Women abroad: getting the best results from women managers

Abstract This study explores the work environment of expatriate women managers in American corporations and investigates the determinants of their job satisfaction. The strategic importance of global assignments has increased over the years. The real cost of unsuccessful expatriates extends beyond the monetary expenses. As the number of women managers working overseas increases, so does the importance of this topic. Additionally, because women in expatriate positions are relatively new, their needs for job satisfaction and career aspirations are not known to most organizations. This research intends to fill this gap. The study concentrates on four major areas that are considered important for obtaining job satisfaction: (1) the way in which organizations design their overseas jobs, (2) women's skills and characteristics, (3) international human resource policies of companies and (4) the cultural environment of host countries. The applied research covers two phases: a study of expatriate managers during their assignments overseas and the evaluation of overseas experience upon their return. The results indicate that women in overseas assignments are satisfied overall with their jobs. However, organizational variables are more strongly related to job satisfaction. The nature of job design in overseas postings has the greatest impact on women's job satisfaction. When the jobs are enriched, women gain intrinsic rewards and have high job satisfaction. Organizational support also contributes to the satisfaction of women expatriates. Training, mentoring and repatriation preparations have high impact on women's success and satisfaction. Women expatriates are more concerned with their repatriation and future advancement than their present assignments. The findings are important for theoretical and practical reasons. Theoretically, the achievement and satisfaction of women managers overseas cannot be simplified without taking into account organizational, personal and cultural factors. Practically, companies need to respond to the individual needs of expatriate women managers and then decide on their assignments and their repatriation accordingly.     

Change of work schedule and its implications during financial crisis: the case of the Philippines

This study was conducted on the human resource management response of ten manufacturing companies in the Philippines to the financial crisis that affected the country. Instead of implementing manpower reduction, the companies adopted either flexitime or working-week reduction. The study tried to capture the effects of this approach on employees' job satisfaction and work stress. The study deduced that the change of work schedule affected the level of job satisfaction significantly but did not elicit the same effect in the area of work stress. The results negated the expectations of the management. Employees' perception of their work schedule is among the different factors that affect their job satisfaction.     

Job satisfaction in teams

This paper analyses and discusses the results of a large sample survey of job satisfaction among clerical employees working in teams. The relative strengths of association between several variables and job satisfaction are assessed and the results support the importance of on-the-job training, participation in decision making and management leadership. Questions are raised about first-line supervisors as team leaders.     

差错汇报是福是祸?员工差错汇报的多重后效探究

犯错在工作中并不鲜见。在犯错之后,员工常担心揭露自我差错会带来消极影响,从而更倾向于掩盖差错。但是,汇报自我差错是否一定带来消极影响呢?本研究构建了差错汇报的多重后效模型,从三个方面分析差错汇报的影响效果。具体地,本研究提出差错汇报可以通过降低员工的反刍和焦虑感,从而提升工作满意度;差错汇报虽然会降低领导对下属的能力评价,从而降低领导信任,但差错汇报同样会提高领导对下属的正直评价,进而提高领导信任;差错汇报还可以提高成员反思,促进团队反思氛围建立,进而提升团队任务绩效和团队创造力。差错严重性反映了所犯差错可能带来的后果,会作为重要的边界条件进一步影响上述关系。通过对差错汇报多重后效模型的构建,本研究有助于形成对个体差错汇报影响效果的系统把握,也为员工在工作中出现差错后的应对方式提供参考。     

The impact of the employee-organization relationship on temporary employees' performance and attitude: testing a Singaporean sample

Following the framework proposed by Tsui et al . (1997), this research paper examines the impact of the employee-organization relationship on temporary employees' job performance, turnover intention, overall job satisfaction, affective commitment, perception of fairness and perception of work options. Data were collected from 191 temporary employees from seven employment agencies in Singapore. Analyses conducted revealed that employee responses do vary under the four types of relationship (quasi-spot contract, under-investment, mutual investment and over-investment). In general, both mutual investment and over-investment relationships were associated with higher levels of performance and more favourable attitudes than either the under-investment or quasi-spot contract. Specifically, temporary employees under the mutual investment and over-investment relationships have better job performance, a higher level of affective commitment to the agency, improved overall job satisfaction, higher perception of fairness, higher perception of work options and lower turnover intentions. Furthermore, these finding were obtained even after controlling for the effects of company tenure and job level on employee performance and attitudes. The results highlight the importance of employee-organization relationships in eliciting the desired temporary employee outcomes. Practical implications were drawn for human resource practitioners and employment agencies on how best to manage temporary employees. Some limitations and suggestions for future research were discussed.     

Predicting employee commitment and satisfaction: the relative effects of socialization and demographics

This study compared the relative influences of organizational socialization and demographic variables on job satisfaction and organizational commitment. Organizational variables were assessed by asking 193 Chinese employees in Hong Kong to evaluate socialization within their companies, namely: (1) training received; (2) understanding of the organization; (3) co-worker support; and (4) future prospects within their companies. Dependent variables were standard measures of (affective, continuance and normative) commitment and of satisfaction (with co-workers, pay, promotion, supervisors and the work). Results revealed higher correlations between the socialization measures and job satisfaction and commitment than between the demographic measures and the dependent variables. Although a few demographic measures had some predictive power, the regression analyses confirmed that the socialization variables were consistently stronger predictors of both satisfaction and commitment. Strategic implications for human resource management are discussed.     

Beyond bureaucracy? Work organization in call centres

Call centres are a rapidly growing, IT-based channel for service and sales delivery, particularly in the financial services and telecom industries. Although little research has been undertaken on the human resource aspects of call centres, two contrasting images are emerging. The first emphasizes the bureaucratic, constraining nature of these work settings, while the second image points towards worker empowerment characteristic of knowledge-intensive settings. Which of these two images more faithfully portrays the nature of work organization in call centres is the subject of our paper. Drawing on qualitative research undertaken in six call centres and a survey of front-line workers, we show that elements of both models coexist and that a hybrid model predominates. The theoretical basis for this contention, and its institutionalization as mass customized bureaucracy, lies in management's on-going attempts to reconcile two conflicting principles: standardization of processes and customization of products. The paper also explores, as key consequences of mass customized bureaucracy, front-line workers' satisfaction with various facets of their job and their overall job satisfaction, in addition to discretionary work effort. Only in relation to job security and co-worker relations could front-line workers be considered satisfied. Overall, these employees were ambivalent in their responses. They were however more likely to give more discretionary work effort than indicated by their extent of satisfaction. We conclude that, although the existing pattern of work organization may be superior to more bureaucratic forms, it is by no means ideal from the standpoint of either front-line workers or management.     

科威特大学城专业/劳务分包或供应商结算流程

专业/劳务分包或供应商结算流程,是分包企业得以发展的资金保障。工程款及时足额回收是资金时间效益的体现,关系到分包单位的生死存亡。     

浅析科威特工程总承包项目实施难点

随着科威特工程面向国际招标,给中国建筑企业进入科威特市场带来了机遇。笔者参与该国两个大型公用设施的投标和建设过程,对科威特EPC工程总承包实施的难点进行浅析。     

工作要求和工作资源对工作投入的影响研究

本文在JD-R理论框架下,探讨工作要求、工作资源与工作投入之间的关系。通过对服装企业研发人员的问卷调查与统计分析,结果显示:服装企业研发人员的工作投入状况整体处于中等偏上水平;工作要求与工作投入呈弱负相关性,工作资源对工作投入具有较强的正相关性,并且工作资源的不同维度对工作投入有显著正向预测作用,显示了工作资源对提高工作投入的特殊作用。     

Comparing the main effects and moderating effects of education among three models in IT service: a quantitative approach

This study examines the formation of relationship quality and loyalty for an ISP (Internet service provider). Three conceptual models are tested for comparison. In the models, relational selling behavior, network quality, and service recovery indirectly influence loyalty with an ISP through the mediation of relationship quality. That is, in model 1, relationship quality is examined as a single construct, rather than the second-order construct comprising satisfaction and trust in model 2. In model 3, satisfaction and trust are examined as two different constructs. Customer education moderates several paths of the three models. The moderating effects are simultaneously examined using data from customers of a Taiwan’s leading ISP. The test results indicate that the influence of satisfaction on loyalty and that of network quality on satisfaction are stronger for low education customers than high education customers, while the influence of trust on loyalty and that of network quality on trust are stronger for high education customers than low education customers. Furthermore, the influences of relational selling behavior and service recovery on satisfaction and trust are similar for both high education customers and low education customers. Implications of the empirical findings are also discussed.     

我国证券市场参与的地区差异及影响因素研究

本文利用我国31个省市(区)2004年的数据,分析我国证券市场参与率的地区差异及其影响因素.研究发现:(1) 我国公众通过直接方式持有股票居民的比例较低;(2) 各省市(区)直接参与率差异较大,呈现出明显的"东高、中西低"特征;(3) 直接参与率与当地人均收入、上市公司数量、证券公司营业部数以及城市化率显著正相关,而与当地人口受教育水平没有显著的正相关关系.这些结论可以为我国证券市场现阶段的改革与发展提供一定借鉴.     

科威特大学城总承包工程付款条件及流程

业主支付的工程款是工程承包企业主要的现金来源,是企业得以持续发展的重要资金保障。工程款及时足额回收是资金时间效益的体现,关系到工程项目能否顺利实施。     

科威特大学城总承包工程风险控制浅析

分析合同,对项目进行风险识别,制定风险应对措施并进行过程监控,降低风险发生的概率,最大程度地实现工程项目的经济效益。     

顾客满意度指数及其在中国的实践

顾客满意度指数是目前在国际上被广泛采用的一种宏观经济质量监测指标。介绍了国外顾客满 意度指数的实践历史和发展趋势,并以美国顾客满意度指数为例,分析了其理论基础和结构体系。然后回顾 了顾客满意度指数在我国的实践状况,研究了相关的基础测评模型、框架体系以及各地区的协调问题。     

Ethno-cultural diversity and organizational effectiveness: a field study

This paper examines the relationship between ethno-cultural diversity and attitudinal and non-attitudinal measures of organizational performance in a field setting. Data were collected from ninety-eight respondents in seven branches of a leading Canadian bank. As compared to culturally homogeneous branches, the culturally heterogeneous branches experienced lower levels of absenteeism and achieved higher productivity and financial profitability despite their lower scores on job satisfaction, organizational commitment and workplace coherence, and higher rates of turnover. These relationships were moderated by age, job tenure, organizational position, children's age, location of education and previous employment, birthplace and education level.     

The effects of oil price shocks on job reallocation

We investigate the effect of oil price innovations on U.S. manufacturing job flows using a simultaneous equation model that nests symmetric and asymmetric responses. We find no evidence of asymmetry in the response of job flows to positive and negative oil price innovations. We then inquire whether firms, when facing positive shocks, shed jobs faster than they create jobs. We show that positive innovations lead to a decline in net employment and an increase in job reallocation, possibly due to search and matching issues. Yet, the latter effect becomes statistically insignificant when we control for data mining. We demonstrate that the cumulative one-year effect of oil price shocks on job creation and destruction was smaller during the Great Moderation, but it was larger for gross job reallocation. These variations were caused by a change in the transmission channel and not by smaller oil price shocks.