数字技术赋能服务业生产率：理论机制与经验证据

本文基于理论模型阐释数字技术对服务业生产率的影响,分析高技能劳动力与市场化水平对二者关系的调节效应,并从数字产业的发展与数字技术的应用等维度构建指标体系,测算2011—2019年中国30个省份的数字技术水平,实证检验数字技术对服务业生产率的影响与异质性冲击。结果表明：（1）数字技术对服务业生产率有显著的赋能效应;（2）数字技术对服务业生产率的赋能效应在中西部地区更加凸显,在东部地区暂未显现;（3）数字技术对服务业生产率的影响更加偏向于批发和零售业,交通运输、仓储和邮政业,金融业,房地产业等数据要素投入较多的行业;（4）高技能劳动力更易适应数字技术带来的变化,能够强化数字技术对服务业生产率的赋能;（5）市场化水平的提高能够进一步释放数字技术红利,从而显著增强数字技术对服务业生产率的积极影响。     

The paradoxical mechanisms of high‐performance work systems (HPWSs) on perceived workload: A dual‐path mediation model

We invoke conservation of resources theory to present an integrative model that simultaneously examines the positive and negative effects of employee‐experienced high‐performance work systems (experienced‐HPWSs) on perceived workload (PW). Analysis of three‐wave, time‐lagged data from 368 employees of four major state‐owned commercial banks in China revealed that experienced‐HPWSs positively predict perceived organisational support, which in turn decreases PW. Experienced‐HPWSs positively predict psychological empowerment, which in turn increases PW. The positive influence of psychological empowerment on PW is stronger than the negative influence of perceived organisational support on PW, indicating that resource loss is more salient than resource gain. This dual‐path mediation model increases our understanding of the mechanisms through which HPWSs influence PW and highlights the coexistence of opposite impacts during the process.     

Analyzing the impact of service provider empowerment on perceptions of service quality inside an organization

The purpose of the project was to analyze the perceptual linkages between empowerment and employees' perceptions of the service quality that they are able to provide for the organization. The service quality and empowerment literature are reviewed and connected in order to establish propositions about the relationship. The service quality literature also suggests that several other variables may influence service quality, and these are included in the investigation. A survey was administered to individuals employed in customer service positions in a catalog operation of a large retailer located in a major western city. The results suggest that the perceptual linkage between empowerment of individuals and the service quality that the service providers were able to deliver had a strong positive relationship in this organization. The empowerment components competence and impact were significantly associated with perceived service quality in separate multivariate regression analyses. In addition, the construct intrinsic rewards for quality service was highly associated with perceptions of service quality. Also, the extent to which service providers believe members of the organization value exceptional customer service (i.e., a service quality culture exists in the firm) had a strong, positive relationship with perceptions of service quality.     

基于SERVQUAL模型的快递包装物智能回收箱设计

快递包装物的智能回收是解决当前物流行业面临的回收成本高、配合意愿低、盈利难等问题的大势所趋。通过文献研究法和问卷调查法基于SERVQUAL模型梳理了影响用户使用快递包装物智能回收箱意愿的影响因素。运用SPSS26.0将用户参与意愿影响因素划分为“服务运作”、“服务体验”、“服务便捷性”三个重要维度并分析其影响,在此基础上提出了快递包装物智能回收箱设计的相关建议。     

Antecedents and outcomes of employee empowerment practices: A theoretical extension with empirical evidence

Despite being often touted as a best practice to enhance organisational performance, in reality, employee empowerment practices have not been widely adopted. This paper combines transaction cost economics with organisational behaviour and resource‐based views to examine antecedents and outcomes of empowerment practices, from both cost‐efficiency and value‐creation perspectives. On the basis of a study of 99 multinational subsidiaries in China, we found that human asset specificity, a key characteristic of employee–employer exchange, related significantly to organisations' adoption of empowerment practices. We also found that empowerment practices had a positive impact on organisational performance, and they mediated the relationship between human asset specificity and performance. In addition, results showed that task interdependence strengthened the impact of empowerment practices on performance outcome. The paper contributes to research on empowerment practices by offering a theoretically more comprehensive and balanced analysis of why and when empowerment is good for performance, with the support of empirical evidence.     

生态服务的居民需求与影响因素偏效应测度——以上海市景观河流漕河泾为例

地表水环境生态服务具有公共物品特性,消费者需求信息难以获得,影响资源的有效配置和环境公共政策的科学性.应用意愿价值评估法调查496户居民上海城市景观河流水质改善的支付意愿,通过计量分析揭示影响需求的主要因素,并重点计算收入水平及差距、户籍、收入与户籍交互作用因素的边际影响.结果既符合消费理论的一般预期,也充分反映了我国转型经济阶段的社会特殊性.     

Delivering Customer-Oriented Behaviour through Empowerment: An Empirical Test of HRM Assumptions

Organizational initiatives to strengthen customer orientation among front-line service workers abound, and have led many commentators to speak of the reconstitution of service work. These interventions rest on managers' assumptions about what engenders the desired customer-oriented behaviours among employees. We evaluate those assumptions in the context of a major change initiative in a supermarket firm. The logic of the programme mirrors key precepts in the contemporary management literature. These are that management behaviour, job design and values-based training can produce a sense of empowerment among employees, and that empowerment will generate prosocial customer-oriented behaviour. Using data from a large scale employee survey, we test the validity of those assumptions. Employees who perceived management behaviour in a positive light and who had participated in values-based training were more likely to feel empowered (i.e. to have internalized prosocial service values and to feel a sense of competence and autonomy on the job). Psychological empowerment was, in turn, positively related to the customer-oriented behaviour of workers. This study, therefore, provides support for key assumptions underlying HRM theory and practice in services.     

You care about me,but can I count on you? Applying a psychological contract perspective to investigate what makes employees willing to be internally employable

Abstract

For this study, we adopted a psychological contract-based perspective to investigate whether the fulfillment of perceived developmental promises made to employees is positively related to their willingness to accept internal job-related changes when needed by the organization, a construct we refer to as the willingness to be internally employable. We also examined the role played by line managers in facilitating employees’ willingness to be internally employable by fulfilling perceived developmental promises. We tested our conceptual model with data collected from ninety-eight recently hired employees in a Norwegian organization under an initiative emphasizing employee development. We found that developmental promise fulfillment is more important for employees’ willingness to be internally employable in this context than any perceived provision of developmental inducements in isolation. Further, we found that employee perceptions of the developmental support provided by their line manager related positively to their willingness to be internally employable by way of developmental promise fulfillment; however, this was not the case with perceived developmental inducements. Our findings support the importance of developmental promise fulfillment in fostering employee willingness to be internally employable and the critical role played by line managers in fulfilling developmental promises that employees believe have been made by their organization.     

财政扶持家庭服务业的对策研究

文章通过理论结合实践,系统阐述了财政政策如何在家庭服务业发展中发挥作用,在总结、分析相关问题的基础上,借鉴发达国家财政扶持家庭服务业发展的经验,结合当前中国家庭服务业面临的机遇从财政扶持角度提出了有关促进家庭服务业今后发展的对策和建议。     

Supplier empowerment: Mediating situational factors and perceived performance

The understanding of the behavioral and cognitive factors that affect organizations' performance has attracted increasing attention of scholars and practitioners. Based on the literature of psychological empowerment at the individual and the team levels, this study develops the concept of supplier empowerment in the context of purchasing and supply management. Further, this study proposes a research model that explores the role of supplier empowerment as a cognitive concept in mediating the relationship between situational factors (a supplier's process modularity and the mutual trust with its customers/buyers) and the supplier's perceived performance in its operations and customer service. This model is tested with 208 responses from automotive industry suppliers. The findings highlight the importance of empowered suppliers in decreasing inventory levels and increasing order fulfillment performance.     

How perceived empowerment HR practices influence work engagement in social enterprises – a moderated mediation model

Abstract

Drawing insights from the group engagement model and self-determination theory, our research explored the role of perceived empowerment human resource (HR) practices in the hybrid organizational form of social enterprise in China. Based on two studies, this paper developed and examined a moderated mediation model, linking perceived empowerment HR practices, identification motivation, work engagement, and authority work value. Specifically, in Study 1 we found perceived empowerment HR practices increased employees’ work engagement through enhancing employees’ identification motivation. In Study 2, we adopted a two-wave design to duplicate and extend this mediation model. A moderator, employees’ authority work value, was found to weaken both the mediation relationship, and the positive relationship between perceived empowerment HR practices and identification motivation. This study broadens the understanding of what social enterprises look like in alternative contexts, while providing an opportunity to explore how a HRM mechanism and its boundary condition function in large social enterprises in China.     

黔东南复杂地质条件高边坡预应力锚索应用与探讨

近年贵州省高速公路边坡失稳事件多发,边坡工程的使用寿命和耐久性正逐渐成为制约高速公路品质的突出瓶颈,为推动高速公路高质量发展,统筹考虑运营期及建设期的风险,系统提升边坡工程耐久性、可靠性与安全防护能力,实现边坡绿色、数字赋能,构建智慧边坡体系尤为重要。本文从高边坡预应力锚索施工引入,探索思考边坡防护行业弊病及发展方向,以期为同行做参考。     

The consequences and limits of empowerment in financial services

Empowerment may be one of the answers to the growing competition and increasingly demanding customers in the financial retail sector, but the relation between empowerment and profit-oriented behaviour at the service encounter has been only sparsely documented. This article offers a comparative empirical analysis of the conditions and impact of empowerment and related activities in Danish financial institutions, with a focus on semi-standardised front-line jobs. The results indicate that granting decision-making authority and autonomy to the individual front-line employees has often been a powerful step in the efforts of the financial service companies to increase their competitiveness. In the change process, formal participation has only a moderate supportive impact on performance while changes initiated at the branch offices and the linking of rewards with performance, both have a notably positive impact on the competitiveness and profit-oriented behaviour of front-line employees.     

When Do Employees Cyberloaf? An Interactionist Perspective Examining Personality,Justice, and Empowerment

Cyberloafing—using the Internet for non‐work‐related activities—is a prevalent counterproductive work behavior in the workplace, but researchers have not yet paid sufficient attention to this issue, especially related to the role of personality in cyberloafing. Recognizing such a research gap, and using a trait activation theory framework, this study examines whether conscientiousness and emotional stability negatively relate to cyberloafing. We further investigate how organizational justice perceptions and psychological empowerment moderate the negative relationship between these personality traits and cyberloafing. Based on a sample of 247 employees, we find that those high in conscientiousness cyberloaf less when they perceive greater levels of organizational justice. In addition, highly conscientious individuals cyberloaf less when they have low, rather than high, levels of psychological empowerment. Implications for research and practice as well as future research directions are discussed. © 2015 Wiley Periodicals, Inc.     

The Pursuit of Significance

The results of a large scale research project among top public managers in The Netherlands are presented. On the basis of Likert-scaling the degree of Change Orientation is measured. Change Orientation consists of five components: commitment to values; serving the public; empowerment and shared leadership; pragmatic incremen-talism and dedication to public service.     

Exploring the structure and meaning of public service motivation in the Turkish public sector: a test of the mediating effects of job characteristics

Using a data set consisting of 315 middle-managers at the district level in the Turkish public sector, we develop a structural equation model (SEM) for assessing the impact of empowerment and stewardship on public service motivation (PSM) through job characteristics. The results demonstrate that stewardship and empowerment are distinct ‘levers’ that managers can use in novel ways to influence PSM; and cultural context may factor into the manipulation of these levers. We find that job-based mediators may not compliment leadership styles and self-generating rewards, but, rather work separately in their appeal to PSM.     

Line managers' support for older workers

Line managers make a difference when it comes to older workers continuing to participate in the labour market. Depending on their coaching abilities, and their willingness to use these abilities, line managers can offer social support to those older workers that they supervise. This willingness is to an extent dependent on the opportunities for action that the organization provides to line managers. Contrary to earlier research, our study based on a survey of 160 front line managers, failed to find evidence that the social support that line managers provide is influenced by negative stereotypical attitudes about the lack of flexibility and the performance of older workers. This study adds new insights into the determinants of line managers' activities and underlines the essential role that front-line managers play in human resource practices for older workers.     

就业能力对农民工城市居留意愿的影响——以上海市为例

就业是民生之本,提升就业能力可为改善农民工的城市生存发展处境提供基础性条件,进而影响其城市居留意愿。本文基于对上海市1026份农民工的问卷调查,应用Logistic回归分析,考察这一群体就业能力因素对于其城市长期居留意愿的影响。研究发现,就业能力的五个核心指标中教育程度、就业服务享有、社会网络以及职业类型显著影响农民工的城市居留意愿,而工会参与因素影响不显著;传统变量中只有婚姻状况通过显著性检验。研究显示,适恰的就业能力支持政策将既有助于农民工,尤其是新生代农民工的城市职业发展,也有利于提高其留城意愿、促进我国持续稳定的城市化。     

赋权:“村改居”社区服务的路径选择

借助社会工作赋权理论的框架,分析了赋权理论在"村改居"社区服务介入的可能性与可行性,以解决"村改居"社区服务的困境。     

Power distance and its moderating impact on empowerment and team participation

Power distance, the level of acceptance of an uneven distribution of power by those enjoying less power, impacts empowerment and team participation, both of which are crucial to innovative performance in R&D companies. Although low power distance generally implies empowerment and team participation, this study empirically finds that high power distance actually leads to higher team participation. The relationship between power distance, empowerment and team participation is more complex than is generally believed. The study, instead of arriving at some definitive conclusions and proposing some effective and practicable solutions, points out the need for a deeper study of related issues.