Why and when organizational culture fosters affective commitment among knowledge workers: the mediating role of perceived psychological contract fulfilment and moderating role of organizational tenure

Drawing on Denison and Mishra (1995)’s framework of organizational culture, this study examines why and when organizational culture is related to knowledge workers’ affective commitment. Data were collected from 640 employees working in three high-technology companies in China. The findings indicate that the relationship between organizational culture and affective commitment is mediated by perceived psychological contract fulfilment. In addition, organizational tenure moderates the relationship between two external dimensions (i.e. adaptability and mission) of organizational culture and perceived psychological contract fulfilment. This study extends the current theoretical framework of organizational culture by demonstrating the underlying mechanism and the boundary condition of the relationship between organizational culture and affective commitment. The findings also provide practical implications for international managers to design appropriate human resource management policies and practices in China.     

To Be or Not to be Temp? An Analysis of the Moderating Role of Motives for Accepting Temporary Employment

We investigate the role of contract volition and motives for accepting temporary employment in the relationship between precariousness of life and negative psychological symptoms in a sample of 275 Italian temps. Results suggest that the negative effect of contract volition on negative psychological symptoms is partially mediated by precariousness of life. A moderated mediation model shows that specific motives moderate the negative effects of contract volition on precariousness of life, so that when contract volition is higher, workers with weaker motives feel less precarious. This study broadens our understanding of temporary employment outcomes by showing that the negative consequences of precariousness of life seem to be less troublesome among temporary workers with higher contract volition and lower motivation. © 2018 ASAC. Published by John Wiley & Sons, Ltd.     

Informal Property Rights as Relational and Functional: Unravelling the Relational Contract in China's Informal Housing Market

In the face of state-led land grabs, enterprising Chinese peasants have started a revolution in the ambiguous and insecure rural tenure system by developing an extralegal property system known as the small property right (SPR). Using the SPR, peasants are able to capitalize on their property through the sale of houses built on collectively owned land. Little is known, however, about the specific process behind the development of the SPR by the peasants, or how this extralegal property system functions in terms of securing the use and transfer of property without the backing of law. This article aims to clarify the situation through the lenses of the Endogenous Nature of Institutions and Relational Contract Theory, aiming to understand the socially constructed, endogenous and relational nature of the property rights that make SPR functional. Based on an ethnographic investigation of Beijing's largest SPR housing settlement, we show how enterprising peasants develop long-term relational contracts with urban households for the provision of housing services, secured on the basis of the common interests and symbiosis of the two parties and a reputation system that serves to deter defaults. The discretionary treatment of SPR housing by local states serves as a further motivation for the village and the informal homeowners to preserve a stable property arrangement, with such a specific institutional setting being an exemplar of China's pragmatic state entrepreneurialism.     

招投标与合同管理在实践中存在的问题及解决措施

随着时代的发展,越来越多的企业拔地而起,市场竞争越来越激烈。招投标已经成为一种时代主流的竞争方式。同时,为了保证招投标的可行性和安全性,企业将合同管理与招投标结合在一起作为一种新的竞争选拔方式应用到社会竞争当中。但是招投标与合同管理在实践过程中存在许多问题。论文分析了招投标与合同管理在实践中存在的问题,提出了解决措施,以期为招投标与合同管理在今后的实践打下基础。     

心理契约、合作满意度与军民融合技术创新网络稳定性

军民融合技术创新网络是由核心军工企业主导的，具有其特殊性。采用在陕西省的调查问卷数据和结构方程模型，分析心理契约及合作满意度对网络稳定性的影响，结果表明：核心军工企业与网络成员间的心理契约包括交易型、关系型和发展型三个维度；核心军工企业与网络成员间心理契约的履行程度和合作满意度与网络稳定性显著正相关，交易型心理契约的履行程度与合作满意度显著正相关，合作满意度对心理契约与网络稳定性的关系具有完全中介作用。因此，在军民融合技术创新过程中，要关注心理契约对网络稳定性的影响，尤其要提高交易型心理契约的履约质量，提升各方合作满意度，以保障网络的稳定运行及技术创新的实现。     

Promotion and Prevention Contracts in Industry Level Firm to Firm Dyad

ABSTRACT

Purpose

This article aims to introduce and distinguish two features of contract design – prevention and promotion contracts – and compares their effects on opportunism within the distributor–supplier relationship. It also examines the moderating role of ex post contract enforcement strategies.     

渠道合作情境下合同双元功能对主动和被动投机行为的影响差异研究

基于交易成本理论，在渠道合作情境下，以制造商的合同监督和企业间联合行动为工具测量合同治理的保障功能和协作功能，探讨二者对经销商主动投机行为和被动投机行为的影响差异。通过对512份问卷数据的统计分析，得到以下结论：第一，合同监督有助于抑制经销商的主动投机行为，但对其被动投机行为的影响不显著；第二，企业间联合行动有助于抑制经销商的被动投机行为，但对其主动投机行为的影响不显著；第三，经销商的主动投机行为和被动投机行为均会负向影响合作绩效；第四，经销商的主动投机行为中介合同监督对合作绩效的正向影响，被动投机行为中介企业间联合行动对合作绩效的正向影响。     

Dose safety motivation mediate the effect of psychological contract of safety on flight attendants' safety performance outcomes?: A social exchange perspective

This study proposes and tests a conceptual model that investigates the mediating effect of safety motivation linking psychological contract of safety (PCS) as manifested by employer obligations of safety and employee obligations of safety to safety violations and safety creative performance (SCP). Data were collected from a sample of flight attendants with two weeks time lag in Iran. Underpinned by social exchange theory, the results of structural equation modeling revealed that safety motivation fully mediates the simultaneous effects of PCS indicators on safety violations and SCP. Specifically, indicators of PCS jointly enhance safety motivation. In turn, safety motivation reduces safety violations, while enhancing SCP. Theoretical and practical implications evoked from the results advance existing knowledge of organizationally social interactions in promoting safety and the motivational mechanism through which PCS predicts employees' safety performance outcomes.