创业中的变革型领导对组织公民行为的影响:组织承诺的中介作用

现有研究发现,变革型领导方式能有效促进组织公民行为的发生,但对两者间影响机制和中介变量的研究还未有定论.基于此,本文以创业企业为研究对象,研究创业中的变革型领导与组织公民行为之间的关系,尤其关注员工组织承诺在其中的中介作用.通过结构方程模型研究发现:创业中的变革型领导方式与组织公民行为是正相关关系,而且员工组织承诺在两者间起部分中介作用.研究告诉创业者,除了自身通过变革型领导方式来直接唤起组织公民行为的发生,还需通过更多的互动和交换来编织员工与组织间的心理纽带,提升员工组织承诺的强度,由此促使员工外化为具体的工作投入,即组织公民行为.研究的理论贡献在于,挖掘了领导方式-员工心理活动-员工工作活动之间的互动关系.     

“新三板”市场的形成、功能及其发展趋势

新三板原是作为非上市股份有限公司进入三板市场进行股份转让试点而设立的,然而后来却逐渐成为我国场外市场的一个重要组成部分。回顾新三板的发展历程,了解其功能及发展趋势,不仅有助于解决高科技中小企业融资难题,推动全国高科技产业更快发展,对于建设多层次资本市场也具有重要意义。     

零售业长期关系导向与信任和承诺的关系研究

在竞争日益激烈的零售业,与供应商保持长期合作关系对零售商保持竞争优势越来越重要.本研究探讨了信任和关系承诺对长期关系导向的影响.研究的数据主要来自上海和江苏的电子产品零售商,共获得118份有效问卷,进行结构方程模型分析.实证结果表明信任变量中的可靠性会正向影响关系承诺,关系承诺变量中的行为的承诺和情感的承诺会正向影响长期关系导向.最后,本研究根据理论框架和研究结果提出相关建议和未来研究方向.     

休谟经济哲学的人性之维与制度之维

休谟的经济哲学思想是在当时启蒙主义的语境中所形成的,反映了在自然资源相对匮乏的情况下,人的自私本性以及有限的慷慨的一面,并在此基础上揭示了三个基本的正义原则:稳定占有财物的法则,根据同意转移所有物的法则,履行许诺的法则.休谟的这些思想对于近代市民社会的形成与发育具有极为重要的意义.     

论重整企业信用修复的特征、机制与方式

重整企业信用修复日益受到重视,并且司法实践已经开启个案探索,亟待推进重整企业信用修复的制度建设.重整企业信用修复制度应当以企业拯救为目的,以准予修复为原则、不予修复为例外,以主动、高效为根本要求.重整企业信用修复应当构建以"府院协调"为基础,信用服务机构、银行等多元主体参与的机制,并且对信用修复方式进行革新,为重整企业...     

工作满意度、组织承诺与工作绩效之间的实证研究

在现代高强度的工作环境下,企业竞争越来越依靠于人才的配置。为了吸引和留住人才,越来越多的企业更加关注公司员工的感受和需求,在提高员工满意度的同时提高员工的工作绩效,保障企业的高效低成本运作。员工满意度、组织承诺、工作绩效是企业能否长时间留住人才的主要指标,对于企业人力资源管理有着重要意义。从理论上来说,通过实证研究可以具体量化三者之间的关系;从实践上来说,对三者之间影响关系的清楚认识可以为企业人力资源部门提供制度和政策上的指导,从而降低企业的人力成本、提高企业运作的效率。研究的主要内容为通过问卷收集的方法,以各类企业员工为研究对象,探究员工满意度、组织承诺和工作绩效之间的相关关系,建立员工满意度、组织承诺和工作绩效三者之间的量化研究模型。根据研究结果,给企业人力资源管理部门提出具有建设性的建议,以在减少成本的同时促进企业的高效运作,使企业更具凝聚力。     

英国集权财政下公共服务供给的分析与启示

英国的集权财政按照收支匹配的原则,在政府间自上而下地细化分配政府职能,并采用公共部门与私人部门竞争合作的供给方式,体现了英国公共服务职能实现中集权财政和有限政府的两大特点,并通过2007-2008年英国中央与地方的财政收支分析及牛津郡个案得到了证实。英国中央政府掌握主要的财政税收,并负责支持大宗公共服务事务;地方政府之间相互独立、互不隶属,依靠有限的地方税收和转移支付,提供辖区内的贴近民众日常生活的、琐碎的公共服务。作为同是集权财政的中国,应当借鉴英国政府职责的划分方法,并在公共服务供给方式上,积极引进私人部门的竞争与合作。     

Why and when organizational culture fosters affective commitment among knowledge workers: the mediating role of perceived psychological contract fulfilment and moderating role of organizational tenure

Drawing on Denison and Mishra (1995)’s framework of organizational culture, this study examines why and when organizational culture is related to knowledge workers’ affective commitment. Data were collected from 640 employees working in three high-technology companies in China. The findings indicate that the relationship between organizational culture and affective commitment is mediated by perceived psychological contract fulfilment. In addition, organizational tenure moderates the relationship between two external dimensions (i.e. adaptability and mission) of organizational culture and perceived psychological contract fulfilment. This study extends the current theoretical framework of organizational culture by demonstrating the underlying mechanism and the boundary condition of the relationship between organizational culture and affective commitment. The findings also provide practical implications for international managers to design appropriate human resource management policies and practices in China.     

The role of assessment centers in job satisfaction and organizational commitment: a case of the Korean government

While many studies have shown how assessment centers affect employees’ career success or job performance, these studies do not demonstrate how employees’ attitudes are affected by their perception of assessment centers. This study aims to investigate the influence of employees’ perception of assessment centers on their job satisfaction and organizational commitment, which are the key elements in predicting working behaviors, such as job performance, job involvement, and turnover intentions. To analyze the nature of the influence, 306 employees who had been evaluated by an assessment center in the Korean Rural Development Administration (KRDA) were surveyed. Regression analysis revealed that although there is no influence on their organizational commitment, employees with a positive perception of assessment centers experience higher levels of job satisfaction (p < .01). These results suggest that the positive perception of assessment centers affects the general feeling of organizational members about their work even though it does not affect their emotional attachment to the organization or dedication to organizational values. Thus, assessment centers can be used as a tool not only to select capable candidates but also to yield positive effects on organizational members’ job attitudes.     

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.