浅析人力资源管理理论研究新进展与成果运用

随着人类社会过渡到以知识为基础的知识经济时代,人力资源的重要性已超过自然资源和资本成为第一战略资源。如何有效地构建现代人力资源管理体系,并发挥人力资源的优势,就显得尤为重要。     

全日制专业学位研究生实践性教学体系的构建

实践性教学是全日制专业学位研究生培养的重要环节,是确保高层次应用型人才培养质量的重要保证。本文以研究生知识结构、能力要求、素质要求协调发展为主线,构建了双导师制下,以目标为核心、内容为重点、条件为保障、管理为手段的全日制专业学位研究生实践性教学体系,为保证专业学位教育质量提供了理论基础。     

员工工作满意度、工作行为与组织承诺关系述评

员工工作满意度与组织承诺是研究员工工作行为的理论基础。根据已有的研究提出假设:员工工作满意度与员工组织公民行为正相关,与离职行为负相关;组织承诺与员工组织公民行为及角色内行为正相关,与离职行为负相关;员工工作满意度与组织承诺正相关;组织承诺在员工工作满意度对员工工作行为的影响中起着中介作用。     

Customer participation and citizenship behavioral influences on employee performance, satisfaction, commitment, and turnover intention

Despite increasing awareness of the importance of customer behaviors in service delivery, understanding consequences relating to employees receives little attention. Therefore, using data from a large electronic firm relating to customers, employees, and managers, this study examines the effects of customer participation and citizenship behavior on employee performance, satisfaction and commitment, as well as indirect effects on turnover intention. Furthermore, the study examines how similarity and likeability moderate the effects of customer participation and citizenship behavior on employee satisfaction. The study also includes a laboratory experiment and provides further support for causal direction. The article discusses marketing implications of the results.     

Fostering international brand loyalty through committed and attached relationships

The relationship-building approach, focused on the building of brand-to-consumer relationships conducive to brand loyalty formation, has become an extensively investigated topic in international brand management studies. However, the theoretical development of this approach manifests obvious diversities, causing managerial uncertainty about how to take appropriate strategic actions to put the relationship-building approach to best use. The current study, orchestrating the main concepts derived from three relationship-building paradigms with necessary adaptations and modifications, develops and validates the Relationship-Building for Strategic Brand Management Model. Its most noteworthy contribution lies in the coalescence of pragmatic utilitarianism, emotionalism and social symbolism, orienting the relationship-building approach to correspond to the principle of holistic consumer experience management. As explicated by the model, committed and attached relationships built upon the relationship foundation mirroring the holistic essentiality of holistic consumer experience are convertible into powerful driver of international brand loyalty. The model structure and causal path pattern prove to be applicable to different international product brand categories in different regions. Strategic implications are deduced from the research findings, which the international brand manager may take into consideration to maximize the effectiveness of relationship-building strategies for fostering brand loyalty in the international market.     

创业中的变革型领导对组织公民行为的影响:组织承诺的中介作用

现有研究发现,变革型领导方式能有效促进组织公民行为的发生,但对两者间影响机制和中介变量的研究还未有定论.基于此,本文以创业企业为研究对象,研究创业中的变革型领导与组织公民行为之间的关系,尤其关注员工组织承诺在其中的中介作用.通过结构方程模型研究发现:创业中的变革型领导方式与组织公民行为是正相关关系,而且员工组织承诺在两者间起部分中介作用.研究告诉创业者,除了自身通过变革型领导方式来直接唤起组织公民行为的发生,还需通过更多的互动和交换来编织员工与组织间的心理纽带,提升员工组织承诺的强度,由此促使员工外化为具体的工作投入,即组织公民行为.研究的理论贡献在于,挖掘了领导方式-员工心理活动-员工工作活动之间的互动关系.     

中国税收分类专业化管理探析

国际社会,特别是发达市场经济国家是税收专业化管理探索的先行者,税收分类专业化管理的国际启示为中国税收分类专业化管理探析提供了经验框架。作为后起步的转轨市场经济国家的中国,由于相关理论、经验指导的缺位,或认知的不到位,中国税收分类专业化管理探索之路异常艰辛,与国际规范仍有较大距离。因此,当以国际经验为座标,探寻中国税收分类专业化管理演进的方向和路径。     

高职计算机网络技术专业教学改革与探索

高职计算机网络技术专业教学改革应遵循以岗位需要为主线、以能力培养为根本、以学生发展为中心、以教学服务为模式的教育理念，打破传统课程原有的学科体系，按照“必需、够用”的原则将课程进行重组与创新，实行整体优化。学历教育应与证书培训有效结合，构筑专业课程新体系，以实现教学环节与毕业生就业的工作岗位零距离对接。     

Employee performance outcomes and burnout following the presentation-of-self in customer-service contexts

This study examines how emotional intelligence and occupational commitment have a moderating effect on the relationship between emotional labour and its potential outcomes. Two acting strategies reflect emotional labour, namely surface and deep acting, with burnout and performance as the prospective outcomes. Burnout is operationalized into emotional exhaustion, depersonalization and diminished personal achievement; whereas performance is operationalized into task performance and organizational citizenship behaviour (OCB). The study investigates employee responses from several tourism and hospitality organizations in Florida, USA. The results show that emotional labour relates most positively to task performance and to burnout in the case of surface acting. Tests of moderation show that occupational commitment enhances performance outcomes by facilitating emotional labour strategies, and the prevalence of higher emotional intelligence amongst employees reduces burnout. These findings contribute to the literature on emotional labour by incorporating emotional intelligence and occupational commitment as moderators and by incorporating OCBs within performance analyses.     

Non-regular professionals' dual commitment in South Korea: antecedents and consequences

There is a growing concern with whether nonregular professionals are concurrently committed to both the organization and their profession and whether such commitments are beneficial to that organization. This article seeks to investigate the relationship between organizational justice variables and the dual commitment of nonregular professionals via perceived organizational support (POS) and the subsequent effect of the dual commitment on organizational citizen behavior. Hypotheses are developed and then tested through structural equation modeling with data collected from a total of 1143 part-time instructors at South Korean universities. The findings of this study reveal that the perceptions held by nonregular professionals of organizational justice constructs concurrently influence organizational commitment and professional commitment via POS and that both commitments are positively associated with altruistic behavior. The findings advance our understanding of the dual commitment of nonregular professionals and provide universities with managerial implications as to how to manage effectively part-time instructors. Limitations, directions for future research, and conclusions are presented.