工作满意度、情感承诺和工作投入对工作技能评价结果的影响

In this study, we surveyed 272 post-holders from four different occupations, namely, public servants in charge of HR administration, software engineers, web editors, and newspaper advertisement salesperson. We found that the three job attitude variables of job satisfaction, affective commitment and job involvement all have significant effects upon job skill importance ratings and skill level ratings after controlling for occupational and demographic variables. Further comparison revealed that job satisfaction has a greater influence upon the above two ratings than affective commitment and job involvement. Also, we studied several occupations comprehensively in the present article, which is beneficial to a deeper understanding of factors influencing job analysis ratings and is thus of great importance to future job analysis research and practice. __________ Translated from Xinli xuebao 心理学报 (Acta Psychological Sinica), 2007, 39(1): 146–154     

人力资源管理实践与员工态度关系研究——基于珠三角192家民营中小高科技企业的问卷调查

文章以珠三角7个国家级高新技术开发区的192家民营中小高科技企业的357份人力资源管理经理和1367份员工的数据,探讨了网络构建的人力资源管理实践影响员工态度的跨层次作用机制。研究结果表明,网络构建的人力资源管理实践与员工态度显著相关,而组织支持完全中介它们之间的关系。最后,对研究的理论意义和现实意义进行了讨论,并提出未来的研究方向。     

Antecedents of adaptive selling among retail salespeople: A multilevel analysis

The literature on adaptive selling behavior has grown rapidly over the years, with heavier emphasis placed on industrial/professional salespeople and less attention given to retail salespeople. This study contributes to addressing this imbalance by examining the effects of two salesperson factors (selling skills and affective commitment) and two company-level variables (empowerment and behavior-based control) on the adaptive selling behavior of retail salespeople. Using data obtained from a two staged sampling procedure (105 companies and 419 salespeople), we employ a multilevel analytical procedure to model the effects of the salesperson and organizational factors on adaptive selling behavior of retail salespeople. The results indicate that selling skills and affective commitment directly influence adaptive selling while empowerment and behavior based control only indirectly influence adaptive selling behavior. Based on the findings of this study, implications for managing retail salespeople as well as limitations and suggestions for future research are presented.     

组织政治知觉影响离职倾向的多重中介效应比较分析

采用问卷调查法,以珠三角地区光电制造企业中452名知识型员工为研究对象,探讨了组织政治知觉影响离职倾向的内在心理机制。结构方程建模分析结果表明:组织政治知觉能通过工作满意度、情感承诺和工作倦怠的并行多重中介作用对离职倾向产生影响,在个别中介效应大小方面,工作倦怠最大,工作满意度次之,情感承诺最小。     

Commitment,satisfaction, and customer loyalty: a theoretical explanation of the ‘satisfaction trap’

This paper examines the relationship between satisfaction and customer loyalty and the moderating effects of affective and calculative commitment. The results suggest that while customer loyalty increases monotonically with the enhancement of satisfaction, the marginal effect of satisfaction on customer loyalty actually decreases. Calculative commitment positively moderates the curvilinear relationship of satisfaction and customer loyalty, i.e. enhancing calculative commitment could intensify the relationship between satisfaction and customer loyalty. Affective commitment has no significant moderating effect on the relationship of satisfaction and customer loyalty, but it can directly enhance the customer loyalty. The research findings can help us to explain the phenomenon of the ‘satisfaction trap’.     

体验价值驱动下网购顾客公民行为形成机制研究

本文基于社会交换理论和“评价－情感－应对”模式理论,从顾客主体价值视角切入,通过构建体验价值、顾客承诺与顾客公民行为相互作用的理论模型,弥补了“S－O－R”旧有范式在解释顾客公民行为生成机制方面的不足。通过对727个有效样本数据的研究发现,效率价值对计算性承诺和情感性承诺均具有显著正向影响;服务卓越价值、审美价值和趣味性价值对情感性承诺具有显著正向影响;相比于计算性承诺对顾客公民行为的影响,情感性承诺对顾客公民行为三维度的影响更强;计算性承诺和情感性承诺在体验价值与顾客公民行为的关系中存在部分中介效应。研究结论为探讨顾客主体视角下顾客公民行为的生成机制提供了新的理论支持,也为我国网络零售商的网络营销实践提供了决策依据。     

Strategies for improving cruise product sales using hybrid ‘multiple criteria decision making’ models

As airlines have shifted to decommission policies, selling cruise products has become a growing trend in the travel industry. However, few studies have discussed this issue or proposed strategies to help improve sales for travel agencies. The purpose of this study is to address this problem, using the novel method of hybrid multiple criteria decision making, including decision making trial and evaluation laboratory (DEMATEL), the DEMATEL-based analytic network process and VIKOR (VlseKriterijumska Optimizacija I Kompromisno Resenje), to present optimal improvement models, which are superior in identifying both an influential network and a priority sequence of dimensions/criteria related to selling cruises. The findings provide useful schemes for decision makers according to the priorities of influential weightings from high to low or the sequence of gap values to aspired level from low to high.     

业绩承诺：保护措施还是套利工具？——来自高管减持的经验证据

近年来,并购重组过程中业绩承诺未达标现象频发,引起了理论界和实务界的普遍关注。文章以2008-2017年A股上市公司并购事件为样本,探究了业绩承诺与高管减持间的关系。研究发现：相比于未签订业绩承诺协议的上市公司,签订业绩承诺协议的上市公司高管在并购当年更容易发生减持,且减持后上市公司长期市场表现更差,验证了业绩承诺的套利属性;进一步研究发现,这种套利程度在非国有企业更明显,而高质量的内部控制、更多的分析师关注和并购问询可以有效的抑制上市公司高管通过签订业绩承诺抬高股价从而减持套利的程度。文章不仅为理解业绩承诺协议的套利动机提供了理论与经验证据,也对完善业绩承诺协议相关制度、预防潜在内幕交易、保护中小投资者权益以及维护资本市场的有效秩序提供了借鉴与参考。     

Ethical Context, Organizational Commitment, and Person-Organization Fit

The purpose of this study was to assess the relationships among ethical context, organizational commitment, and person-organization fit using a sample of 304 young working adults. Results indicated that corporate ethical values signifying different cultural aspects of an ethical context were positively related to both organizational commitment and person-organization fit. Organizational commitment was also positively related to person-organization fit. The findings suggest that the development and promotion of an ethical context might enhance employees' workplace experiences, and companies should consider adopting ethical policies that support principled conduct, punish unethical actions, and increase individual perceptions of an ethical company environment.     

个人组织价值观匹配对组织承诺的影响——不同所有制企业的差异

近几年来,个人组织匹配(person-organizationfit)越来越受到组织研究者的关注,国外研究证实了个人组织匹配会对组织承诺、员工满意度等个人行为产生积极的影响。然而对于我国这样一个经济环境相对复杂的国家来说,在解释员工行为的时候,需要考虑企业所有制的差异对员工行为造成的影响。本文通过对不同所有制企业中管理者个人与组织价值观的匹配程度对组织承诺影响的对比研究,探讨企业所有制形式不同而造成的企业文化差异,及这种差异对管理者的组织承诺的影响。     

人—组织匹配对员工创新行为的影响——心理授权的中介作用

人—组织匹配对员工创新行为具有显著的正向影响,其中价值观匹配和要求—能力匹配对员工创新行为具有显著的正向影响,需求—供给匹配对员工创新行为没有影响;人—组织匹配及三个维度均对心理授权具有显著的正向影响,心理授权对员工创新行为具有显著的正向影响;心理授权在人—组织匹配与员工创新行为之间起到部分中介作用。     

Relationship commitment and value creation in sponsorship relationships

Purpose: The sponsorship industry has evolved considerably in recent years due to the strategic business opportunities that it provides. Despite increased interest in sponsorship, analysis of the relationship between relationship commitment and value creation and of relationship commitment as comprising multiple types or components in the context of sponsorship relationships is lacking. To address these gaps, this paper analyzes relationship commitment (in terms of affective commitment and value-based commitment) as a significant mediating variable, and value creation in the context of sponsorship relationships.

Methodology/approach: A questionnaire was sent to Swedish Hockey League sponsors to collect data and to verify the study’s conceptual model and relationships. The response rate for the survey was 19.8%, that is, 122 completed questionnaires out of 616 sent. The respondents represented the most common industries in Sweden, but most of them belonged to the construction, repair, and electronics industries (18.0%), manufacturing and production industry (13.1%), and commerce industry (11.5%). Most sponsoring companies (30.3%) were categorized as medium-sized (50–249 employees). Most respondents (38.5%) had invested EUR 4300–15,000, whereas 11.5% had invested less than EUR 4300. Moreover, we found that most sponsors had been in their sponsorship relationships for more than 10 years (32.8%). Structural equation modeling (SEM) was used for the data analysis.

Findings: This study demonstrates that relationship commitment is an important driver of value creation in sponsorship relationships. Furthermore, the various forms of affective commitment and value-based commitment should not be considered merely components or forms but distinct types. Certainly, there is interaction between the two types, but sequentially in such a way that affective commitment is a prerequisite for value-based commitment. This means that a sponsor must have an emotional relationship with the sponsee in order to understand, perceive, and calculate the sponsorship relationship’s future business value in terms of profits and other benefits. This study also finds that value-based commitment is the most significant type of commitment in sponsorship relationships.

Research implications: The study demonstrates that shared values, trust, and affective commitment are fundamental conditions for value-based commitment. If the parties agree on how they should behave in the relationship, the rules and objectives that apply lead to the emergence of mutual trust, which in turn makes the parties want to continue the relationship for emotional reasons. But this is not enough for value creation; they must also see that there are future business benefits from the relationship. Therefore, the parties more or less explicitly make calculations. If the calculations indicate that the long-term benefits of the relationship outweigh the short-term sacrifices, they are prepared to invest in the relationship, and this may lead to value creation. In other words, there is both interplay and tension between shared values, trust, and affective commitment, on one hand, and value-based commitment, on the other. Another theoretical contribution is that previous research has considered the links between relationship commitment and value but has ignored the different types of commitment that play key roles in the value-creation process; this study has addressed that oversight. The study demonstrates that affective commitment and value-based commitment have different roles and meanings. Affective commitment indirectly affects value creation, while value-based commitment directly affects value creation. Affective commitment has the role of partial mediator, while value-based commitment has the role of full mediator. Furthermore, they differ in their basic characteristics: affective commitment is an emotional aspect, while value-based commitment is a calculative aspect.

Originality/value/contribution: Previous studies have not analyzed the relationship between relationship commitment and value creation. However, this study demonstrates that relationship commitment is an important driver of value creation in sponsorship relationships. Furthermore, most previous research argues that relationship commitment consists of various components or forms that interact in parallel with each other. However, this study demonstrates that the various forms of affective commitment and value-based commitment should not be considered merely components or forms but distinct types. Certainly, there is interaction between the two types, but sequentially in such a way that affective commitment is a prerequisite for value-based commitment. Furthermore, previous studies have consistently noted that affective commitment is the most important component, form, or type of relationship commitment. However, this study finds that value-based commitment is the most significant type of commitment in sponsorship relationships.     

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Travel agency employees' career commitment and turnover intention during the recent global economic crisis

One hundred and eighty-four travel agency employees in South Korea participated in this study to examine (1) the effect of career commitment (CC) on employee turnover and (2) the moderating effect of job insecurity on the relationship between CC and turnover intention. This study was conducted during the recent global economic crisis and found that the participants of this study had a tendency to stay in their organization even though they felt insecure at work while having high CC. Managerial implications on career development and commitment of travel agency employees were discussed on the basis of the results of this study.     

The Management of Meaning – Conditions for Perception of Values in a Hierarchical Organization

This article argues that the introduction of value based management in a decentralized, hierarchical, and rule-based organization will add to existing informal and formal systems instead of replacing them. Consequently, employees’ perception of and willingness to embrace and operationalize centrally imposed values were assumed to be dependent upon existing emotional, social, and formal processes and structures. Hierarchical regression analysis on data from a maritime company (N = 408) gathered in Norway in 2004 – which claims to be a learning and value based company – showed that affective commitment and group coherence correlated positively with perception of values among employees. Formalization was positively but insignificantly correlated, whereas loyalty toward immediate superiors was significantly negatively correlated with perception of values.     

What makes a good citizen in service settings?

As service firms face intense pressure to improve service quality, contact employees have been asked to do more with less. It is important that managers understand the concept of organisational citizenship behaviours and attempt to motivate employees to exhibit such behaviours. This study developed and tested a model of how employees' perception of organisational support affects affective commitment (AC), which contributes to their citizenship behaviours in service settings. Questionnaire data from matched pairs of 318 contact employees and their supervisors demonstrated that both perceived organisational support (POS) and AC play strong, central roles in determining contact employees' exhibition of citizenship behaviours. In addition, AC was found to be an effective mediator linking contact employees' perception of organisational support to their citizenship behaviours.