不同领导风格与团队自省性组合下的创业绩效

文章依据团队“输入-过程-输出”（IPO）视角,通过对105名创业团队领导和315名团队成员的配对数据进行实证分析,探讨了团队自省性对创业绩效的作用,进一步地检验了创业团队中不同的领导风格与团队自省性组合情境对团队绩效影响的差异,并研究了创业环境动态性在团队自省性与团队创业绩效关系中作用。研究结果表明,团队自省性的增加有助于团队的创业绩效的提高,创业绩效在不同的情景组合下有所差异,创业环境动态性正向调节了团队自省性对创业绩效的作用。本研究对创业企业有一定实践意义。     

员工个人特征对ESOP激励效果的影响——对HD公司的案例研究

以HD公司为研究对象,运用实地访谈和因子分析、方差分析等统计分析方法,研究员工个人特征通过激励机制对ESOP实施效果的影响。结果表明,公司员工整体素质影响了ESOP的实施效果;不同工龄的员工在工作态度上具有显著性差异;不同文化程度、工龄和岗位层次的员工在获利预期上具有显著性差异。根据这些结果,笔者就完善ESOP的实施提出了建议。     

Organizational Culture,Leadership Behaviors,and Employee Attitude in Chinese SMEs＂ Empirical Evidence

This study examines the impact of organizational culture on leadership behaviors, as well as the influence of leadership behaviors on employee attitude in Chinese small and medium-sized enterprises （SMEs）. Based on previous researches, this study establishes a conceptual model that indicates the two types of influential relationship. Data are collected from 515 subordinates of 23 SMEs in Chengdu of Sichuan province. By using statistical methods, findings of this study are concluded. Directions for future research are also discussed.     

饭店企业一般培训、特殊培训与离职倾向关系研究——以厦门市高星级酒店为例

当前我国酒店业发展迅速,但普遍存在员工离职率高的问题。酒店培训包括一般培训和特殊培训,是影响员工离职倾向的重要因素。通过文献研究法、问卷调查法和统计分析法,对厦门高星级酒店的员工进行问卷调查,并利用SPSS19.0进行分析。研究发现：高星级酒店员工培训对离职倾向具有显著影响,一般培训、特殊培训均与离职倾向呈负相关关系,并且不同属性的员工在培训及离职倾向间也具有差异性。基于此提出相关建议。     

国有企业员工参与公司治理问题研究

本文分析了国有企业员工参与公司治理的理论依据,比较评价了世界各国员工参与公司治理的方式和途径,在此基础上,构建了我国国有企业员工参与公司治理的模式,即职工持股下的员工共决制。     

Reducing perceptions of overqualification and its impact on job satisfaction: the dual roles of interpersonal relationships at work

A sizeable portion of the working population perceives that they are overqualified for their jobs. This is problematic, given that research consistently shows that such beliefs translate into lower levels of job satisfaction. Hence, it behoves human resource management (HRM) scholars to identify factors that influence perceptions of overqualification and also moderators that may reduce the negative effect of perceived overqualification on job satisfaction. In this study, we present a moderated path model that posits that the quality of the relationships that employees hold with their leader and with their team is not only antecedents of perceived overqualification but it is also hypothesised to weaken the negative relationship between perceived overqualification and job satisfaction. Survey data that were gathered from two organisations in the Netherlands (n = 183) supported the model. Implications for theory and practice in HRM are discussed. © 2015 John Wiley & Sons Ltd     

Profiling employees online: shifting public–private boundaries in organisational life

Profiling involves the collection and use of online information about prospective and current employees to evaluate their fitness for and in the job. Workplace and legal studies suggest an expanded use of profiling and significant legal/professional implications for HRM practitioners, yet scant attention has been afforded to the boundaries of such practices. In this study, profiling is framed as a terrain on which employees and employers assert asymmetrical interests. Using survey data from large samples in Australia and the UK, the study investigates the prevalence and outcomes of profiling; the extent to which employees assert a right to privacy versus employer rights to engage in profiling; the extent to which organisations codify profiling practices; and employee responses in protecting online information. The findings contribute to a small and emerging body of evidence addressing how social media conduct at work is reconstituting and reshaping the boundaries between public and private spheres.     

Are multinational teams more successful?

Teams have become increasingly multinational in many sectors. The impact of national diversity on team performance is, however, controversial. On the one hand, multinational teams may have access to a greater variety of task-relevant expertise, which should increase the team performance. On the other hand, national diversity may complicate team collaboration and increase team conflict. Applying panel econometrics to 4284 team observations in a globalized sector, we find evidence that multinational teams perform worse than teams with less national diversity.     

国企经营管理人才队伍现状及对策

随着社会主义市场经济体制的逐步完善和现代企业制度的建立，如何加强国有企业经营管理人才队伍建设，建立一支数量充足、素质优良、结构合理的企业经营管理人才队伍，已成为中国经济发展的关键，也是我国国有企业改革的重点。     

Socio‐demographic factors and shared leadership behaviors in dispersed teams: Implications for human resource management

Companies increasingly make use of geographically dispersed teams to capture knowledge residing at different locations. In this context, shared leadership is considered a key enabler of team performance. Taking a functional perspective on shared leadership, we thus investigate the relationship between shared leadership behaviors and team performance in dispersed teams. Furthermore, we analyze how socio‐demographic factors that are characteristic for dispersed teams (i.e., high female‐to‐male ratio, high mean age, and high levels of national diversity) affect shared leadership behaviors. Based on data from 96 dispersed teams, we show that shared leadership behavior fosters team performance. Further, we find the socio‐demographic characteristics typical for dispersed teams to foster shared leadership. Theoretical and managerial implications for human resource management are discussed. © 2012 Wiley Periodicals, Inc.