Impact of the COVID-19 pandemic on management-level hotel employees’ work behaviors: Moderating effects of working-from-home

This study examines the effects of working-from-home during the COVID-19 pandemic on management-level hotel employees’ work engagement, burnout, and turnover intentions. The study demonstrates that working-from-home tends to be a double-edged blade that leads to both positive and negative employee behavioral outcomes. Findings reveal that while working-from-home is associated with a higher level of vigor, it magnifies the effects of absorption on burnout. In addition, due to work-home interference, working-from-home suppresses the positive effect of dedication and amplifies the negative effect of burnout on turnover intentions. The theoretical contributions and managerial recommendations are provided.     

Women abroad: getting the best results from women managers

Abstract This study explores the work environment of expatriate women managers in American corporations and investigates the determinants of their job satisfaction. The strategic importance of global assignments has increased over the years. The real cost of unsuccessful expatriates extends beyond the monetary expenses. As the number of women managers working overseas increases, so does the importance of this topic. Additionally, because women in expatriate positions are relatively new, their needs for job satisfaction and career aspirations are not known to most organizations. This research intends to fill this gap. The study concentrates on four major areas that are considered important for obtaining job satisfaction: (1) the way in which organizations design their overseas jobs, (2) women's skills and characteristics, (3) international human resource policies of companies and (4) the cultural environment of host countries. The applied research covers two phases: a study of expatriate managers during their assignments overseas and the evaluation of overseas experience upon their return. The results indicate that women in overseas assignments are satisfied overall with their jobs. However, organizational variables are more strongly related to job satisfaction. The nature of job design in overseas postings has the greatest impact on women's job satisfaction. When the jobs are enriched, women gain intrinsic rewards and have high job satisfaction. Organizational support also contributes to the satisfaction of women expatriates. Training, mentoring and repatriation preparations have high impact on women's success and satisfaction. Women expatriates are more concerned with their repatriation and future advancement than their present assignments. The findings are important for theoretical and practical reasons. Theoretically, the achievement and satisfaction of women managers overseas cannot be simplified without taking into account organizational, personal and cultural factors. Practically, companies need to respond to the individual needs of expatriate women managers and then decide on their assignments and their repatriation accordingly.     

Not part of the family? The limits to managing the corporate way in international hotel chains

Companies increasingly seek solutions to the corporate/local dichotomies perceived to be a feature of more traditional approaches to managing across national boundaries. At the human resource level, the rhetoric of transnationalism emphasizes integration being achieved through 'soft' mechanisms, such as corporate culture devices, which encourage all managers to develop an international (for this read corporate) perspective on what they do. In theory, managerial staff are recruited and promoted on a 'best person for the job' basis and national identities are played down. Drawing upon evidence from three international hotel chains (one American, one French and one Swedish), this paper argues that there is a disjuncture between corporate culture devices which assume that they can transcend national origins and the issues of interest and identity which inform the activities and experiences of managers at unit level. The paper suggests that companies need to be aware of the danger of assuming that one can be trained to be 'one of the family'. Rather, we argue that local managers are potentially disadvantaged in terms of career progression as managers from the parent country utilize criteria of acceptability informed by processes of socialization which are more institutionally embedded and derived than has been assumed.     

经理人特性影响到了基金绩效吗?——来自中国股市的经验实证

依据可获取的描述基金经理人特征变量的统计信息,以沪深两市2011年746只基金作为研究样本,通过逻辑回归检验了基金绩效与基金经理人特征之间的关系。与大多数研究结果不同的是,实证结论表明,年龄、学历、其他教育背景、性别、工作年限、专业背景对基金绩效均没有显著的影响,而基金经理管理的基金数对绩效有显著的正向影响。同时对于投资于股票市场的基金,管理人单独决策的效率产生的收益超过团队协作带来的收益,从而使得基金管理的人数对绩效产生了冲击。另外,替换基金经理对基金的绩效可能有负的影响。     

浅谈少数民族农牧民经纪人在新农村建设中的作用

新疆少数民族农牧民经纪人作为一条纽带、一座桥梁，将农牧民与市场衔接起来，有效地解决了农民生产与市场脱节的问题，从而减少了农业产品“卖难”现象的发生。然而由于其知识、技术等整体素质不高，使他们对市场经济条件下的农牧产品流通市场掌控能力不足，从而表现出整体竞争能力较弱。因此，社会各界都应该积极努力地做好培育少数民族农牧民经纪人队伍的工作。新疆社会主义新农村的建设需要更多优秀的少数民族农牧民经纪人。     

合同环境下优化路桥项目施工总工期之方法探讨

在合同环境下,针对某一路桥工程,在一定资源的约束下,可以通过施工作业方式的选择、施工段的排序、施工段数的合理确定、项目总成本和质量控制及经理人素质的提高等方法来进一步缩短和优化路桥项目施工总工期。     

A comparative analysis of perception of dividends by financial managers

This paper is a report about the perception of dividends by Chief financial officers (CFOs). The research encompasses five countries, on three continents, and covers three types of economies. Our cross-sectional study is concerned with both inter- and intra-societal differences that may or may not exist regarding the perception of dividends by those who are in charge of making such decisions in the firm. Using a survey instrument, we find that both similarities and dissimilarities exist inter- and intra-culturally. Perhaps the most important conclusion we reach is that dividend research must take a different track than it has been following so far.     

高管身份特征对盈余质量影响的实证研究

依据"高管阶梯理论",选用沪市A股2007～2011年上市公司作为研究样本,在调整基于盈余反应系数的盈余质量评价模型的基础上,加入与上市公司高管身份特征相关的研究变量,分析了上市公司高管身份特征对企业盈余质量的影响,研究发现:上市公司高管性别对盈余质量有不十分显著的影响;上市公司高管年龄与公司盈余质量之间呈现显著的正相关性;上市公司高管学历与公司盈余质量之间也呈现显著的正相关性。     

Information and the Production of Management in a Theory of the Firm

Abstract

I show that the three main contributions to the theory of the business of the last century – those of Cobb and Douglas (1928 Cobb, Charles W., and Paul H. Douglas. 1928. “A Theory of Production.” American Economic Review 18 (Supplement): 139–165. [Google Scholar]), Coase (1937 Coase, Ronald. 1937. “The Nature of the Firm.” Economica 4 (16): 386–405.[Crossref] , [Google Scholar]), and Lucas (1978 Lucas Jr, Robert E. 1978. “On the Size Distribution of Business Firms.” Bell Journal of Economics 9 (3): 508–523.[Crossref] , [Google Scholar]) – are actually complementary and can be fitted into a general model of the firm size choice as the solution to a problem of optimal allocation of decision making in the economy. Decisions require information, and the availability and cost of information drives the optimization of firm size by the relevant decision makers - managers and entrepreneurs - pursuing the maximization of profits. Trends in firm size, and their reversals, are shown to depend on the aggregate information/output ratio.     

The link between environmental uncertainty,organizational agility,and organizational creativity in the hotel industry

Informed by the confusion theory, this study tests the three main aspects of environmental uncertainty on organizational creativity and extends the moderating model of organizational agility in uncertain environments. The data were collected from 174 managers of five-star hotels. Construct validity and the hypotheses were tested using AMOS 26.0. The findings show that organizational agility moderates the negative impacts of competitive and technological uncertainty on organizational creativity. The results suggest that in highly dynamic and complex environments, organizations must reduce bureaucracy to manage the challenges of uncertainty. Informed by the confusion and contingency theories, this study offers new insights into the relationship between environmental uncertainty, organizational creativity, and organizational agility in the hospitality industry.