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In the present study, we investigated whether perceiving goals as invariable mediated the link between leader‐member exchange (LMX) relationships and role overload, turnover intention, and work performance. Perceiving goals as invariable refers to the extent to which followers believe that the goals in a performance management system represent the absolute standards that they must meet without exception, even if they think other factors are more important (e.g., situational factors or factors that are not associated with goals). In Study 1, perceiving goals as invariable mediated the relationships between LMX and role overload and turnover intention, such that a high‐quality LMX relationship was negatively associated with perceiving goals as invariable, which in turn was positively related to both role overload and turnover intention. In Study 2, social LMX was negatively associated and economic LMX was positively associated with perceiving goals as invariable, which in turn was negatively related to work performance. Furthermore, perceiving goals as invariable mediated the relationship between social LMX relationships and work performance. Theoretical and practical implications and directions for future research are discussed. © 2017 Wiley Periodicals, Inc. 相似文献
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Travor C. Brown Amy M. Warren Vipul Khattar 《Human Resource Development Quarterly》2016,27(3):349-372
The present field study examined transfer from a training program that focused on interpersonal skills for public‐sector management development participants (n = 172). Using a quasi‐experimental design, participants were assigned to one of three behavioral conditions (behavioral outcome goals, behavioral specific goals, rank‐ordered behavioral goals) or a comparison do‐your‐best condition. Transfer was assessed using a self‐report survey, self‐BOS (behavioral observation scale) ratings, and workplace observer (median = 4) BOS ratings. Overall, the results suggest that the management development program was effective. Self‐efficacy and transfer (self‐BOS ratings) scores, across all conditions, were higher post‐program relative to pre‐program. Post‐program self‐BOS ratings revealed that behavioral outcome goals increased transfer relative to the other two forms of behavioral goals. Behavioral specific goals reduced transfer, as assessed by workplace observer BOS ratings, relative to all other study conditions. There was no evidence that either form of behavioral goals was superior to do‐your‐best. 相似文献
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Conny Antoni 《International Journal of Human Resource Management》2013,24(2):174-184
In recent years many companies have introduced self-regulatory teamwork requiring changes in leadership behaviour and systems as well. Consequently a renewed interest has arisen in management by objectives (MBO) as a means for leading self-regulating teams. But how do MBO systems work and how effective are they? The MBO system of a company in the construction supply industry was analysed. This company had implemented MBO at team level five years ago. In order to explore the mechanisms and effects of MBO at team level a model for group goal setting was tested. One hundred and seventy-six employees in twenty-six teams participated in the study, but only twenty-one groups having objective productivity data were included in the analyses at team level. Group goal commitment and group goals moderated by task interdependence are supposed to influence group processes as a mediating variable for group effectiveness. Results do not consistently support this model. Group goals and goal commitment predict group productivity and job satisfaction but group processes mediate only the relationship to job satisfaction. The moderating effect of task interdependence could not be supported. The consequences for developing a model for MBO at team level and implementing effective MBO systems are discussed. 相似文献
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劳动定额是指在一定的生产技术组织条件下,采用科学合理的方法,对生产单位合格产品或完成一定工作任务的活劳动消耗量所预先规定的限额。机械加工企业应根据企业实际情况合理采用定额的编制方法,以满足生产和管理需要。文章阐述了劳动定额基本概念和主要作用,劳动定额的基本形式、制定方法,以及在中国燃气涡轮研究院制造部的具体应用。 相似文献
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本文以水晶石——一家典型的创意服务企业为例,着重对该企业知识管理流程进行研究,通过分析水晶石业务流程特点构建出知识管理流程模型,描述了在业务流程不同阶段企业知识的流动方式,分析了当前企业存在的几种知识管理问题并提出相应的解决措施。 相似文献
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Overwhelming evidence in the behavioral sciences shows that consciously set goals can increase an employee's performance. Thus, HR professionals have had little, if any, reason to be interested in subconscious processes. In the past decade, however, laboratory experiments by social psychologists have shown that goals can be primed. That is, people's behavior is affected by goals of which they are unaware. Because a conscious goal consumes cognitive resources, this finding has important implications for employee efficiency in the workplace. This paper discusses the results of priming a performance goal in two organizational settings. Call center employees who were primed using a photograph of a woman winning a race raised significantly more money from donors than those who were randomly assigned to a control group. A meta‐analysis revealed that a photograph can prime the subconscious to increase job performance. The results of the present study demonstrate that subconscious motivation is a concept worthy of exploration for both human resource scholars and practitioners. © 2011 Wiley Periodicals, Inc. 相似文献
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浅谈体验式教学——销售竞赛在销售管理实践教学中的应用 总被引：1，自引：0，他引：1
由于《销售管理》是一门实践性很强的课程,在教学中需要通过体验式教学来让学生理解知识、体会销售技巧并最终提高销售管理实操能力。本文作者设计了"销售竞赛"应用于《销售管理》的实践教学环节,起到了较好的教学效果。 相似文献
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Three experiments were conducted to test whether an enhanced degree of fair behavior could be obtained by making justice a goal, whether consciously set, primed, or both. Each experiment assessed fairness in a competitive negotiation context. All participants, across the three experiments, were asked to attain a base‐level performance goal. The first experiment examined how a negotiation is affected by a consciously set goal for fairness as well as a primed fairness goal. The results revealed that both the conscious and the primed goal enhanced a participant's fairness. The second and third experiments examined the underlying mediating mechanisms of the effects found in the first experiment. Overall, the results of three experiments indicate that both conscious and primed goals, individually or in combination, can increase fair behavior by enhancing justice saliency. © 2015 Wiley Periodicals, Inc. 相似文献
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We investigated the effect of context‐specific versus general subconscious goals on job performance in a call center. Employees (n = 54) were randomly assigned to a condition where they were primed by (a) a photograph of people making telephone calls in a call center, (b) a woman winning a race, or (c) a control group. Job performance was measured by the (1) number of and (2) monetary value of pledges from donors. None of the participants in the two experimental conditions showed conscious awareness of a prime. Analysis of variance indicated that both a subconscious context‐specific and a subconscious general goal aroused the implicit need for achievement as assessed by a projective measure, the Thematic Apperception Test (TAT). Both types of primed goals led to a significant increase in the number of pledges during a four‐day workweek. Consistent with goal‐setting theory, employees in the context‐specific condition raised more money than those in the general achievement (one‐tailed t‐test) and control (two‐tailed t‐test) conditions. © 2012 Wiley Periodicals, Inc. 相似文献
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本文以销售管理在整个ERP系统中的重要地位为基础,结合当前信息技术和销售管理的实际需要,介绍了在ERP系统中销售子系统功能的开发过程。通过基于ERP销售管理这一新的管理方法和管理手段给我们在市场经济大潮中奋力搏击的众多企业注入了新的血液,协助企业迅速地掌握市场信息,以便对顾客需求做出最快速的反应。对企业销售管理研究和开发有重要的借鉴作用。 相似文献
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本文介绍了业务流程优化的基本概念,业务流程优化与业务流程再造的异同点,分析了目前业务流程再造理论在国内国际实施的现状,借鉴一些成功企业的先进经验,提出业务流程优化的概念,并对业务流程优化实施进行了探索。 相似文献
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企业财务管理目标研究 总被引：1，自引：0，他引：1
文章拟对我国现阶段企业财务管理目标的多种观点进行对比并且介绍企业财务管理目标研究的发展趋势,以此来说明我国企业应选择怎样的适合自身发展需要的财务管理目标,笔者认为经济附加值最大化应为现阶段企业财务管理的合理目标。 相似文献
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角色扮演法是以能力培养为目标,以互动与演练为方法增强学生职业感,激发学生学习积极性的一种情景模拟教学活动。在《国际货运代理》课程的海运业务单证及流程中,对角色扮演教法进行了有效地尝试,由理论讲授变为学生行动演练,从而实现了课堂教学由教师为主向学生为主的转变。 相似文献
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考察企业线上销售这一商业模式创新对审计收费的影响,基于2009—2020年我国全部A股上市公司的年报数据,利用Python语言构建企业开展线上销售的度量指标,实证研究发现,企业开展线上销售会使得审计收费显著增加,该结论在经过一系列稳健性检验后仍然成立。从机制检验结果来看,线上销售增加了审计风险,导致审计师采取更多的应对措施,从而提高了审计收费。异质性分析结果表明,“四大”事务所、具有行业专长以及具有较高信息技术水平的审计师审计会削弱线上销售对审计收费的正向影响。总之,厘清了线上销售这一商业模式创新对上市公司审计收费的影响及作用机制,加深了关于商业模式创新对企业经营及审计行为影响的认识,同时也为推动审计行业转型发展提供了有益启示。 相似文献
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伴随当前汽车市场的不断成熟,客户在对汽车的消费过程中产生越来越高的要求,同时也越来越严格。在经济飞速发展的今天,汽车已经成为人们生活中的必需品,同时汽车在品牌方面的归口管理需求也迫切需要汽车4S店的产生。因此,汽车4S店是一种必然的发展趋势。本文将重点对汽车销售4S店的财务核算和管理进行分析,从而为汽车4S店的高效运营提供决策参考。 相似文献
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分析了我国市场经济条件下,标准化管理的三大特点,管理主体的多元化,行政手段的多样化,管理目标的国际化。 相似文献
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近年来,随着煤炭行业市场化水平的进一步提高,煤炭销售管理逐渐由粗放式向精细化转变,客户关系管理也逐渐被引入煤炭销售工作。本文通过对煤炭销售工作的性质与特点进行分析,就煤炭企业开展客户关系管理提出了若干思路。 相似文献