Performance management effectiveness: practices or context?

Although much research has focused on the technical or measurement issues involved in employee performance management, this study investigates the mutual influence of practices and context on performance management effectiveness. From a sample of 312 private and public sector organizations with 200 or more employees, the results indicate positive associations between practices – training and employee recognition – and performance management effectiveness. They further underscore the relevance of three contextual variables – culture, climate and the strategic integration of human resource management – as they are also related to more positive performance management outcomes. Implications for research and practice are discussed.     

The impact of managerial skills on employee outcomes: a cross cultural study

Leaders with global skills are in demand by MNCs. Global management skills depend on the applicability of management practices across cultures. Using data from managers in 50 countries, this study examines the interaction effect of cultural values and managerial skills on two outcomes, employees' attitudes and workgroup effectiveness. Our results indicate that cultural values tend to have a greater effect when a manager is less skilled than when the manager is highly skilled. When the manager is highly skilled, the interaction effects of culture tend to disappear. The practical and research implications of these findings are discussed.     

Who should be the respondent? Comparing predictive powers between managers' and employees' responses in measuring high-performance work systems practices

This study first examines the association between the effectiveness of high-performance work systems (HPWS) and two types of firm performance (the financial performance and productivity of a firm) in Korea and then compares the relative predictive power between employee responses and manager responses. The results indicate that the effectiveness of HPWS has a statistically significant positive effect on firm performance and that employee perception of the effectiveness of human resource (HR) practices explains more variance in the financial performance and productivity of firms than does managers' corresponding perception. This study highlights the importance of a firm's employees as a source of HR information.     

Innovative human resource practices and organizational commitment: an empirical investigation

In the contemporary business environment, human resource (HR) is an indispensable input for organizational effectiveness. Hence, an effective management of human resources has an important role to play in the performance and success of organizations. Competitive pressures have encouraged organizations to be proactive in diagnosing HR problems and to adopt more innovative HR practices since these were no longer a matter of trend, but rather of survival. The present study attempted to explore the relationship of three dimensions of innovative human resource practices (IHRPs): that is, the extent of introduction of IHRPs, their importance for organizational goal achievement and satisfaction with implementation of IHRPs, with organizational commitment (OC). Regression analyses showed that the perceived extent of introduction of innovative human resource practices by the organizations was the most significant predictor of organizational commitment.     

An empirically-derived multidimensional measure of expatriate success: reconciling the discord

This paper examines the discord surrounding how expatriate success, or effectiveness, is defined. We review the many ways that success has been conceptualized and then seek to reconcile these differences by presenting a multidimensional measure of success, based on data collected from 118 expatriate respondents worldwide. A series of factor analyses, along with reliability and item analyses yielded nine measurement scales which included cultural adjustment, work-related adjustment, career development, HQ-subsidiary coordination, assignment completion, professional/skill development, shaping and controlling the subsidiary, satisfaction and overall assignment effectiveness. The process by which these scales were developed is described in the paper and all items and scale reliabilities are presented.     

激发学习兴趣,细化教学环节,增强培训课程实效性

"兴趣是最好的老师"。学习兴趣是学习动力产生的重要源泉之一。实训课程是教学内容的重要组成部分,是课堂教学的延伸和补充,是贯彻理论联系实际教学原则的重要途径,是培养学员运用知识的重要环节。[1]通过实训课程意义教学,明确实训课程与专业课程之间的关系;激发学习实训课程兴趣;细化实训课程环节(组织教学、精讲示范、学员操作、巡回指导、实训总结五个环节进行设置),可以增强实训课程实效性。     

高职思想道德修养与法律基础课教学有效性探讨——基于隐性教育视角

思想道德修养与法律基础课教学改革一直备受关注,提高思想道德修养与法律基础课教学的有效性成为当下探讨的重要课题,以隐性教育方法为指导,借助多种教育资源,增强思想道德修养与法律基础课教学的吸引力,从而提高课堂教学的有效性。     

利率互换的定价模型及其实证研究

本文研究利率互换的定价模型，以及利率互换的定价过程。从选取债券到拟合理论即期利率曲线、远期利率曲线，最后拟合出互换利率曲线，并对上述的定价模型和过程进行实证研究。对拟合结果与目前市场报价的相同点和差异进行分析，并对国内利率互换的套期保值策略进行实证研究。     

电信业顾客满意度测评指标体系的建立与检验

本文结合CS理论模型和电信业的具体业务,提出了电信业顾客满意度测评指标体系,并在预调查阶段运用信度分析和因子分析,证明了该指标体系的有效性和实用性.     

资产证券化对货币政策实效性的影响

资产证券化对货币政策的影响 ,是一个具有理论和实际意义的重要问题。本文从三个方面对此进行了表述。一是资产证券化对货币政策传导路径的影响 ,指出它并未降低利率政策的实效性 ,但对货币供应量这一货币政策的中间目标的实效性会有影响。二是资产证券化对利率期限结构的影响 ,指出资产证券化加强了短期利率影响长期利率的实效性 ;三是分析了资产证券化对银行监管的影响。