When does an employee not help coworkers? The effect of leader–member exchange on employee envy and organizational citizenship behavior

Using a sample of 233 front-line hotel employees, we examined leader–member exchange (LMX), envy, and organizational citizenship behavior (OCB). The results from path analysis support the research model that employees who have a relatively poor working relationship with their supervisor (i.e., low-quality LMX relationship) were more likely to show higher levels of envy than employees who have relatively closer working relationships with the same supervisor (i.e., high-quality LMX relationship). Ultimately, higher levels of envy decreased employee voluntary helping behavior (i.e., organizational citizenship behavior, OCB) toward coworkers. This finding suggests that employees perceiving a poor working relationship with their supervisor committed less voluntary helping behavior toward coworkers than their counterparts. Implications for managers and suggestions for future research are discussed.     

The effects of customers’ perceptions of brand personality in casual theme restaurants

Although existing studies recommend that restaurant chains develop and communicate salient brand personalities, no research to date provides empirical evidence that perceptions of unique brand personality by consumers lead to positive outcomes in the restaurant business. Therefore, using a sample of 336 adults, this research models the causal relationships between brand personality perceptions, brand preference, attitudinal loyalty, and positive word-of-mouth (W-O-M) behavior for the Olive Garden and Chili's restaurant chains. It was found that for both chains, brand personality perceptions have a positive effect on brand preference and attitudinal loyalty, brand preference has a positive impact on attitudinal loyalty, and attitudinal loyalty has a positive influence on positive word-of-mouth (W-O-M) communication. In addition, for the Olive Garden and Chili's brands, it was also found that there is a direct link between brand preference and word-of-mouth behavior.     

Understanding organizational citizenship behavior from a cultural perspective: An empirical study within the context of hotels in Mainland China

Scholarly concerns in organizational citizenship behaviors (OCBs) have increased dramatically over the past two decades. Nevertheless, there are significant issues yet to be addressed and resolved, one of which relates to the influences of cultural values on such voluntary behaviors. In view of the importance of OCB in meliorating hotel service and cultivating customer loyalty, the current study seeks to investigate a possible mechanism through which Chinese values (CVs) may function on employee citizenship behaviors within the hotels in Mainland China. The research questions focus on whether CVs have a direct impact on OCB and its verified antecedents, leader–member exchange (LMX) and employee organizational commitment (OC). Eventually, the research findings have verified the conceptual model and confirmed all the postulated linkages among the constructs under study.     

基于CenterNet的跑步姿态鉴别系统的设计

为了改善目前大众跑步姿势普遍不规范的现状,提出了一种基于CenterNet的跑步姿态鉴别系统。首先,通过截图、拍照的方式自制数据集,并对数据集进行清洗、标注和分析,消除数据无关信息与简化数据。其次,引入多尺度通道注意力机制与添加十字星变形卷积2种方式改进CenterNet算法模型,将动作图像转化为数字信息和特征向量,并以此为基础,利用KNN（K-nearest neighbors）算法对跑步姿态类型进行分类。最后,与经典模型方案进行对比,验证改进CenterNet算法鉴别系统的有效性。结果表明：改进的CenterNet模型的精确率与召回率都有所提升,其参数量与计算量降低。所提算法模型能够对大多数不良姿势作出及时、准确反馈,有效帮助跑步爱好者发现问题,从而改善跑步姿态、提高运动效率、预防伤病。     

坚持还是放弃：失败恐惧的认知效应及其对创业坚持的影响

基于情绪认知评价理论,从情绪和认知两个视角分析失败恐惧对创业坚持的影响与边界条件。通过对316名创业者的问卷调查发现：创业失败恐惧对创业坚持行为具有负向影响;自我效能感在失败恐惧和创业坚持之间发挥中介作用;成长型思维调节失败恐惧对自我效能感的负向影响,成长型思维通过降低失败恐惧对自我效能感的负向作用来促进创业坚持行为。依据“情感—认知—行为”的逻辑从创业者的情绪和认知视角综合分析失败恐惧对创业坚持的影响,既为创业者中途退出创业活动提供解释思路和理论洞见,也为全面理解创业坚持行为提供理论指导。     

试析西方经济学“经济人”假设的发展及其局限性——基于对马克思相关观点的理解

"经济人"假设关注个人的利益目标及实现目标的能力,而马克思在刻画个人时还特别强调了社会关系对个人行为选择的约束。笔者立足于对马克思相关观点的理解,探讨秉承斯密个人主义思想的西方经济学流派对"经济人"假设的继承和发展,试图揭示这一个人观念进一步发展遇到的困惑。遵循方法论个人主义原则,西方学者要从追逐自身利益的"经济人"出发,解释约束其实现自身利益的因素形成和变迁的原因,从而不得不面对引入另一种个人行为模式的尴尬。     

建筑企业组织管控体系优化设计——以ST公司为例

本文针对建筑企业面临的市场环境和行业现状,以ST公司为例,基于精干高效、权责清晰、合理跨度、平稳过渡原则,从企业组织结构、权责体系、岗位体系、流程体系四个方面对组织管控体系进行优化设计,旨在将企业资源与组织管控能力相匹配,充分挖掘企业内外部各种优势资源,最大程度发挥企业集聚效应,形成企业在组织架构、管理模式、资源人才、管理效率等方面的整体竞争优势,支撑企业战略目标和愿景的实现。     

收获信任与温暖的新潮旅游群体——对沙发客的初步研究

源于欧美的沙发冲浪是一种新颖时尚的互助旅游方式。相比于传统的旅游模式,基于网络信任的沙发冲浪具有情感投入、体验充分、成本低廉等特点。借助ROST WordParser词频分析软件,通过对相关沙发客网站的文本内容进行分析,总结出沙发客旅游行为的50个高频词汇,并归纳为动机、感知、活动、交通方式、沙发城市、游玩地点等六大类目。研究发现,＂朋友＂和＂温暖＂在文本词汇中出现频率最高,结交朋友、扩展人脉是沙发客的主要旅游动机之一,受到热情接待、体会家庭温暖是沙发客的共同感知;＂联系＂、＂聊天＂、＂游览＂构成沙发客的基本活动;＂火车＂、＂搭车＂与＂公交＂组成交通方式的关键词汇;国际大都市＂上海＂、＂北京＂及风景如画的＂厦门＂、＂杭州＂成为热门目的地;＂景点＂、＂大学＂与＂公园＂是沙发客关注的游玩地点。     

A Critical Investigation of the Bargaining Behavior of Tourists: The Case of Hong Kong Open-Air Markets

Shopping has long been recognized as an indispensable tourist activity. Hong Kong's open-air markets, where a multitude of bargaining activities can be observed, ranked as the second most popular of the island territory's diverse range of attractions in 2008 in terms of tourist arrivals. To develop cutting-edge marketing strategies that promote tourists' enjoyment of their bargaining adventure and ultimately enhance the overall shopping experience, the study reported in this article was aimed at identifying the dimensions underlying tourists' perceptions of the importance of 18 bargaining motivators and 12 bargaining attitudes and types of bargaining behavior, respectively, and subsequently evaluating the predictability of these underlying dimensions on tourists' shopping contentment indicators (overall bargaining satisfaction, the likelihood of a subsequent visit, and the likelihood of recommending open-air markets to others). A non-probability quota sampling technique was used to survey 203 Asian and non-Asian tourists in Hong Kong. A multivariate approach encompassing factor analysis and multiple regression was employed: Factor analysis delineated four underlying dimensions of factors affecting bargaining intentions. “Value for money” was shown to be the factor rated most important to tourists' bargaining intention; similarly, two underlying dimensions of bargaining attitudes and behavior—“bargain for psychological well-being” and “bargaining intensity”—were identified. Multiple regression results indicated the statistical significance of “bargaining for psychological well-being” and “bargaining intensity” to the existence of positive relations between shopping contentment indicators.     

The influence of service orientation discrepancy between managers and employees on employees’ affective outcomes

This study attempted to relate service orientation discrepancy (SOD) between employees and managers to employees’ affective reactions [role conflict (RC), role ambiguity (RA), job satisfaction (JS), and organizational commitment (OC)] in the restaurant industry. The findings of the study indicate that there is a SOD between managers and employees; employees saw themselves as more enthusiastic and less bureaucratic than managers. When this SOD was correlated with employee outcomes such as RC, RA, JS, and OC, the results indicated that SOD had a direct effect on RC, JS and OC. SOD also had indirect effects on JS, and OC through RC and RA. RC had a direct effect on JS and an indirect effect on OC. RA had a direct effect on JS. Finally, JS had a direct effect on OC.