Entrepreneurial Orientation and Performance of Chinese High-Tech Firms： The Mediating Role of Organizational Learning and Moderating Role of Firm Life Cycle

The evidence about how entrepreneurial orientation （EO） affects firms＇ performance remains inconclusive. This study joins the research by incorporating organizational learning （OL） as a micro-macro link and by extending empirical work to the largely underexplored context of Chinese high-tech industries. Results from a survey of 252 Chinese high-tech firms demonstrate： （1） entrepreneurial orientation is positively related to firm performance; （2） organizational learning is also positively related to firm performance; （3） organizational learning partly mediates the positive impact of entrepreneurial orientation on firm performance; and （4） high-tech companies in the start-up and growth stage are likely to demonstrate stronger linkages in the EO-OL-performance relationship than in mature stage, which shows that the EO-OL-performance relationship is moderated by firms＇ life cycle.     

Corporate Social Capital and Business Model Innovation： The Mediating Role of Organizational Learning

Existing studies demonstrate that corporate social capital can not only enable a firm to gain access to heterogeneous information and resources, but may also facilitate the establishment of behavioral norms, communication models and mutual-trust platforms with stakeholders in its social network. As a result, corporate social capital drives organizational changes and has the potential to boost business model innovation. This paper recognizes organizational learning as a mediating mechanism that transforms corporate social capital into business model innovation. Using survey data collected from 164 Chinese firms, we tested the relationship between corporate social capital and business model innovation, as well as the mediating effect of organizational learning. Our findings clearly show how corporate social capital flows through organizational leaming efforts to business model innovation.     

战略人力资源管理对组织绩效的作用机制探析

在以知识为基础的经济形态下,企业管理的实质是在人力资源管理与企业战略匹配的基础上,通过对知识、人才进行组织与利用,并予以创新达到提升组织绩效的目标。在实现组织绩效提升的目标后,结果也会进一步提高战略人力资源管理的水     

The Effect of Career Plateau on Chinese Employees＇ Affective Commitment： An Indigenous Career Plateau Scale and Two-Mediator Model

The two-dimensional （hierarchical and job content） model have been predominating the extant career plateau literature. However, based on Schein＇s cone-shaped organizational mobility model, we contend that stagnation in organizational centrality （inclusive plateau） may be another dimension of career plateau. Furthermore, grounded in social exchange theory and need-satisfaction models, we aim to examine the effects of career plateau on affective commitment and underlying mechanisms. In Study 1, based on a sample of 219 employees from different professions, we developed a primary validation of our three- dimensional career plateau scale. In Study 2, we examined our hypothesized model with another dataset of 288 employees. The results suggest that job satisfaction fully mediates the relationship between the job content plateau, the inclusive plateau and affective commitment. The analysis demonstrates that the specific indirect effect of job content plateauing and inclusion on affective commitment through intrinsic job satisfaction was greater than through extrinsic job satisfaction. However, the hypothesis regarding the relationship between hierarchical plateau and affective commitment was not supported, when another two dimensions of career plateau were added to the model. Our findings provide some theoretical and practical implications.