The impact of the employee-organization relationship on temporary employees' performance and attitude: testing a Singaporean sample

Following the framework proposed by Tsui et al . (1997), this research paper examines the impact of the employee-organization relationship on temporary employees' job performance, turnover intention, overall job satisfaction, affective commitment, perception of fairness and perception of work options. Data were collected from 191 temporary employees from seven employment agencies in Singapore. Analyses conducted revealed that employee responses do vary under the four types of relationship (quasi-spot contract, under-investment, mutual investment and over-investment). In general, both mutual investment and over-investment relationships were associated with higher levels of performance and more favourable attitudes than either the under-investment or quasi-spot contract. Specifically, temporary employees under the mutual investment and over-investment relationships have better job performance, a higher level of affective commitment to the agency, improved overall job satisfaction, higher perception of fairness, higher perception of work options and lower turnover intentions. Furthermore, these finding were obtained even after controlling for the effects of company tenure and job level on employee performance and attitudes. The results highlight the importance of employee-organization relationships in eliciting the desired temporary employee outcomes. Practical implications were drawn for human resource practitioners and employment agencies on how best to manage temporary employees. Some limitations and suggestions for future research were discussed.     

The problem of employees' network centrality and supervisors' error in performance appraisal: A multilevel theory

This article reveals an unexplored paradox for HR managers: the centrality of an employee in the social network benefits performance but hampers performance appraisal because it affects supervisors' rating errors. Central employees can be erroneously rated high on performance even when they are not high performers because supervisors tend to overappraise their performance. A distinction is made between rating precision, which depends on supervisors' uncertainty regarding employees' performance, and rating accuracy, which depends on supervisors' bias in favor of employees. Employee centrality is posited to be beneficial to precision but deleterious to accuracy because it regulates the diffusion of positive information, status, and power, all of which distort supervisors' capacity and motivation to accurately appraise performance. It is then argued that rating errors caused by network centrality affect aggregate perceptions of justice in organizations. When employees are highly connected to each other in a dense network, organizations have a strong and positive justice climate. Yet when some employees are more central than others in a centralized network, organizations have a negative and weak justice climate. The article contributes to the literature because it identifies an unexplored dark side of network centrality and offers recommendations for HR managers to cope with its deleterious consequences and for scholars to study them.     

Exploring the black box in Spanish firms: the effect of the actual and perceived system on employees' commitment and organizational performance

Several studies in strategic human resource management have described a relationship between people-management practices and organizational performance. However, the mediating processes that explain such a relationship remain unexplored. This study examines how both the actual people-management system (assessed by managers) and the perceived system (assessed by employees) influence employees' commitment, and how this in turn contributes to employee and organizational outcomes. Multilevel analyses of a sample of 732 employees from 26 Spanish small and medium-sized enterprises (SMEs) supported a model in which employees' commitment mediates between the actual system and unit-level absenteeism, which in turn has an effect on productivity. Results also showed the importance of the perceived system in attempting to understand the true effect of the actual system on employees' commitment to the organization.     

The role of work characteristics in enhancing older employees' performance: evidence from a post-Soviet country

This paper showcases the contextual development of age diversity in one post-Soviet country – Lithuania – and explores the theoretical grounding and empirical evidence of the role of work characteristics (work-scheduling autonomy (WSA), decision-making autonomy and social support) in the age–individual performance linkage. The individual performance was conceptualized in terms of task, adaptive and proactive performance. Based on empirical findings from multisource data (non-managerial employees and their direct supervisors), this study contributes to the existing literature by showing that high WSA and social support can buffer the negative age effect on performance and that the age–performance pattern depends on the performance criteria used and is not universal.     

Levels of strategic purchasing: Impact on supply integration and performance

The growing importance of supply chain management has led to an increasing recognition of the strategic role of purchasing, which has recently evolved and expanded from “buying” to “procurement” and “supply management”. In this study, we chart our sample firms’ advance in strategic purchasing, characterized by the strategic focus, strategic involvement of the purchasing function and the status and visibility of the purchasing professionals, into three stages.This study provides strong empirical support for the importance of strategic purchasing by showing that, by moving towards the more advanced stages, firms at the nascent stage of strategic purchasing can achieve better supply integration, a second-order construct composed of four facets of relational, process, information, and cross-organizational team integration. Our analyses further reveal that strategic purchasing can have a profound impact on supply chain performance for both buyer and supplier firms.     

Impact of CEO narcissism and hubris on corporate sustainability and firm performance

To explore the personality traits and corporate strategy of chief executive officers (CEOs), this study investigates how narcissistic and hubristic tendencies in CEOs affect the relationship between corporate sustainability practices (CSP) and firm performance. The primary purpose is to examine whether CEO narcissism and hubris can moderate the effect of corporate sustainability on firm performance. We investigate the influence of corporate sustainability on firm performance in three dimensions: economic, environmental, and social. The relationship between the mechanisms of supervision and agency theory is explored to assist investors in decision making. The results of this study show that compared to narcissistic CEOs, hubristic CEOs will further enhance the positive influence of CSP on corporate performance, especially in the environmental and social dimensions. This research strengthens the literature on CEO narcissism and hubris by demonstrating that CEO personality traits influence the relationship between corporate sustainability practices and firm performance.     

断层构造应力场特征的三维变换理论推导

有研究表明,根据赤平极射投影的原理和方法图解出了断层构造应力场的特征,但其所在的空间直角坐标系与假定的隧道开挖面所在的空间直角坐标系不同。因此,文章对断层构造应力场特征所在的空间直角坐标系进行三维变换,使之与隧道开挖面处在一个相同的空间直角坐标系当中,便于后面为隧道围岩数值模拟时构造应力的施加奠定基础。     

Supply chain collaboration: Impact on collaborative advantage and firm performance

Facing uncertain environments, firms have strived to achieve greater supply chain collaboration to leverage the resources and knowledge of their suppliers and customers. The objective of the study is to uncover the nature of supply chain collaboration and explore its impact on firm performance based on a paradigm of collaborative advantage. Reliable and valid instruments of these constructs were developed through rigorous empirical analysis. Data were collected through a Web survey of U.S. manufacturing firms in various industries. The statistical methods used include confirmatory factor analysis and structural equation modeling (i.e., LISREL). The results indicate that supply chain collaboration improves collaborative advantage and indeed has a bottom-line influence on firm performance, and collaborative advantage is an intermediate variable that enables supply chain partners to achieve synergies and create superior performance. A further analysis of the moderation effect of firm size reveals that collaborative advantage completely mediates the relationship between supply chain collaboration and firm performance for small firms while it partially mediates the relationship for medium and large firms.     

Impact of relational norms, supplier development and trust on supplier performance

Supplier relationship management and supplier development initiatives assume a fundamental role in enterprise supply chain management. An important aspect of effective supplier relationship management is the role of trust. This paper seeks to understand whether supplier relationship management or supplier development initiative should be emphasized as a firm strives to achieve superior supplier performance. The analysis and discussion draws upon sourcing strategy literature and is based on empirical survey-data of mid to upper level managers with responsibility for supply management initiatives in their respective organizations in Denmark and in the USA. It examines the interrelationships among “relational norms”, “trust”, “supplier development initiatives” and ensuing “supplier performance”. The data analysis shows that firms must emphasize relation and trust building activities before investing in supplier development initiative. Supplier perception audits must be routinely performed to gauge the level of trust and strength of relational norms.     

Impact of corporate entrepreneurial strategy on firm performance in China

International Entrepreneurship and Management Journal - Implementing corporate entrepreneurial (CE) strategies is a panacea for established firms achieving high performance and gaining sustained...     

Green practices in restaurants: Impact on firm performance

Although some researchers have recently studied green practices in restaurants, scant previous research has analyzed the impact of these practices on overall performance in this field. Moreover, these studies have generally focused on mega-sized restaurants in the United States. The primary objective of this study is therefore to examine the motivations for the adoption of green practices in restaurants in Spain and the impact of this adoption on firm performance. The results are based on a survey completed by 374 small restaurant managers. Structural equation modeling was used to analyze links between the studied dimensions. The findings indicate that green practices have a strong positive direct influence on operational performance and competitiveness in Spanish restaurants and that they indirectly influence overall firm performance. Therefore, the results of this paper suggest that being proactive about environmental issues can provide restaurants with a great number of benefits that improve firm competitiveness and performance.     

The effect of management commitment to service quality on frontline employees' affective and performance outcomes: an empirical investigation of the New Zealand public healthcare sector

• Very little attention has been given to understand the antecedents of service recovery performance in a public healthcare setting. In this study, a cross-sectional survey investigates a model of service recovery performance. Frontline hospital employees completed a self-administered questionnaire on how factors characterising management commitment to service quality (MCSQ) affect their service recovery efforts. The results suggest the influence of MCSQ is mediated by frontline employees' affective commitment to their hospital. The research advances understanding of frontline service recovery performance in a public healthcare setting and the findings indicate that public healthcare managers can take actions on a number of fronts to assist progress towards the achievement of frontline service recovery excellence.

Copyright © 2006 John Wiley & Sons, Ltd.     

约束条件对张弦梁结构动力性能的影响

张弦梁结构是一种新型空间结构形式,整体动力性能的研究就显得尤为重要,结构的约束条件而对整体动力性能又起着重要的作用,故充分了解结构的约束条件对结构动力性能的影响无疑是十分必要的。为此本文采用几何非线性有限元的方法重点研究了当约束条件发生变化时,张弦梁结构的动力性能会发生怎样的变化。经过此研究可为我们对张弦梁结构整体受力性能的研究打下坚实的基础,以供工程设计参考。研究结果表明:约束条件的改变对结构的地震响应非常明显。这就要求我们在进行张弦梁结构的设计时,考虑到地震荷载作用发生结构的动力响应时,选择合理的约束条件。     

Impact of importing foreign talent on performance levels of local co-workers

When skilled labour is imported to work in a creative industry, local workers may benefit, in terms of their own level of skill, through contact with new techniques and practices. European basketball offers an opportunity to investigate the reality of this general claim. For a panel of 47 European countries observed over more than twenty years, we model probability of qualification for, and subsequent performance in, Olympic Tournaments and World and European Championships. We demonstrate that, consistent with the spillover hypothesis, an increase in the number of foreigners in a domestic league tends to generate a subsequent improvement in the performance of the national team (which has to be comprised only of local players).     

Human resourec management and a culture of Respect: Effects on employees' organizational commitment

The literature is reviwed to produce a set of 37 Human Resource Management (HRM) activities related to showing respect for the individual. Eighty-eight full-time employees from different organizations and enrolled in a part-time MBA program report HRM department motivation for such activities and the degree to which they are committed to their organizations. Respectful treatmentis indeed perceived to be one of the HRM departments' reasons for performing these 37 activities, although it was not usually the most common reason. After controlling for job satisfaction, subjects' organizational commitment is positively related to the perception that HRM activities are motivated by (a) management's desire to show respect for the individual and (b) management's desire to attact/retain employees. When the company's HRM activities are perceived to be motivated by the firm's desire to improve performance or to comply with the law, there is no significant relationship with organizational commitment.     

Impact of mergers on the corporate performance of acquirer and target companies in India

Mergers and acquisitions become the major force in the changing environment. The policy of liberalization, decontrol and globalization of the economy has exposed the corporate sector to domestic and global competition. It is true that there is little scope for companies to learn from their past experience. Therefore, to determine the success of a merger, it is to be ascertained if there is financial gain from mergers. It is very important to study the liquidity performance of those companies to test whether those companies have sufficient liquid assets to meet its current obligations. The present study is limited to a sample of companies which underwent merger in the same industry during the period of 2002-2005 listed in one of the Indian stock exchange namely Bombay Stock Exchange. It is proposed to compare the liquidity performance of the thirteen sample acquirer and target companies before and after the period of mergers by using ratio analysis and t-test during the study period of three years. The study found that the shareholders of the acquirer companies increased their liquidity performance after the merger event.     

员工组织氛围、组织认同与工作绩效的调查研究

本研究采用组织伦理氛围问卷、组织认同问卷、员工工作绩效问卷对苏州工业园区中小型企业中的288名员工进行随机抽样调查研究,结果发现:组织伦理氛围的感知在性别、学历、企业性质上差异显著.员工关心型的组织伦理氛围报告感知最少,自利型的组织伦理氛围感受报告最多.组织认同处于中等偏上的水平;在性别、学历、企业性质、工作年限上差异显著;任务绩效和关系绩效都处于中等偏上水平,关系绩效在性别上存在差异.任务绩效和关系绩效在学历、工作年限上差异显著.     

能源行业的碳信息披露、碳绩效对财务绩效的影响

文章以2011~2013年CDP报告中的世界500强能源行业为样本,探究能源行业的碳信息披露、碳绩效对财务绩效的影响。通过层级回归分析发现,碳信息披露与财务绩效负相关,碳绩效与财务绩效正相关。最后,根据研究结论对中国能源企业提出建议。     

Impact of investor sentiment on mutual fund risk taking and performance: evidence from China

ABSTRACT

This study provides empirical rationale and guidance for incorporating investor sentiment into mutual fund enterprise information systems. It investigates the effect of fund-specific investor sentiment on fund risk taking and performance. Working on a sample of equity funds in China, our panel regressions reveal that fund risk-taking is negatively related to lagged fund-specific investor sentiment. Investor sentiment is negatively linked to subsequent fund performance, which conforms with the dumb money effect. Encouragingly, there is evidence that mutual fund managers in China possess investing expertise. Fund-specific investor sentiment shows asymmetric impacts. The dumb money effect is primarily driven by positive sentiment.