perceived vulnerability, and distrust were distilled from the previous literature as the primary dimensions of employee privacy concerns related to biometric technology. This study assesses the effects of these privacy concerns, how they vary based on the cultural influences of Anglos and Hispanics.Fire ground accountability is a critical management objective in the firefighting domain. In multi-unit or multi-agency crisis response scenarios, the on-scene incident commander tracks and accounts for each first responder. This research designed and deployed a new fire ground accountability system that tracked firefighters through finger pattern-based biometric logins to their assigned positions on the firefighting apparatus. An instrument measuring level of privacy concern on three underlying dimensions and demographic data was developed, validated and administered in a quasi-experimental field study. A pre-test–post-test survey methodology was employed to detect potential differences in privacy concerns as familiarity with the system increased. The study shows that Anglo and Hispanic subjects frame privacy issues differently associated with use of biometric technology in a fire ground accountability system. Finally, the study showed that some privacy concerns such as distrust and perceived vulnerability can be alleviated through system use with changes in post-use privacy concerns moderated by ethnic affiliation.     

Employees' entrepreneurial human capital and firm performance

We introduce a new measure of human capital, defined as employees' former involvement in entrepreneurship. Such entrepreneurial human capital (EHC) complements traditional human capital measures accumulated through work experience and education. Using detailed longitudinal register data, we track the previous years of entrepreneurial experience for the population of employees in Swedish private sector firms. We provide evidence that higher EHC among employees is associated with significantly higher levels of firm productivity. The baseline result implies that a 10 % increase in employees being former entrepreneurs increases firm-level productivity by 3.9 %. Additionally, we provide evidence that heterogeneity in employees' previous entrepreneurial experience (e.g., the reason for entering and exiting entrepreneurship, type of venture, length of entrepreneurial experiences, and relatedness of technology) influences the impact of EHC on productivity. The results are shown to be robust to various estimation techniques, alternative definitions of EHC, and other performance measures.     

员工薪酬粘性改善企业创新效率吗？--基于高管—员工薪酬粘性差距的调节作用

基于员工薪酬粘性具有宽容失败、增进公平的柔性激励特征，本文理论分析了员工薪酬粘性对企业创新效率的影响以及高管—员工薪酬粘性差距对该影响的调节作用。以2010—2017年A股上市公司为样本，利用随机前沿模型进行实证检验，研究结果表明：员工薪酬粘性能够发挥容错激励效应，从而显著提高企业创新效率；同时，高管—员工薪酬粘性差距作为分配规则非公平性的体现，显著抑制了员工薪酬粘性对企业创新效率的积极作用。进一步研究发现，只有较低的员工可支配收入水平、高新技术的行业背景以及较高的市场竞争程度才有助于员工薪酬粘性发挥对企业创新效率的正向作用，且高管—员工薪酬粘性差距对上述影响具有负向调节作用。研究结论拓展了企业创新效率影响因素及薪酬粘性经济后果的研究，并深化了薪酬粘性与创新效率关系的情景因素分析，也为企业薪酬机制的设计和安排提供了经验支持。     

组织公平感对薪酬满意度的影响

通过问卷调查得到全国21家企业609份有效问卷.在控制了基本的个人和组织变量后,层次回归分析结果显示,在中介作用上,程序公平和分配公平通过交互公平的完全中介作用影响薪酬管理和薪酬水平满意度,程序公平和交互公平通过分配公平的完全中介作用影响加薪和福利满意度.在交互作用上,交互公平与岗位对薪酬管理满意度有显著的交互作用,分配公平与岗位在加薪满意度上有显著的交互作用.这些结果的启示意义是:在薪酬管理过程中要重视员工的组织公平感,加强薪酬的沟通和交流,确保薪酬管理的公平性.     

The relationship of service failure severity, service recovery justice and perceived switching costs with customer loyalty in the context of e-tailing

Given that e-tailing service failure is inevitable, a better understanding of how service failure and recovery affect customer loyalty represents an important topic for academics and practitioners. This study explores the relationship of service failure severity, service recovery justice (i.e., interactional justice, procedural justice, and distributive justice), and perceived switching costs with customer loyalty; as well, the moderating relationship of service recovery justice and perceived switching costs on the link between service failure severity and customer loyalty in the context of e-tailing are investigated. Data collected from 221 useful respondents are tested against the research model using the partial least squares (PLS) approach. The results indicate that service failure severity, interactional justice, procedural justice and perceived switching costs have a significant relationship with customer loyalty, and that interactional justice can mitigate the negative relationship between service failure severity and customer loyalty. These findings provide several important theoretical and practical implications in terms of e-tailing service failure and recovery.     

促进还是阻碍？智能化工作场域中人机关系对任务绩效的影响及作用机制

人工智能技术的快速发展和与各行业的结合深刻影响了工作与生活。本研究关注智能化工作场域中人机关系对员工心理和行为的影响。本研究通过自我概念理论构建人机关系影响员工任务绩效的中介模型,对人工智能应用型企业的924名员工的调查问卷进行分析。研究发现：人机关系越好对员工任务绩效的影响越强;人机关系引发的角色认同和自我效能感可以增强员工任务绩效;混合情绪在人机关系与角色认同间起到负向调节作用。人机关系可以重塑员工心理影响员工的任务绩效,智能化场域中员工的工作心理与行为亟需关注。本文将人工智能引入到工作场景中丰富了任务绩效影响机制的研究,关注了人机关系的对员工的影响,企业合理激发员工工作绩效提供了启示。     

Applying artificial intelligence technique to predict knowledge hiding behavior

Drawing on psychological ownership and social exchange theories, this study suggests theoretical arguments and empirical evidence for understanding employee reactions to distributive, procedural, and interactional (in)justice — three crucial bases of employees’ feelings of social self-worth. Utilizing field data and artificial intelligence technique, this paper reveals that distributive, procedural, and interactional (in)justice contribute to higher levels of knowledge hiding behavior among employees and that this impact is non-linear (asymmetric). By reuniting the discourses of organizational justice and knowledge management, this study indicates that feelings of psychological ownership of knowledge and the degree of social interaction are mechanisms that work with organizational (in)justice to influence knowledge hiding behavior. The current research may inform contemporary theories of business research and provide normative guidance for managers.     

服务性企业员工组织公民行为与组织承诺、组织公平感关系实证研究

选择宾馆、银行、电信公司等服务性企业的805名员工为样本,采用结构方程模型验证员工组织公民行为与组织承诺、组织公平感的关系。分析结果表明员工组织公民行为与组织承诺、组织公平感成正相关,员工组织公平感与组织承诺成正相关,并且组织承诺在组织公平感与组织公民行为的关系中起到中介变量的作用。     

感知的组织公平对制造企业技能人才工作态度的影响——对苏州中小制造企业的调查研究

以苏州部分中小型制造企业中的全职员工为调查样本,采用因子分析、描述性统计分析、回归分析的方法检测了组织公平对技能人才工作态度的影响。研究结果表明:组织公平可以用程序公平、分配公平两个因子来测量,工作满意可以用薪水、晋升、管理者3个因子来测量,组织承诺可以用持续承诺、情感承诺、规范承诺3个因子来测量。在制造企业中,程序公平与分配公平对技能人才的绩效评价满意、工作满意、组织承诺有显著影响,呈正相关关系。     

将程序正义引入学术评审领域的探讨

专家评审已成为科研管理工作的必要手段，成为学术领域中一切行政决定的基础。如何组织好专家评审，使其真正起到维护公平竞争的作用，对学术事业的健康发展具有重要意义。本文以一种新视角对构造科学的评审制度及其运行机制进行了思考，论述了在学术评审领域中引入程序正义原则的适应性、必要性及其重要作用，并初步探讨了专家评审的程序正义模型。     

知识型团队专业技能认知一致性对创新的影响

本研究基于江苏省内42家高科技企业的知识型研发团队,采取问卷调查的方式,利用回归分析和结构方程模型的实证检验,探索团队成员专业技能认知一致性对创新氛围和创新绩效的影响机制以及团队成员公平感知在其中起何种作用。结果发现,知识型团队成员专业技能认知一致性对团队创新绩效和创新氛围均具有正向影响,且团队成员分配公平感知在该正向影响过程中起中介作用,而团队成员程序公平感知对上述影响过程起调节作用,团队成员的程序公平感知越强烈,则其专业技能认知一致性对创新绩效和创新氛围的正向影响作用越显著。