Personal values and leadership effectiveness

The study sought to evaluate the personal values profile, the predominant leadership styles, the leadership effectiveness, and the relationship between personal values balance and leadership effectiveness of a group of Brazilian executives. In order to evaluate the personal values profile a closed instrument of the rank order type has been developed and applied. To identify the predominant leadership styles, as well as the leadership effectiveness of the involved executives, it has been used as an instrument available in the market. To verify the relationship between personal values balance and leadership effectiveness, the linear regression method has been used computing the linear correlation coefficient between the before mentioned variables, involving 400 executives. The study has shown that the executives have an unbalance in their personal values profile, with predominance of economic and theoretical values. Additionally the study has uncovered lack of flexibility regarding the leadership styles, presenting styles of selling and sharing ideas as dominants. The study also showed that the leadership effectiveness of the involved executives was at a moderate level. Finally, the research pointed out a high positive relationship between personal values balance and leadership effectiveness, and, furthermore, it showed a better balance of personal values, if one considered only the part of the sample involving executives working in organizations which presented better results in the three previous years (50 executives).     

Where there is light,there is dark: a dual process model of high-performance work systems in the eyes of employees

High-performance work systems have been widely adopted in the workplace. Previous research on high-performance work systems debated whether the generated effects are mutual gains or conflicting outcomes for employers and employees. Drawing on the job demands and resources model, this conceptual study proposes that high-performance work systems can be both beneficial and harmful by eliciting distinct perceptions in employees. Specifically, perceptions of job resources are the positive and perceptions of job demands are the negative mechanism whereby high-performance work systems affect employee job performance. This research further proposes that servant leadership strengthens the positive impact of high-performance work systems, whereas directive leadership strengthens the negative impact. Overall, this conceptual research provides new insights into the research on high-performance work systems.     

How to prevent and combat employee burnout and create healthier workplaces during crises and beyond

Burnout results from chronic work-related stress. People who are burned out are emotionally drained and feel negative and detached from work, which leads to decreased performance, inhibited creativity and innovation, workplace accidents, absenteeism, and physical and mental illnesses. Burnout is widespread, pernicious, and costly to human life, firm profits, and society—especially during a global crisis like the COVID-19 pandemic but also during a broader set of pan-global crises yet to come. Fostering healthier workplaces is a necessity at any time, but particularly during a crisis that has intensified job demands and drained job resources. Based on a review of the evidence, we provide five recommendations and implementation guidelines that can help organizations prevent and combat burnout: (1) provide stress management interventions, (2) allow employees to be active crafters of their work, (3) cultivate and encourage social support, (4) engage employees in decision-making, and (5) implement high-quality performance management. Overall, our evidence-based recommendations, together with the implementation guidelines we provide, will help business leaders promote and create sustainable wellness at work during crises and beyond.     

Reducing turnover intention: Perceived organizational support for frontline employees

Frontline employees are generally under great pressure, and carry out repetitive and mundane daily tasks, leading to burnout and a high turnover intention among them. To identify ways to reduce this turnover intention, this study examines the effect of perceived organizational support (POS) on burnout and turnover intention in the Chinese context and adds to the literature on frontline employee burnout. Using data from a survey of the frontline employees of a gas station in Beijing, we examine the mediating effects of frontline employee burnout on their POS and turnover intention. This study shows that POS has a significant negative impact on burnout and turnover intention, and that job resources cannot substitute POS.     

Exploring job crafting: Diagnosing and responding to the ways employees adjust their jobs

Recent research has developed an in-depth understanding of how workers change their jobs on their own to improve their performance and well-being, a process called job crafting. This research suggests that managers, coworkers, and organizations need a better understanding of how to manage job crafting to capitalize on its benefits and reduce costs. This article will help organizations diagnose the occurrence of job crafting, recognize the differences between goal-oriented approaches to job crafting as opposed to withdrawal-oriented avoidance job crafting, and identify the seven specific types of job crafting: work role expansion, social expansion, work role reduction, work organization, adoption, metacognition, and withdrawal. We conclude with recommendations for managers, coworkers, and organizations on how to diagnose and manage job crafting.     

Crisis leadership in economic recession: A three-barrier approach to offset external constraints

An economic recession is a type of crisis originated from external factors that may imperil an organization’s survival depending on the intensity and duration of the crisis. In peripheral European countries, such as Portugal, the recent financial crisis had devastating effects on various business activities. As a result, Portugal represents an important case study in examining how some corporate leaders have handled the economic recession successfully. I interviewed 20 corporate managers to capture their perceptions of the leadership traits and behaviors exhibited by their CEOs in guiding their companies through the recession. In economic recessions, negative constraints do not affect the most effective leaders, who instead erect barriers against the high-pressure conditions to create a supportive, positive work environment. In order to achieve maximum effectiveness, leaders must act as blocking agents against the negative social impacts of the economic crisis, including the fragility of trust in organizational life (i.e., a barrier against distrust), uncertainty of the future (i.e., a barrier against uncertainty), and toxic emotions (i.e., a barrier against toxic emotions).     

Innovation leadership: Best-practice recommendations for promoting employee creativity,voice, and knowledge sharing

Innovation—the implementation of creative ideas—is one of the most important factors of competitive advantage in 21^st century organizations. Yet, leaders do not always encourage employee behaviors that are critical for innovation. We integrate existing literature on the critical factors that serve as antecedents of innovation, including employee voice and knowledge sharing, which in turn lead to creativity and innovation. Based on existing empirical research, we offer evidence-based recommendations for managers to become innovation leaders by: (1) developing the right group norms, (2) designing teams strategically, (3) managing interactions with those outside the team, (4) showing support as a leader, (5) displaying organizational support, and (6) using performance management effectively.     

Communication essentials for female executives to develop leadership presence: Getting beyond the barriers of understating accomplishment

Statistics about women's presence as CEOs, directors, and board members show relative stagnation over the last few years. Many theories exist to explain this problem, but there is a paucity of specific suggestions targeted at individuals seeking to rise to the top of their organizations. In this article we propose that changing the way women talk about accomplishments can improve leadership presence and aid in promotion. We analyzed video interviews of 20 men and 20 women in leadership roles at Fortune 50 companies. Since leaders will inevitably confront this when interviewing for promotions, we chose to focus on the question: “In your career, what are the accomplishments you are most proud of?” We analyzed content, syntax, gestures, and facial expressions, and identified significant differences in the way men and women talked about accomplishment. Based upon our research, we identify six communication essentials that can help women project confidence: (1) starting strong, (2) staying succinct, (3) dimensionalizing content, (4) owning voice, (5) controlling movement, and (6) projecting warmth.     

Organizational performance with a broader focus: The case for a stakeholder approach to leadership

In 2019, BlackRock CEO Larry Fink, Apple CEO Tim Cook, and the other 179 CEO members of the Business Roundtable argued that the purpose of a corporation must reflect not only the fiduciary interests of owners but also the varied interests of all stakeholders: employees, customers, partners, and broader society. This idea challenges a decades-old norm of shareholder primacy, so it is reasonable for organizational leaders to wonder whether doing so is truly in their firms’ best interests, and if so, how to implement this approach to leadership. To answer these questions, we draw on over 200 peer-reviewed articles covering leadership research to demonstrate how servant leadership, a stakeholder-focused approach to management, outperforms other leadership approaches across both shareholder and stakeholder criteria. We leverage case studies of organizational leaders from SAS, Zappos, Starbucks, and Jason’s Deli, financially successful organizations that exemplify how managers provide value and sustainability to stakeholders and shareholders through servant leadership. We also include practical steps managers can take to begin putting this form of leadership into practice.     

Entrepreneurship and eudaimonic well-being: Five venues for new science

Researchers in entrepreneurial studies are increasingly interested in the psychological well-being of entrepreneurs. Approaches to well-being tend to be partitioned into hedonic and eudaimonic formulations. Most entrepreneurial studies have focused on hedonic indicators (life satisfaction, happiness, positive affect). The central objective of this essay is to examine the relevance of eudaimonic well-being for understanding entrepreneurial experience. The theoretical background and key dimensions of eudaimonic well-being are described and their relevance for entrepreneurial studies is considered. Illustrative findings from prior well-being studies are examined, also with emphasis on possible extensions to entrepreneurship. Five key venues for the entrepreneurial field are then considered: (1) entrepreneurship and autonomy, viewed both as a motive (self-determination theory) and as an aspect of well-being (eudaimonic well-being theory); (2) varieties of entrepreneurship (opportunity versus necessity) and eudaimonic well-being; (3) eudaimonia in the entrepreneurial journey (beginning, middle, end); (4) entrepreneurship, well-being and health; and (5) entrepreneurs and the eudaimonia of others – contrasting virtuous and vicious types. In each topic, extant findings from entrepreneurial studies are considered and new research directions proposed. The overall aim is to be generative regarding the interplay between entrepreneurial experience and eudaimonic well-being.Executive summaryAlthough there is growing research on the psychological well-being of entrepreneurs, most studies to date have focused on hedonic conceptions of well-being. However, key aspects of eudaimonic well-being (e.g., realization of personal potential, purposeful life engagement, effective management of complex environments) have received little attention even though they may be particularly relevant to entrepreneurial pursuits. To address this issue, the theoretical foundation of a widely-used eudaimonic model is briefly described along with its empirical operationalization. Illustrative findings generated with this model are noted, and their relevance for entrepreneurial studies is considered. Shifting to extant entrepreneurial research, five topical venues are then presented, beginning with a call to better distinguish the meaning and measurement of autonomy (as a core motive from self-determination theory, and as an aspect of well-being from eudaimonic theory) in studies of entrepreneurial experience. The eudaimonic well-being of different types of entrepreneurs is then considered with a primary focus on the distinction between necessity versus opportunity entrepreneurs. These particular types invoke emphasis on sociodemographic factors (e.g., educational and occupational status, income, wealth) that are known from previous research to matter in accounting for differences in reported levels of well-being. The third venue considers how eudaimonic well-being may matter over the course of entrepreneurial experience, underscoring that certain aspects of well-being may account for who chooses an entrepreneurial path while other aspects may serve as protective resources (buffers) vis-à-vis the stresses attendant to managing a self-initiated business. Still other aspects of well-being may be nurtured by the longer-term journey of business venturing. The health of entrepreneurs is then considered as linked to experiences of well-being. New directions for objective health assessments (functional health, biomarkers, neuroscience, gene expression) are considered; all have previously been linked in population-based studies to eudaimonic well-being. Finally, the impact of entrepreneurs on the lives of others (co-workers, employees, families, communities, society) is considered via the contrast between benevolent (virtuous) versus malevolent (vicious) entrepreneurs. Promising empirical questions that follow from these observations are detailed.From a lay perspective, the central importance of bringing eudaimonia to the field of entrepreneurial studies is that the essential core of this type of well-being involves realization of personal talents and potential. Such active pursuit of such personal excellence, in the spirit of Aristotle, is fundamental to entrepreneurship.     

Factors that influence new generation candidates to engage with and complete digital,AI-enabled recruiting

Recruiting talent has moved from a tactical HR activity to a strategic business priority. This has been driven by shifts in the source of firm value and competitive advantage and the critical role of human capital in those shifts. Technological advances have moved digital, AI-enabled recruiting from a peripheral curiosity to a critical capability. However, we know little about candidates' reactions to AI-enabled recruiting. Consequently, in this study, we examine the role of social media use, intrinsic rewards, fair treatment, and perceived trendiness on the intentions of prospective employees to engage with and complete digital, AI-enabled recruiting processes. The positive relationships between these factors and candidates' engagement with AI-enabled recruiting have several important practical implications for managers. We also examine the larger implications and make general recommendations to firms about using AI-enabled recruiting technology and tools.     

Bringing meaning to the sales job: The effect of ethical climate and customer demandingness

Top performing salespeople are attracted to organizations that provide opportunities to make full use of their abilities. Responses from 1450 sales directors from a leading direct selling organization were used to examine salesperson's experienced meaningfulness. Results show that experienced meaningfulness is critical to sales because it impacts salesperson's performance, turnover intentions and felt stress. Further, ethical climate and customer demandingness influence experienced meaningfulness perceptions.     

“一带一路”背景下中国与东南亚新兴市场的经贸合作需求及对策

近年来,中国和东南亚新兴市场经贸合作往来频繁,发展十分迅速。这得益于"一带一路"倡议的深入推进,双方对接更加顺畅,基础设施建设和金融体系保障更加有力,为双方经贸合作带来了新的需求,但也要看到双方经贸合作同样面临着非关税壁垒等问题。应进一步加强政治互信,结合双方经济发展水平和产业特点,提升经贸合作的针对性,推动双方经贸合作的可持续发展。     

Climate Change and Preparations for the Tide of Traumatic Stress: Implications for Asia-Pacific Human Resources

Although attention to the business risks posed by natural disasters fueled by climate change has grown, the toll that disasters have on human resources in the form of traumatic stress is comparatively neglected. It is common for more than 20% of people exposed to natural disasters to develop traumatic stress disorders that can last for years. In the workplace, traumatic stress hurts attendance, the quantity and quality of output, and relationships. Fortunately, businesses can promote employee resilience and recovery. Given the Asia-Pacific region’s high risk of natural disasters, businesses operating there should include employees’ traumatic stress in their disaster preparedness.     

Better support for supportive jobs. How to improve brand performance through better compensation and training for in-store merchandisers

Through an experimental field study, we link improved working conditions for supportive jobs to enhanced brand sales. Results show that improved working conditions for in-store merchandisers based on monetary and non-monetary rewards yield a significant increase in sales, which might be facilitated through enhanced on-shelf availability. We underline the strategic importance of the job profile and identify explanatory mechanisms, enabling managers to optimize training and compensation in the context of supportive jobs in retailing. The study enhances the literature on the importance of supportive jobs in driving brand performance in accordance with the motivational framework based on rewards and recognition.     

如何发挥思想政治工作在人力资源管理中的作用

思想政治工作在人力资源管理中具有不可替代的优势,其作用不可忽视.将思想政治工作融入人力资源开发与管理中,拓宽工作领域,创新工作思路,充分发挥思想政治工作在人力资源开发与管理中的特殊作用.     

How retailer and competitor decisions drive the long-term effectiveness of manufacturer promotions for fast moving consumer goods

While both retailer and competitor decisions contribute to long-term promotional effectiveness, their separate impact has yet to be evaluated. For 75 brands in 25 categories, the author finds that the long-term retailer pass-through of promotions is 65 percent, yielding a long-run wholesale promotional elasticity of 1.78 before competitive response. However, competitors partially match the wholesale price reduction by 15 percent, which decreases promotional elasticity by 10 percent. The range of retailer and competitor response across the analyzed cases is very wide, and is affected by category and brand characteristics. As to the former, large categories yield stronger retailer response, while concentrated categories yield stronger competitor response. As to the latter, smaller brands face a fourfold disadvantage compared to leading brands: they obtain lower retail pass-through, lower retail support, and lower benefits from competing brand's promotions, while their promotions generate higher benefits to competitors. Interestingly, the mid-1990s move from off-invoice allowances towards scan-back deals only partially improves their promotional effectiveness compared to that of leading brands.     

安徽科技资源配置效率评价及创新思路

科技资源及其布局是区域科技创新能力的基础.通过对安徽科技资源总量、结构及空间布局状况的分析,对科技资源配置效率进行评价,找出存在问题及原因,从有利于科技经济一体化发展、提高配置效率的角度提出整合思路.     

转型时期我国企业人力资源管理变革的机遇与挑战

近年来,我国人力资源管理转型升级已发展到关键阶段。这一时期,我国企业人力资源管理改革面临着国企传统人事管理转变、人力资源管理理念重构、企业文化提升、企业管理程序优化、人资需求总量增加等诸多机遇,但也存在巨大的挑战。从宏观上讲,存在高等人力资源紧缺、开发投资不足、人力资源流动加快、管理模式滞后、劳动力成本上升等挑战;在微观上存在利用率低、部门组织结构不明确、缺乏长期激励机制、个人愿景和组织愿景不相融以及管理者自身素质低等挑战。企业人力资源管理变革是应对各种挑战的根本性解决方案。