Job generation and new and small firms: Some evidence from the late 1980s

This paper adopts a components of employment change methodology and examines the process of job generation in the late 1980s for three contrasting regions of the United Kingdom. The emphasis in the analysis is on the contribution of new and small firms to regional manufacturing employment growth. The results indicate the important role of new and small indigenous firms in the job generation process, particularly in Northern Ireland, in the period 1986–90. However, the level of displacement associated with these job creations is sufficiently high to cause concern about the longterm sustainability of these trends. The paper concludes by arguing that policies designed to stimulate new firm formation and small firm growth are not in themselves sufficient to promote growth.     

Do Airbnb’s “Superhosts” deserve the badge? An empirical study from China

The “Superhost” badge is that Airbnb entitles the host provides good services. This study verifies Airbnb’s “Superhost” mechanism by applying text mining technologies, combined with Long Short-Term Memory (LSTM) and K-Means, to the entire dataset of tourists’ online reviews of Hangzhou city, China. Six kinds of hosts’ good services are identified, including “Three Meals or Night Snacks,” “Fruits, Drinks or Snacks,” “Travel Guides,” “Free Shuttle or Helping with Luggage,” “Chats,” and “Replies or Communications.” The study reveals the minority of “Superhosts” are mentioned of providing the majority of six kinds of good services, which means “Superhosts” do deserve the badge.     

Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale

This study examines work engagement as a partial mediator of the effect of psychological capital (PsyCap) on employee morale in a sample of hotel employees. A survey was carried out with 312 front-line staff from 15 five-star hotels in Seoul, Korea. A one-month time-lag design (Time 1: PsyCap and work engagement; Time 2: employee morale) was used to reduce potential common method bias. The hypothesized relationships in the model were tested using structural equation modeling. The results suggest that work engagement partially mediates the effect of PsyCap on job satisfaction and affective organizational commitment. Specifically, front-line employees with high PsyCap are more engaged with their work and more likely to display job satisfaction and affective organizational commitment. The study concludes with a discussion of its empirical findings, strengths, theoretical contributions, and practical implications. Limitations and their implications for future studies are also reviewed.     

Does job passion enhance job embeddedness? A moderated mediation model of work engagement and abusive supervision

Academic and industrial attention has been paid to the job embeddedness as an important predictor of employee actual turnover. Studies have examined the influence of job embeddedness as an antecedent, mediator, and moderator. However, there have been few investigations of antecedents of job embeddedness from the perspective of employee characteristics. Therefore, the current study bridged this research gap and investigated the associations among job passion, work engagement, abusive supervision, and job embeddedness. Data from 278 full-time hotel employees indicated that harmonious passion was not associated with job embeddedness. Moreover, obsessive passion shared a positive relationship with job embeddedness. Both harmonious and obsessive passion had an indirect effect on job embeddedness through work engagement. Abusive supervision moderated only the indirect effect of obsessive passion on job embeddedness via work engagement. A new model is proposed based on our findings to explain factors that contribute to job embeddedness.     

我创新因为我是主人翁:心理所有权对创新行为影响机制的被调节中介研究

以华南地区40个制造型企业的529名员工为样本,通过构建被调节的中介模型,分析心理所有权对创新行为的影响以及该影响的具体作用机理。研究发现:心理所有权对创新行为存在显著正向影响;义务感知在心理所有权对创新行为的影响过程中具有显著中介作用;工作压力在义务感知对创新行为的影响过程中具有显著负向调节作用;工作压力对整个中介模型具有显著负向调节作用。     

组织模块化对研究型大学技术转移绩效的影响

技术转移是将社会科技资源转化为实体经济效益的重要途径。当前,我国研究型大学技术转移渠道不畅、技术转移绩效不高、大学科技成果成功产业化“最后一公里”问题凸显。基于现实需求和研究缺口,构建组织模块化对研究型大学技术转移绩效影响的理论模型。在此基础上,收集我国38所研究型大学样本数据,采用SPSS24.0和AMOS软件进行结构方程路径分析,论证和检验组织模块化对于研究型大学技术转移绩效的影响机制。结果表明：组织模块化对研究型大学技术转移绩效具有显著正向影响;技术创新能力在组织模块化与技术转移绩效之间起显著中介作用;知识共享的调节作用主要体现在组织模块化独立性、响应性与技术创新能力之间的关系上,其对组织模块分工性与技术创新能力关系的影响作用不显著。