Enhancing the commitment to service quality through developmental and rewarding systems: CSQ consistency as a moderator

This research integrated value congruence and person–environment fit theories into a validation of the effects of developmental and reward-based interventions on frontline service employees' commitment to service quality (FLSE CSQ). Based on a dyad survey conducted in 36 Starbucks stores in Taipei, the results reveal that formal training, coaching and rewards have positive relationships with FLSE CSQ. Moreover, FLSE CSQ is positively related to job satisfaction, commitment to the organisation, job performance and organisational citizenship behaviours (OCBs). The associations of development interventions and rewards with FLSE CSQ and the relationships of FLSE CSQ with job performance and OCBs are significantly stronger when the consistency of CSQ is high.     

Negative affectivity and workplace deviance: the moderating role of ethical climate

This study investigates (1) the relationship between employees’ trait of negative affectivity (NA) and workplace deviance and (2) the moderating role of ethical climate in the above relationship. Data was collected from 310 employees in 40 Taiwanese companies, and hierarchical linear modeling was used to test the hypotheses. Results show that NA was positively related to workplace deviance. In addition, the rules climate weakened the relationship between NA and workplace deviance, and both the instrumental climate and the caring climate strengthened the relationship between NA and workplace deviance. Managerial implications and future research directions are also discussed.     

The processes of social capital and employee creativity: empirical evidence from intraorganizational networks

The aim of this paper is to extend and elaborate social capital approaches to organizational creativity by identifying different mechanisms that employees can deploy to promote the development of social capital through social interaction, relationship quality and network ties. The findings, based on data from a sample of 382 employees across different areas of expertise and countries in a multinational manufacturing firm, indicate that relationship quality and network ties play a mediating role between social interaction and organizational creativity. The findings of this study contribute to the development of a conceptual theoretical model for explaining the interrelationships among three mechanisms of social capital and organizational creativity performance.     

When workplace ostracism leads to burnout: the roles of job self-determination and future time orientation

Abstract

Given that ostracism is a common occurrence in the workplace, scholars and practitioners alike have identified its range of negative effects. This study aims to examine the association between workplace ostracism and burnout level as well as the moderating effects of job self-determination and employees’ future time orientation, using a survey questionnaire. This was completed by a total of 248 employees from a hotel group. We hypothesized that: (a) workplace ostracism was positively associated with burnout; (b) this positive relationship was contingent upon job self-determination such that the relationship was weaker for higher, rather than lower, job self-determination; and (c) the positive relationship was also contingent upon employees’ future time orientation such that the relationship was weaker for employees who have higher, rather than lower future time orientation. Results confirm all three hypotheses.     

跨国公司在华投资的集聚效应分析与对策

改革开放以来,我国引进的外商直接投资由以中小企业为主逐渐转向以大型跨国公司为主,跨国公司对华投资规模和数量迅速扩大.由美国《财富》杂志公布的世界500家最大跨国公司已有400多家在我国投资.可以预见,随着经济全球化的发展和我国加入世贸组织,进入中国的跨国公司将越来越具规模化.国内学对这种现象及其对我国经济发展的影响进行了大量研究.但国内学很少对跨国公司之间投资的系统性和关联性即跨国公司的集聚效应进行分析.     

突出重围打造中国特色的"蓝海战略"

2005年2月由哈佛商学院出版社出版了一本名为《蓝海战略》的管理书。这本由欧洲工商管理学院的W.钱·金教授和勒妮·莫博涅教授所著的书出版之后,在世界范围内获得了很大反响,先后获得了“《华尔街日报》畅销书”、“美国全国畅销书”、“全球畅销书”的称号,迄今为止已经被译为24种文字,打破了哈佛商学院出版社有史以来出售国际版权的记录,超过了以往最畅销的《竞争战略》(迈克尔·波特)、《从优秀到卓越》(吉姆·柯林斯)等管理精典书籍。从管理角度看,《蓝海战略》一书确实有其独到之处。它将战略赋予了新的含义,为人们制定战略决策提供…     

Towards a cross-cultural framework of strategic international human resource control: the case of Taiwanese high-tech subsidiaries in the USA

Due to the growing expansion of newly emerging multinational companies (MNCs) in the USA market, it seems pertinent to explore how to manage their Western industrialized subsidiaries in terms of human resource management. This study combines the institutionalism, resource dependence perspective, and control theory to provide an integrative framework in an attempt to investigate the cross-cultural determinants of strategic international human resource control over MNCs' subsidiaries. By a qualitative analysis of 10 Taiwanese top high-tech manufacturing companies operating in the USA, our findings are as follow: In order to perform subsidiary's value-added activities, multinationals need to identify the value and capabilities need for these activities. At the same time, subsidiaries also need to compare the cultural advantage of the home country in terms of these activities. In addition, from the perspective of cross-cultural influence, input control is designed to respond to high integration and high adaptation; output control is executed in the case of low integration and high cultural adaptation; while behavioural control is used to respond to high integration and low adaptation, simultaneously in the case of low value of subsidiary's activities.     

Leader-member exchange,employee performance,and work outcomes: an empirical study in the Chinese context

In this study, we employed the multidimensional view of LMX (LMX-MDM) to develop a model that captured different antecedents and outcomes of task and contextual performance. We tested this model with a sample drawn from subjects from the People's Republic of China. The results indicated that the affect dimension of LMX-MDM was positively associated with task performance and contextual performance. The contribution dimension of LMX-MDM was positively related to the job dedication dimension of contextual performance. Supervisory ratings of the task performance and the interpersonal facilitation dimension of contextual performance predicted the promotability of subordinates, and task performance influenced subordinates' intention to quit. Limitations and future research are discussed.     

中国影子银行部门系统性风险的形成、影响与应对

本文分析了影子银行风险传染机制及其影响,在违约风险基于会计账户传染的马尔科夫过程假设下,运用投入产出法构建影子银行系统性风险测度模型,以2007-2012年中国影子银行业务数据进行检验,结果显示：信托公司部门是主要的风险源,银行部门是系统性风险最主要的承担者,观测期内影子银行部门系统性风险整体呈现上升趋势。防控系统性风险应从影子银行业务风险隔离机制、资本与杠杆率监管、信息透明度、宏观审慎框架和风险应急机制等建设着手。     

“产学研”基地建设的理念、目标及手段——以浙江大学西溪校区为例

高校“产学研”基地是集教学实践,创新研究、科技成果转化于一体的产业基地,加强产学研协同创新、提升创新能力是科技创新的重大发展趋势,也是推动区域经济发展的重要力量。根据杭州市的战略定位,浙江大学西溪校区应将“产学研”基地建设成为杭州市文化创意产业、科技人才创新创业中心,集工作、生活、休闲为一体,并据此分析“产学研”基地建设的理念、目标及手段。