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1.
Luu Trong Tuan 《Public Management Review》2017,19(4):518-541
Reform in public organizations is vital to the improvement of public services and public trust. The primary aim in this research is to investigate the role of ambidextrous leadership in catalysing organizational reform. The research further seeks an insight into moderating mechanisms for this effect. The research employed a two-wave research design to collect data from 531 employees and 186 department managers working in governmental agencies in Vietnam context. The results from the data analysis shed light on the effect of ambidextrous leadership on organizational reform as well as the mechanisms in which employees’ role breadth self-efficacy and public service motivation moderate such an effect. 相似文献
2.
We provide a meta‐analysis of the empirical literature concerning role breadth, defined as the degree to which employees consider organizational citizenship behavior (OCB) to be an inherent part of their job. Results based on a combined sample size of 9,222 showed: (a) Confucian Asians consider OCB as part of their job to a greater extent than do their Anglo counterparts; (b) affiliative kinds of OCB (e.g., helping, conscientiousness, and courtesy) are more likely to be considered part of one's job than are change‐oriented OCB (e.g., voice, taking charge, and initiative); and (c) OCB‐inclusive role breadth correlates strongly with OCB (rc = .43). The implications of these findings for human resources practice, such as competency modeling, employee selection and training, organizational rewards, and employee‐employer/supervisor relations, are discussed. © 2013 Wiley Periodicals, Inc. 相似文献
3.
Inmaculada Beltrán‐Martín Juan Carlos Bou‐Llusar Vicente Roca‐Puig Ana Belén Escrig‐Tena 《Human Resource Management Journal》2017,27(3):403-422
Drawing on the contextual perspective, this study provides novel empirical evidence on how the organisational context (specifically, the firm's human resource strategy) has an effect on employee proactivity. We use matched data from managers and employees in 102 Spanish professional service firms to examine how high performance work systems contribute to enhance employee proactive behaviours through two motivational variables: role breadth self‐efficacy and flexible role orientation. Results of a multilevel study demonstrate that role breadth self‐efficacy mediates between HPWS and employee proactivity, but flexible role orientation does not mediate this relationship. 相似文献
4.
Nien-Chi Liu 《International Journal of Human Resource Management》2013,24(4):981-997
Knowledge sharing is of central importance for the research and development (R&D) process. Because the process is extremely complicated and an employee possesses expertise only in a specific area, knowledge will not be available to others until the owner makes the objects of the knowledge available. It is, therefore, valuable to investigate how R&D professionals share knowledge with one another. This study explores the relationship between human resource (HR) practices and individual knowledge sharing in Taiwan's high-tech industries. The cross-sectional dataset comes from a sample of 368 R&D professionals from nine different high-tech companies. The findings indicate that the factor representing the perceived self-efficacy of knowledge sharing plays a very important role in the integrated knowledge-sharing model we developed. R&D professionals who believe that sharing will influence their performance will be more willing to share knowledge, and thus an effective sharing of knowledge will be more likely to take place. The results also show that HR practices, incentive compensation plans, performance appraisal systems, and face-to-face communication foster knowledge sharing among R&D professionals through the mediation of perceived self-efficacy and the willingness of knowledge sharing. 相似文献
5.
基于知识共享的企业自主创新微观动力机制研究 总被引：2，自引：0，他引：2
在知识经济社会中,企业内知识流动与共享成为其自主创新的重要来源,企业需要建立并充分发挥自主创新微观动力机制以促进知识共享来推动其自主创新能力的提升。企业自主创新微观动力机制包括基于市场需求和顾客满意的创新机制、创新型人才引进与开发机制、创新型人才激励机制和自主创新动态管理机制,只有整套机制的协调运行才能真正推进企业自主创新能力的提升。 相似文献
6.
Xiaojing Shao Yuan Jiang Liyan Yang Li Zhang 《Asia Pacific Journal of Human Resources》2023,61(1):57-78
Despite numerous evidence for the leader's role in facilitating employees' green behavior, few studies have delved into the intervening mechanisms of the trickle-down effect transmitting green behavior from leaders to their subordinates. Drawing on social learning theory, we explicate a trickle-down process for voluntary green behavior from leaders to subordinates through leaders' green role model influence and employees' green self-efficacy, with leader gender as a moderator. Analysis of 70 leaders and 190 employees revealed that leaders' green role model influence and employees' green self-efficacy sequentially mediated the relationship between voluntary green behavior of leaders and that of employees. Moreover, both the direct and indirect effects were moderated by leader gender: While the direct effect was stronger for male leaders, the sequential mediating effect was stronger for female leaders. Overall, our study confirms the utility of social learning theory in explaining the trickle-down effect of voluntary green behavior at work. 相似文献
7.
根据班杜拉提出的自我效能感理论,阐述了影响自我效能感各因素间的关系,并对艺术类学生低自我效能感的成因进行了分析,提出了培养艺术类学生学习自我效能感的三大策略。 相似文献
8.
知识共享作为知识管理的重要内容与关键,对提高企业的核心能力显得尤为重要。从知识来源的角度看,构成企业核心能力的知识主要来自三方面:内部、客户、知识联盟。运用螺旋式SEC I知识转化策略实现企业内部的知识共享,在企业与客户之间运用递进式双向知识转移策略,在企业与知识联盟间采取多层次知识共享的策略。知识共享体系的构建还需要从文化、组织、技术以及激励制度等方面建立起有效的知识共享机制。 相似文献
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10.
Sarika Pruthi Mike Wright Klaus E. Meyer 《International Journal of Human Resource Management》2013,24(1):186-205
International staffing is relatively unexplored for service firms as much of the literature focuses on manufacturing firms. We draw on the knowledge-based perspective to analyze three key issues related to venture capital firms' international staffing: composition of the international staffing pool; reasons for the deployment of expatriates; and the process through which staff co-ordinate international decision-making, respectively. These research questions are investigated in an exploratory study combining a survey and qualitative interviews. The results suggest that the recruitment of local executives is significantly more important than the deployment of expatriates, and expatriation is significantly more important for transferring knowledge than for other motives suggested in the literature. In VC firms, investment committees play a key role in international decision-making, which allows them to manage challenges that otherwise would require deployment of expatriates. Implications of these results for future IHRM research and for the management of venture capital firms are discussed. 相似文献
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Zhi Li Xinlai Liu Ali Vatankhah Barenji George Q. Huang 《Enterprise Information Systems》2019,13(1):1-33
This paper proposes a trustable mold redesign knowledge-sharing platform, known as CKshare, based on private cloud and blockchain technology. Firstly, we use private cloud to store the mold redesign knowledge of each party to meet its own privacy and data format requirements. Secondly, a blockchain network is used for recording the knowledge and its transactions to ensure security and trustfulness. Thirdly, a simple retrieval mechanism is developed based on k-nearest neighbors for retrieving the codified knowledge on the platform. To realize CKshare, a prototype platform has been developed and explained based on real data from the case mold company. 相似文献
13.
T. Turner D. D'Art P. Gunnigle 《International Journal of Human Resource Management》2013,24(1):128-133
This paper reports on a study of 398 people employed in two UK service organizations: a hospital and two divisions of a high street bank. The main purpose of the study was to determine the degree to which dispositional factors (predisposition to trust and trait anxiety) and situational factors (seven aspects of the job environment) predicted a person's reported trust in their managers. Two types of managers were investigated: a person's immediate line manager and ‘senior managers in their industry’. It was hypothesized that the dispositional factors would have a greater influence on trust in managers in the industry and that situational factors would have a greater influence on trust in one's immediate line manager. The first hypothesis was supported, but the second was not. It was found that trust in both types of managers was best predicted by a combination of general disposition to trust (not trait anxiety) and situational factors: five of the seven situational factors had a role in predicting intention to trust. This reflects the complexity involved in predicting trust at work and the managerial challenge of creating a trusting culture. 相似文献
14.
供应链企业间信任问题的博弈分析 总被引：3，自引：0，他引：3
在新的市场环境下,信任已成为一个具有很强的理论意义和现实意义的课题;而供应链企业间的信任则是整个供应链存在和发展的基础。本文在运用博弈论的方法对供应链企业间的信任问题进行详细分析的基础上,提出了供应链节点上企业间实现信任的三种机制:法律机制、信誉机制和感情机制及其各自的分析模型。 相似文献
15.
从中、小企业设备的实际情况出发,对在普通机床的数控化改造中,对数控系统的选型,如何对机械部分进行改造等问题进行了介绍。 相似文献
16.
Blanca L. Delgado-Márquez J. Alberto Aragón-Correa Nuria E. Hurtado-Torres Javier Aguilera-Caracuel 《International Journal of Human Resource Management》2013,24(11):1498-1513
This paper examines the influences of initial knowledge and experiential knowledge on trust behaviors and trust outcomes, respectively, at an interpersonal level. We use an experimental dynamic trust game, and our results show that (1) the initial knowledge that exists a priori between a trustor and a trustee helps to explain the trustor's trust behaviors toward the trustee, and (2) the experiential knowledge gained directly by a trustor during a specific trust interaction with a trustee influences the trust outcome, i.e. the difference between the original expectations of the trustor and the subsequent trust behaviors. Our results contribute to human resource literature by clarifying the specific influences of different types of knowledge on interpersonal trust relationships (e.g. between managers and employees) and by supplementing the traditional notion that trust within a firm develops slowly by showing that personal expectations have an immediate and important influence on trust output. 相似文献
17.
增强员工的组织信任对于企业组织来说,是十分重要且必须的。从人力资源管理的各项职能活动入手,具体是从员工的招募、培训到最终雇主品牌的建立等方面,简要分析了怎样增强员工对组织的信任。 相似文献
18.
随着近几年庆泰、金新、金信、泛亚等信托公司纷遭查办,特别是"新两规"的颁布修订,一时间风生水起,一场信托业的大变革的讨论再次拉开了序幕。可以说,信托业曲折坎坷的发展证明着中国社会对信托的认知、认同有待深化,同时也体现着信托业内部制度治理存在着严重不利的坏境,以及在这种生存坏境下,信托公司自身存在的发育不足,主营业务缺乏和风险控制水平低下的尴尬现实。从这个意义上说,信托公司风险控制的深入研究就显得十分重要和紧迫。 相似文献
19.
针对现有的信任模型对网络节点的约束力不足,本文提出一种群信任模型。该模型参考社会学的人际关系的群结构,把若干具有相同属性的节点组成一个群体,对于群内的节点不仅具有单个信任度属性,而且还有群的信任度属性。和其他模型相比较,该模型能够提高对网络节点的约束力,降低恶意攻击的频率和激励节点做出善意行为。 相似文献
20.
Walter Wymer Annika Becker Silke Boenigk 《International Journal of Nonprofit & Voluntary Sector Marketing》2021,26(2):e1690
This study develops and tests a model that evaluates eight antecedents of charity trust and its influence on volunteering and donating. Secondary data from a national Australian survey (N = 1,377) was collected and data was analyzed using partial least square path analysis. Key findings include identifying individual and organizational antecedents of charity trust and its influence on charity supportive behavior. Results show that organizational transparency is a very strong antecedent, followed by the individual awareness level of an individual towards the organization. We also examined the effect of gender as a moderating influence but did not find a significant effect. We conclude with managerial implications and areas for future research. 相似文献