Employee creativity is the source of new products, services, or processes and crucial to a firm’s survival and success. Social factors play an important role in creativity. The first social factor is power. Power is ubiquitous in and an essential feature of organizations. Through a series of four field studies, we found that power is a double-edged sword – ... 阅读更多

Employee creativity is vital for organizational success, so sustaining it during a crisis—such as the recent COVID-19 pandemic—is essential. In a study with important implications for how organizations should react to crises to maintain employee creativity, HKUST researcher Yaping Gong and two colleagues show that an employee’s mindset and goal orientation ... 阅读更多

A more diverse workforce can provide an organization with a broader talent base and a wider range of knowledge and perspectives. Recent trends of increasing globalization, migration, and aging have enhanced workplace diversity in terms of age, gender, and region of origin to an unprecedented degree. Thus, argue HKUST researcher Yaping Gong and colleagues, it ... 阅读更多

Despite the world’s aging population, there is limited understanding of the relationship between age diversity and organizational performance. As a result, researchers are increasingly interested in the impact of age composition within the workplace. In a timely study, Yaping Gong of HKUST and colleagues set out to explore the impact of age on corporate ... 阅读更多

Employees may advance their career by achieving internal job changes (i.e., changes in jobs within an organization) and external job changes (i.e., changes in jobs across organizational boundaries), and both changes may render different implications for the organization and the employee. To fill the gap in prior careers research, this study examines the ... 阅读更多

The diversity of social ties and its influence on creativity has long been a key focal area for scholars. Social ties are simply interpersonal connections that provide access to resources, while creativity can be described as the formulation of new or useful ideas. Previous studies on social ties and its association with creativity have largely taken an ... 阅读更多

企业就客户需求变化、竞争以及新兴市场威胁和机遇的快速反应能力对其成功起着至关重要的作用。学者们认为，可能有助于培养这种能力，从而提高企业效益。但是，有关灵活人力资源政策研究的理论并不完整，导致有的结论往往无法经受严格的推敲。 龔亞平和其团队表示：“若不仔细考虑如何衡量人力资源政策的灵活性，就很难加深对其作用和影响的认识。”因此，他们设计了一个在解释和衡量人力资源政策灵活性及其影响方面更有效的新模型。 他们的模型基于一种观点，即企业需要在两个方面实现人力资源的灵活性：第一，获取和改善其人力资源；第二，协调运用这些资源。 就资源灵活性而言，作者建议企业应关注两个领域：第一，人力资源管理实践的灵活性，例如可以在各种工作中使用的认知能力测试，而不是专注于单一工作的工作样本测试；第二，员工技能和行为的灵活性 ... 阅读更多

对于反馈，一个简单的假设就是它应该让员工知道在工作绩效方面自己所处的位置，但是研究人员很难在现实实践中证明这种假设。然而，最近一项研究能够通过关注反馈的多样性和细微差别来证明反馈是如何实现这一目标的。 龚亚平、汪默、黄家齐和张小燕主持的这项研究关注了员工从反馈中要达成的目标，以及反馈是正面的还是负面的，并将其与工作绩效联系起来。 虽然有些员工有学习目标并且寻求反馈以帮助自己进步，但其他员工则专注于绩效目标以支持自尊心。这部分员工只寻求能给予他们正面评价的反馈，或者是能帮助他们避免负面评价的反馈。此外，这两类员工都可能去寻求其他人的反馈以支持实现他们自己的目标，他们的目标将带来对积极或消极反馈的不同反应。所有这些情况都会影响工作绩效。 作者说：“具有强烈学习意愿的人认为能力具有可塑性 ... 阅读更多

理论上工作团队的功能多样性有可能促进更大程度的创新，因为各个成员将不同类型的经验，比如营销、工程和研发经验带到团队当中。但是对团队多样性与创新关系的研究是忧喜参半的：有的研究发现团队多样性对创新具有积极的影响，其他研究则发现多样性的消极或无效影响。一个研究小组表明也需要将团队成员之间的相互信任考虑在内，从而提出了一种新的观点。 张小燕，龚亚平，汪默，周乐和 施俊琦假设“基于情感的信任”，即团队成员之间情感纽带的共同感知可以影响成员是否愿意彼此分享知识，而知识共享从而促进了创新。 “功能多样性为团队带来了认知[知识]资源。团队中基于情感的信任激励成员分享知识以获得集体利益。他们共同影响知识共享氛围的形成，从而影响团队创新，”他们说。 然而，作者认为基于情感的信任是这种关系形成的关键调节者 ... 阅读更多