Applying the counseling-learning approach to a tourism-related massive open online course

ABSTRACT

This study discusses how to apply counseling-learning (CL) principles to a particular e-learning solution for teaching a tourism-related subject via a massive open online course (MOOC). Several effective caring patterns in achieving learning-related goals and being part of a community according to the CL principles are presented and discussed using the MOOC “eTourism: Communication Perspectives” as a case study. The study underlines how the MOOC platform can act as a place for contents enjoinment and active learning. Moreover, the active role of social media for increasing the engagement of learners in the proposed activities and for developing a sense of the community is identified. In particular, Facebook and Twitter can act as places for community building and informal social interactions among learners that last beyond the completion of the course, which in turn can be a valid aid for continuing the relationships among instructors/learners and learners/learners, and for reaching new ones.     

A classroom experiment in monetary policy

The authors propose a classroom experiment implementing a simple version of a New Keynesian model suitable for courses in intermediate macroeconomics and money and banking. Students play as either the central bank or members of the private sector. The central banker sets interest rates to meet twin objectives for inflation and the output gap or to meet only an inflation target. In both settings, private sector agents are concerned with correctly forecasting the inflation rate. The authors show that an experiment implementing this setup is feasible and yields results that enhance understanding of the New Keynesian model of monetary policy. They propose alternative versions where the central bank is replaced by a policy rule and provide suggestions for discussing the experimental results with students.     

Employee performance,well‐being,and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes?

The human resource management (HRM) literature supports the idea that coherent systems of HRM practices can induce attitudinal effects when perceived subjectively by employees. Recently, scholars have proposed that subdimensions of HRM systems exist and account for variance in outcomes. This study explores differential effects of three subdimensions of HRM systems (skill‐, motivation‐, and opportunity‐enhancing HRM practices) on employee innovative behaviours and well‐being. Our predictions are based on the mutual gains perspective, which specifies positive relationships between HRM practices and employee performance, and the conflicting outcomes perspective that links HRM practices to higher job demands and stress. Using data from the Finnish 2012 Practices of Working Life Survey, we find support for both the mutual gains and conflicting outcomes perspectives; however, we also show that the effects of the subsets of HRM practices are heterogeneous.     

When age does not harm innovative behavior and perceptions of competence: Testing interdepartmental collaboration as a social buffer

Can older managers overcome stereotypes relating age to low competence? We integrate the literature on age and cognitive ability with research on innovation to explore whether—and if so, when—employees' age harms performance and promotability appraisals made by their supervisors. Multisource, time‐lag data from 305 project managers indicate that the negative stereotypes can be explained through decreased innovative behavior. However, older employees are not always seen as poorer performers with less potential to be promoted due to their reduced innovative behavior. Rather, interdepartmental collaboration moderates these effects. Specifically, older employees with low interdepartmental collaboration are less innovative and receive worse performance and promotability appraisals than younger employees, but the “age handicap” vanishes when older employees collaborate with members of other departments. Organizations should foster formal or informal collaboration among units to prevent negative consequences of an aging workforce.     

浅谈新形势下企业人力资源管理的创新思路

论文分析了新形势下推动企业人力资源管理创新的方法,并结合人力资源管理的实施现状,针对企业人力资源管理存在的问题提出管理新措施。对于思想意识不足、管理机制不足、规划方案不可行、意识形态不正确等问题应及时改正。论文对网络信息技术的有效利用、组织结构的适当优化和人力资源管理职能的扩展等进行深入的讨论和分析,以期有效提高人力资源管理效率。     

Gaps in tourism education and workforce needs: attracting and educating the right people

The intense development of the tourism industry requires a skilled and qualified workforce. It is important to attract the right candidates to the tourism education, and subsequently provide relevant education to prepare students for the industry after graduation. While work placements may be useful and important to some extent, they are not the ideal solution. Hence, alternative approaches such as simulations and flipped classrooms may be applied. To provide realistic expectations, a closer collaboration between industry operators and education providers is needed. Education providers should assume a more proactive role by inviting tourism operators and integrated them in the tourism education programmes as guest lecturers.     

基于引力模型的省域创新产出空间联系研究

基于引力模型，结合社会网络分析法的凝聚子群分析，对31个省（区、市）的创新产出空间联系进行探究，研究发现：我国省域创新产出空间联系主要集中于京津冀和长三角一带，呈现出严重的分布不均状况，具有较强的区域集中性和空间依赖性；北京、天津、上海、浙江、江苏作为区域创新产出引力较强的节点省（区、市），对周边区域的创新产出具有较强的辐射作用；总体来看，省域创新产出空间联系并没有形成贯穿东西南北的交叉网状结构，中心省（区、市）数量较少且分布不均，辐射范围有限。基于此，提出加大区域创新投入、减少区域创新产出联系的政策性障碍、营造区域创新产出联系的良好环境等政策建议。     

Reciprocity between soccer events and visited destination in a border context

ABSTRACT

The study proposes a conceptual model based on hypothesized relationships among team fanship, satisfaction with the event, and host city as antecedents of behavioral intentions in the United States–Mexico border context. The analysis used data from 290 visitors who attended three soccer games of the Xoloitzcuintles team of Tijuana. The results revealed (1) the emotions felt at the visited destination had significant influences on fanship, satisfaction with event venue, and intentional behavior; (2) fanship and event satisfaction do not seem to influence the visitors’ intentions to return and recommend the visited place; (3) gender and duration of the stay showed a significant moderating function.     

The role of top management team diversity in shaping the performance of business model innovation: a threshold effect

Business model innovation is one of the firm’s most important strategic decisions. Top management team (TMT), as the critical decision-makers, has essential influence upon such decisions. However, the role of TMT diversity in shaping the performance of business model innovation is less explored in the literature. Based on a sample dataset of 906 observations of small and medium enterprises from China Startups Stock Market during the period of 2009–2011, we find that TMT diversity exhibits a significant threshold effect on the relationship between business model innovation (in terms of novelty-centred and efficiency-centred business model) and firm performance. More specifically, when TMT functional diversity arrives at a certain level, the positive relationship between novelty-centred business model and firm performance becomes more pronounced. On the other hand, the positive relationship between efficiency-centred business model innovation and firm performance will be more significant when TMT tenure diversity increases to a certain level.