High-performance work system and intention to leave: a mediation model

To address recent calls in the literature for additional work on the role of high-performance work systems (HPWS) in determining individual outcomes, this study examines the relationship between employees' perceptions of HPWS and intention to leave, as well as the possible mediating role of job satisfaction, procedural justice and intrinsic motivation in this relationship. The model is tested with EQS 6.1, on a sample of 155 engineers from 19 different companies and industries. Results indicate that HPWS is associated positively with job satisfaction, procedural justice and intrinsic motivation. Results also show that only job satisfaction mediates the relationship between HPWS and engineers' intention to leave, whereas procedural justice and intrinsic motivation mediate the relationship between HPWS and job satisfaction.     

基于“代建制”基础上的个人集资建房运作模式

个人集资建房突破重重困难逐渐登上了历史舞台,但是仍面临许多困难和存在很多问题。主要针对这些问题和困难进行探索研究,提出了一种适合于这种开发方式的具体运作模式——基于"代建制"的运作模式;并对该模式的具体操作过程进行详细论述、评价,得出了该模式成功运作所带来的广泛的社会意义和经济意义。     

A mediated model of the effects of human resource management policies and practices on the intention to promote women: An investigation of the theory of planned behaviour

This study investigates the role of supportive human resource management policies and practices in senior HR managers’ intention to promote women to senior management positions. Based on the theory of planned behaviour, we argue a model in which supportive HR policies and practices affect managers’ attitudes towards the promotion of women to senior positions and their perception of organisational norms and control over the decision. We employ partial least squares based structural equation modelling to investigate data from a sample of 183 firms in Bangladesh. Our results support the utility of the theory of planned behaviour in understanding the positive effects of HR practices on the intent of senior managers to promote women. Our findings suggest that the role of HR policies and practices is not only to eliminate opportunity for discrimination but also to encourage the development of deeper attitudinal and normative acceptance of women’s role in senior management.