旅游企业员工招聘程序公平性的实证研究

对广东省几所高校和中等专科学校旅游管理及相关专业应届毕业生进行了一次调研，对美国学者鲍尔等人设计的员工招聘程序公平性计量尺度进行了实证检验。数据分析结果表明：(1)这个计量尺度有较好的可靠性和有效性；(2)管理人员在员工招聘工作中坚持公平性原则，可增强旅游企业吸引优秀人才的能力。     

财务理论体系构架的评述

构建财务理论体系应遵循系统完整、逻辑一贯、兼容并包、科学实用、动态稳定等原则.理财环境是财务理论体系赖以推理论证的最本源的抽象范畴,是构建财务理论体系的逻辑起点.财务理论体系由起点理论、基础理论、目标理论、运行理论四个层次组成,它们相互联系,互为铺垫,循序推进财务理论研究向实践方向发展.     

组织政治氛围对员工离职倾向的影响:有调节的中介模型

组织政治氛围是员工离职倾向的重要前因变量,但现有文献还未对这种关系及作用机制进行系统研究。基于资源保存理论,引入员工沉默作为中介变量,以政治技能作为调节变量,构建被调节的中介模型,探讨组织政治氛围对员工离职倾向的影响机制。通过线性回归、Bootstrap等方法对328份样本进行实证分析,结果表明:组织政治氛围正向影响员工离职倾向,员工沉默在该过程中起部分中介作用;政治技能负向调节组织政治氛围与员工沉默之间的关系,政治技能负向调节了员工沉默在组织政治氛围与离职倾向之间的中介效应。     

民营企业员工敬业度影响因素研究

当前,在国内企业中普遍存在员工敬业度低的现象。中国民营企业在现阶段的人力资源开发和人才培养体系创建上缺乏有效的机制。同时,员工敬业度和忠诚度对企业发展有着重要意义。民营企业作为国民经济和社会发展的主力军,为了适应市场中激烈的竞争,只有吸引、留住和用好人才,建立行之有效的人力资源管理体系,才是民营企业发展、生存的关键。论文综合了部分国内外的文献资料,阐述了员工敬业度的概念,指出了影响员工敬业度的因素,提出了解决民营企业员工敬业度问题的方法。     

The equilibrium set of two-player games with complementarities is a sublattice

Summary. I prove that the equilibrium set in a two-player game with complementarities, and totally ordered strategy spaces, is a sublattice of the joint strategy space. Received: May 31, 2001; revised version: October 4, 2002     

末位淘汰——管理中的一柄“双刃剑”

末位淘汰作为一种管理手段在企业界被广泛采用,在实践中具有优缺点,实施末位淘汰要根据企业的实际情况,选择一个部门或几个部门进行。同时要注重培育良好的绩效文化,让刚性的末位淘汰变得充“满柔性”以有利于末位淘汰制的实施。     

Provision Point Mechanisms and Field Validity Tests of Contingent Valuation

Past field validity tests of contingent valuation have relied on voluntary contribution mechanisms to elicit actual willingness to pay, and may overestimate hypothetical bias because of free riding in the actual contributions. This paper argues that provision point mechanisms are a preferred alternative for field validity tests of contingent valuation because they increase the proportion of demand revealed in cases in which public goods can be provided in a step function. The results of a contingent valuation validity study of participation in a green electricity pricing program that uses a provision point mechanism are reported, and hypothetical open-ended and dichotomous choice responses are compared to actual participation. Calibration of hypothetical responses is also explored.     

Employee Rights, Employee Responsibilities and Knowledge Sharing in Intelligent Organization

Much is currently being written about the need to encourage employees to share knowledge in order for companies to maintain a role as an intelligent organization in a technologically sophisticated environment. However, there is little written of the relationship between employee rights to satisfactory employment conditions, employee responsibilities in decision-making, and employee willingness to share their knowledge collaboratively. This paper seeks to redress this gap by discussing the importance of the relationship between employee rights and responsibilities and employee willingness to share knowledge. The reaction of a group of employees (academics) employed in an Intelligent Organization (university) to a reduction in their rights and responsibilities is discussed in order to design a framework of employee rights and responsibilities required for knowledge sharing in intelligent organizations.     

基于LINGO的最小一乘线性回归的参数估计

采用最小二乘法进行回归分析,容易受到奇异点的影响;最小一乘法虽能很好地克服这一缺陷,但又存在计算困难.利用LINGO软件能够快速、准确地估计出最小一乘线性回归的参数,从而使其成为一种有效的参数估计方法.     

Comparing the impact of management support on police officers’ perceptions of discretionary power and engagement: Australia,USA and Malta

Abstract

This paper uses Social Exchange Theory as a lens for comparing the impact of management support upon police perceptions of discretionary power and employee engagement, across three countries. A survey-based, self-report process collected data from 193 police officers in Australia, 588 from the USA, and 249 from Malta. Structural equation modelling was used to analyse the data. The findings suggest a significantly different management support context across the three countries, as well as significantly different perceptions of discretionary power. Across the three countries, police perceived relatively poor satisfaction with organizational management support and only some engagement levels. However, USA police perceived significantly more discretionary power than the other country samples. These findings provide greater clarity about the link between management support, discretionary power and engagement for the police officers. Since employee engagement likely affects policing outcomes, the findings suggest that poor management support of police officers could negatively affect the provided service. Potential strategies to enhance police engagement include (a) training police managers about how to manage so as to promote greater engagement, and (b) modifying police managers’ performance indicators in line with achieving better police engagement.