Intercultural competence and expatriates

This study examines the simultaneous effects of employees' fit with their organization, job and supervisor on their job satisfaction, organizational commitment and turnover intention in Turkish banks by paying special attention to the moderating role of perceived organizational support (POS) in these relationships. Survey data collected from 213 employees who work in five different banks operating in Istanbul, Turkey, show that employees' value fit with their organization increases their job satisfaction and organizational commitment significantly while having no direct effect on their turnover intention. The results also suggest a positive association between employees' fit with their job (needs–supplies fit) and their job satisfaction along with the negative, direct impact of job fit on turnover intention. The hypothesized relationships between employees' value fit with their supervisor and selected employee outcomes are not supported. With respect to the moderating role of POS, the overall findings indicate that a high level of organizational support suppresses the effects of employees' value fit with their organization on their job satisfaction and organizational commitment as well as reducing the relationship between their job fit and job satisfaction and turnover intention.     

Cooperative Goals,Leader People and Productivity Values: Their Contribution to Top Management Teams in China*

abstract This study proposes that when top management team members are convinced that their leader is committed to people and productivity, they conclude that their leader is effective and contribute to making their organization innovative. Cooperative goals among top management team members may be credible evidence that their leader has people and production values. Executives from over 100 organizations in China completed measures of their cooperative, competitive, and independent goals, their leader's people and production values, and their leader's effectiveness. CEOs from these firms rated their organization's innovativeness. Structural equation analysis suggested that cooperative goals among top management teams convince them that their leader values people and production and that these values in turn result in leader effectiveness and organizational innovation. Results, coupled with previous research, were interpreted as suggesting that cooperative goals and leader people and production values are foundations for leader and top management team effectiveness in China.     

浅论教师提高反思能力的举措

反思能力,有助于教师在复杂的教育情境中,评价自己行为的后果,形成工作的自觉性、主动性和能动性,以不断改进自己的教学实践,更好、更有效地开展教育活动。教师不仅要具备反思能力,还要在持续的自我发展和教学活动中不断提高反思能力。为此,作者结合自己的教学实践,提出一些提高反思能力的举措。     

论电视台播音员和主持人的角色定位

在日常生活中，人们对电视台播音员、主持人并不陌生。随着现代生活的多样化，电视台播音员、主持人的角色定位也在不断发生变化。播音员、主持人的角色如何定位，其在节目制作过程中处于什么样的地位，扮演什么样的角色，可以直接体现其专业水平及综合素质。文章探讨播音员、主持人角色定位变化的原因及正确定位的策略。     

Effective Japanese leadership in China: co-operative goals and applying abilities for mutual benefit

In the global marketplace, managers and employees must work together even though they may have suspicions based on their different countries' historical rivalry. Social psychological research suggests that co-operative goals and applying abilities for mutual benefit can strengthen the leader relationship between Japanese managers and their Chinese employees. Working in Japanese enterprises in Shanghai, China, 100 employees in private Japanese companies in China indicated their goal interdependence with their Japanese and Chinese managers, their applying abilities for mutual benefit and their conclusions that their manager had valuable abilities and was an effective leader. Structural equation analysis suggested that applying abilities for mutual benefit mediates the relationship between goal interdependence and leader resourcefulness and effectiveness, especially when the manager is Chinese and less so when their manager is Japanese. These results, coupled with previous research, were interpreted as suggesting that co-operative goals and applying abilities for mutual benefit contribute to effective leadership even when managers and employees have different nationalities.     

论电视台播音员和主持人的角色定位

在日常生活中,人们对电视台播音员、主持人并不陌生。随着现代生活的多样化,电视台播音员、主持人的角色定位也在不断发生变化。播音员、主持人的角色如何定位,其在节目制作过程中处于什么样的地位,扮演什么样的角色,可以直接体现其专业水平及综合素质。文章探讨播音员、主持人角色定位变化的原因及正确定位的策略。     

Sharing my way to success: A case study on developing entrepreneurial ventures using social capital in an OSS community

While Open Source Software (OSS) communities provide opportunities for knowledge creation, we have a limited understanding of how entrepreneurs leverage OSS communities for their entrepreneurial ventures. Using social capital theory in a mixed methods case study, we compare entrepreneur and non-entrepreneur behaviors to investigate how entrepreneurs build social capital within an OSS community. This study shows that entrepreneurs differentiate themselves from non-entrepreneurs by focusing on cognitive and relational capital building activities, which in return makes it possible for them to leverage their social capital to influence and shape the environment in which they are operating. Our findings suggest that entrepreneurs strategically select which activities within the community to expend their limited resources on (e.g., developing code over participating in email conversations) and build their social capital more through their actions than through their words (e.g., showing their commitment to the community through code commits, bug fixes, and documentation). Given the liabilities of newness and smallness as well as other challenges faced by entrepreneurs, applying an open innovation strategy in OSS communities could be one approach where entrepreneurs, by developing and freely revealing their intellectual property to the community, share their way to success via OSS-infused entrepreneurial business ventures.     

The effects of interactive leadership on human resource management in Singapore's banking industry

Reviewing the literature about interactive leadership and its effects on human resource management in business organizations, this paper proposes that interactive leadership has two major components: interaction skills and team building. Both components have positive effects on employees' trust in their leaders, on employees' motivation and employees' commitment to their companies. Based on these hypotheses, the paper develops an empirical test of the effectiveness of interactive leadership in Singapore's banking industry. Seventy-seven middle-level managers participated in this study by responding to a questionnaire about their leaders, their motivation, their commitment and their trust in these leaders. The results support the hypotheses and suggest some important implications for human resource management in business organizations, especially for human resource management in Oriental societies.     

浅谈国际化背景下我国企业从多元化到归核化的战略调整

多元化经营战略是企业规模扩张、实现快速发展的重要路径之一。但是自亚洲金融危机发生后,国内大多数原本是某一行业的领军企业深陷过度多元化的发展"陷阱",使企业在激烈的市场竞争中失去竞争优势。在当前国际化大背景下,企业的发展应根据自身资源和能力及时调整业务结构,集中优势资源,抓住发展机遇实施归核化战略,逐步培育主导产业的竞争优势,才能实现可持续发展。     

The expert system: constructing expertise in an IT/management consultancy

Despite widespread uncertainty, if not scepticism, about the precise nature of the expertise that consultants bring to bear in their client engagements, organisations continue to employ consultants in large numbers, especially in information technology-related projects. Drawing on a participant observation study of IT/management consultancy practice, this paper seeks to explore the different ways in which consultants are seen as experts in the light of the pressures of the consultancy market place. The ongoing construction of consultancy expertise through the interaction of consultants and their clients with an array of elements, including technical knowledge, skilled practice, individual and collective experience, and commercial interests is discussed. It is suggested that, rather than being a relatively-enduring property of individuals, based on their mastery of a body abstract knowledge or their skills at managing the perceptions of their clients, the precarious and multi-faceted character of their expertise means that consultants are continuously engaged in its active construction through their situated practice.     

Syrian refugee women’s profile and their expectations in their host country: a case study in Turkey

Due to inner conflicts and national or international political instability in their regions, hundreds of thousands of civilians flee from their home countries to some neighboring and safer countries. Among this huge number of migrants women seem to be the most disadvantaged groups because of their social status, their cultural roles as well as their educational background. In this study, a questionnaire was developed and administered to 47 Syrian refugee women living in the Cappadocia region of Turkey. Their profile and their expectations such as the social inclusion were reported. For this purpose, the data were collected via a questionnaire and a detailed review of literature. The quantitative data were analysed using SPSS package program, and the qualitative data were pre-analysed and, subsequently, the code system was adapted. The result of the data analysis illustrated serious social/personal problems and expectations related with communication with the local or inclusion in the social life because of their status in the family, unemployment, or their expectations to go back to their home country.

     

A longitudinal investigation on the factors affecting newcomers' adjustment: evidence from Japanese organizations

Using the longitudinal survey data of newcomers working for Japanese firms, this study demonstrates that the socialization tactics used by Japanese firms were positively related to the degree of socialization of newcomers, which eventually correlated positively with the time-series differences in organizational commitment and achievement motivation from the first year (T1) to the second year (T2) of their organizational entry, and negatively with the longitudinal change in turnover intention from T1 to T2. In addition, the results show that the newcomers' attitudes toward their pre-entry job search efforts, as with their entry (T1), had a negative influence on the change in value commitment from T1 to T2, indicating that those who rated their past job search activities as successful tended, as of their entry into the organization, to diminish their level of acceptance of their organization's values over a year. Findings are used to discuss how firms can effectively manage their entry-level employees to facilitate their adjustment and retention.     

用社团模式开展学校课外体育活动初探

现代体育教学的改革目标,不仅是让学生能掌握课堂上教师传授的体育技能,而且还要让学生能把所学的技能,灵活地应用到以后的生活、工作中。要达到这个目标,仅靠体育课是不够的,故应以课外体育活动为突破口,让学生根据自己的实际情况、兴趣爱好组成各类社团,利用课外时间学习或练习自己喜欢的体育项目,从而培养他们参加体育锻炼的兴趣、爱好和习惯,为其终生体育奠定良好的基础。     

Working and Caring for a Child with Chronic Illness: Challenges in Maintaining Employment

This paper shares some pertinent findings from an initial, qualitative stage of a larger, national study currently being undertaken in Australia, exploring the support needs of parents who are working full time and caring for a child with chronic illness. The findings presented here depict the negative impact of these parents caring responsibilities on their work life and the increased stress they experience trying to maintain full time employment. In-depth interviews revealed how these parents had to rearrange their working hours, use up their leave entitlements, work unsatisfactory hours, sacrifice their careers and even change their jobs in order to balance their dual roles. In addition, the findings also highlight the negative and unsupportive attitude that employers had towards these parents. These employment conditions were extremely stressful and frustrating for parents affecting their physical and emotional well being.     

高职院校大学生人文素养的现状调查与对策思考——以宁波市为例

宁波市高职院校大学生人文素养的现状不容乐观:思想认识水平低下;人格残缺,辨别是非能力弱;职业道德缺乏,法律意识淡薄;谈话交流词不达意、言不由衷,无法与人进行有效的沟通与合作。针对现状,我们从纵向和横向两个维度拟定了一套提升人文素养教育的具体方案。     

Corporate restructuring and career advancement in Hong Kong

This paper examines the factors that contribute to career advancement in a sample of forty-four Hong Kong managers working in three local companies that had undergone restructuring. The findings indicate that they were acutely aware of shifts in the nature of their career paths but generally were reactive to changes rather than proactive. Their concerns about changes were mostly instrumental and pragmatic judgements about how things might affect their job security and career prospects. To increase their chances of getting promoted, they focused on human-capital investment by upgrading and widening their work skills. While they felt obligated to work overtime and enhance their performance by taking on extra duties and responsibilities, they sought to develop a harmonious relationship with the environment rather than dominate it. They disliked challenging their superiors, preferring instead to imitate their superiors' behavioural patterns. In their efforts to increase opportunities for career advancement, they employed business networking and visibility as ‘wooing’ strategies. Furthermore, the desire to avoid losing face and humiliation were effective motivators.     

State and territory in post revolutionary Cuba: some critical reflections on the development of spatial policy

And as in private life one differentiates between what a man thinks and says of himself and what he really does, so in historical struggles one must distinguish still more the phrases and fancies of parties from their real organism and their real interests, their conception of themselves from their reality (Marx, edn 1973, 421).     

快速货运轴辐式网络研究

介绍了快速货运中各种轴辐式网络及其特点,总结了轴辐式网络问题的研究现状,并对其研究趋势做出了分析。     

A Novel way to Compare Health Care Systems and to Assess their Potential Competitiveness

Traditionally, health care systems have been compared mainly in terms of their finance, that is, Beveridge‐type vs Bismarck‐type arrangements. This article adopts a novel approach permitting not only comparisons of a broader range of systems but also assessments of their potential competitiveness. This will become an issue at the latest when citizens of the European Union obtain the right to choose their health insurance. Systems are characterised by their so‐called dominant complementary agents, who promise to correct an important failure in the physician–patient relationship but differ in their incentives and their capacity to deal with a number of emerging challenges.     

Organizational Identity and Place: A Discursive Exploration of Hegemony and Resistance

abstract    This paper analyses how three distinct cohorts of workers in a recently merged UK-based College of Further Education understood their group and their organization's identities. We focus in particular, but not exclusively on how the groups' shared understandings of 'place' informed their identity accounts. Identities are theorized as being constituted within discursive regimes, and place treated as a discursive resource on which individuals and groups may draw in their attempts to author versions of their selves. In our case, understandings of place were also a resource on which some people drew in nostalgic reminiscence, and others used to fantasize about their preferred futures for the college. Framed by our intention to identify plurivocal native interpretations of place and identity in ways that promote the reading of polysemy back into case research, the contribution this paper makes is threefold. First, it adds to efforts to theorize organizations and identities as unstable social constructions constituted through acts of languaging. Second, it illustrates how different groups of local actors with distinct histories and value preferences may draw on their place of work in order to author contrasting versions of their organization's identity. Finally, our paper analyses the attempts made by senior managers and groups of other staff to define their organization in particular ways, as hegemonic 'moves' in an ongoing struggle for control over the organization as a discursive space.