Speaker Bio

Dirk De Clercq (Ph.D.) is Professor of Management in the Goodman School of Business at Brock University (Canada). He holds a Ph.D. degree in Business Administration from the University of Minnesota (USA) and Master’s degrees in General Management and Engineering from Ghent University (Belgium). His research interests are entrepreneurship, innovation, organizational behavior, human resource management, and cross-country studies. He teaches courses in entrepreneurship, management, and research methodology. He is a recipient of the Brock University Chancellor’s Chair for Research Excellence, the Faculty of Graduate Studies Graduate Mentorship Award, the Goodman School of Business Distinguished Researcher Award, and the Goodman School of Business Departmental Researcher of the Year Award. He served as Consulting Editor of International Small Business Journal and Associate Editor of Journal of Small Business Management and currently serves as an editorial board member of various academic journals. He has published more than 150 articles in peer-reviewed academic journals (e.g., Academy of Management Perspectives, Entrepreneurship and Regional Development, Entrepreneurship Theory and Practice, Human Relations, Human Resource Management, International Small Business Journal, Journal of Business Ethics, Journal of Business Research, Journal of Business Venturing, Journal of International Business Studies, Journal of Management Studies, Journal of Product Innovation Management, Journal of Small Business Management, Small Business Economics, and Technovation). He has taught courses in multiple countries, including Canada, the USA, Mexico, China, France, Belgium, and Kuwait.

Dirk De Clercq (博士)，加拿大布鲁克大学古德曼商学院管理学教授；拥有美国明尼苏达大学工商管理博士学位；比利时根特大学综合管理和工程硕士学位。主要研究方向为创业、创新、组织行为学、人力资源管理和跨国研究。教授创业、管理和研究方法论课程。担任布鲁克大学卓越研究主席，获得研究生院研究生导师奖、古德曼商学院杰出研究员奖和古德曼商学院年度部门研究员奖等多项荣誉称号。曾担任International Small Business Journal的咨询编辑和Journal of Small Business Management的副编辑，目前担任各种学术期刊的编委会成员。曾在同行评审的学术期刊上发表了150多篇文章，并在加拿大、美国、墨西哥、中国、法国、比利时和科威特等多个国家教授课程。

Abstract

This study proposes that the extent to which employees have disidentified with their organization might reduce the likelihood of undertaking change-oriented citizenship behavior. However, this negative link might be buffered by employees’ access to two personal resources (self-enhancement motive and benevolence) and two contextual resources (citizenship climate and job involvement). The study gathers survey data from employees in the telecommunications sector to test these theoretical predictions. The results show that prior organizational disidentification curtails voluntary efforts to improve current organizational practices. Still, this effect is weaker when employees (1) find it important to make a good impression on others, (2) are benevolent toward others, (3) perceive that their organization encourages voluntary efforts, and (4) are highly involved with their jobs. These four factors accordingly diminish the risk of the extent to which employees have cognitively separated from their employer escalates into a reluctance to add to organizational effectiveness voluntarily.

研究提出，员工对其组织的不认同程度可能会降低承担变革导向的公民行为的可能性。然而，员工对两种个人资源(自我提升动机和善心)和两种情境资源(公民氛围和工作投入)的获取可能会缓冲这种负面联系。该研究收集了电信行业员工的调查数据，以检验这些理论预测。结果表明，先前的组织否认限制了自愿努力改善当前的组织实践。然而，当员工(1)发现给他人留下好印象很重要，(2)对他人友善，(3)认为他们的组织鼓励自愿努力，(4)高度投入自己的工作时，这种效果较弱。因此，这四个因素降低了员工从认知上与雇主分离的程度，从而逐步升级为不愿自愿增加组织效率的风险。