Introduction to the special issue on positive conflict—Conflict and employees: The right and processes to be heard

Conflict, defined as clash, competition, or mutual interference of opposing or incompatible forces or qualities, may be positive. The appropriate amount of conflict may be a delicate balance not easily achieved. Thus, a key issue is conflict management. The major charter of this special issue is the presentation of work which suggests or demonstrates that conflict can be a positive force in the modern organization. It also is pointed out that conflict, positive or otherwise, and its resolution involves a broad spectrum of inquiry into the rights and obligations of those involved in the conflict     

Able,willing, and knowing: the effects of HR practices on commitment and effort in 26 European countries

This study extends previous studies of human resource (HR) practices by examining how organizational commitment and work effort are related to the use of HR practices enhancing discretion and skills based on international comparative survey data from 26 European countries. By analyzing individual level data instead of the organizational level data that are examined in prior studies, this article allows investigating whether and how employee perceptions of HR practices are related to their attitudes and behavior. The multilevel analyses largely support the hypotheses that both the intensity and the consistency of these HR practices contribute to organizational commitment and work effort since they enhance the ability of employees and their willingness to cooperate and inform them about the expectations of the organization.     

Work and family practices in Japanese firms: their scope,nature and impact on employee turnover

Using firm-level data from Japan, this study examines the effects of four commonly used work and family practices on employee turnover: flextime, maternity leave, child care leave, and nursing care leave. Overall, we find statistically significant associations between work and family practices and female employee turnover in Japan. In stark contrast, we do not find such a statistically significant linkage between work and family practices and male employee turnover. As such, this study highlights the potential moderating effect of individual characteristics such as gender on the relationship between work and family practices and employee attitudes and behaviours.     

Structures,strategizing, and contested territories: A structuration perspective on strategy development in employer branding

This study examines strategy development in employer branding based on structuration theory, focusing on the interplay between employer branding structures and the (inter)actions of employer branding strategists. To analyse this interplay, this paper draws upon a series of strategy meetings in an employer branding project of a multinational construction company. This study adds to the current debate on employer branding by advancing the understanding of the structural embeddedness of strategizing in employer branding. Furthermore, the study proposes that strategy development shifts employer branding engagements into contested territory due to various and contradictory structures strategists need to deal with.     

Symposium. Effects of affect and traits in U.S. presidential candidates. Leadership quality and follower affect. Role of measurement error in assessing qualities of presidential candidates. The authors respond. Perception is reality—in the minds of the voters: An interview with David Albritton

In the Winter, 2008 issue of JLS, authors David Albritton, Sharon Oswald, and Joseph Anderson presented their research regarding the relationship between perceived leader traits of U.S. presidential contenders and both voter‐perceived leadership quality and behavior. The Abstract from that article serves as an introduction for the three responses from Appa Rao Korukonda, C. Dean Pielstick, and Brian Sloboda. To further enhance the discussion, Albritton, Oswald, and Anderson revisit their work. An interview conducted by Allan Ament with David Albritton concludes this Symposium.     

From schoolyard to workplace: The impact of bullying on sales and business employees' machiavellianism,job satisfaction,and perceived importance of an ethical issue

Bullying can precipitate many negative outcomes at work, but previous research does not adequately address how such misbehavior affects employee dispositions and attitudes; how these characteristics impact ethical decision making is also underexplored. Given these research gaps, the purpose of this study is to assess (1) the impact of bullying on Machiavellianism and job satisfaction, and (2) the influences of Machiavellianism and job satisfaction on perceived ethical issue importance, a measure of ethical decision making. Three hundred eighty‐four sales and business employees working for different firms operating in the United States answered a self‐report questionnaire. The findings showed that, after accounting for social desirability bias, workplace bullying was positively associated with Machiavellianism and negatively associated with job satisfaction. Machiavellianism was negatively related to the perceived importance of an ethical issue embedded in a vignette highlighting Machiavellianism and latent bullying behaviors. In addition, job satisfaction was positively related to ethical issue importance. Finally, both Machiavellianism and job satisfaction mediated the relationship between bullying experiences and importance of an ethical issue, as evidenced by their significant indirect effects. HR professionals should minimize bullying and Machiavellianism to reduce the corrosive effect on the ethical environment and enhance work attitudes and ethical decisions.     

It Takes Three to Tango: Exploring the Interplay among Training Intensity,Job Autonomy,and Supervisor Support in Predicting Knowledge Sharing

This study explored whether the relationship between perceived training intensity and knowledge sharing is prone to combined moderating influences. We operationalized perceived training intensity as a challenge stressor, in accordance with the challenge‐hindrance framework of work stressors. The results of a study of 129 employees from three Norwegian service industries revealed a positive relationship between perceived training intensity and supervisor‐rated knowledge sharing for employees reporting high levels of perceived job autonomy and high levels of perceived supervisor support. In contrast, we found a negative relationship between perceived training intensity and supervisor‐rated knowledge sharing for employees reporting high levels of perceived job autonomy and low levels of perceived supervisor support. These findings suggest that supervisors are of vital importance in facilitating knowledge sharing among employees in settings where developmental challenges are prevalent and perceptions of job autonomy are high. Implications for future research and practice are also discussed. © 2014 Wiley Periodicals, Inc.     

我国农村药品监督网建设投入、绩效、问题与对策——基于全国868个县级样本和3个省级案例调查的实证分析

总体看,我国农村药品监督网建设在经费、制度建设、能力建设、激励机制建设、信息网络建设等方面都进行了不少投入.但是,目前大部分建设投入既不能有效调动"两员"的工作积极性,也不能有效提升农村药品合格率.其主要原因在于,监督网建设存在着核心要素投入水平较低、信息流动较差、对"两员"的定位不够准确、"两员"工作积极性不高等问题.     

An exploratory study of gender in project management: Interrelationships with role,location, technology,and project cost

This study explores whether gender differences in project managers are related to gender differences in their team members. Gender differences are explored in the context of project managers' and team members' location to one another, the project team's use of technology, and the cost and size of the project teams. Using log‐linear analysis of 563 project team members' responses, several significant findings are reported—including the likelihood of same‐gender project manager and team member dyads as well as gender differences in project contextual factors. Implications for organizational and project management researchers and decision makers conclude the article.     

快速城市化地区县级城市工业发展战略与空间布局研究——以江苏省8个县级市为例

指出工业发展战略与空间布局对工业化、城市化的健康发展有着十分重要的作用,对快速城市化地区县级城市的影响更为突出.如何优化工业空间布局已经成为当前迫切需要解决的问题.在对快速城市化地区县级城市工业化发展阶段进行判断的基础上,分析规划建设中存在的问题,并进一步提出了工业发展战略与空间布局的原则.     

审计师选择、信号传递和资本结构优化调整——基于中国上市公司的实证分析

我国上市公司的审计师选择行为是否具有信号传递作用?这对推动我国审计师行业发展和扩大独立审计的市场需求基础十分重要.通过2001年至2006年的面板数据分析发现,我国上市公司选择大规模审计师,能向市场传递利好信号,加快公司资本结构优化调整速度.国有上市公司和民营上市公司的审计师选择具有不同的边际效应,为促进资本结构优化调整,民营上市公司对国内"十大"审计师的需求更显著.     

澳大利亚、新西兰、新加坡雇主工作考察报告(上)

为深入学习国外雇主组织工作,中国企业联合会于2004年5月组织了亚太雇主组织考察团,访问了新加坡全国雇主联合会、澳大利亚工商产业联合会、新西兰工商联合会三个国家级雇主组织,以及澳大利亚的维多利亚工商产业联合会、新西兰中部(惠灵顿)雇主与制造商协会、新西兰北方(奥克兰)雇主与制造商协会及维多利亚汽车业协会等地方雇主组织和行业协会。现将考察情况综述如下:     

现代城市社区治理问题及对策研究——基于桐梓县社区治理的调查与分析

基于贵州省桐梓县社区治理现状的调查与分析,采用问卷法和访谈法,从治理主体、治理模式、治理机制等几个方面,探讨现代城市社区治理面临的突出问题,提出相关对策建议,以引起学术界对于加强和改善社区治理、全面提高现代城市社区治理能力和水平的关注.     

国土空间改革语境下的乡村田园综合体发展规划研究——沈阳市兴隆台锡伯族镇单家村为例

本文通过解析空间规划改革对村庄规划的影响,结合实用型村庄规划编制中存在的困境,提出空间改革语境下实用型村庄规划编制创新思路.在此基础上,以沈阳市兴隆台锡伯族镇单家村村庄规划编制为案例,通过规划强调村庄建设的实用性和落地性,对现阶段实用型村庄规划编制进行了初步探讨.     

角色代偿意识与家庭照料对已婚女性劳动参与的影响——基于CGSS2012数据的实证分析

文章基于CGSS2012调查数据,考察了角色代偿意识、家庭照料两个维度对已婚女性劳动参与及其工资报酬的影响.实证结果表明,角色代偿意识越强,外出参与社会劳动的可能性越高,但对工资报酬的影响不显著;家庭照料的影响则要区分看待:学龄子女数量越多、或越认为养老责任在自己,女性社会劳动参与度越高,而对家庭成员的照料时间以及幼龄子女数量则呈负向影响.此外,学龄子女数量和个人养老态度会负向影响报酬待遇,但付出的照料时间越长,工资报酬反而会越多.稳健性检验证明已婚女性劳动参与和工资报酬会在户籍和代际上存在差异.