变革中多渠道信息传递对员工绩效的影响机制

面对日趋复杂的外部环境,组织变革成为企业获得竞争力的重要方式。员工参与是组织变革成败的关键,充足的组织变革信息有利于员工积极投入变革。本文以社会信息加工理论为基础,对来自被兼并企业的36个工作团队185名员工进行研究,探索多渠道变革信息传递对员工的影响机制。基于多层次线性模型的数据分析结果表明:(1)变革情境下,组织正式渠道进行信息沟通和变革氛围包含的非正式信息,均能正向促进员工变革绩效;(2)员工所持有的积极变革期望,在多渠道信息传递和变革绩效间起到中介作用;(3)变革氛围跨层调节变革信息沟通对员工积极变革期望的正向作用,相比于低变革氛围情景,具有高变革氛围的团队,通过变革信息沟通更能显著提升员工对变革的积极期望。研究结论对企业变革实践中信息传递和沟通工作具有现实指导意义。     

贫困山区农户茶叶生产技术效率及影响因素研究

基于湖北省382份茶叶种植户调研数据,采用随机前沿生产函数模型“一步估计”法分析贫困山区农户茶叶生产技术效率和影响因素。研究结果表明:样本户茶叶种植存在较大改进空间;样本户资本和劳动力投入剩余;茶园的海拔、树龄、茶农是否加入合作社、种植面积、户主是否受过种茶培训等因素对农户茶叶生产技术效率有重要影响。因此,提出紧抓乡村振兴战略机遇,推动贫困山区茶产业高质量发展;建立茶产业“三项补贴”,改善茶园基础设施条件;优化茶叶种植布局,提高合作社服务水平;成立茶产业发展基金,加快培育职业茶农,以提高贫困山区农户茶叶生产技术效率。     

Social media bots and stock markets

This study examines the link between information spread by social media bots and stock trading. Based on a large sample of tweets mentioning 55 companies in the FTSE 100 composites, we find significant relations between bot tweets and stock returns, volatility, and trading volume at both daily and intraday levels. These results are also confirmed by an event study of stock response following abnormal increases in the volume of tweets. The findings are robust to various specifications, including controlling for traditional news channel, alternative measures of volatility, information flows in pretrading hours, and different measures of sentiment.     

Resource Dependence and Network Relations: A Test of Venture Capital Investment Termination in China

This study examines how venture capital (VC) firms terminate investments in an emerging economy context. We contend that due to the weak institutional environment, it is appropriate to draw on insights from power and social relation perspectives for a better understanding of the phenomenon. Specifically, we argue that a termination decision hinges on not only the dependence relationship between a VC firm and its portfolio companies, but also the social relationships among VC firms. Event history analyses of approximately 12,000 VC deals made in China between 2001 and 2012 reveal that when a VC firm has a greater number of investments in an industry, it is more likely to terminate investments on a portfolio company in that industry. Moreover, such effect on termination is moderated by the focal VC's embeddedness with its syndicate partners and collaboration opportunities with other VC firms outside the immediate access of the syndicate partners. Our study sheds light on research on VC decision making in emerging markets by integrating insights from resource dependence relationships and interorganizational network characteristics.     

How perceived empowerment HR practices influence work engagement in social enterprises – a moderated mediation model

Abstract

Drawing insights from the group engagement model and self-determination theory, our research explored the role of perceived empowerment human resource (HR) practices in the hybrid organizational form of social enterprise in China. Based on two studies, this paper developed and examined a moderated mediation model, linking perceived empowerment HR practices, identification motivation, work engagement, and authority work value. Specifically, in Study 1 we found perceived empowerment HR practices increased employees’ work engagement through enhancing employees’ identification motivation. In Study 2, we adopted a two-wave design to duplicate and extend this mediation model. A moderator, employees’ authority work value, was found to weaken both the mediation relationship, and the positive relationship between perceived empowerment HR practices and identification motivation. This study broadens the understanding of what social enterprises look like in alternative contexts, while providing an opportunity to explore how a HRM mechanism and its boundary condition function in large social enterprises in China.     

Perceptions of Agriculture and Food Corporate Social Responsibility

An online survey of 1,201 U.S. residents was conducted in April 2015 to better understand individuals’ perceptions of prominent areas of corporate social responsibility (CSR) in the food supply chain. Demographic and household consumption information, including supermarket patronage, was collected. Each respondent completed best–worst tasks for CSR areas designed to elicit their relative importance of CSR areas. Overall, health and safety were perceived as the most important CSR area, and environment was prioritized second. Indicating gender as female and/or reporting age over 65 was positively correlated with the relative importance placed on health and safety, but negatively correlated with the size of preference share for nearly all other CSR areas investigated. Membership in the younger age categories was positively correlated with the size of the preference shares devoted to procurement, labor, fair trade, and biotechnology.     

A netnographic sensibility: developing the netnographic/social listening boundaries

Netnography is constantly evolving as technologies and access to online data develop. Our paper outlines how large data sets of social media can be analysed through bridging the divide between the small, rich and contextually nuanced data that is the hallmark of netnography and the scope and scale of data made possible through social media listening conventions. We define this approach as netnographic sensibility and with the use of a short case study discuss the process through which social media data could be gathered, triangulated and analysed. We orientate the paper around two interrelated questions: investigating how netnographic insights can be extended using social media monitoring tools, and asking how this can be used to add richness and depth to understanding mass consumer realities. Our contribution complements the widely established methodological approach of netnography as we argue that netnography has the capacity and capability to embrace technological advances within the domain of social listening to add value for academic researchers.     

The differential effects of CEO narcissism and hubris on corporate social responsibility

Research Summary: While prior studies have predominantly shown that CEO narcissism and hubris exhibit similar effects on various strategic decisions and outcomes, this study aims to explore the mechanisms underlying how narcissistic versus hubristic CEOs affect their firms differently. Specifically, we investigate how peer influence moderates the CEO narcissism/hubris—corporate social responsibility (CSR). With a sample of S&P 1500 firms for 2003–2010, we find that the positive relationship between CEO narcissism and CSR is strengthened (weakened) when board‐interlocked peer firms invest less (more) intensively in CSR than a CEO's own firm; the negative relationship between CEO hubris and CSR is strengthened when peer firms are engaged in less CSR than a CEO's own firm. Managerial Summary: Some CEOs are more narcissistic while others may be more hubristic, but these two groups of CEOs hold different attitudes toward the extent to which their firms should engage in corporate social responsibility (CSR). Our findings with a large sample of U.S. publically listed firms suggest that narcissistic CEOs care more about CSR, but hubristic CEOs care less. Interestingly, when narcissistic CEOs observe their peer firms engaging in more or less CSR than their own firms, they tend to respond in an opposite manner; in contrast, hubristic CEOs will only engage in even less CSR when their peers also do not emphasize CSR. Our findings point to a fundamental difference between CEO narcissism and hubris in terms of how they affect firms' CSR decisions based on their social comparison with peer firms.