The mediating effects of cross-cultural dynamic competencies on the relationship between multicultural personality and cross-cultural adjustment

Although the mediating effects of dynamic competencies on the relationship between personality traits and cross-cultural adjustment have been conceptually judged by several scholars, none of them have been empirically validated. Consequently, this study examines the mediating effects of dynamic cross-cultural competencies including general self-efficacy, relational skills and non-ethnocentrism on the relationship between multicultural personality traits and cross-cultural adjustment. The empirical results provide some support that relational skills and general self-efficacy mediate the relationship between multicultural personality traits and certain facets of cross-cultural adjustment. Relational skills completely mediate either the relationship between social initiative and interaction adjustment or that of cultural empathy and interaction adjustment. General self-efficacy partially mediates the relationship between emotional stability and psychological adjustment. However, the results suggest that multicultural personality traits have direct effects on cross-cultural adjustment. The practical implications of these findings for dynamic and stable cross-cultural competencies are discussed.     

The power of personality at work: Core self‐evaluations and earnings in the United Kingdom

Organisations are increasingly taking an interest in personality as certain traits purportedly predict desirable attitudes and behaviours. We examine the relationship between one increasingly popular construct—core self‐evaluations (CSEs)—and earnings. We argue that if high levels of CSEs really are valuable traits, then high CSE individuals should be observed to earn more than those with moderate or low levels of CSEs. Using the nationally representative British Household Panel Survey, we find little evidence that individuals with very high CSEs earn more than those with only moderate levels. However, we do find the existence of a pay penalty for individuals very low in CSEs. Similar patterns emerge for the Big Five model of traits. Although the exact mechanisms remain unclear, our findings imply that organisations should play a greater role in the career development of employees scoring lowly in “desirable” traits—especially in a context of increasing career fluidity.     

Job stressors and voluntary work behaviours: mediating effect of emotion and moderating roles of personality and emotional intelligence

Framed within an emotion‐centred model, the current study investigated the mediating role of negative and positive emotion between job stressors and counterproductive work behaviours (CWB) and organisational citizenship behaviours, and the moderating effects of personality and ability‐based emotional intelligence (EI) on the relationships between job stressors and emotions. Results from a sample of 202 Caribbean employees across eight public and private sector organisations showed that both positive and negative emotion mediated the relation between job stressors and citizenship behaviours, whereas only negative emotion was found to mediate the relation between job stressors and CWB. Some support was found for the moderating effects of personality and EI. Implications for research and practice are discussed.     

The relationship between leader-member relations,job satisfaction and organizational commitment in international tourist hotels in Taiwan

The tourism industry is an indicator of the degree of internationalization and modernization of a country; and hotels are a key part in the tourism industry. According to studies on foreign tourists to Taiwan, expenses for international hotels make up the major portion of the tourists' total costs. Hence, international hotels play a significant role in the industry. The population for this study is 60 international hotels approved by the Taiwan Tourism Bureau. The sample is formed by 24 of these hotels. A questionnaire survey was conducted and 303 valid replies were received. The research analyzes cause and effect relationships among leader-member relations, as well as organizational commitment and job satisfaction utilizing structural equation modeling. The results show that job satisfaction is the mediating variable between organization commitment and leader-member relations.     

Goodbye Germany! The influence of personality and cognitive factors on the intention to work abroad

The demand for internationally mobile employees is increasing with globalization. Being able to assess an employee's intention to work abroad already at the stage of hiring becomes an important criteria for employee selection. Cognitions specified by the theory of planned behavior (TPB) were examined as mediators of the relationship between individuals' personality traits and the intention to work abroad. Utilizing a sample of 518 German business students, mediation analysis suggests that the cognitive constructs contained within the TPB fully mediate the relationships between the personality traits of openness to experience and extraversions and the intention to work abroad.     

商业模式与企业绩效：研究现状与发展

本文通过对现有关于商业模式与企业绩效关系研究的梳理和总结可以看出,商业模式是企业绩效差异的重要因素之一,商业模式创新成功会使企业绩效得到极大的改善和提升。文章总结了商业模型领域的研究现状,并进一步提出了未来研究的方向和方法的改进。     

The dynamic relationship between stock,bond and foreign exchange markets

This paper investigates whether the deviation of a currency from its fundamentally determined rate of return affects the relationship between interest rates and stock market yields. A time-varying transition probability, the Markov-switching vector autoregressive (MS-VAR) model, is utilized for this purpose. Wald and likelihood ratio tests are computed and used as model adequacy measures. In order to analyze the link between the variables, impulse–response functions are employed. A sticky price exchange rate model is used to show the fundamentally determined rate of return of currencies. States are defined as either overvalued or undervalued, depending on the position of the observed exchange rate compared to its fundamentally determined rate. The model is applied to four major currencies: the Australian Dollar, the Canadian Dollar, the Japanese Yen, and the British Pound. Transition between the states is linked to the risk-adjusted excess return (the Sharpe ratio) of the debt and equity markets of the respective currencies in order to understand whether over- and undervaluation is connected to the returns in these markets. The results provide evidence that the relationship between economic fundamentals and nominal exchange rates are subject to change depending on the over- or undervaluation of the currencies relative to their fundamentally determined rate of return. An extension of this result shows that the Sharpe ratios of debt and equity investments in the currencies influence the evolution of the transitional dynamics of the exchange rates’ deviation from their fundamental values.     

Strategic supply management: The relationship between supply management practices, strategic orientation and their impact on organisational performance

A theoretical model is presented for conceptualising the relationship between the management of supply, strategic orientation at the business-unit level and their proposed link with firm performance. The shortcomings of existing approaches in accounting for the wide variety of purchasing practices in a comprehensive supply management framework are discussed as well their alignment with strategic orientation. The paper concludes by presenting a model and propositions concerning firm-level supply management, strategic orientation and firm performance.     

The relationship between employees' perceptions of human resource management and their retention: from the viewpoint of attitudes toward job-specialties

The purpose of this study is threefold. The first one is to investigate the relationship between employees' perceptions of human resource management (HRM) based on the commitment model and their turnover intentions (retention). The second one examines the relationship between employees' attitudes toward job-specialties and retention. The third one analyzes the impact of attitudes toward job-specialties on the relationship between employees' perceptions of HRM and retention. The facts and conclusions presented in this paper were obtained from a study of 400 employees. For the first one, the results of a multiple regression analysis showed that perceptions of rewards based on fair appraisal and job security have an effect on retention and moreover, overall perceptions of HRM increased retention. For the second one, results of a multiple regression analysis showed that inter-organizational career self-efficacy has a negative effect on retention. On the other hand, no relationship was observed between specialty commitment and retention. For the third one, inter-organizational career self-efficacy did not have an effect on the relationship between perceptions of HRM and retention but specialty commitment improved the relationship. As a whole, the importance of employees' attitudes toward job-specialties on the multi-step process model of retention and its diverse impacts and relationships were clarified.     

The relationship between R&D,innovation and productivity in emerging economies: CDM model and alternatives

CDM (Crépon, Duguet and Mairesse, 1988) is a workhorse model in the economics of innovation, which explains productivity in a three-stage procedure driven initially by R&D and leads to patents and then to productivity improvements. Based on the logic of this model, an increasing number of papers applies it to emerging economies but modifies the original model without being explicit about the nature and implications of this modification. We argue in this paper that, in its original form, CDM does not capture stylized facts of the determinants of productivity in emerging economies and that we need alternative models. Accordingly, we are critical of papers that try to maintain the validity of the model but actually change it. For that purpose, we test the original CDM model and its two alternatives: investment and production capability–driven models. Our research is based on a large sample of firms in Central and Eastern Europe, former Soviet republics and Turkey, and we show that the alternative models are much closer to the stylized facts of innovation activities and technology upgrading in these and other emerging economies. Our conclusions have important policy implications, which we discuss.     

城市道路交通与大气污染及相应的解决措施研究

文中建立模型阐述了城市道路交通与大气污染之间的关系。从材料技术角度、规划建设角度和管理角度分析城市道路交通造成大气污染的原因。并据此提出了四类解决措施,即,技术层面的解决措施——减少尾气排放、交通规划层面的解决措施——优化交通结构,降低小汽车的使用率、交通控制层面的解决措施——实现交通分流,减少城市拥堵和法治道德层面的解决措施——提高人们的环保意识。以实现城市道路交通与环境协调发展的目标。     

Implementing Change in Public Organizations: The relationship between leadership and affective commitment to change in a public sector context

We propose and test a theoretical framework concerning the relationship between transformational leadership behaviour and affective commitment to change in a public sector context. We apply change management theory to explain how direct supervisors contribute to processes of organizational change, thereby increasing affective commitment to change among employees. While the change leadership literature emphasizes the role of executive managers during change, we conclude that the transformational leadership behaviour of direct supervisors is an important contribution to the successful implementation of change. Furthermore, the results show how the specific context of public organizations determines the transformational leadership behaviour of direct supervisors.     

The impact on the cultural diversity to employees' job satisfaction between mainland China and Taiwan: a comparison of Taiwanese invested companies

This study explores how the Chinese values (Integrations, Confucian Work Dynamism, Human-heartedness and Moral Discipline) impact employees' satisfaction (ES). Employees who work in mainland China for companies whose parent companies are based in Taiwan were surveyed. The results can be summarized as the following: ‘Integration’, ‘Confucian Work Dynamism’ and ‘Human-heartedness’ are significantly different between Taiwanese and Chinese employees, while ‘Moral discipline’ is not; Taiwanese employees have higher ES than Chinese employees; Taiwanese employees view ‘career planning’ is the most important, while Chinese employees think ‘management system’ is most important; For Taiwanese employees, ‘Salary and benefit’, ‘Working load’ and ‘Management system’ have effects on ES; Age and Education have effects on Chinese employees.     

Scheduled to work hard: The relationship between non‐standard working hours and work intensity among European workers (2005–2015)

Work intensity is of central importance for organisational performance, as well as workers' health and well‐being, yet its determinants at the workplace‐level remain underresearched. This article addresses this gap by examining consequences of working time adjustments for work intensity and the role of control over scheduling in influencing when working time adjustments have stronger effect on work intensity. Working hours are analysed on three dimensions: duration, distribution and flexibility. Analysis uses the European Working Conditions Survey (2005–2015) and a sample of employees from EU28 countries. Findings reveal that work intensity is closely related to the timing of work. Working long days or weeks, at night, on weekends, and with changes in hours imposed by employers is associated with more intense work. Moreover, the impact of non‐standard hours on work intensity differs depending on who (workers or employers) has control over their scheduling.