主观社会地位对制造业工人工匠精神的影响：基于认知-情感个性系统理论

以制造业工人为研究对象,基于认知-情感个性系统理论,构建主观社会地位影响工匠精神的双路径模型,检验心理所有权与和谐式工作激情在主观社会地位与工匠精神之间的中介作用,以及关怀型伦理氛围的调节作用。通过对收集的538份有效数据进行统计分析,研究结果表明：(1)主观社会地位对制造业工人工匠精神有显著正向影响;(2)心理所有权与和谐式工作激情在主观社会地位对工匠精神的影响关系中起部分中介作用;(3)关怀型伦理氛围在心理所有权、和谐式工作激情与工匠精神的关系中发挥正向调节作用。研究结果揭示了主观社会地位对制造业工人工匠精神的双路径影响机制,丰富了工匠精神的前因变量研究,并为培育制造业工人工匠精神提供指导。     

How should we divide the pie? Equity distribution and its impact on entrepreneurial teams

Drawing on a multiple case study approach and data on eight entrepreneurial teams observed over six months this article develops a dynamic model of the consequences of equity distribution among team members. Perceived justice of equity distribution emerged as a key variable influencing entrepreneurial team interactions and important entrepreneurial outcomes. High perceived justice triggered positive team interaction spirals, whereas low perceived justice triggered negative interaction spirals. Teams exposed to external threats drifted from a positive spiral to a negative spiral despite high perceived justice. We discuss the implications of our study for research on entrepreneurial imprints, justice, and exit.     

The influence of top management team traits on corporate financial performance in the US

This article aims to study the effect of human capital on the financial performance of the most admired American firms. Human capital is measured in terms of the demographic attributes and the diversity of top managers. The use of panel linear multiple regressions reveals that the most successful firms are characterized by coherent and homogeneous top management teams with moderate tenure and excellent wages. Moreover, the heterogeneity of managers is recommended for fairly young top management teams and for larger firms operating in a turbulent environment. Copyright © 2014 ASAC. Published by John Wiley & Sons, Ltd.     

加强湖南人才资源开发 打造优势产业人才队伍

在市场经济条件下,任何一个区域的经济发展都是由其具有优势的产业发展所决定的。但优势产业发展首先离不开优势产业人才资源开发。论文基于湖南优势产业人才资源开发现状分析,深入探讨湖南优势产业人才培养的对策和措施。     

浅谈在新时期如何做好矿山救援工作

从矿山救护队的基础设施建设、日常管理、装备配备以及救护指战员的学习训练、事故灾害演练等几个方面,阐述了在当前新时期矿山救护队的工作要点。     

Can taking charge at work help hospitality frontline employees enrich their family life?

Managing work-family interface has been a key issue for hospitality employees. By integrating the literature on thriving at work into the work-family enrichment model, this study proposes taking charge as a resource-generating behavior that employees could undertake to enrich their family life. Using data collected on two occasions from frontline employees and their supervisors in a hotel in China, we find that those who take charge are more likely to experience thriving at work, which helps them improve the quality of their family life. Furthermore, working under a leader facing high role ambiguity augments this relationship. The study findings advance current work-family enrichment literature, and also carry important practical implications for promoting employees’ work-to-family enrichment in the hospitality sector.     

The effects of high performance work systems in employees’ service-oriented OCB

The present research investigates the effects of “High Performance Work Systems (HPWS)” on employees’ “work engagement” and “service-oriented Organizational Citizenship Behavior (OCB)”, through the development of a social and justice climate. In doing so, “Partial Least Squares Structural Equation Modeling (PLS-SEM)” was applied based on a convenient sample of 448 customer-contact hotel employees across ten Greek hotel organizations. In summary, the study reveals first the valuable contribution of HPWS towards the development of a justice and service climate, which in turn influence positively employees’ work engagement. As a consequence, employees respond by exhibiting extra role behaviors and by engaging in service-oriented OCB. Overall, the findings clarify the mechanism behind the HPWS process, known as the “black-box”, a valuable knowledge for professionals practicing Human Resource Management (HRM).     

An investigation of the moderating effects of current job position level and hotel work experience between technology readiness and technology acceptance

Rapid technology development has greatly changed the hotel structure in operation or customer relationship management. Most previous studies simply employed either the technology readiness index (TRI) or considered the technology acceptance model (TAM) to predict consumer behavior from the perceptions of consumers. Nonetheless, only limited studies, if ever any, integrated technology readiness (TR) into technology acceptance model in hospitality. Hence, to bridge the aforementioned research gap, the purpose of the present study is to advance and modify TAM by proposing a new research framework which integrates TR into TAM. Online questionnaire survey was conducted with hotel employees through a well-known survey company Qualtrics. Data were then analyzed by structural equation modelling. Findings indicate the direct relationship between technology readiness (TR) and technology acceptance (TA), and reveal the moderating effects of current job position level and hotel work experience on the proposed research framework. Implications are further discussed.     

The German labor market during the Great Recession: Shocks and institutions

This paper analyzes Germany's unusual labor market experience during the Great Recession. We estimate a general equilibrium model with a detailed labor market block for post-unification Germany. This allows us to disentangle the role of institutions (short-time work, government spending rules) and shocks (aggregate, labor market, and policy shocks) and to perform counterfactual exercises. We identify positive labor market performance shocks (likely caused by labor market reforms) as the key driver for the “German labor market miracle” during the Great Recession.     

农业农村双创工作的成效机制研究

[目的]近年来,创新创业的热潮大力兴起,如何对农民双创工作的成效机制进行研究,成为文章研究的重点。通过对农民双创工作中的创业者特征、创业者关系、政策适应与农业农村双创收益机理的研究,找出创业企业绩效演变机理。[方法]收集2017年2—5月重庆24个地区1 855位农民的调查问卷,采用专家评价法对双创收益、创业培训、创业者社会关系和创业政策适应的测量项目进行因子分析。[结果]对农民双创收益的影响因素进行分析讨论,得出学历水平、创业动机、创业风险意识、创业经营模式以及创业培训均对双创收益的提升有促进作用;创业者特征回归分析中R~2值由0.22提升为0.32,ΔR~2的值为0.34,说明自变量对因变量有预测作用;创业者特征对双创收益值为0.329,说明创业者的特征越高,其创业的绩效就越高;创业政策回归分析中R~2值由0.12增加到0.22,ΔR~2的值为0.14,说明自变量对模型有预测能力,且政策越全面有效,对农民的双创收益提升效果越好;创业者社会关系回归分析中R~2值由0.098提升为0.175,ΔR~2由0.175增长为0.433,说明创业者的社会关系越好,农民的双创收益越高。[结论]研究结果说明农业农村双创工作中创业者特征、创业者社会关系以及政策适应可提升创新创业机制的完善,提升双创收益。