The Social‐Cognitive Underpinnings of Employees’ Ambidextrous Behaviour and the Supportive Role of Group Managers’ Leadership

Although research on organizational ambidexterity has exploded in the past several years, the determinants of individual‐level ambidexterity have received little scholarly attention. This is surprising given that management scholars increasingly highlight the benefits of combining explorative and exploitative activities in individual employees’ work roles. Using data collected by a two‐wave survey of 638 employees nested in 173 groups across 34 organizations, our research demonstrates that both psychological factors and leadership predict employees’ ambidextrous behaviour. Our results demonstrate that general self‐efficacy positively predicts ambidextrous behaviour through learning orientation. In addition, we show that employees exhibit higher ambidexterity when their group managers demonstrate paradoxical leadership; that is, a leadership style that couples strong managerial support with high performance expectations. Paradoxical leadership also moderates the relationship between learning orientation and individual ambidexterity such that employees’ ambidextrous behaviour is highest when paradoxical leadership and employee learning orientation are simultaneously at high levels.     

The HRM Process Approach: The Influence of Employees’ Attribution to Explain the HRM‐Performance Relationship

In an experimental study and a field study, we studied whether high‐commitment human resource management (HC‐HRM) is more effective when employees can make sense of HRM (attribute HRM to management). In the experimental study (n = 354), employees’ HC‐HRM perceptions were evoked by a management case, and their attributions were manipulated with an information pattern based on the three dimensions of the covariation principle of the attribution theory: distinctiveness, consistency, and consensus. As expected, the results showed that the effect of HC‐HRM on affective organizational commitment was stronger when employees understood HRM as was intended by management. This experimental finding was confirmed in a cross‐level field study (n = 639 employees within 42 organizations): the relationship between HC‐HRM, on one hand, and affective organizational commitment and innovative behavior, on the other hand, was stronger under the condition that employees could make sense of HRM. © 2015 Wiley Periodicals, Inc.     

Mind the Intended‐Implemented Gap: Understanding Employees’ Perceptions of HRM

This study aims to shed light on the implementation of HR practices as a key piece of the human resource management (HRM)–performance puzzle. Although the literature suggests that discrepancies between the organization's intended and implemented HR practices are essential to understanding employees’ perceptions of and reactions to HRM, little attention has been devoted to this issue. Drawing upon a multiple‐case study of German health and social services organizations, we therefore explore the linkages (and potential gaps) between intended, implemented, and perceived HR practices. Our study provides new insights into the underlying mechanisms of this relationship, highlighting an organization's ability to leverage its resources as playing a crucial moderating role in implementing intended HR practices, while employees’ expectations of HRM moderate the link between implemented and perceived HR practices. We advance a set of propositions that contributes to a more nuanced, multilevel understanding of the complex phenomenon of HRM implementation. © 2014 Wiley Periodicals, Inc.     

Workgroup Climates and Employees’ Counterproductive Work Behaviours: A Social‐Cognitive Perspective

This research examines employees' anticipation of social and self‐sanctions as a self‐regulatory mechanism linking workgroup climates and counterproductive work behaviours (CWBs) and personality as a limit to these effects. A cross‐level study with 158 employees from 26 workgroups demonstrated that in groups with a high compliance climate – a climate emphasizing the importance of complying with organizational rules – employees anticipate more social and self‐sanctions, leading those low in conscientiousness and low in agreeableness to engage less frequently in CWBs. In contrast, a high relational climate – a climate emphasizing the importance of positive social relations over self‐interest – indirectly unbridles the CWBs of these employees by alleviating the social and self‐sanctions they anticipate for CWBs. Climates did not have indirect effects for employees high in agreeableness and high in conscientiousness. These findings elucidate why workgroup climates do not affect the CWBs of all members in the same way.     

Understanding Employees’ Perceptions of Human Resource Practices: Effects of Demographic Dissimilarity to Managers and Coworkers

Strategic HRM researchers have increasingly adopted an employee perspective to understand the influence of HR practices on employee outcomes and have called for studies to explain variability in employees’ perceptions of HR practices. To address this research need, we used the social information processing perspective to examine the contextual influence of managers and coworkers on employees’ perceptions of HR practices and explore demographic dissimilarities as boundary conditions of the contextual influence. Conducting research in two organizational settings, we found that both manager‐perceived and coworker‐perceived HR practices were positively related to employees’ perceptions of HR practices. The results also revealed that employee demographic dissimilarity to coworkers in terms of age and organizational tenure weakened the positive relationship between coworker‐perceived and employee‐perceived HR practices. However, the relationship between manager‐perceived and employee‐perceived HR practices was not influenced by demographic dissimilarities. © 2015 Wiley Periodicals, Inc.     

Development by Decree: The Limits of ‘Authoritarian Modernization’ in the Russian Federation

The apparent success of state‐managed market economies has challenged the conventional wisdom that liberal democracy is the norm around which all capitalist countries tend to converge. If the link between democracy and development is more tenuous than we often think, the authoritarian variety of capitalism is not without its own problems, especially with respect to political legitimacy, innovation and regional development. This article explores these issues through the prism of ‘authoritarian modernization’ in Russia. We argue that this strategy is unlikely to succeed, even in its own terms, because (1) the political system fails to create favourable institutional conditions for modernization; (2) the economic system is beset by deeply embedded structural problems; and (3) the regional policy apparatus is torn between the goals of spatial equalization and spatial agglomeration. The article focuses on the Skolkovo Innovation Centre, the main symbol of Russian modernization, to demonstrate the territorial repertoire of the mega‐project, a state‐sponsored development strategy to create innovation clusters from above because they cannot emerge from below.     

Employees as Active Consumers of HRM: Linking Employees’ HRM Competences with Their Perceptions of HRM Service Value

Recognizing the importance for companies of having high‐quality employment relationships with employees, previous studies have sought to explain the variability in employees’ perceptions of HRM service value. However, most of these studies view employees as inactive in employment relationships and, therefore, do not consider whether employees’ own attributes affect their perceptions of HRM service value. In accepting the alternative notion that consumers create value “in use,” the current study regards employees as active consumers of HRM practices, and so examines the extent and way in which employees’ HRM competences (i.e., knowledge, skills, and abilities) explain the variability in HRM service value. Based on data collected from 2,002 employees in 19 companies in the Netherlands, a positive relationship has been found between employees’ HRM competences and their perception of HRM service value, albeit one that is mediated by the perceived quality and nonmonetary costs of HRM services. The main implication of our findings is that employees should be seen as active agents in employment relationships who, through coproducing and consuming HRM services as well as leveraging their knowledge and skills, influence the value of HRM services and have the potential to increase or undermine the outcomes of the employment relationship. © 2015 Wiley Periodicals, Inc.     

城市业主群体性维权法律境遇解读

业主群体纠纷已经成为城市群体性纠纷最常见的表现形式之一.由于激励机制缺失、双方博弈力量不均衡、代表人诉讼制度缺陷等因素的影响,业主群体维权正在遭遇动力不足、法律体制内排斥等集体行动困境.建立“选择性”激励机制、确定业主委员会的法律地位、完善诉讼代表人与当事人之间的协调机制并构建多元化的业主群体纠纷解决机制成为破解这一困...     

监理人的法律地位及其基本权利和义务

从监理人作为委托关系受托人的角度确立了监理的概念，基于监理人和工程业主的委托合同关系与业主和承包商的建筑工程合同关系两个法律关系，确定了监理人的法律地位，并因此提出了监理人的基本权利和义务。     

The Vortex of Rights: ‘Right to the City’ at a Crossroads

The right to the city concept has recently attracted a great deal of attention from radical theorists and grassroots activists of urban justice, who have embraced the notion as a means to analyze and challenge neoliberal urbanism. It has, moreover, drawn considerable attention from United Nations (UN) agencies, which have organized meetings and outlined policies to absorb the notion into their own political agendas. This wide‐ranging interest has created a conceptual vortex, pulling together discordant political projects behind the banner of the right to the city. This article analyzes such projects by reframing the right to the city concept to foreground its roots in Marxian labor theory of value. It argues that Lefebvre's formulation of the right to the city — based on the contradiction between use value and exchange value in capitalist urbanism — is invaluable for analyzing and delineating contradictory urban politics that are pulled into the vortex of the right to the city. Following Lefebvre's lead in such an analysis, however, reveals certain limitations of Lefebvre's own account. The article therefore concludes with a theoretical proposition that aims to open up space for further critical debate on the right to the city.     

Privacy and Personnel Selection: Reciprocal Rights and Responsibilities

Previous models of invasion of privacy in selection have stressed applicant rights to the exclusion of applicant responsibilities, and have slighted organizational incumbents' needs to acquire accurate knowledge about prospective co-workers. To correct this imbalance, a reciprocal model, enumerating and justifying possible rights and responsibilities of applicants, organizational management, and organizational incumbents, is postulated. This normative model is contrasted with the current mistrust that characterizes many selection interactions. Propositions suggesting ways of gaining the information that organizations require, while still respecting the privacy needs of applicants, are advanced. Tentative suggestions for how human resource professionals could initiate these positive changes are suggested as well.     

试论公民环境权的法律内涵

自20世纪60年代提出环境权概念后,对于环境权定义、性质及内容规定至今莫衷一是。现实中发生的环境侵权案件,不仅反映我国在公民环境权益保障与救济上不足,也对明晰公民环境权提出具体要求。文章通过探究公民环境权设置各家学说,结合分析国内外立法实践,综合阐述对公民环境权法律内涵的认识。     

The Globalization of Privacy

A bstract . The Council of Europe is currently considering a directive that would harmonize data protection laws throughout the European Community. If approved, this directive would affect exchanges of personal information between European countries and the United States. This article argues that the proposed Data Protection Directive will lead to a strengthening of American privacy laws. This will occur not as a simple reaction to a perceived economic threat, but because a number of social, economic and political changes in the privacy environment in the United States converge at this time. The European Directive presents an opportunity for policy change to occur, but will not be the cause of the change.     

Office Romances: The New Battleground Over Employees' Rights to Privacy and the Employers' Right to Intervene

Office romances have increased dramatically as more men and women work together for prolonged periods. The article reviews reasons why office romances are flourishing, examines the corporate response to office romances, discusses the rights and responsibilities of employees, co-workers, and employers, and recommends courses of action for each.     

Urban Development under Ambiguous Property Rights: A Case of China’s Transition Economy

Property rights play a key role in maintaining sustainable growth and in achieving efficient development. China’s economic reforms have stimulated urban physical development through the commodification and marketization of land‐use rights and building construction. Property rights over urban land have been decentralized, but the gradualist reform of state assets has not assigned and delineated property rights clearly between the principal and agents. Within a short space of time, Shanghai, a city in a transition economy, is facing a great property glut for the first time in its history. It is the two‐tier incentive structure that has created the dynamics of Shanghai’s urban physical development since 1980. The marketization of buildings makes property development a viable business. Capitalization on valued properties in the open domain motivates key actors in the development process to initiate redevelopment projects. Rapidly rising price benchmarks established by the booming property market escalate the urge to transform rents in the unsecured public domain to physical assets that are protected by the socialist use right. Les droits de propriété jouent un rôle essentiel dans la réussite d’une expansion durable et d’un aménagement efficace. En Chine, les réformes économiques ont stimulé un urbanisme construit, via une banalisation et une marchandisation des droits d’utilisation du sol et de la construction de bûtiments. Les droits de propriété sur les terrains urbains ont été décentralisés; cependant, la réforme gradualiste des biens de l’État n’a ni attribué ni délimité clairement les droits de propriété entre commettant et mandataires. En un court laps de temps, Shanghai, ville en économie de transition, se trouve confrontée à une surabondance de biens immobiliers pour la première fois de son histoire. C’est une structure incitative à deux niveaux qui a généré la dynamique de l’urbanisme construit de Shanghai depuis 1980. La marchandisation des immeubles fait de la promotion immobilière une activité lucrative. La capitalisation sur des propriétés valorisées dans un marché libre motive les acteurs‐clés du processus de développement à lancer des projets de réaménagement. Les prix de référence en croissance rapide, instaurés par le marché immobilier florissant, intensifient la tendance à transformer les loyers sans garantie du domaine public en biens construits protégés par le droit d’usage socialiste.     

Workplace Privacy: Employee Relations and Legal Implications of Monitoring Employee E-mail Use

The tradeoff between employees’ workplace privacy and employers’ need to protect company assets, safeguard proprietary information, and avoid costly litigation has been receiving increased attention (Lee and Kleiner 2003; Mello 2003; National Workplace Institute 2004). This tradeoff often favors employers, as the legal system provides much leeway for employers to monitor employees’ electronic communications in the workplace. However, employers need to consider the effect such monitoring has on their employees since employee and employer attitudes about monitoring often diverge. In this article, we explore workplace email monitoring from both employee relations and legal perspectives and discuss implications for employee morale. An earlier version of this research was presented at the 2005 Association on Employment Practices and Principles Conference, Baltimore, MD.     

童工群体权益的物质保障和法治保障——以精准扶贫与法治科学化为视角

童工群体权益需要物质和法治双重保障.贫困是童工产生的主要原因,脱贫才能为禁止童工现象提供物质基础,改善其生存状态,减少童工数量.对此,城镇化和精准扶贫是良好契机.同时,要运用法治思维,科学立法,适当降低童工年龄标准,规范特殊行业的未成年人从业就业行为,保障这部分未成年人的劳动人权.通过加强民生建设、严肃执法等措施,改善童工及其家庭生活环境,提高童工受教育水平,加大违法使用童工成本,消除童工现象产生的土壤.     

The Basque workers’ co-operatives

The workers’ co-operative enterprises of the Basque provinces in Spain, commonly known as Mondragon, have recently attracted considerable academic and practical attention. In this article, Jack Eaton reports on a neglected aspect of this interest — the attitudes towards the enterprises of the shopfloor workers.     

都市边缘群体及其社会保障权益

都市边缘群体-农民工已形成了介于农民与工人之间的一个特殊社会阶层.这一阶层由于职业与身份的不一致,在工作及工作以外的诸多方面遭受着不平等的待遇,其基本权益、劳动权益、劳动保护权益、社会保险权益均无保障,极需在完善城镇职工社会保险的同时给以足够的重视:建立规范的用工制度;解决与生产密切相联、与农民工生命相关的工伤保险问题;建立农民的医疗保险和生育保险;考虑农民工的养老保险问题.