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91.
The influence of stakeholders, organisational commitment, personal values, goals of the organisation and socio-demographic characteristics of individuals on the ethical dimension of behavioural intentions of employees in various organisations are investigated. The research results show that employees working for the public sector or in educational institutions take more ethical aspects into account than employees working in the "private" sector. The influence of stakeholders and organisational commitment do not significantly affect the ethical behaviour of employees, and only some personal values and goals of the organisation have a significant influence on ethical behaviour. The most significant explanatory factor of ethical decision making seems to be what may be called "stage in the career of the employee": "ethical" employees can be described as young, with a relatively low income, limited work experience and a low level of responsibility in the company. 相似文献
92.
The topic of green human resource management (HRM) has drawn increasing attention of HRM scholars in the past decade. Recent research has called for more studies to identify the antecedents of green HRM used in organizations and explore the mediating mechanisms through which green HRM is related to performance outcomes. This study represents an effort to address these research needs by examining the joint effects of chief executive officer (CEO) environmental belief and external pollution severity on the use of green HRM and testing the mediating role of employee environmental commitment in the relationship between green HRM and firm performance. Drawing upon data collected from multiple sources (i.e., survey data from chief executive officer (CEOs), chief financial officers (CFOs), HR managers and employees, and archival data from government statistics), we found that CEO's environmental belief is significantly related to the use of green HRM, especially for companies operating in locations with severer pollution. Green HRM in turn has a positive relationship with the firm's environmental and financial performances via employee commitment to the environment. The findings highlight the often-overlooked role of in the strategic HRM literature pertinent to environmental management and clarify the antecedents and influential mechanisms of green HRM at the firm level of analysis. We also discuss theoretical and practical implications in this study. 相似文献
93.
This study investigates the effects of ethical leadership on a hotel middle manager's job satisfaction and affective commitment, which in turn influence that manager's behavioral outcomes (e.g., extra effort and turnover intention) that can also impact the hotel's performance. Mail surveys were distributed to 30 U.S. hotels, representing more than 8 different national and international brands, and 324 middle managers participated in the survey. This study demonstrates that executives’ ethical leadership is positively related to their middle managers’ job satisfaction and their affective organizational commitment. Middle managers’ job satisfaction is positively related to organizational commitment, but job satisfaction does not necessarily lead to their willingness to exert extra effort. The positive linkage between middle managers’ extra effort and the hotel's competitive performance is also confirmed. 相似文献
94.
Clare Kelliher Veronica Hope Hailey Elaine Farndale 《International Journal of Human Resource Management》2013,24(11):2163-2179
This paper is concerned with examining the reactions of managers to the process of global restructuring in a large, multinational food-processing company. Much extant research concerning globalisation has focused on the wider economic, political and social outcomes. Perhaps surprisingly, relatively little attention has been given to how globalisation is experienced inside organisations. This paper examines how country-level managers have been affected by the move to a new global structure in their organisation. We present evidence of these managers feeling disempowered by global reorganisation and of a largely negative impact on their feelings towards the organisation they work for. 相似文献
95.
Tanuja Agarwala 《International Journal of Human Resource Management》2013,24(2):175-197
In the contemporary business environment, human resource (HR) is an indispensable input for organizational effectiveness. Hence, an effective management of human resources has an important role to play in the performance and success of organizations. Competitive pressures have encouraged organizations to be proactive in diagnosing HR problems and to adopt more innovative HR practices since these were no longer a matter of trend, but rather of survival. The present study attempted to explore the relationship of three dimensions of innovative human resource practices (IHRPs): that is, the extent of introduction of IHRPs, their importance for organizational goal achievement and satisfaction with implementation of IHRPs, with organizational commitment (OC). Regression analyses showed that the perceived extent of introduction of innovative human resource practices by the organizations was the most significant predictor of organizational commitment. 相似文献
96.
Summary. General equilibrium models of oligopolistic competition give rise to relative prices only without determining the price level.
It is well known that the choice of a numéraire or, more generally, of a normalization rule converting relative prices into
absolute prices entails drastic consequences for the resulting set of Nash equilibria when firms are assumed to maximize profits.
This is due to the fact that changing the price normalization amounts to altering the objective functions of the firms. Clearly,
the objective of a firm must not be based on price normalization rules void of any economic content. In this paper we propose
a definition of the objective of a firm, called maximization of shareholders' real wealth, which takes shareholders' demand
explicitly into account. This objective depends on relative prices only. Real wealth maxima are shown to exist under certain
conditions. Moreover, we consider an oligopolistic market and prove the existence of a Nash equilibrium in which each firm
maximizes the real wealth of its shareholders.
Received: July 10, 1997; revised version: July 27, 1998 相似文献
97.
《Journal of Human Resources in Hospitality & Tourism》2013,12(1):73-84
ABSTRACT Organizational commitment has been shown to be significantly negatively related to employee turnover. Given the high incidence of employee turnover in the hospitality industry, practitioners and academics alike should be focused on a more complete understanding of this phenomenon. The present study is an exploration into the identification of the relationships among organizational commitment, job satisfaction, and organizational justice. The study was conducted with employees of a major casino-hotel. Results indicated that organizational justice has an indirect positive impact on organizational commitment by working through job satisfaction. Practical implications and suggestions for future research are discussed. 相似文献
98.
《非赢利和公共部门市场学杂志》2013,25(2):47-62
Little is known about the income generated by static box collection schemes where boxes are located in retail outlets by collectors who place and empty them. The aim of this paper is to assess the amount donated to a charity collecting box over a period of time using an equivalent annual return statistic and to determine the relative merits of different types of retail location. The analysis shows that not all the retail types have the same box yield. Those with the highest yields are: Take-away, Cafe, Bar, Newsagent, Supermarket, Ironmonger, Baker, Butcher and Chemist. 相似文献
99.
This paper explores the mediating role of commitment in the relationships between service assurance, service reliability and attitudinal loyalty. A quantitative cross-sectional data generated from 138 experienced users of telecommunication services formed the final database. Attitudinal loyalty was found to be a process-based construct that starts from service assurance and proceeds to service reliability and finally to customer commitment and loyalty. The entire process explained 69 per cent of the total variance in attitudinal loyalty. The relationship between service assurance and attitudinal loyalty was insignificant. No support was found for the proposed mediating role of customer commitment in the relationship between service assurance and attitudinal loyalty. In contrast, the relationship between service assurance and attitudinal loyalty was fully mediated by service reliability. Finally, service reliability was both directly and indirectly related to attitudinal loyalty through customer commitment. To attract customers' attitudinal loyalty therefore, services companies especially those within the low-contact service category must deliver reliable services and make efforts to assure customers that their services are reliable. The implications for customer loyalty theory and future research are also discussed. 相似文献
100.
How to Become Central in an Informal Social Network: An Investigation of the Antecedents to Network Centrality in an Environmental SCM Initiative
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Environmental supply chain management (SCM) initiatives often evolve as informal, grassroots efforts that are driven by policy entrepreneurs at lower management levels in an organization. These individuals usually are not in positions of power or authority to convince others to support the initiative. They thus rely on central positions in informal networks to gain access to and influence over other employees to be better able to sell these initiatives. This study examines how individuals arrive at positions of centrality within the networks surrounding environmental SCM initiatives. Linking social network theory and social capital theory with findings from the organizational behavior and environmental arena, the study investigates how an individual's proactive personality and commitment profile—affective, normative, and continuance commitment—might affect network centrality through the mediating role of championing behavior. Investigating the implementation of an environmental SCM initiative at a multinational enterprise, the authors identified a 90‐actor social network surrounding the initiative. The results provide evidence that championing behavior fully mediates the relationship between commitment and network centrality and to a lesser extent between proactive personality and network centrality. These findings suggest that championing behavior can enable an actor to become more central in social networks. Further, the results indicate that in an environmental SCM context, engendering the right type of commitment is a much more important driver of championing behavior than the proactive personalities of individual actors. This finding suggests that even employees who do not have proactive personalities can champion environmental initiatives and become central within the informal networks that surround these initiatives, if they strongly desire to support the initiative and believe that the initiative will lead to positive change. 相似文献