The joint effect of leader–member exchange and emotional intelligence on burnout and work performance in call centers in China

We examined the joint effect of LMX and emotional intelligence (EI) on burnout and work performance. Results based on data collected from 493 leader-member dyads in the call center of a large Chinese telecommunication company indicated that LMX was negatively related to burnout, yet was not significantly related to objective work performance. Moreover, we examined the effects of the four dimensions of EI (self-emotion appraisal, other-emotion appraisal, use of emotion, and regulation of emotion) on burnout and performance, and found that burnout mediated the link between use of emotion and work performance. Results also showed that LMX was associated with burnout and work performance more strongly for service workers with lower levels of self-emotion appraisal. More surprisingly, the link between LMX and work performance was stronger for service workers with higher levels of use of emotion.     

Technology commercialization intelligence: Organizational antecedents and performance consequences

External technology commercialization, e.g., by means of technology licensing, has recently gained in importance. Despite imperfections in technology markets, out-licensing constitutes a major technology commercialization channel. Although the identification of licensing opportunities represents a significant managerial challenge, prior research has relatively neglected these activities. Therefore, we develop the concept of ‘technology commercialization intelligence’ (TCI), which refers to the observation of a firm's environment with particular focus on identifying technology licensing opportunities. Grounded in a dynamic capabilities perspective, we test five hypotheses regarding organizational antecedents and performance consequences of TCI, drawing on data from a survey of 152 companies. The empirical findings provide strong support for the importance of the TCI concept. The findings deepen our understanding of the discrepancies between successful pioneering firms active in technology licensing and many others being less successful. The results have major implications for technology exploitation in open innovation processes.     

基于ERP的数据仓库应用研究

分析ERP和数据仓库各自的特性,讨论ERP和数据仓库集成的可行性、必要性,探讨基于ERP的数据仓库的建立方法.     

Cultural intelligence and voice behavior among migrant workers: the mediating role of leader–member exchange

Abstract

This empirical study is the first to explicitly examine cultural intelligence (CQ) as an antecedent of voice behavior and to explore the mediating role of leader–member exchange (LMX) in the CQ–voice relationship. Two hundred and sixty-one usable questionnaires were collected from migrant workers in Australia using an online survey. The data were analyzed with regression analyses and structural equation modeling. Results showed that migrant employees with higher CQ were more likely to engage in voice behavior. The positive relationship between CQ and voice behavior was partially mediated by LMX. These findings verify a relatively new individual antecedent (i.e. CQ) of voice behavior and reveal the underlying mediation mechanism that explains the effects of CQ on employee voice. This study also carries important implications for managing culturally-diverse workforces (i.e. migrant workers) regarding the promotion of voice.     

Understanding the intellectual structure and evolution of Competitive Intelligence: a bibliometric analysis from 1984 to 2017

ABSTRACT

Competitive Intelligence (CI) is a relatively novel discipline that is generating a growing interest in the field of strategic management. Its novelty, approach and origin have meant that the definition of the CI entails different interpretations and utilities depending on the audience. This research develops a conceptual analysis of CI in literature by quantifying the bibliometric performance indicators, identifying the main authors, countries, journals and research areas and evaluating the intellectual structure and evolution of the discipline using SciMAT as bibliometric analysis software. The bibliometric performance analysis is focused on the citation-based impact of the scientific output, while the science mapping illustrates the evolution of the research themes that build the discipline through the use of bibliometric network analysis techniques. To this purpose, the publications related to CI from 1984 to 2017 available at Scopus have been retrieved (5,275 publications). Finally, it offers a framework to support future researches.     

A cross-cultural meta-analysis of how leader emotional intelligence influences subordinate task performance and organizational citizenship behavior

Global human resource managers need to understand which personality characteristics contribute to leadership effectiveness in different cultures for both selection and training purposes. This meta-analysis demonstrates that leaders’ emotional intelligence (EI) demonstrates incremental validity and relative weight in predicting subordinates’ task performance and organizational citizenship behavior (OCB) after controlling for the Big Five and cognitive ability. The relationship between leaders’ EI and subordinates’ task performance is stronger in collectivistic, feminine, and high uncertainty avoidance cultures. The relationship between leaders’ EI and subordinates’ OCB is stronger in high power distance, collectivistic, feminine, high uncertainty avoidance, long-term oriented, and restraint cultures.     

海关行政执法自由裁量权人工智能辅助决策初探

笔者试图引入人工智能对执法中的自由裁量进行辅助决策,探索以科技手段减轻行政执法人员的执法难度,提升化解执法风险和廉政风险的能力。     

全球人工智能人才发展态势浅析

培养和吸引人工智能人才对于发展人工智能是至关重要的。当前,我国的人工智能人才存在若干问题,如缺少顶尖人才、人才结构不均衡以及研究人员外流情况严重等。为弄清我国人工智能人才发展的现状及不足,为人工智能人才的发展提供对策,本文以人工智能人才为研究对象,梳理全球人工智能人才的总体情况,在分析我国人工智能人才存在的不足和问题的基础上,借鉴国外发展人工智能的成功经验,对我国人工智能人才发展提出了建议。     

Global team members’ performance and the roles of cross-cultural training,cultural intelligence,and contact intensity: the case of global teams in IT offshoring sector

Abstract

This study investigates an unexplored form of global team prevalent in the Information Technology (IT) offshoring sector where IT service providers work alongside with client representatives in a global team context. Guided by theories of intelligence and intergroup contact, this study investigates global team members’ individual-level task performance. Specifically, this study examines the development of global team members’ cultural intelligence (CQ) following cross-cultural training. This study also determines the effects of improved CQ on individual-level task performance and examines the moderating role of contact intensity on the relationship between improved CQ and individual-level task performance. Data on the development of CQ, participation in cross-cultural training, and contact intensity were collected from 225 global team members while data on task performance were obtained from each of the global team members’ supervisors. The results of the statistical analyses reveal that: (i) CQ improved following participation in cross-cultural training sessions; (ii) improved CQ is positively and significantly related to individual-level task performance; and (iii) contact intensity moderates the relationship between improved CQ and individual-level task performance. These findings have a number of theoretical and practical implications for international organizations such as those in the IT offshoring sector.     

Quality Output,Workplace Environment,and Employee Retention: The Positive Influence of Emotionally Intelligent Supply Chain Managers

Industry advancements are accelerating at phenomenal rates and changing the management of logistics and supply chain operations. Employers must develop supervision with advanced skills to manage and retain the most effective employees making up the new workforce of highly skilled and technologically advanced personnel. Emotional intelligence is a managerial competence leveraged by leaders to connect with subordinates on a psychologically emotional level. Our research evaluates and applies emotional intelligence within the context of managing logistics and supply chain employees. Recognizing that employees are critical to production and service delivery, logistics and supply chain managers must be able to cognitively analyze situations and connect with employees in a positive manner even during challenging times. We find that managers possessing higher levels of emotional intelligence are better equipped to help their employees manage emotions, build more positive working conditions for subordinates, increase retention of employees, and achieve more positive service outcomes for external customers.