Service innovativeness and the structuring of organizations: The moderating roles of learning orientation and inter-functional coordination

This paper aims to investigate the influence of organizational structure on service innovativeness by testing the moderating roles of learning orientation and inter-functional coordination. This helps to understand how organic structure influences service innovativeness when it is effectively leveraged with favorable organizational factors. Data were collected from 178 hotel managers and executives in Japan and moderated regression analysis was performed to analyze the data. Findings of the study suggest that higher levels of service innovativeness are positively related to higher levels of hotel business performance. In addition, organic structure makes a positive influence on service innovativeness and an increase in the levels of learning orientation boost the effectiveness of organic structure on service innovativeness. Moreover, the positive association between organic structure and service innovativeness become stronger when all firm’s functions make an attempt to cooperate and contribute to disseminating customers and competitors’ information in the hotels. These findings contribute to understanding how hotel service innovation is affected by service innovativeness, organizational structure, learning orientation and inter-functional coordination.     

组织变革对组织存活的影响研究——基于组织生态学的视角

20世纪以来,科学技术的快速发展,促进了全球经济的增长,给组织带来了发展的机遇,但是市场环境的剧烈动荡,使组织面临巨大的市场挑战和风险。组织为了生存,必须进行变革,但变革的高风险和高成本又反过来影响了组织生存。因此,组织变革与组织存活的关系是一个值得探讨的话题。目前,此问题的研究主要集中在两个视角:适应视角和生态学视角。其中,生态学视角是一种新的分析视角,为组织变革理论的研究提供了重要借鉴。     

乡土正当性与法律正当性在林权纠纷中的博弈——基于桂南两县一区的实地调查

通过背景梳析,在对林权纠纷中地方政府、国有林场、农户的调查后发现乡土正当性和法律正当性在当地林权纠纷中存在冲突,通过分析得出当前的林权纠纷问题具有普遍性和复杂性的基本特征;从制度经济学的产权角度和农户增收角度来看,农户的土地产权应得到维护。     

保险业新主体公司的经济绩效与组织管理及人力资本利用

近年来保险业许多成立的新主体公司,为了抢占市场份额,在所采取的各种组织措施和组织手段中,其最重要的组织管理与人力资源利用的制度却出现了矛盾和悖论,进而又出现了人力资源利用与经济绩效的悖论,并造成人力资本的原子状态,使公司成员缺乏团队精神,不能形成整体的合力,并带来公司内人际关系紧张等一系列严重问题。究其问题的核心,发现其组织管理制度和人才激励机制是对人的扭曲,把人降低为物当成了工具。这样的问题如果不能得到及早、尽快地解决,不仅会影响新主体公司的生存和发展,甚至会危及整个保险业的健康发展。     

一个金融上的社会运动的观点:社会责任投资重要

此文所讨论的是社会运动如何影响经济体系.运用一种政治--文化的方式去对待市场,这意味着折衷行为可以利用一个可预见的新制度去帮助改变现有的金融制度.此文的观点立足于支持社会运动重整经济制度出发.     

Employee workplace spirituality and pro-environmental behavior in the hotel industry

Pro-environmental behaviors in the workplace are less investigated than those in the public and private spheres. With this in mind, and through the values framework of workplace spirituality (WPS), synthesizing the theories of connectedness and organizational citizenship, the current study proposed a theoretical model to gauge the influence of WPS, a relatively new area of inquiry in organizational research and a neglected field in tourism and hospitality, on hotel employees’ organizational citizenship behavior for the environment (OCBE). In this framework, the emerging concept of connectedness to nature (CNS) – a strong cognitive and affective predictor of pro-environmental behavior – was depicted as a mediator, and the construct of environmental awareness (EA) was deemed a moderator. The intended model received support through empirical testing, and results confirmed that WPS is significantly associated with employees’ OCBE, and CNS indirectly affects the relationship between WPS and OCBE, while EA functions as a booster. The theoretical and practical implications of the study were discussed, and a series of contributory managerial implications were described accordingly.     

Employee creativity trumps supervisor-subordinate guanxi: Predicting prequitting behaviors in China's hotel industry

This study aims to explore the moderating roles of supervisor-subordinate guanxi and employee creativity in the perceived organizational support-organizational commitment-turnover intention link in the Chinese hotel organizations. Using a matched sample of 85 supervisors and 249 subordinates from 13 hotels in Shenzhen, China, we found that both supervisor-subordinate guanxi and employee creativity altered the relationships of perceived organizational support, affective commitment and employee prequitting behaviors. A significant conditional direct effect of perceived organizational support on prequitting behaviors was moderated by low supervisor-subordinate guanxi. Furthermore, a significant conditional indirect relationship between perceived organizational support and prequitting behaviors was found at high employee creativity. Moreover, interactive effect of affective commitment and employee creativity exerted a significant negative effect on prequitting behaviors. Findings shed light on the changing traditional values in modern management practices and the conditions under which organizations can improve employee retention. Theoretical and practical implications for talent management are discussed.     

Leader Apology in the Employee–Organization Relationship: The Roles of Subordinate Power Distance Belief and Leader Competence

According to the organizational support theory, leaders' words and deeds are not only the products of their own will but also a reflection of organizations' standpoints. We thus focus on leader apology in the case of organizational transgressions and predict that leaders' apologetic acts are likely to influence employees' organization-oriented attitudes and behaviors. Specifically, leader apology is hypothesized to positively influence employees' perception of organizational support, which in turn, is positively associated with employees' helping and risk taking behavior. Furthermore, drawing upon the organizational support theory that delineates the discretion and value perceived in the employee-organization relationship, we further propose that employees' perceived leader competence and power distance belief serve as two contingencies that influence the relationship between leader apology and employees' perceived organizational support. In particular, this relationship is stronger when employees perceive higher leader competence or hold stronger power distance beliefs. Two multi-wave data collected from hospitality employees support these hypotheses. The findings provide a new perspective to comprehending leader apology within the employee-organization relationship wherein leaders are considered as organizational agents. This research extends the existing literature on leader apology that largely focuses on leader apology following leaders’ transgressions and leader-oriented outcomes.     

Organizational management in New Zealand’s public service

This paper explores the extent to which New Zealand’s central government organizations are effectively reporting on, and arguably therefore focusing on, the management of their organizations, as well as their operations. There is widespread concern that new public management reforms have resulted in an over-emphasis on the former at the expense of the latter. A solution to this problem requires a clear and consistent framework for how organizational management should be reported.     

Subnational institutional environment,scale competition and MNEs’ ownership levels in transition economy: evidence from China

Abstract

This paper shows that the effect of market scale competition on the ownership levels of foreign-funded enterprises is conditioned on sub-national institutional environment in China. Analysis is based on the idea that multinational enterprises subject to the dual pressures of institutional isomorphism and competition in the host country. The provincial panel data from 2001 to 2012 is used for empirical tests. This study indicates that the weaker the legal property rights protection and legal enforcement of contracts, and the higher the opening up, the more the large foreign-funded enterprises decrease their ownership levels, whereas the negative moderating effect incurred by the reduction to government intervention in business is limited significant.