旅游企业建立企业年金制度探析

在介绍我国企业年金制度的基本特点与发展现状的基础上，对旅游企业建立企业年金制度的必要性和可行性进行了分行，然后对旅游企业如何建立企业年金制度进行了深入探讨。     

虚拟团队中的冲突及其管理研究

冲突管理是虚拟团队管理中的重要组成部分。虚拟团队成员的文化差异、缺乏信任、目标不一致及对利益的竞争等会造成冲突,结合这些冲突的不同特点,提出虚拟团队冲突管理的策略,并进一步分析几个重要的实践管理因素,给出虚拟团队有效冲突管理的建议。     

上市公司主要高管变更后的团队稳定性

本文以2001～2005年间发生主要高管(董事长和总经理)变更的上市公司为研究样本,实证检验了主要高管变更与随后高管团队任职稳定性之间的关系。研究结果显示,我国上市公司主要高管与一般高管之间存在较强的任职关联性;与主要高管变更后高管团队稳定性显著相关的变量有持股高管比例、离任高管的任期以及继任高管的年龄与来源等。本文在对这一结果进行原因分析的基础上,提出了相关政策建议。     

建筑电气与智能化专业本科实践教学改革探讨

实践教学环节在建筑电气与智能化专业的教学计划中是必不可少的。鉴于建筑电气与智能化专业本科实践教学的现状,有必要对其实践教学进行改革,其设想是：构建完善合理的教学体系,加强基础理论课程设置和实践教学课程的结合;加强产学研合作,努力培植完善的校外实习场所;加强师资队伍建设;完善实践教学评价体系;合理设置实践教学考核方法。只有这样,建筑电气与智能化专业实践教学才能更加科学化、合理化,更加符合人才培养目标的需要。     

中国企业员工边缘化的结构维度与人群特征

近年来,员工边缘化问题得到了学界和实务界的共同关注,但大都停留在理论探索阶段,尚缺乏一个成熟的员工边缘化测量量表。研究表明,中国企业员工边缘化的内容结构包括工作意义边缘化、企业文化边缘化、人际关系边缘化、利益互动边缘化、团队角色边缘化5个维度;员工边缘化水平能够预测离职意向水平。当员工主动或被动边缘化后,很可能产生较强离职意向;员工边缘化在性别、年龄、工作年限、企业性质上没有显著差异,但在学历、婚姻状况、岗位层级上存在显著差异,学历低的、未婚的、岗位层级较低的员工往往容易被边缘化。     

Reciprocity between soccer events and visited destination in a border context

ABSTRACT

The study proposes a conceptual model based on hypothesized relationships among team fanship, satisfaction with the event, and host city as antecedents of behavioral intentions in the United States–Mexico border context. The analysis used data from 290 visitors who attended three soccer games of the Xoloitzcuintles team of Tijuana. The results revealed (1) the emotions felt at the visited destination had significant influences on fanship, satisfaction with event venue, and intentional behavior; (2) fanship and event satisfaction do not seem to influence the visitors’ intentions to return and recommend the visited place; (3) gender and duration of the stay showed a significant moderating function.     

Are you really doing good things in your boss's eyes? Interactive effects of employee innovative work behavior and leader–member exchange on supervisory performance ratings

Organizations increasingly depend on employee efforts to innovate. However, the quality of relationships between leaders and employees may affect the recognition that employees receive for their innovative work behaviors. Drawing from a social cognition perspective, we tested a model in which leader–member exchange (LMX) moderates the impact of employee innovative work behavior on supervisory ratings of employee performance. Results from two multisource studies combining self, colleague, and supervisor ratings consistently showed that employees receive more favorable performance ratings by engaging in innovative work behavior when they have high‐quality LMX relationships. Moreover, we found that this interactive relationship was mediated by leader perceptions of innovative employee efforts, providing support for a moderated mediation model. Implications for the literatures on performance appraisal, LMX, and innovation are discussed.     

Effective HR implementation: the impact of supervisor support for policy use on employee perceptions and attitudes

Abstract

Effective implementation of human resource (HR) policies appears to depend on supervisors’ active involvement in the intervention process. Following recommendations of a recent intervention evaluation framework, we examine how perceived supervisor support during the implementation of a work-life intervention helps to change participants’ perceptions of organizational family supportiveness, and how this ultimately changes participants’ engagement and turnover intentions. A three-wave longitudinal study in a professional services firm (N = 434) that has formally involved supervisors in the process of a work-life intervention showed support for our study hypotheses. Supervisor support for policy use influenced employees’ positive work–home culture perceptions, which in turn strengthened employees’ work engagement and diminished their turnover intentions over time. We discuss practical implications and give recommendations on the future design of HR interventions and related policies.     

Do not say a word! Conceptualizing employee silence in a long-term crisis context

Abstract

Although research has emphasized the organizational and individual factors that influence employee voice and silence at work, it is less known how employee voice/silence is affected by the economic context, particularly when this context is one of intensive and long-term economic crisis in a country with weak institutional bases. In this study, we explore how employee silence is formulated in long-term turbulent economic environments and in more vulnerable organizational settings like those of small enterprises. The study draws on qualitative data gathered from 63 interviews with employees in a total of 48 small enterprises in Greece in two periods of time (2009 and 2015). This study suggests a new type of employee silence, social empathy silence, and offers a conceptual framework for understanding the development of silence over time in particular contexts of long-term turbulence and crisis.     

中国文化情境下包容性领导对员工敬业度的影响

包容性领导是一种当前备受关注的新型领导方式。本文通过对国内95家企业共665位员工进行问卷调查,主要考察包容性领导对员工敬业度的影响、组织认同的中介作用和平衡互惠的调节作用。研究结果显示：包容性领导显著正向影响员工敬业度;组织认同在包容性领导与员工敬业度之间起到中介作用;平衡互惠在组织认同与员工敬业度之间起到调节作用;并且平衡互惠正向调节组织认同对包容性领导与员工敬业度的中介作用。因此,企业应该采取开放包容的领导方式,通过提高员工的组织认同感,提升员工敬业度。