军工研发人员内部人身份感知对其离职意向及创新行为的作用机理：主动性人格与组织职业生涯管理的联合效应

内部人是普遍存在于军工企业中的一种传统的非正式身份划分,这一特殊身份所蕴含的丰富资源对军工研发人员工作态度和行为具有重要影响。基于资源保存理论,考察内部人身份感知影响离职意向和创新行为的过程机理及多重交互效应。对712名研发人员进行问卷调查,结果发现：①内部人身份感知负向预测离职意向,正向预测创新行为,工作使命感在上述关系中起部分中介作用;②主动性人格正向调节工作使命感与离职意向的关系;③工作使命感与主动性人格、组织职业生涯管理对离职意向、创新行为的三维交互效应显著,即在高主动性人格、低组织职业生涯管理条件下,工作使命感对离职意向的负向预测作用更强,而在二者双低条件下,工作使命感对创新行为的正向作用更强。     

Personality differences and buyer-supplier relationships: Psychopathy in executives,gender differences and implications for future research

The buyer-supplier relationships (BSRs) literature to date has neglected the implications of individual personality differences amongst the parties to any relationship, thereby ignoring the complex dynamics of human interaction and behaviors on the progress and performance in such relationships. This Notes & Debates paper takes the view that personality matters, particularly toxic personality traits, and argues that for purchasing & supply researchers a cross-disciplinary approach to the study of BSRs will advance our understanding. Our study brought together psychology and supply management researchers.We begin by arguing that much of the extant literature demotes behavior and personality to peripheral, exogenous, or even irrelevant to the study of BSRs. Second, by focusing on the emergent research into corporate psychopathy, we explore one specific aspect of individual personality differences – psychopathic personality disorder. Third, we present our findings from a study of psychopathy in two executive samples, one consisting of exclusively procurement executives, to illustrate some of the personality traits likely to prevail within BSRs.Key to our argument, we found significant individual differences across our samples. Indeed, the incidence of psychopathic traits was higher than reported in the few prior studies of corporate psychopathy. We also found significant gender differences, marked not only by slightly higher levels of psychopathy in males than females, but by differences in the disposition of psychopathy. We also found that the relationship between psychopathy and seniority was significant, indicative of a relationship between executive status and potentially toxic behaviors.Future studies of BSRs thus need to recognize and account for individual differences in BSRs; such differences are not inconsequential.     

Expatriate adjustment as a multifaceted phenomenon: individual and organizational level predictors

A conceptual model is proposed that identifies critical antecedents of expatriate adjustment. Adjustment is conceptualized as the degree of fit between the expatriate manager and the environment, both work and socio-cultural. Adjustment is marked by both reduced conflict and increased effectiveness. As a multidimensional phenomenon, expatriate adjustment can be identified in psychological, socio-cultural and work domains. The model predicts that psychological and socio-cultural adjustment are the most immediate predictors of work adjustment. In this paper, it is asserted that the success of the expatriation process depends not only on the expatriate manager's competencies and skills, but also on organizational (both parent-company and local-unit) support and assistance prior to and during the assignment. Various international human resource management models are utilized to examine the organizational level antecedents of expatriate adjustment. Managerial resourcefulness, acculturation attitudes, personality dimensions and coping strategies are discussed in relation to individual predictors, whereas MNCs' international structure, value orientation, organizational life-cycle, diversity training, strategic planning and socialization are proposed as organizational predictors of expatriate adjustment.     

Personality traits discriminating between employees in public- and in private-sector organizations

Based on data collected from public and private organizations in Greece, this paper examines the differences in individual traits between public and private-sector employees, differences which eventually influence employees' attitudes and behaviours towards their organizations and their consequent performance, specifically in organizational commitment and neglect behaviour. The findings indicate that there are some differences between the two groups of employees. In only three out of ten personality characteristics examined here (security needs, pay needs and Protestant work ethic), are there no distinctions between the groups. These findings imply that, besides the environmental and structural characteristics of the two sectors which may be the source of attitudinal differences, it might also be that persons attracted to the public sector have different personality characteristics from those attracted to the private sector. Regardless of the source of differences, results point to the need for changing recruitment and selection practices in public organizations as well as for implementing a number of human resource management practices, the lack of which seems to drive junior qualified staff away from the public sector where they are mostly needed. The later seems to be the case in Greece where the lower pay and the non-competitive, non-challenging atmosphere prevailing in most public-sector organizations seem to play an important role in driving most dynamic employees away from the public sector.     

对我国公司人格否认制度的思考

目前理论界普遍认为,新《公司法》第20条是我国正式引入公司法人格否认制度的标志。虽然在引入该制度之前经过了长时间的论证,但制度引入之初尚有诸多待完善之处。笔者在论证我国公司人格否认制度的意义的基础上,对我国尽快完善该制度提出了建议。     

A study of critical factors of the job involvement for hotel employees—Taking hotels in Taiwan as an example

The selection of staff is always a critical success factor for managers in the hospitality service sector. This work focuses on the front-line employees and supervisors of international tourist hotels as the study subjects to explore the direct effects of the individual guanxi networks and POS (perceived organizational support) of hotel staff on their job involvement, and examines the indirect effects of these via personality characteristics. For this paper, questionnaire surveys were utilized; 246 questionnaires returned, of which 221 were deemed valid samples appropriate for further analysis. Reliability analysis, EFA, CFA, and SEM were used to examine the data.     

A hierarchical model approach for identifying the trait antecedents of general gambling propensity and of four gambling-related genres

In two studies, we employed a hierarchical model of personality to examine the trait antecedents of gambling. The results revealed that a set of more abstract traits were predictive of a general gambling propensity, including materialism, body resource needs (negative), competitiveness, impulsiveness, sports fanmanship, superstition, and financial conservatism (negative). In Study 2, we controlled for the general gambling propensity and investigated the trait predictors of four gambling-related genres: online, lottery, sports gambling, and marketing sweepstakes/contests. We found that general gambling propensity predicted each genre. In addition, divergent patterns of more basic traits were predictive of the different gambling forms.     

儒商文化与现代和谐社会之建构

从美国学人余英时、杜维明,日本学人涩泽容一等人关于儒商文化的相关论述中,可以探寻并创发出儒商文化与现代社会的结合点及相关问题域。作为中国本土思想资源的重要组成部分,儒商文化精神是本土自发的商业活动之内生、原发的动力,也是现代和谐社会建构中的重要精神资源。传统儒商文化是今天商道重建,新型商业伦理精神、现代和谐诚信式商业伦理生态秩序建构,现代经理人后备队的理想人格型塑的必要思想资源,对当今和谐社会建构的实践意义十分重大。     

Empathy as added value in predicting donation behavior

Past behavior and socio-demographics represent traditional predictors of charitable giving. The present study examines, in a real fundraising setting, whether measures of empathy (i.e., empathic concern and personal distress) can improve these predictions. The findings confirm the relevance of traditional predictor sets and the added value of including measures of empathy. Empathic concern positively affects the donation decision. In addition, empathy negatively affects the donor's generosity toward one charity. However, for people with high empathic concern, considering only generosity toward one charity could be misleading because such people are more likely to donate to different charities. This result has implications for overall generosity. Therefore, a clear distinction between both personality traits is necessary.     

论王维山水诗创作

王维以轻松自如的创作心态和自由独立的人格精神 ,艺术地表现出自然山水的神韵和诗人的审美体验。随着审美体验的逐渐深化 ,其山水诗分别达到欣赏、移情和融入山水等三种境界。描摹山水的意境风格 ,以画入诗的艺术表现 ,使诗人的山水诗成为其艺术成就最高的诗歌类型。