Transcendental leadership: The progressive hospitality leader's silver bullet

The paper's purpose is to convey a progressive transcendental leadership model that aims to improve hospitality practices. It defines the concept of leadership, explores the attributes of multistream leadership behaviour, and analyzes recent leadership theories. The main consequence of the paper is that the paradigm presented provides theorists and practitioners opportunities for future research and industry application. Executives who have the power to effect change could assimilate the information in the article.     

社会主要群体的马克思主义信仰比较研究——以江苏省调查为例

目前，我国社会各主要群体均能较为客观正确地看待马克思主义信仰，但多元社会思潮的冲击以及马克思主义信仰教育流于形式也是当下社会各主要群体马克思主义信仰建立中普遍存在的问题。此外，社会各主要群体在信仰层次、内容等方面还表现出一定的差异性。其根本原因在于各群体自身的差异、社会精神与物质发展的不协调性以及各群体所处社会环境的迥异性。为此，应从增强马克思主义信仰宣传教育形式以及内容的针对性，营造有利于马克思主义信仰宣传教育的社会舆论环境等方面改善和加强马克思主义信仰宣传教育。     

党的三代领导集体对马克思主义妇女解放理论的伟大贡献

妇女解放事业是人类解放事业的重要组成部分.中国共产党人始终把妇女解放事业作为她所领导的无产阶级革命和建设事业的重要组成部分.党的三代领导集体在自觉运用马克思主义妇女解放理论指导中国妇女运动的同时,也对马克思主义妇女解放理论的发展作出了伟大贡献.     

领导风格对员工工作投入的作用：组织文化和组织认同的影响

本文以中国企业员工为调查对象，对直接上级的变革型和交易型领导风格对企业组织文化以及下属的组织认同、工作投入的关系进行了实证研究。结果表明，变革型领导对组织文化以及员工的组织认同、工作投入都有非常显著的正面影响，而交易型领导的正面影响作用比较弱；两种领导风格都需要通过组织文化的中介作用对员工的组织认同和工作投入产生影响。     

Ambiguity Acceptance as a Function of Project Management: A New Critical Success Factor

This research examines the relationship between ambiguity acceptance and customer and organizational outcomes within the Six Sigma improvement project context. Results find a curvilinear relationship between open communication and customer outcomes for project leaders. Results of multiple regression find a significant positive relationship between open communication and organization outcomes, as well as a significant positive relationship between ambiguity acceptance and customer and organizational outcomes for team leaders, while there is a significant positive relationship between ambiguity acceptance and customer and organizational outcomes for team members. Theoretical and practical implications are examined.     

Human capital and leadership: the impact of cognitive and noncognitive abilities

We conduct an economic analysis about the impact of human capital on an individual’s potential of becoming a leader based on data from the Programme for the International Assessment of Adult Competencies Survey (PIAAC). Our human capital indicators include not only traditional measures such as education and experience, but also various measures of cognitive and noncognitive ability. Our cognitive ability measures include numeracy, literacy, and problem solving abilities, and noncognitive ability measures include perseverance, motivation to learn, and social trust. We specifically investigate the effect of measurement error and reverse causality on the estimation results. We find that problem-solving ability is the most important in affecting leadership among cognitive ability measures, and perseverance shows the strongest impact among noncognitive ability measures. As a leader supervises more employees, the role of cognitive and noncognitive ability becomes more critical.     

工作关系对领导行为绩效认知影响的实证研究——基于县级政府的检视

下属在感知上级领导所表现出的领导行为时,会因为与上级领导在工作关系上的差异而存在不同.本研究以MLQ-5X量表为测量工具,通过实证研究,对“一般上级”和“直接上级”两种工作关系之下,下属对上级领导的变革型领导行为、交易型领导行为以及自由放任型三类绩效产出不同的领导行为的认知敏锐度和认知结果进行了细致分析.SPSS分析结果表明,“一般上级”关系之下,下属对上级领导的变革型领导行为的绩效产出感知最强;“直接上级”关系下,下属对上级领导的自由放任型领导行为的绩效产出感知最强;独立样本T检验表明,不同的工作关系对于下属对上级领导交易型领导行为的绩效产出感知没有显著的差异性影响.了解工作关系的上述差异化影响,对于领导者适时的展示领导才干,提升领导行为的影响效力和最终绩效具有很强的参考价值.     

Examining Female Entrepreneurs' Management Style: An Application of a Relational Frame

This paper reports the results of a qualitative analysis of female entrepreneurs' accounts of their role in their organizations using Relational Theory as the analytical frame. Content analysis of focus group comments indicated that the women used a relational approach in working with employees and clients. Relational skills included preserving, mutual empowering, achieving, and creating team. Findings demonstrate that Relational Theory is a useful frame for identifying and explicating women entrepreneurs' interactive style in their own businesses. Implications and future directions for research are discussed.     

Exploration,exploitation and human resource management practices in cooperative and entrepreneurial HR configurations

Human resource (HR) practices for selection, performance appraisal, performance–compensation linkage and training are found to be less formalized in entrepreneurial HR configurations (exploratory) than in cooperative HR configurations (exploitative). Although less formalization may support more flexibility and improvisation, it was found to have the disadvantage of reducing process transparency, developmental feedback, performance–compensation linkage strength and the amount of training available. These findings are consistent with theories of exploration and exploitation, with their extensions to human resource management and leadership, and the view that HR systems and practice should be varied in light of the organizational processes to which they are being applied.