挑选合适酒店工作的员工提高激励效果

挑选适合酒店工作的员工是酒店成功的前提,是创造满意客人的关键。合适的酒店员工可为客人提供满意的情感体验,提升酒店在客人心目中的地位,切实提高酒店的激励效果。因而酒店管理者对合适的员工应建设一个开放型的上下级沟通环境,鼓励员工从工作中寻找乐趣,制定高标准的服务程序,提倡酒店的合作精神,并努力促使员工自行解决问题,同时关注员工的职业生涯发展,从而进一步的提高酒店的激励成效。     

新型农村合作医疗中政府角色分析——一种角色理论视野下的阐释

农村合作医疗本身具有的公共物品属性决定了政府在农村合作医疗中作用的不可替代性。新型农村合作医疗的实施和发展离不开各方政府的大力支持,因此文章利用角色理论对新型农村合作医疗中政府的角色冲突、角色义务问题进行分析,探讨政府由权威型管理型政府向服务型政府转换的最佳途径。     

Top management: the missing stakeholder in the HRM literature

Abstract

Despite the significant influence that top management exerts on different aspects of people management, it remains the missing stakeholder in the HRM literature. In this paper, we take stock of previous research, and conclude that it is scarce and lacks consolidation. On the basis of our findings, but also thinking in terms of what is still missing, we develop a conceptual framework that may guide further research, advocating for the need to consider co-evolutionary approaches in an attempt to integrate selection and adaptation perspectives, as well as multi-level and multi-actor factors. Future work should systematically address and distinguish top management characteristics from top management agency and link these more clearly to a diversity of HRM dimensions. By doing so, scholars will help to firmly incorporate the role of top management in the research agenda of HRM and pursue different avenues that can be scientifically sound as well as practically relevant.     

Good global citizen? ASEAN’s image building in the United Nations

ABSTRACT

Based on role theory, the article examines the images that ASEAN member governments project of their organization. It rests on a discourse analysis of 198 speeches in the United Nations General Assembly between 1998 and 2017. Findings suggest that ASEAN does not figure as a top priority for delegates and that an overarching ASEAN role conception is missing. However, their addresses reveal parameters on which a collective role conception can be built. Individual ASEAN countries undertake great efforts to project themselves as ‘good global citizens,’ a role conception that could also be applied to ASEAN.     

Reward meritocracy or nepotism: The case of independent financial advisors appointed by Chinese listed companies

As independent financial advisors, securities firms are the core intermediaries in major asset reorganization (MAR) of listed companies. Furthermore, they play the dual roles of transaction and authentication. Based on this institutional background, this paper studies how listed companies choose between industry experience (“meritocracy”) and relationships (“nepotism”). Using the MAR of A-share listed companies from 2008 to 2013 as the sample, this paper shows that higher transaction costs (i.e., greater demand for the transaction function of advisors) are related to the higher possibility of advisors with weaker relationships and more industry experience being hired. It also shows that higher suspicion of tunneling (i.e., greater demand for the signal of fairness associated with advisors’ authentication function) is related to the higher possibility of advisors with weaker relationships being hired, but it is not significantly related to whether advisors have more or less industry experience. This paper also shows that reputation has a certain governance effect on the negative consequences of relationship. For the most part, listed companies reward meritocracy but not nepotism when appointing independent financial advisors.     

水利工程监理在提高工程经济效益中所起作用的思考

就现阶段我国社会经济的发展状况而言,水利工程被看作是关键基础设施,它为我国防洪抗灾、农业灌溉、水电建设等方面发挥着重要的作用。文章就水利工程监理在工程效益中所起到的作用进行了详细的分析和研究。     

珠海市生物医药产业国际交流合作研究

“一带一路”倡议背景下，生物医药产业国际交流合作日益频繁。为推动珠海市加强生物医药产业国际交流合作，打造国际化生物医药资源新型配置中心，对珠海市生物医药产业发展总体情况、国际交流合作情况及存在问题展开系统研究，基于国内先进经验，提出珠海市生物医药产业国际交流合作对策建议。     

Accounting for personal disposition and organizational context: connecting role ambiguity,public service motivation,and whistle-blowing in federal agencies

Abstract

Organizational psychologists and HRM scholars have long argued that prosocial organizational behaviors enhance organizational performance. However, prosocial behaviors are motivated by both self-interested and altruistic intent. Moreover, some have recognized that the factors that encourage shifts between egoistically and altruistically motivated prosocial behaviors may result from inherent tensions between individual disposition and situational contexts. As such, this study draws from literature examining prosocial behavior to evaluate whether work situations with clear task expectations dampen the extent to which prosocial personal dispositions diminish egoistically motivated prosocial behavior. Findings from a series of structural equation models reveal that altruistic dispositional traits diminish egoistic motives for engaging in one specific prosocial behavior, whistle-blowing. However, findings also reveal that work situations characterized by clear task expectations dampen the negative effect of altruistic dispositions on egoistically motivated whistle-blowing. Our findings imply that managers can adjust organizational contexts to capitalize on the enhanced benefits resulting from altruistically motivated prosocial behaviors.     

基于市场需求的资本运作教学改革探索

近年来资本运作作为基于我国市场需要而产生的一门新兴学科,研究的核心问题是如何经营企业的权利和义务以及如何有效地进行资本优化配置。因其是多学科相互交叉的边缘和应用科学,所以其教学内容、教学方法及教学手段等都应突出其自身的特点。本文在研究国内外其他管理学课程教学成功经验的基础上,结合我国市场需求,提出资本运作课程教学改革的构想,以期为资本运作教学提供参考。     

When Passion Fades: Disentangling the Temporal Dynamics of Entrepreneurial Passion for Founding

This study examines how and why entrepreneurial passion for founding changes over time. In particular, we propose that in the founding phase of a venture's lifecycle entrepreneurs’ founding identity centrality will remain stable over time. We also propose, however, that in our sample and time period studied, entrepreneurs’ intense positive feelings for founding will decrease over time. On the basis of theories of positive illusion, self‐regulation and role theory, we further hypothesize that venture idea change, change in role ambiguity and entrepreneurs’ feedback‐seeking behaviour are factors that help explain the rate of change in entrepreneurs’ intense positive feelings for founding. Using a three‐wave longitudinal research design, we find that among a sample of 112 entrepreneurs’ identity centrality does not change over time, whereas intense positive feelings for founding decrease over time. Moreover, the more entrepreneurs change their venture ideas, the weaker their decrease in intense positive feelings. Further, we show that entrepreneurs who frequently seek feedback suffer less from reduced positive feelings in response to higher increases in role ambiguity as compared to entrepreneurs who seek less feedback.