Differentiating the workforce: The performance effects of using contingent labor in a context of high-performance work systems

In this study we focus on the impact of contingent labor on the outcomes of high-performance work systems (HPWS). Building on the emerging research on the social mechanisms linking HRM to organizational effectiveness, we argue that a higher incidence of contingent labor diminishes the productivity payoff associated with the use of HPWS for managing standard employees. We test these arguments using a sample of 229 British firms of different industries. The results support our arguments and help develop a more holistic and critical viewpoint in the analysis of workforce differentiation.     

The impact of high-performance work systems in the health-care industry: employee reactions,service quality,customer satisfaction,and customer loyalty

The purpose of this study is to empirically test the effects of high-performance work systems (HPWS) on employee attitude, service quality, customer satisfaction, and customer loyalty in health-care organisations. The proposed research model was tested using structural equation modelling for hypotheses, based on data collected from 196 pairs of employee–customer respondents in four selected hospitals with more than 500 beds. The results indicate that hospitals can improve customer satisfaction and loyalty through efficient operations, employee engagement, and service quality. One of the key findings of our study is that HPWS in health-care organisations influence employee reaction and service quality.     

Organization of work in the company and family rights of the employees

The duty to respect, protect and help the family rights is related very closely with the organization of work in the firm. This paper summarizes and illustrates, using mini-case studies, the relationship between the organization of work in companies and the family rights and duties of employees.Domènec Melé is the Director of Business Ethics Dept. at IESE (the Business School of the University of Navarra in Barcelona, Spain). He has a Ph.D. in Industrial Engineering from Polytechnic University of Catalonia, Spain and a Ph.D. in Moral Theology from the University of Navarra, Spain.Before, he has been professor at the Polytechinc University in Valencia, Spain. His published works consist of several articles on engineering topics and more recently on Business Ethics and Social Teaching of the Church on economics and business.     

Why employees stay: the roles of psychological ownership,territoriality and work relationship closeness in affecting employee turnover intention

Drawing on a tripartite perspective on attitudes, this study examines the influence of psychological ownership and territoriality on turnover intention, as well as the moderating role of work relationship closeness on the relationship between territoriality and turnover intention. Analyses of longitudinal data collected from 341 employees in three Chinese automobile manufacturing companies demonstrate that employees’ psychological ownership is negatively related to their turnover intention. As well, territoriality is negatively related to turnover intention and mediates the relationship between psychological ownership and turnover intention. Additionally, work relationship closeness moderates the relationship between territoriality and turnover intention such that the negative relationship is stronger when employees experience a higher level of work relationship closeness. Theoretical and practical implications are discussed.     

Perceived work conditions and self-directed learning in the process of work

Self-directed learning at work is becoming a megatrend in training and organisational development. However, there is a wide range of meanings subsumed under this concept. Referring to theoretical considerations in the domains of motivation, interest, strategies of learning and control, a conceptual model of self-directed learning, called the Two-Shell Model of Motivated Self-Directed Learning was developed and validated. The impact of selected perceived work conditions (experienced autonomy, competence and social integration) on this type of learning was structurally modelled with a sample of 67 employees in the fish processing industry. On the basis of these theoretical considerations and results the instrument ‘project group’ is analysed and recommended to support motivated self-directed learning.     

中国背景下雇员主动离职模型的探索和验证研究

By collecting a nationwide sample, the model of employee voluntary turnover in China is explored. There are three conclusions: 1. there exist significant correlation between any two variables including salary, job involvement, interpersonal support, job satisfaction, organizational commitment and turnover intention; 2. job involvement, interpersonal support and salary predict significantly organizational commitment, and interpersonal support and salary predicted significant job satisfaction; 3. job satisfaction can predict significantly turnover intention.     

Service failure,time pressure,and conscientiousness of service providers: the dual processing model perspective

Service providers often work under serious time constraints that increase the likelihood of service failure. This study uses a dual processing model to investigate how time pressure and the conscientiousness of service providers interact to influence service failure. This study hypothesizes that time pressure is positively related to service failure for health service providers with low levels of conscientiousness, but not for those with high levels of conscientiousness. A cross-sectional design and paper-based questionnaires were used. The study hypotheses were then analyzed using regression analyses. The results of this study supported the hypotheses. Moreover, the empirical findings support the dual processing model.     

华菱重卡磨砺国际市场开弓没有回头箭

华菱重卡受宠海外，500台出口阿尔及利亚，交车仪式在上海国际会议中心隆重举行，这是华菱重卡继今年4月批量出口摩洛哥、阿联酋、科威特、哈萨克斯坦和乌兹别克斯坦之后，又一次走向海外市场，为华菱汽车大批量进入国内，国际两大市场，开创了新的里程碑。     

寒夜多梦是反思——尊重JP摩根《中国互联网广告：修正2009预测》

数据修正是次要的．我赞赏这个机构能够二十天之内承认自己谬误的勇气．类似的勇气我在近年中国企业身上曾经看到,但在这个冬季却成罕见品格。     

Testing a model of signals in the IPO offer process

This study examines agency and market signals related to a sample of high-technology firms seeking an initial public offering (IPO). We test a model of the IPO offer process in high-technology firms. Results indicate that certain pre-market and primary market factors affect the offer price received by entrepreneurs and investors, while the secondary market factor did not. Our model may help entrepreneurs position their organization prior to and during the IPO process.     

High performance work systems in the global context: A commentary essay

The study by Shih, Chiang, and Hsu (2011) contributes substantially to the high performance work systems (HPWS) literature by sampling Chinese host country nationals (HCNs) of a Taiwanese firm and by introducing new mediating variables. A number of interesting issues follow from the study, including the use of perceived HPWS and the dimensionality of HPWS. This commentary essay briefly explores each of these areas.     

The two-sector model in terms of its dual: A geometric exposition

The standard properties of the two-sector model are analyzed in a simple diagram representing the duals of the production finctions for the economy's two outputs. The diagram is especially useful for illustrating propositions that deal primarily with prices: the factor price equalization theorem, the Stolper-Samuelson theorem, and the effects of factor market distortions. Shadow prices of factors in distorted economies are easily determined using the diagram. These shadow prices are useful in measuring the total loss created by a set of distortions and in explaining anomalies associated with ‘highly distorted’ economies in which one factor has a negative shadow price.     

Perceptions of ethical work climate and person-organization fit among retail employees in Japan and the US: A cross-cultural scale validation

International retailers can only be successful if they understand similarities and differences between cultures. This study compares retail employees' perceptions of ethical work climate and person-organization fit in the U.S. with those of the same employee type in Japan. The results can help retailers understand employee perceptions of their relationship with the firm. An important aspect of this research involves testing the cross-cultural validity of the ethical work climate (EWC) and person-organization fit (POF) scales. Findings suggest that these scales are valid in both different national contexts and can also be used to compare differences between the cultures. Significant differences were noted in the EWC and POF between retail employees in Japan and the U.S. The relationship between EWC and POF varies significantly for employees in Japan and the U.S.     

Toward a predictive model of the consumer inference process: The role of expertise

An information processing model is proposed for understanding and predicting cognitive behaviors underlying the generation of an inference. J. R. Anderson's theory of cognitive skill learning serves as the basis for the conceptual model. Specific predictions are generated concerning the impact of different levels of prior knowledge on the occurrence of inference and on the types of inference processes. An effort is made to demonstrate how the theory can be developed into a formal, predictive model in the form of a computer simulation model. Finally, some suggestions for future research directions are discussed. © 1994 John Wiley & Sons, Inc.     

Organizational influence in a model of the moral decision process of accountants

This paper reports on a survey that investigated the moral decision processes of accountants. A formal belief revision model is adapted and hypotheses based on theorizations from the cognitive-developmental school are tested. The moral decision processes of accountants are hypothesized to be influenced by professional expectations, organizational expectations and internalized expectations. Subjects provided specific demographic data and were asked to access the appropriateness of fourteen principles for making moral decisions in business. Subjects were also asked to indicate which of the fourteen approaches would be most appropriate for resolving each of five ethical situations that are representative of common ethical dilemmas in accounting.Subjects' responses to the appropriateness of the fourteen principles are reduced to two dimensions using factor analysis. The factors are consistent and representative of important underlying dimensions of the stages of moral development. Demographic variables are correlated with the extracted factors using analysis of variance.The results show that subjects consider interpersonal expectations and conformity to be more appropriate than approaches that are self-serving. These findings suggest that ethical decision processes of accountants are influenced by organizational support. Age, gender, and education were also found to influence the moral decision process. Overall, the findings are consistent with the expectations hypothesized from the cognitive-developmental school and suggest that the moral development of accountants is ongoing.     

Technology transfer offices as boundary spanners in the pre-spin-off process: the case of a hybrid model

Over the past decades, universities have increasingly become ambidextrous organizations reconciling scientific and commercial missions. In order to manage this ambidexterity, technology transfer offices (TTOs) were established in most universities. This paper studies a specific, often implemented, but rather understudied type of TTO, namely a hybrid TTO model uniting centralized and decentralized levels. Employing a qualitative research design, we examine how and why the two TTO levels engage in diverse boundary spanning activities to help nascent spin-off companies move through the pre-spin-off process. Our research identifies differences in the types of boundary spanning activities that centralized and decentralized TTOs perform and in the parties they engage with. We find geographical, technological and organizational proximity to be important antecedents of the TTOs’ engagement in external and internal boundary spanning activities. These results have important implications for both academics and practitioners interested in university technology transfer through spin-off creation.     

以问题为中心:一种彰显教育过程公平的教学模式

微观层面的教育过程公平强调在教育过程学生受到学校和教师的平等对待.以问题为中心的教学模式使得教师是课堂教学的组织者,学生学习的引导者、参与者.学生是学习的主体.每个学生不同程度地参与到教学过程中,每个教育对象的当下潜力得以最大限度的挖掘,个性得以最佳程度的发展.它是对受教育者主体性真正的尊重,有利于发散学生思维,有利于提高教与学角色积极性,有利于规范教学行为,构建和谐课堂,实现教育过程公平.     

The role of pleasant music in servicescapes: A test of the dual model of environmental perception

This article explores the psychological processes by which background music in servicescapes influences service evaluation and purchase intention. Drawing on the dual model of environmental perception, it is hypothesized that: (1) servicescape is perceived in an ambient holistic manner and serves as the background for perceptions of the provider and thereby has direct and provider-mediated effects on outcomes; (2) the presence of music influences outcomes because it reinforces the holistic quality of the servicescape, makes the provider stand out, and moderates the contribution of provider-mediated servicescape effects; (3) when pleasant music is present, a double-mediating process fully accounts for the impact of variations in the music valence, such that music valence gets transferred into servicescape attitude, which then exercises direct and provider-mediated effects on service outcomes. Two experimental studies in real and online environments support the above research hypotheses.     

HR fables: schizophrenia,selling your soul in dystopia,fuck the employees,and sleepless nights

Aesop's fables are used to gather HR fables and these fables are told mainly in the words of the protagonists of these moral stories, HR practitioners. Leaving the moral meaning of the fables for the reader to interpret so the reader can ethically connect with the morality of HR work, the personal narratives of practitioners and their humanity, the fables conclude with a critical commentary by the author, the promotion of a human virtue and HR moral maxim. The article, itself, then ends with an explanation of the research methodology adopted to compile the HR fables.     

Development of a media selection model using the analytic network process

The authors develop and test a comprehensive model for media selection utilising the Analytic Network Process (ANP). ANP is a flexible and powerful multi-attribute decision aid developed by Saaty (1996) for solving complex decision-making problems. It is aimed at integrating different measures (both qualitative/intangible and quantitative/tangible) into a single overall score for ranking decision alternatives. In applying the ANP method, the authors specifically incorporate web/internet media advertising into their list of media alternatives, using many of the same standard media attributes that have typically been employed in comparing more traditional media. The result is a model that may be utilised by expert and/or novice media planners with equal effectiveness.