Hospitality employees promotional attitude: Findings from graduates of a twelve-month management training program

Mentoring is considered an important human resources training program but is seldom discussed as an internal marketing tool in the hospitality management literature. This study, using a major hotel company’s formal mentoring program, empirically tested mentoring’s influence on employee’s promotional attitude. Employee psychological contract theory provided the theoretical foundation for the study. The proposed research model was tested using Partial Least Squares (PLS) SEM. The results showed that mentor functions (i.e., career development and psychosocial support) were antecedents of employee promotional attitude. In addition, employee’s psychological contract breach and employee’s affective organizational commitment were mediators between mentor functions and promotional attitude, with affective organizational commitment showing a full mediation effect. These results provide both theoretical and managerial implications and offer opportunities for future research.     

Accountability,corruption and social and environment accounting: Micro-political processes of change

Corruption is a universal concern that can impact the quality of life of citizens. Of relevance to the issue of corruption, is the free-market assumption that market power solves issues of inequality and the power of corporations. Within the context of social and environmental accounting, where corporations are focused upon as agents of change, this paper explores the ability of a civil society framework to resist corruption. Simply put, rather than being limited by perspectives from managerial quarters – an organisation-centric approach – this essay provides an evaluative framework that breaks free from the morass and instead embraces civil society.     

通州区节水型社会建设现状及对策建议

结合统计分析及实地调研,从地理位置、资源禀赋分析着手,对通州区农业、工业、生活、生态环境及整体用水水平进行统计分析,发现通州区节水型社会建设仍处于较低水平,与北京城市副中心定位存在差距。实地调研分析认为,制度建设、工作机制、统计、执法等方面存在的问题影响了节水力度及工作成效。最后从落实属地责任、完善统计考核工作、推进网格化执法体系等方面提出对策建议,为通州区全面推进节水型社会建设、加快从农业远郊区县向现代城市副中心的转变提供必要的技术支撑。     

居住建筑 CO 2排放量的核算及其影响因素的实证分析

居住建筑作为能耗使用部门中重要的一部分,其节能减排工作对减少CO2排放量有重大意义。本研究利用Bottom－up评估方法对中国居住建筑的CO2排放量进行了核算,并对影响其排放量的经济社会因素进行了指数分解分析。核算结果表明,1996～2011年居住建筑CO2排放量增长了1.12倍,年均增长5.14％。住宅碳排放系数和平均家庭规模变化均使居住建筑排放量减少,而建筑能源强度、人均居住面积和总户数的增加对居住建筑CO2排放量有明显的促进作用。目前增进作用大于减弱作用,最终居住建筑CO2排放量增加。节约用能,提高能源使用效率,改进用能结构,加快城镇化建设,推动社会结构调整等经济社会措施对降低居住建筑CO2排放量有改善效果。     

Organization‐Based Self‐Esteem,Psychological Contract Fulfillment,and Perceived Employment Opportunities: A Test of Self‐Regulatory Theory

This study addresses organization‐based self‐esteem (OBSE) development by examining the role of perceptions of employer psychological contract fulfillment, and the self‐regulatory processes by which OBSE evolves and produces its effects. Self‐regulatory theory helps reveal why psychological contract fulfillment relates to OBSE, how OBSE mediates its effects, and the ways in which OBSE might interact with perceived employment opportunities to affect job satisfaction, performance, and turnover intentions. The results show that OBSE is related to and mediates the relationships between relational contract fulfillment and employee job satisfaction and performance, but OBSE is not related to transactional contract fulfillment. Nor does OBSE mediate the relationships between transactional contract fulfillment and the dependent variables. Perceived employment opportunities moderate the relationships of OBSE with job satisfaction and turnover intentions. This study concludes with recommendations of ways managers can increase their sensitivity to the types of messages they communicate to employees. © 2014 Wiley Periodicals, Inc.     

My Strengths Count!

This article builds on the argument that research on the link between HRM and performance benefits from investigating how HR practices are envisioned by managers (in terms of underlying philosophies), and how they are perceived by employees (in terms of psychological climates). Our study focuses on the effects of a strengths‐based HR philosophy assuming that employee performance can be maximized through leveraging individual strengths. This philosophy relates to a strengths‐based psychological climate, that is, employee perceptions of the opportunities they get to identify, develop, and use their strengths. We hypothesized that a strengths‐based psychological climate positively influences employees’ positive affect, which in turn enhances their in‐role and extra‐role performance. In our study, 442 respondents working in 39 departments of eight Dutch and Belgian organizations gave ratings on the strength‐based psychological climate of their organization, and indicated their level of work‐related positive affect, in‐role performance, and extra‐role performance. Results of multilevel hierarchical regression analyses supported our hypotheses by indicating that strengths‐based psychological climate was positively linked to in‐role and extra‐role performance, and that this link was mediated by positive affect. © 2014 Wiley Periodicals, Inc.     

科研团队潜规则对团队成员建言行为的影响：心理安全感知的中介作用

论文基于中国传统文化中潜规则对员工建言行为的影响,以重庆、广州、北京、深圳、昆明等地的416名科研团队成员的数据样本,探索了科研团队潜规则、心理安全感知和团队成员建言行为之间的关系。研究结果表明,科研团队潜规则会削弱团队成员的心理安全感知,进而影响成员的建言行为,即心理安全感知在科研团队潜规则对成员建言行为的影响中承担了部分中介作用。     

知识异质性与团队创造力——创意效能感与心理安全感的调节作用

文章基于信息多样化观点和社会认同理论对知识异质性影响团队创造力的不同解释,探讨了两种互补的团队共同信念——创意效能感和心理安全感对两者关系的调节作用。研究采用问卷调查方式,以194名企业员工为研究对象,采用层级回归的数据分析方法。结果发现:团队创意效能感调节知识异质性与团队创造力之间的关系;团队心理安全感也调节知识异质性与团队创造力之间的关系。     

研发人员心理授权与创新绩效：内在工作动机与控制点的作用研究

文章采用某大型外资研发机构的209位研发人员与主管的配对数据,对研发人员心理授权与创新绩效的关系及控制点的调节作用和内在工作动机的中介作用进行研究。结果发现：心理授权对研发人员创新绩效具有显著的正向影响;对于内控型员工来说,心理授权对创新绩效的影响比外控型员工更为显著;同时,心理授权对创新绩效的影响以内在工作动机为部分中介。文章最后讨论了本研究的理论价值和实践启示。