改制企业女职工维权工作浅谈

加强工会女职工组织建设,为女职工维权工作夯实基础;深入进行调查研究,把维护广大女职工合法权益作为改制单位女职工工作的第一要务,加大有关法律法规的宣传力度,争取党政工领导的大力支持;加强教育培训,提高女职工整体素质,努力开创改制企业女职工维权工作新局面。     

Linking transformational leadership and core self-evaluation to job performance: The mediating role of felt accountability

This study examined the mediating effects of felt accountability (FA) on the effect of both transformational leadership and core self-evaluation (CSE) on task performance (TP) and contextual performance (CP). Structural equation modeling and Analysis of Moment Structures were used to analyze data collected from questionnaires distributed to 302 supervisor–employee dyads. The concept of FA is based on a social contingency model of accountability, which is distinct from feelings of responsibility or obligation in organizational research. Our hypotheses for the mediating role of FA were supported by the data, except that the mediating effect of FA on the relationship between CSE and CP was not supported. We discuss the implications of these results for research and practice in organizations.     

内控型人格、变革型领导与组织文化对员工心理资本的影响

心理资本是人力资源管理领域重要的新理论之一。鉴于当前研究聚焦于心理资本的影响效应，本文从内控型人格、变革型领导与组织文化三个层次对心理资本成因进行分析与检验。回归模型结果表明，内控型人格、领导魅力、支持型文化、创新型文化对员工的事务型心理资本有显著正向影响，领导的个性化关怀对下属事务型心理资本有负向效应；领导魅力、官僚型文化、创新型文化对员工的人际型心理资本有积极作用。     

On becoming and being an entrepreneurship educator: a personal reflection

Entrepreneurship education has been studied intensively since 1990, yet little attention is given in the literature to the critical role and impact of the individuals that design and deliver it; the entrepreneurship educators. Who are they and what do we understand about them? Professor Alain Fayolle in 2013 challenged us to address this gap. In this article I aim to take on board Fayolle’s challenge and provide a single case of my own experience on the journey to becoming and being an entrepreneurship educator. After exploring the purpose and value of autobiographical methods, I then present the reader with my life story as an emerging entrepreneurship educator in the UK. This provides the basis for self-reflection and self-discovery to highlight key patterns of development that have shaped me as an entrepreneurship educator. Finally I provide personal thoughts on the important role of entrepreneurship educators as entrepreneurial leaders within their institutions. This paper has been produced in the hope that it will encourage other educators to share their journeys so that as a community we can better understand the ‘who’ of entrepreneurship educators.     

Intrinsic or extrinsic motivations for hospitality employees’ creativity: The moderating role of organization-level regulatory focus

This study predicts that the intrinsic (creative personality) and extrinsic motivators (transformational leadership) reinforce employee creativity and job performance in the hospitality industry. More importantly, the positive moderating effects of organizational regulatory focus (promotion and prevention) on employee creativity are included in proposed model. To test the mode, data (339 employees and 72 supervisors) was collected from 62 Taiwan international hotels in the summer of 2014. A confirmatory factor analysis (CFA) and hierarchical linear modeling (HLM) were conducted to examine measurement model and hypotheses. The HLM results confirmed the effects of individual-level factors. However, an organizational promotion focus only enhances the extrinsic creative motivator. The intrinsic creative motivator was reinforced by an organizational prevention focus. The research findings suggest that hospitality managers should consider both individual- and organizational-level factors simultaneously. Indeed, the organizational goals could be set depending on the features of the department. Further discussions and implications are elucidated.     

Transformational leadership,innovation climate,creative self-efficacy and employee creativity: A multilevel study

Highlighting the implications of transformational leadership, the study examines the role of transformational leadership in predicting employee creativity. The study also investigates the mediating role of innovation climate and moderating role of creative self-efficacy. A study was carried out on a sample included a dyad of 372 employees and their immediate supervisors. The findings indicate that transformational leaders can foster a climate for innovation that promotes employee creativity. Further, a significant moderating role of creative self-efficacy was found in the relationship between innovation climate and employee creativity. The findings reveal that employees with high creative-self-efficacy resort to creative behavior when they receive a supportive innovation climate.     

Effects of organisational culture on brand portfolio performance

Many consumer goods firms have a wide brand portfolio. If these are not carefully managed, it can lead to brand proliferation, and result in complex organisational structure, lack of focus and resource constraints. Drawing on previous work on the role of leaders in effective brand management, this study explores the effects of organisational culture on brand portfolio performance. Based on a mail survey of consumer goods companies, the findings show that leadership, company vision, staff rewards, motivation and ownership are crucial to brand portfolio performance. Likewise, a brand orientation helps brand focus, coordination, and emphasises shared vision and the long-term orientation. This study contributes to the organisation-wide approach to brand portfolio management.     

Paternalistic leadership and cabin crews’ upward safety communication: The motivation of voice behavior

Being the frontline operators in the airline industry, flight attendants constantly obtain and collect first-hand information from their interactions with passengers and other crew members. Their experiences and observations may contribute greatly to airlines' safety management and policy making. It is thus critical to learn how to enhance cabin crews' voice behavior, particularly communicating safety related issues upward through specific leadership styles. The current research aims at the flight attendants working for Taiwanese international airlines. The cabin crew department managers' paternalistic leadership style is adopted to observe how it may trigger cabin crews' different types of voice behavior. This research addresses the following two major questions: 1. What is the motivation for cabin crew to conduct upward safety communication? 2. How does department managers' paternalistic leadership style impact cabin crew's voice behavior? Regression analysis is used to analyze the empirical data collected by the questionnaire survey. The results are applied to provide airlines with practical references for constituting human resource management policies, and the findings also enhance existing literature regarding management applications and employees voice behaviors.     

高水平运动员赛后的自我验证

赛后运动动机研究是运动员赛后心理调节与训练工作的重要方面。抽取166名高水平运动员，采用心理测量方法对运动员赛后运动表现进行自我评定，以此间接考察运动员赛后运动表现评价的自我验证动机的特点及其对运动员心理状态的影响。研究结果表明，内部归因方式、高训练年限运动员对于“团结”因子具有更高水平的自我验证动机，二级运动员、前5名运动成绩的运动员在“注意力集中”因子的自我验证水平较高。运动员运动表现的自我验证动机水平影响着比赛满意感、心境状态和心理疲劳。针对不同群体运动员自我验证动机特点进行合理调控，有助于运动员良好竞技状态的发挥。     

Switching behavior of U.S. mobile phone service customers after providers shift from contract to no contract mobile phone service plans

The study examines the impact of the recent shift of the mobile phone service providers in the U.S., from contract to no contract mobile phone service offerings, on the switching behavior of customers in different age groups. Consistent with previous research, the findings ascertain that switching barriers related to relational benefits, availability and attractiveness of alternatives, service recovery and retention in the mobile phone industry are perceived differently by customers in different age groups. However, counter to previous research in the retail banking industry, the research finds that younger customers in the mobile phone service industry are more likely to perceive relational benefits, the effort providers exert to recover a service and are less likely to switch to other providers than older customers. The research findings have implications to theory and practice.