Individual and contextual influences on the affective commitment of retail salespeople

Abstract

Salesperson characteristics as well as managerial approaches have been found to play an important role in the development of positive attitudes by salespersons towards an organisation. This study integrates these two research areas to investigate the personal and contextual antecedents of affective organisational commitment of retail salespeople. Fit theory and the literature on person–situation interaction provide the theoretical bases for explaining how salesperson selling skills, job liking, and empowerment individually and jointly influence affective commitment. A multilevel modelling approach is used to analyse data from 105 sales managers and 419 salespeople. Findings reveal that salespersons' affective commitment is influenced by their selling skills, degree of job liking, tenure, and empowerment. The results also indicate that the impact of selling skills on affective commitment is higher when empowerment is high. Based on the study's findings, implications for managing salespeople as well as limitations and suggestions for future research are offered.     

人-组织匹配与离职意向:组织承诺的中介效应研究

本文旨在考察人-组织匹配对员工离职意向的影响,着重检验组织承诺的中介作用机制。通过对387名来自企业、银行、政府和事业单位的员工进行问卷调查,结果发现：人-组织匹配程度越高,员工的离职意向越低;组织承诺越高,员工的离职意向越低;人-组织匹配对员工离职意向的影响通过情感承诺和规范承诺的部分中介作用来实现。该结果说明：人-组织匹配对员工离职意向具有重要影响,情感承诺和规范承诺在其中发挥了关键作用。     

The customer consequences of returns in online retailing: An empirical analysis

Pressure continues to build on the operations management function to facilitate system and firm level benefits. In the online marketplace, one area of growing interest is that of product returns. Though commonly viewed as a cost center from an operations perspective, operations’ actions have the potential to strongly influence future customer buying behavior in several ways. Using an archival database of actual purchase and returns history provided by a moderately sized online retailer, this study examines the relationship between a customer's experience of product returns, and subsequent shopping behavior. Employing transaction cost, consumer risk, and procedural justice theories, we demonstrate that the returns management process, rather than being regarded as an afterthought to the production and deployment of goods, can significantly and positively influence repurchase behavior. Additionally, we provide evidence that certain customers should be considered for prioritization in the returns process. We suggest ways through which operations managers can take care in discharging their responsibilities in this area – to make returns processing more than simply a “necessary cost of doing business” rather, using it to their advantage in engendering repeat and increased purchase behavior.     

我国城镇正规就业与非正规就业工资差异的实证研究——基于分位数回归与分解的发现

本文利用2009年CHNS数据对我国城镇正规就业与非正规就业的工资差异进行实证研究,分位数回归与分解的结果表明:正规就业与非正规就业的教育回报率的差异,随工资分布由低端到高端呈现先升后降趋势,经验—工资线在正规就业与非正规就业明显不同,前者为单调递增的线性关系,后者为倒"U"形曲线关系;正规就业与非正规就业的工资差异主要是由中低端的工资差异引起的;在工资分布中低端和歧视等非市场因素是工资差异的主要原因,而在工资分布高端,工资差异主要来自于教育和经验等个人禀赋差异。     

具有异质性非参数时间趋势的面板数据模型的估计

本文为一类具有异质性非参数时间趋势的面板数据模型提出了一种简单估计方法。基于局部多项式回归的思想,首先去除数据中的时间趋势成分,然后由最小二乘法来估计公共系数,同时得到时间趋势函数的非参数估计。在一些正则条件下,研究了这些估计量的渐近性质,即在时间维度T和横截面维度n同时趋向无穷时,建立了各个估计量的渐近相合性和渐近正态性。最后通过蒙特卡洛模拟,考查了这种估计方法的有限样本性质。     

国际贸易机制对国内武装冲突影响的研究——基于回归断点设计的数量分析(1946-2009年)

国际机制不仅影响国家行为体,也影响国家层面之下的非国家行为体,并作用于两类行为体间的互动。作为最为成熟也是影响范围最为广泛的国际机制之一,国际贸易机制一方面通过机制功能作用于国内政治中的国家行为体与非国家行为体,另一方面施加影响于贸易议题从而刺激国内各行为体之间的互动。无论是机制还是贸易都与国际和平战争研究紧密相关,如"贸易和平论"与"国际制度和平论"。基于国际原因与国内产出之间的关系,国际贸易机制如何影响国内政治,特别是影响国内冲突的爆发风险?通过回归断点设计(RDD)与Logit回归分析,1946-2009年之间的国际贸易机制(关贸总协定/世界贸易组织)数据及国内武装冲突数据显示,关贸总协定/世界贸易组织成员资格的确能够在整体上显著降低国内武装冲突发生的可能性;但是,在分别控制经济因素、政治因素、社会因素、贸易因素和外部因素之后,实证结果显示国际贸易机制对各国国内冲突风险实际上是一种条件性的混合影响。     

工作嵌入的理论思考：社会网络、匹配理论和资源理论的启发

文章在对实证研究结果进行整理和分析的基础上,借助社会网络理论、匹配理论、资源理论的研究成果,尝试明确联结、匹配、牺牲三个关键维度的内涵,区分工作内嵌入与工作外嵌入的不同作用机制,并提出未来的研究方向和建议。     

混合地理加权回归模型的拟合及相关性检验

利用两步估计方法对混合地理加权回归模型进行拟合,运用Moran's检验方法探索误差项的空间相关性。     

The relationship between perceptions of HR practices and employee outcomes: examining the role of person–organisation and person–job fit

Human resource management (HRM) practices can play an important role in matching people with the organisations and the jobs they work in. However, little is known about how employees perceive and interpret HR practices and whether or how these perceptions relate to perceptions of person–organisation (P–O) and person–job (P–J) fit. This study aims to bridge strategic HRM and person–environment fit literature by examining possible mediating and moderating roles of P–O and P–J fit in the relationship between employee perceptions of a broad set of HR practices and employee attitudes and behaviours. Results from a sample of 412 employees support direct relationships as well as a mediating and moderating role of P–O and P–J fit in the relationship between perceived HR practices and employee outcomes.     

Translating corporate social performance into financial performance: exploring the moderating role of high-performance work practices

The purpose of this study is to examine the role of high-performance work practices (HPWPs) in helping to translate corporate social performance (CSP) into corporate financial performance (CFP). We employ arguments from the behavioral view of human resource management to highlight the vertical connection between a firm's proclivity for CSP and the management practices it adopts. Furthermore, we examine the moderating influence of HPWPs on the CSP–CFP linkage. Results suggest that HPWPs moderate the relationship between CSP and financial outcomes, and suggest that human resource practices may play an important role in enhancing a positive CSP–CFP relationship by helping to vertically align the behaviors of employees with the values and orientation of the organization.