留学生组织学论文 [5]
论文作者:英语论文论文属性:课程作业 Coursework登出时间:2014-09-15编辑:zcm84984点击率:10370
论文字数:5232论文编号:org201409131106491247语种:英语 English地区:中国价格:免费论文
关键词:组织学论文组织规则遵循规则工作场所道德标准
摘要:本文是一个组织学方面的留学生理论论文,组织所定义的约束,每一个员工都要遵循规则。规范,是另外一方面,它在文献中已被定义为:一个特殊的社会群体行为的容忍或预期的范围。
ualized risk propensity in terms of “measures of willingness to take risks” and stresses consistent patterns of risk taking or risk aversion that influence how risk are evaluated and what risks are deemed to be acceptable (Baird & Thomas, 1985). Therefore risk propensity here is defined as the tendency of the decision makers to either take or avoid risks. Past research findings suggest that there are two determinants of risk propensity or risk taking tendencies. They are:
Risk preferences - individuals' differences in risk preferences have been attributed to a general dispositional risk orientation (Kogan & Wallach, 1964)
Inertia - an individual's orientation towars handling risks tend to persist overtime forming a relatively stable pattern (Kogan & Wallach, 1964)
Both these have been accommodated in the 4 item scale developed by Gomez (1989) that we have used for the purpose of this study
Risk Taking Propensity and Positive Workplace Deviance
Risk taking propensity or courage in simple words has been linked to positive deviance of work as studied earlier by Spreitzer and Sonnenshein (2003). Courage is a willingness to confront risk to do what one thinks is right (Webster's New WorldDictionary, 1982). A typical measure of courage might be: 'I stand up for what I believe is right, even in the face of risk or ridicule' (Worline). Without a sense of risk, there is no need for courage. Positive deviance often involves significant risk as individuals break out of the rigidity of norms and patterns of expected behaviour. As Quinn (1996) suggests, it requires 'walking naked into the land of uncertainty.' Consequently, courage provides individuals with the backbone to engage in positively deviant behaviours. Courage stimulates individuals to voluntarily take risks. The propensity to take risk increases as one move outside his comfort zone, beyond the boundaries of his psychological safety net. Courage helps individuals break from the routine flow of activity, to interrupt the tranquillity and stability of norms, roles, and routines that pattern organizational life (Worline, Wrzesniewski, & Rafaeli, 2002)
Autonomy and Risk Taking Propensity
Independence with respect to taking decisions pertaining to one's goal attainment would yield higher level of risk propensity in an individual. Autonomy in goal attainment lets a person pursue an action with more enthusiasm and lets an individual be less averse to the risk as compared to an individual who is less autonomous.. This has been supported in literature by Hartman and Nelson (1996) who found that high level of autonomy was present in risk taking groups.
Thus we propose the following hypothesis:
H2: Autonomy in goal attainment positively affects the risk propensity and in turn positively affects the positive workplace deviance.
Autonomy and Positive Deviance
Autonomy plays an important role in explaining principled organizational dissent; a view that casts deviance in a positive light, Graham (1986) explains how individual as well as job autonomy encourages employee efforts to protest and/or change the organizational status quo. In the literature on negative forms of deviance, Vaughan (1990) asserts that autonomy at the organizational level played a crucial role in the Challenger Space Shuttle disaster. She contends that N
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