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.     

星级酒店实习生流失原因与对策研究

顶岗实习是大学课程中实践教学环节必不可少的一部分,也是该专业学生将所学的理论知识、技能知识与实际操作能力相结合的过程。实习生在酒店实习,可以得到全面的实践锻炼,提高学生的专业技能、技巧。但是由于各种原因,酒店实习生中止实习,导致酒店实习生流失率过高。因此,本文通过酒店、实习生自身、学校三方面分析酒店实习生流失的原因,并提出相应的对策,降低流失率。     

The Relationship Among Ethical Climate,Job Satisfaction,Organizational Commitment,and External Auditor＇s Turnover Intention

This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor＇s work environment. The questionnaire is sent to a sample of external auditors from Malaysian Big Four （Klynveld Peat Marwick Goerdeler （KPMG）, Ernst and Young, Deloitte KassimChan, and PricewaterhouseCoopers （PwC）） main offices. There are 167 useable responses. The regression results have provided evidence that ethical climate is directly, significantly, and positively associated with job satisfaction. In contrast, ethical climate appeared not to be directly related with external auditor＇s turnover intention. Both job satisfaction and organizational commitment were identified as significant predictors in explaining turnover intention, since they had a significant and negative effect on external auditor＇s turnover intention. This study also implied that job satisfaction had a significant effect on organizational commitment. Furthermore, the findings revealed that organizational commitment partially mediated the relationship between job satisfaction and turnover intention. The results extend the literature on external auditor＇s turnover intention and provide insights for human resource management in accurately assessing employee＇s turnover intention in order to improve retention and reduce actual turnover particularly in audit firms.     

高管变更、政治关联与被并购企业绩效——基于美的集团三次并购的研究

本文以美的集团的三次并购为研究样本,通过访谈、收集二手资料等多种方式收集资料,运用内容分析和数据编码等多种方法进行案例分析,并使用三角验证和多种数据来源和证据链等方法保证研究的效度和信度,构建了包括高管变更频度、高管变更范围、新CEO的专业背景相似度、政治关联、并购相关性和并购区域特征等因素在内的影响被并购企业整合绩效的理论模型,并提出了相关研究命题。     

Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices

To learn more about the role of line managers in the implementation of HR practices, we propose and test a model of line managers' perceptions of enabling HR practices on the one hand and employee outcomes on the other. In a field study of 89 line managers and 631 employees, we observed that the relationship between line managers' perceptions of enabling HR practices and employees' intrinsic motivation, affective organizational commitment, and turnover intention was mediated by employees' perceived supervisor support. Line managers' perceptions of enabling HR practices, in turn, were predicted by line managers' perceived quality of the HR training they received. Theoretical and practical implications and directions for future research are discussed.     

南通酒店员工流失原因及对策分析

随着酒店业竞争的加剧,员工的作用日益突显,但酒店员工的流动率一直居高不下。笔者所在职业院校的相关专业的毕业生也存在频繁更换工作的现象,本文从南通酒店员工流失的原因入手,针对员工流失问题及对策进行了分析。     

Have Employment Relationships in the United States Become Less Stable?

There has been considerable debate as to whether job stability has declined in the United States. This paper uses data from the Survey of Income and Program Participation (SIPP) to examine the incidence of labor market turnover between 1986 and 1993. Specifically, we calculate one- and two-year separation rates and then analyze turnover by the source of separation. We find that the incidence of job separations did not increase over the period under investigation, but appears to have declined somewhat. When analyzing separations by reason, conditional on separating from an employer, we find little evidence of temporal changes in the composition of turnover that would indicate greater employment instability. Therefore, we do not find conclusive evidence that employment relationships have become more unstable in the recent past.      

The role of calculative attachment in the relationship between diversity climate and retention

This study enhances our understanding of the complex relationship between diversity and employee retention. The study found that positive perceptions of an organization's “diversity climate” were related to decreased turnover intentions and found support for the proposition that calculative attachment mediated this relationship. In addition, the study considered potential interactions with diversity climate perceptions in predicting calculative attachment and found support for satisfaction with pay as a moderator, but not supervisor effectiveness. Finally, the study determined that the benefits of a positive diversity climate may extend to all employees, including White men. ©2011 Wiley Periodicals, Inc.     

CFO知识背景、知识外溢与企业绩效关系研究

随着CFO的职能特征由技术性向战略性转变,CFO的知识需求也由专业性逐步转变为综合性。本文阐述了CFO职能变迁与知识需求改变的关系,运用我国A股制造业上市公司的数据对CFO知识背景综合性级别进行评判并开展实证研究。结果表明,CFO知识综合性的提高主要通过对企业发展战略的影响而提升企业绩效。本文认为,借助于知识外溢效应,CFO综合性知识背景有助于促进知识共享,改善组织知识存量,从而影响企业绩效。为此,CFO的培养应该着眼于综合性知识结构的形成。     

库存周期计算的价值方法和实物方法研究

研究比较了库存周期计算的价值方法和实践中常常使用的实物方法,并以钢铁制造企业的钢卷产品为例加以说明。