How does the availability and use of flexible leave influence the employer–employee relationship?

In this article, we develop, and empirically test, a moderated mediation model of the effects of flexible leave on employees' organizational attachment. Drawing on a social exchange framework and signaling theory, we explore how the material and non-material nature of exchange between the employer and employee shapes their relationship. First, we show that the relationship between the availability of flexible leave and organizational attachment is shaped by two competing mediators, perceived organizational support (POS) and perceived flexibility stigma. Second, we delineate between availability and use of the policy, to show how the effect of POS is enhanced and perceived flexibility stigma reduced, with use. Our findings demonstrate that the relationship between the availability of flexible leave and organizational attachment is complex, but is enhanced through use of flexible leave. We contribute toward HRM scholarship about the relationship between employees' experience of HR practices and their corresponding impact on employees' subsequent behavior.     

A political economy perspective on horizontal FDI in a dynamic Cournot-oligopoly with endogenous entry

Entry in a homogeneous Cournot-oligopoly is excessive if and only if there is business-stealing (Amir et al., 2014). The excessive entry prediction has been derived primarily for closed economies and using a welfarist benchmark. We extend this framework and allow for (1) horizontal FDI in a multi-period setting and (2) interest group-based government behaviour. Opening the market to greenfield investments from abroad tends to aggravate the entry distortion. Moreover, market opening may reduce welfare if a more pronounced entry distortion dominates the gain in consumer surplus. Finally, a government, which places sufficiently little weight on the interests of consumers, will object to market opening, even if welfare rises.     

Determinants of Innovative Behaviour in the Hotel Industry: A cross-Cultural Study

The present study develops a conceptual framework that sheds light on whether institutional pressures (i.e., normative, mimetic, and coercive) and corporate support can improve innovative behavior across different societies and the moderating role of national cultural dimensions on this link. Our study validated these arguments empirically using data from the 2018 Global Entrepreneurship Monitor (GEM). Data were collected and analyzed from 2,618 respondents. Data were collected through a questionnaire survey of full-time non-managerial employees selected, from different departments of various four- and five-star hotels across five economically and culturally different societies (UK, UAE, Germany, China, USA). Our results indicated that both institutional pressures and corporate support have positive influence on employees’ innovative behaviour. Furthermore, Hotels in cultures with high levels of individualism and low levels of uncertainty avoidance, power distance, and masculinity will indicate higher levels of innovative behaviour in response to corporate support programs. While, hotels in nations with high levels of power distance, collectivism, uncertainty avoidance, and masculinity will indicate higher levels of innovative behaviour in response to normative, mimetic, and coercive pressure. These findings provide important implications for innovative behaviour by developing and validating a multilevel model empirically in the hospitality context.     

Being ignored at work: Understanding how and when spiritual leadership curbs workplace ostracism in the hospitality industry

Drawing on the conservation of resources theory, the present study theorizes that spiritual leadership is negatively related to workplace ostracism, both directly and indirectly via job social support and that employees’ justice orientation moderates the negative relationship between spiritual leadership and workplace ostracism. Based on time-lagged (three waves, two months apart) survey data collected from 252 hospitality employees, our findings reveal that spiritual leadership is negatively associated with workplace ostracism, both directly and indirectly via job social support. We also find that justice orientation strengthens the negative relationship between spiritual leadership and workplace ostracism. These findings not only highlight core theoretical contributions towards the existing literature on spiritual leadership, job social support, justice orientation, and workplace ostracism but also offer useful practical implications for hotel managers concerned about the repercussions of workplace ostracism for employees’ and organizations’ outcomes.     

Entrepreneurs in the making: Six decisions for fostering entrepreneurship through maker spaces

Maker spaces—shared production facilities offering access to basic and advanced manufacturing technologies—have quickly become the latest must-have for universities, large corporations, and communities looking to foster entrepreneurship and innovation. While the entrepreneurial and educational prospects of maker spaces are certainly intriguing, questions remain concerning their design and effectiveness. Drawing primarily on case evidence and conversations with five maker spaces located across the U.S., we identify and present six key decisions for maker space leaders looking to foster entrepreneurship in their organizations. We conclude with a decision framework for maker space leaders and a series of questions for entrepreneurs as both groups work to pursue entrepreneurship through and in maker spaces.     

基于机器学习的斜坡堤越浪量预测方法研究

针对斜坡堤越浪量预测方法,分别建立集成神经网络(ensemble neural network,ENN)、随机森林(random for-eset,RF)和支持向量回归机(suppport vector regression,SVR)3种机器学习模型对斜坡堤越浪量进行预测,并利用决定系数R2和均方根误差RMSE来评估模型性能.最后,对3种模型的性能进行分析.结果显示,集成神经网络模型的决定系数R2和均方根误差RM S E分别约为0.96和0.0018,随机森林模型的决定系数R2和均方根误差RMSE分别约为0.97和0.0014,支持向量回归机模型的决定系数R2和均方根误差RMSE分别约为0.94和0.002.对比发现,3种模型的决定系数都达到0.9以上,都具有较高的预测精度,随机森林相比其他两个模型精度更高.     

基于ANP-PP-SPA的区域洪灾风险评价模型研究

针对现有洪灾风险评价模型的缺陷与不足,从致灾因子、孕灾因子、承灾因子和减灾因子4个方面,通过对14项评价指标的分析与计算,构建洪灾风险评价体系。洪灾风险评价体系以网络层次分析法(ANP)求解主观权重,投影寻踪法(PP)求解客观权重,主客观综合权重与集对分析理论(SPA)耦合,构建基于ANP-PP-SPA的洪灾风险评价模型。以广东省英德市为例,验证洪灾风险评价模型的适用性。计算结果表明,英德市2016年的洪灾风险属于中等级别,符合英德市2016年的实际情况。洪灾风险评价模型不仅综合考虑了评价指标间的相互关系,还较好地体现了洪灾风险的模糊性和随机性,能够为区域洪灾风险决策和洪水管理提供科学依据。     

价格支持政策对我国不同粮食作物播种面积变化的影响差异

［目的］文章评估了价格支持政策对不同粮食作物播种面积变化的平均效应与动态效应，并测度多种价格支持政策的交叉政策弹性。［方法］基于1998—2016年实施粮食价格支持政策省份面板数据，设立对照组，利用倾向得分匹配—双重差分方法（PSM DID）评估价格支持政策平均效应与动态效应，并构建粮食作物供给反应（Nerlove）模型测度价格支持政策的交叉政策弹性。［结果］（1）价格支持政策对水稻、小麦、玉米播种面积增加具有不同程度的推动作用，按大小依次为玉米>水稻>小麦，对大豆播种面积变化影响不显著； （2）价格支持政策持续时间越长，对水稻、玉米播种面积增加的推动作用越大，对小麦播种面积增加的推动作用较为稳定； （3）小麦、玉米播种面积变化主要来自自身价格支持政策，水稻播种面积变化除了受到自身价格支持政策影响外，还受到其他作物政策影响，大豆播种面积变化对玉米临储政策反应敏感，对自身价格支持政策反应不敏感。［结论］在制定粮食政策时既要区分政策及其持续性对不同粮食播种面积变化的影响差异，又要注意在同一地区实施多种粮食政策时，可能对不同作物产生交叉影响。     

COVID-19-induced layoff,survivors’ COVID-19-related stress and performance in hospitality industry: The moderating role of social support

The COVID-19 pandemic has hit the hospitality industry hard globally, resulting in millions of employees being laid off. Drawing upon the conservation of resources theory, this study aims to empirically examine how and when COVID-19-induced layoff influences employees’ in-role and extra-role performance in the hospitality industry. We tested this model by using field data collected from 302 employees and their supervisors in China across two waves. Results revealed that COVID-19-induced layoff increases survivors’ COVID-19-related stress, which in turn leads to decreased in-role and extra-role performance. The strength of these indirect effects is mitigated by perceived family support against COVID-19. Unexpectedly, perceived organizational support against COVID-19 intensifies these indirect effects. The theoretical and practical implications of this study are further discussed.     

Investigating the causal configurations of cost-efficient firms at the bottom of the pyramid

This study highlights how social and commercial enterprises with local and global presence, balance their economic and social goals, to sustainably serve the bottom-of-the-pyramid (BoP) markets, predominantly in emerging economies. Employing the lens of transaction cost economics and configurational theory, we propose that successful venturing into the BoP markets, sensitize firms to create appropriate governance mechanisms for reducing transaction costs, resulting in creation and capture of values. Further, these mechanisms enable those firms to attain cost efficiency and sustainability in the process of fulfilling their social objectives. To that end, we employed the case survey method to analyse 42 cases, from the Harvard Business School repository, on multinational enterprises (MNEs) in emerging economies. Further, we used qualitative comparative analysis to uncover the various causal governance configurations that enabled those firms to sustainably serve the BoP markets.