跨国零售企业行为分析框架:以沃尔玛为例

近年来,外资零售企业在华投资及扩张行为已引起人们普遍关注,急需从理论与实践两方面深刻解读其扩张机理.文章基于零售企业性质与资源特征视角,以邓宁的三优势模式为理论依据,运用规范分析与案例分析相结合的方法,系统分析了零售企业对外直接投资的决定因素,揭示了三优势模式之于跨国零售企业的特定内容,提出了跨国零售企业对外直接投资行为分析的一般理论框架.     

基于SEM的农户绿色农业生产行为研究——来自新疆352个样本农户的证据

目的 农户作为生产经营的主体,农户的绿色生产行为决定着绿色农业的发展方向。此研究分析影响农户绿色农业生产意愿及行为的相关因素及路径。方法 文章基于新疆各地州的352份农户调研数据,运用结构方程模型实证分析各影响因素对农户绿色生产行为的影响程度以及各影响因素的形成机理。结果 （1）农户对绿色农业的认知、政策的引导、感知利益和绿色生产意愿与农户的绿色生产行为呈正比,感知成本则对农户绿色生产意愿和行为具有负向作用。（2）农户的绿色认知越清晰,绿色生产意愿越强烈,政府的政策补贴和推广力度越强,越能刺激农户进行绿色生产行为。（3）农户感知到花费的金钱、劳动和精力越多,则会削弱农户的绿色生产行为。结论 行为态度、主观规范、行为控制和感知利益对农户绿色生产行为均有正向作用,其中各项指标对农户绿色生产意愿和行为的影响程度各不相同,但相对而言,农户的行为态度和主观规范对绿色生产意愿的影响更为显著,感知利益对农户绿色农业生产行为影响更强。     

Transformational leadership behaviors,the empowering process,and organizational commitment: investigating the moderating role of organizational structure in Korea

Transformational leadership has received growing attention in leadership studies. However, open questions remain concerning its operationalization and its universal effectiveness. Drawing on transformational leadership theory and leadership contingency theory, this study explores these issues in an Asian context. Survey responses from 491 employees working for foreign subsidiaries in Korea were analyzed. Given their multi-dimensionality, transformational leadership behaviors were framed as a two-dimensional structure: organization-related behaviors (OBs) and person-related behaviors (PBs). Findings showed that both OBs and PBs were mediated by psychological empowerment to determine organizational commitment. More importantly, the findings indicated that the empowering process driven by both leadership behaviors is contingent on organizational structure. Specifically, centralization negatively moderated the empowering process of PBs. Formalization positively moderated the empowering process of OBs and negatively moderated that of PBs. These findings have noteworthy value by virtue of quantitatively revealing the organizational structure wherein the empowering process of transformational leadership behaviors is effectively induced in South Korea. Based on the results, significant theoretical and managerial implications are discussed.     

Can green behaviors really be increased for all employees? Trade‐offs for “deep greens” in a goal‐oriented green human resource management intervention

This study explores the complex interaction between psychological and goal‐relevant boundary conditions that influence levels of individual engagement in a green human resource management (HRM) intervention designed to encourage employee green behavior (EGB). Data were collected from 1,112 employees in an automobile manufacturing plant. Consistent with goal‐setting theory, the level of feedback received predicts EGB. However, a three‐way interaction demonstrates how employees with high levels of autonomous motivation do not gain the expected benefits of high feedback and high goal commitment in the enactment of EGB. Instead, only those with weak autonomous motivation are affected by these goal‐related constructs. Findings suggest that both goal‐setting and self‐determination theories are relevant to green HRM interventions. Managers should consider that interventions that are effective for employees who do not have strong autonomous motivation towards the environment may not be effective for those who do.     

Too much of a good thing: The interactive effects of cultural values and core job characteristics on hindrance stressors and employee performance outcomes

This study contributes to research on core job characteristics by examining when employees may perceive enriched jobs as a hindrance stressor and in turn may experience lower performance at work. Utilizing time-lagged data collected from a sample of 386 employee–coworker dyads and drawing on cognitive appraisal theory of stress and coping, we explore the mediating role of hindrance stressors on the relationship between core job characteristics and key employee performance outcomes (i.e., creativity, counterproductive work behaviors, in-role performance, and organizational citizenship behaviors) and the moderating roles of cultural values (i.e., power distance and uncertainty avoidance) in influencing this mediation. The results supported the hypotheses, providing evidence that the experience of hindrance stressors mediates the relationship between core job characteristics and job performance outcomes when employees score high on power distance and uncertainty avoidance cultural values, and not when their scores on these cultural values were low. Practical implications and future research are discussed.     

Contextualizing customer organizational citizenship behaviors: The changing nature of value cocreation and customer satisfaction across service settings

This study identified economic, emotional, and relational value as outcomes of customer organizational citizenship behaviors (COCBs; Study 1: in‐depth interviews). Study 2 (filed survey) found that COCBs have the strongest impact on emotional value compared with economic and relational value. Economic, emotional, and relational value also lead to customer satisfaction. Specifically, the findings supported that emotional value asymmetrically influences customer satisfaction, whereas economic and relational value symmetrically and positively influence customer satisfaction. Study 3 (filed survey) demonstrated that emotional value through COCBs has a greater and symmetrical influence on satisfaction in hedonic rather than utilitarian service contexts. However, economic value through COCBs is negatively associated with satisfaction in hedonic contexts, and there is no significant difference in the impact of relational value on satisfaction between service contexts. This study furnishes empirical evidence for the associations among COCBs, value perceptions, and customer satisfaction, along with their dynamic relationship patterns across service contexts.     

外部利益相关者对企业规范化行为的影响研究

利益相关者理论认为,不同利益相关者对企业的不同期望会直接影响企业行为的规范化水平。文章以23家不同性质企业的案例研究结果为基础,试图对外部利益相关者与企业行为规范性之间的关系进行探索性研究,并提出规范企业行为和市场秩序的有益建议。     

Institutional Investor Trading in a Short Investment Horizon: Evidence from the Korean Stock Market

We examine the weekly trading activities of institutional investors in the Korean stock market. First, we find that average net trades by institutional investors this week are negatively related to one-week lagged returns, suggesting that they could be contrarian traders. Second, our finding shows that institutional investors’ net trades this week are positively related to the net trades next week, consistent with persistent trading and/or herding behavior. Third, we find that institutional net trades are positively related to the post one-week returns. Finally, our findings are most pronounced in the group of short-term institutional investors.     

Measurement specification and leisure satisfaction

Abstract

A comparison of specific expressive and instrumental indicators of satisfaction were compared against general measures of satisfaction. Research was conducted to explore specific indicators of satisfaction which included expressive measures representing major intrinsic goals of a leisure activity and instrumental measures which serve to facilitate those goals. Expressive indicators of satisfaction involving core experiences were most salient in explaining variance in general measures of satisfaction. Specific instrumental indicators of satisfaction did not contribute significantly to explaining variance in general measures of satisfaction.     

社会行为：海外乡亲慈善捐赠的本质内涵

海外乡亲的慈善捐赠在本质上是一种社会行为。根据社会学家马克斯·韦伯社会行为理论,海外乡亲慈善捐赠的行为可以分为四种类型,即目的理性捐赠行为、价值理性捐赠行为、传统捐赠行为、情感捐赠行为。海外乡亲捐赠行为的意向呈现出明显的阶段性,在不同时期、不同环境下海外乡亲慈善捐赠行为的每一种类型所起的作用并不一样,但在总体上呈现出由感性捐赠向理性捐赠嬗变的趋势。海外乡亲在不同时期运用了不同的慈善策略,从感性捐赠到注重理性捐赠的＂科学慈善＂,从注重慈善回报的战备性捐赠到注重效率的慈善投资,是海外乡亲在不同时期慈善策略的演变过程。