团队信任认知中介下非物质激励对创新绩效的影响

新生代员工逐渐成为企业创新的主要力量,为提高新生代员工创新绩效,基于该类员工追求社会认同和价值契合的特质,从认知理论出发,以非物质激励为手段,探讨通过非物质激励构建团队信任认知、提高新生代员工创新绩效的可能性。结构方程模型检验结果显示,团队信任加强了由新生代员工构成的知识共享创新团队间的纽带,在非物质激励和创新绩效中起到中介作用。研究结果对于揭示企业内部创新环境影响因素、指导企业建立新生代员工之间的团队信任具有一定的借鉴作用。     

论企业战略性培训的内涵与实施

企业需要高技能的员工队伍,事实上,组织内人员的潜力是主要的竞争因素。在竞争全球化时代,产品生命周期缩短和信息传递加快成为成功的关键,人力资源为企业提供了中长期竞争优势。企业已经把培训上升到战略性的高度来审视。培训在今天的环境下帮助组织实施变革起到重要作用。因此,企业培训成为重要的管理任务。本文提出战略性培训的重要性和内涵,战略性培训与经营战略之间的联系,并根据波特竞争战略理论把战略分为成本领先战略、差异化战略和集中战略,在此基础上提出相应的培训方法。一个组织战略与它对员工培训开发的重视程度之间的关系是非常紧密的。最后提出企业如何实施培训战略：管理者要理解战略/发展之间关系的动态性;设计出有针对性的培训解决方案如人力资源战略的部署方法。     

Pension return assumptions and shareholder-employee risk-shifting

Firm managers of defined-benefit (DB) pension plan sponsors reveal their primary motives — risk-shifting or risk-management — through their assumed expected rates of return (ERRs) on the plan assets. Managers with risk-shifting motives choose high ERRs to exploit flexible internal financing from employees via pension underfunding. Those with risk-management motives choose low ERRs to reduce future cash-flow uncertainty by improving the pension funding status. We examine if ERRs predict the firms’ future cash-flow allocation between pension funding and corporate investments, in a Japanese sample that mitigates the selection bias concern for US DB plan sponsors. Using dynamic panel regressions that control for lagged dependent variables, firms’ business prospects, and unobserved fixed effects, we show that higher ERRs precede higher capital investments, R&D expenses, and net pension obligations while revealing managerial aggression, especially among firms with high external financing costs. Higher ERRs predict higher market-to-book ratios for the firms with larger R&Ds and/or underfunding, suggesting that the risk-shifting channel of internal financing with high ERRs can help alleviate underinvestment problems.     

收入分配不公平与全要素生产率——基于中国上市制造企业数据的经验分析

基于2001—2017年A股上市制造企业数据,探究了普通职工收入分配不公平对企业全要素生产率的影响。研究结果表明:普通职工收入分配不公平明显制约了企业全要素生产率的提升;资本劳动比弱化了普通职工收入分配不公平对企业全要素生产率的负向影响;相对于资本密集型企业,技术密集型和劳动密集型企业的全要素生产率更易受到普通职工收入分配不公平的影响;普通职工收入分配不公平通过影响技术水平和管理成本的方式作用于全要素生产率。     

破解“知而不言”：新生代员工可雇佣型建言影响因素及模式

探索新生代员工可雇佣型建言影响因素，对拓展相关理论、指导管理实践大有裨益。基于科技型中小企业情境，采用模糊集定性比较分析法，研究新生代员工可雇佣型建言的影响因素及模式，归纳出新生代员工可雇佣型建言是基于可雇佣性提升动机所产生的组织促进性言语行为，并通过前因组态分析，得出其影响因素模式的3种构型：组织氛围营造型；专业知识和技能提升型；技能、获奖、组织认可和人际能力提升型。最后，提出建言行为干预策略，从而助推科技型中小企业创新管理，并提出启示及未来研究方向。     

中基层员工主导型公司创业过程研究

互联网时代的创新经常发生在意想不到的市场，沿袭以往仅仅依赖高层决策者识别创业机会并发起创业项目的做法会使企业失去很多发展机遇，由中基层员工主动识别创业机会、发起公司创业项目变得愈加必要。运用探索性案例研究法，以腾讯公司不同发展阶段由中基层员工主导的3次成功创业案例（QQ秀、QQ空间和微信）为研究对象，遵循创业机会识别、开发、价值实现的逻辑思路展开研究，得到创业过程的构成要素，即创业机会感知与传递、公司创业决策、团队组建和资源整合、产品开发与市场开发、新业务生成与成长、战略更新与组织变革等6个方面的关键要素，提炼出与各关键要素相匹配的管理机制——赛马机制、容错机制、快速决策机制、提出者负责制、共享型学习机制、基于顾客体验的快速迭代机制，进而构建起中基层员工主导型公司创业过程模型。     

We are not yet done exploring the hospitality workforce

With the ongoing notices of labour shortage and need to foster inclusion in the hospitality workplace across time and space, this calls for a mindset that is dynamic and accommodative to changes within the tourism discourse. However, this note proposes that this can only be truly fostered when the discourse in the industry is challenged. Specifically, questions need to be raised regarding the role of discourse in shaping the individual as not only an employee but as a hospitality professional or service worker subject. This opens an avenue for further discussions in human resources, organisational behaviour and culture, areas that seem to have been extensively researched. Through the lens of Foucault’s analysis of power, these proposed questions can be answered, however, its applicability has yet to be extended to the literature. Therefore, as hospitality researchers, for the greater good, we are not yet done exploring the hospitality workforce.     

Job insecurity,subjective well-being and job performance: The moderating role of psychological capital

The article illuminates one of the central concerns in organizational study; the extent to which job insecurity (JI) affects employees’ subjective well-being (SWB) and consequently their job performance (JP) in hospitality industry. Building on the transactional theory stress and coping, the study analyses the buffering role of psychological capital (PsyCap) as a strategy by which employees overcome the negative impact of JI on SWB and JP. Respondents include 250 four and five star hotel employees in Tehran, Iran. The results highlighted the mediating role of SWB, affirming that JI negatively impacts employees’ JP via decreasing their SWB. Furthermore, the results show that employees with high level of PsyCap are able to cope with JI. Hotel management teams should make appropriate decisions to minimize or eliminate stressful stimuli, particularly JI in the workplace, which has been found to have severe mental, emotional and behavioural consequences.     

分工与员工合作制度研究

组织结构对员工有着深刻影响。是否采取工作专门化,与员工能力、工作性质、风险偏好、领导因素等有关。激励结构与团队成员是否合作存在着相互作用的关系。增加计件工资率会降低员工之间相互帮助行为;扩大团队奖金差距会降低员工对自身工作的努力程度。在员工努力行为可以观察到的情况下,只应对员工支付固定工资和团队奖金,就足以激励员工努力工作,并且有积极性帮助其他员工;在员工努力行为难以观察到的情况下,则需要以计件工资来激励员工努力工作。因此,需要扩大高风险员工的工作范围,对员工能力有差别的团队实施团队奖励,加强合作性评估,明确合作性——奖励之间的关系,加大团队奖金在能力强员工薪酬结构中所占的比重等。     

员工满意度对于经济型酒店的影响探究

员工满意度又称雇员满意度,是企业的幸福指数和企业管理的"晴雨表".员工满意度不仅是衡量酒店绩效的有效工具,也是酒店改善运作流程、实现高效运作、培养顾客满意度和忠诚度的强大动力.是实现酒店"赢得员工、赢得顾客、赢得市场、赢得利润、赢得发展"的"五赢"目标的保障.对于经济型酒店具有举足轻重的作用.