Preserving Employee Dignity During the Termination Interview: An Empirical Examination

Despite the ongoing need for managers to fire employees and the wide prevalence of downsizing and layoffs, little research has examined how the conduct of termination interviews affects employee reactions. The current research was designed to explore reactions to several commonly used termination interview practices. Two scenario-based experiments examined the effectiveness of having a third party (an HR manager or a security guard) present, mentioning the employee’s positive characteristics and contributions, and using alone, discrete escort, or public escort modes of exit from the interview. Perceptions of being treated with respect and empathy, levels of anger, and the likelihood of complaining to others and taking legal action were assessed. Support for the effectiveness of specific termination interview practices was mixed. Specifically, in Experiment 1, third party presence was viewed as demonstrating a lack of respect, whereas mentioning positive characteristics was generally viewed favorably. Experiment 2 showed the favorable effects of mentioning positive characteristics were eroded by a security guard escort from the interview, and actually reversed and became negative when that escort was public in nature. A public escort also produced the highest levels of anger. These results suggest that multiple aspects of the termination interview process should be considered carefully when developing managerial policies.     

Investigation on Dumpling Issue——Remarks from China's State Council Information Office

From the very beginning of the dumpling incident,China has pav great concernontheoroblem and moved rapidly to find the reason and take further actions.Series of investigations carried in both countries by co-organized experts'team received a primary fruit as the true picture of the incident.Each time,China IS sparing no effort responsibly to solve the products quality dilemma,which other countries face in the same.     

前瞻性行为与员工的工作绩效——领导的正直性和团队政治氛围的调节作用

通过对北京某企业的40个项目部的190名员工的两阶段调查,文章运用跨层次分析方法探讨了员工针对自我和团队的前瞻性行为对员工工作绩效的影响及其边界机制。研究结果表明：（1）员工针对自我和团队的前瞻性行为对员工的工作绩效有显著的正向影响;（2）领导的正直性调节了员工针对自我和团队的前瞻性行为对员工工作绩效的影响,当领导的正直性较高时,员工针对自我和团队的前瞻性行为对员工工作绩效的预测作用显著增强;（3）团队的政治氛围调节了员工针对团队的前瞻性行为对员工工作绩效的影响,当团队的政治氛围较弱时,员工针对团队的前瞻性行为对员工工作绩效的预测作用显著增强。文章进一步证实了前瞻性行为对员工工作绩效的积极影响,拓展了前瞻性行为发挥作用的边界条件,为营造一个鼓励员工前瞻性行为的氛围提供了重要的理论支撑。     

Motives for service sabotage: an empirical study of front-line workers

Although researchers have called for a greater understanding of front-line employee behaviour during service encounters, few studies have been directed at the topic of service sabotage in general, and at the motives of such behaviours in particular. This paper presents systematic empirical insights into the motives of employee sabotage in the service sector. The evidence suggests varying motives for forms of service sabotage ranging from the benign, to the recalcitrant, to the, significantly less common, malicious. The findings of the study indicate the necessity for studies of employee work-based behaviours to incorporate a more complex but more comprehensive conceptualization of employee motivations for both sabotage and resistance-related activities.     

Factors affecting employee willingness to report customer feedback

Effectively capturing consumer feedback can help organizations swiftly react and improve the quality of their service processes and delivery systems. In most organizations, frontline employees are a vital source of customer feedback as they interact with customers frequently and intimately. Thus, the current paper seeks to understand the factors influencing employee willingness to report customer feedback up the organizational channels of communication. The conceptual model was tested empirically using data collected from major chain restaurants in Taiwan involving 332 frontline employees. A hierarchical regression analysis was used to test the hypothesized model. The obtained results demonstrate the impact of service climate, perceived organizational support, and internal locus of control on frontline employees’ willingness to report customer feedback.     

Top management team heterogeneity and firm performance: An empirical research on Chinese listed companies

An empirical study of the 2001–2002 data from 356 Chinese companies listed in the Shanghai and Shenzhen stock exchanges indicates that within the social context of China the characteristics of a firm’s top management team have a different impact on firm performance from those of foreign countries. Also, the tenure heterogeneity and functional experience heterogeneity of the top management team are inversely related to firm performance. This paper analyzes and discusses the findings in detail and points out areas for future research. Translated from Guanli Pinglun 맜理评论 (Management Review), 2006, 18 (5): 54–60     

如何提高企业员工培训的有效性

培训是企业人力资源管理的重要内容,如今许多企业管理者也认识到培训的重要性,每年不惜投入大量资金用于员工培训,但是培训效果并不理想。要提高培训的有效性,要改进培训观念,树立正确的培训思想;要进行详细的人力资源培训需求分析;要建立系统的培训评估模型;要建立稳定的培训师队伍。