中小民营企业员工离职倾向影响因素分析

民营企业尤其是中小民营企业人才的高流失现象非常普遍,大量的人才流失已经严重危及企业的生存和发展。对中小民营企业员工流失问题进行求解,具有十分重要的研究和实践意义。     

Employee performance outcomes and burnout following the presentation-of-self in customer-service contexts

This study examines how emotional intelligence and occupational commitment have a moderating effect on the relationship between emotional labour and its potential outcomes. Two acting strategies reflect emotional labour, namely surface and deep acting, with burnout and performance as the prospective outcomes. Burnout is operationalized into emotional exhaustion, depersonalization and diminished personal achievement; whereas performance is operationalized into task performance and organizational citizenship behaviour (OCB). The study investigates employee responses from several tourism and hospitality organizations in Florida, USA. The results show that emotional labour relates most positively to task performance and to burnout in the case of surface acting. Tests of moderation show that occupational commitment enhances performance outcomes by facilitating emotional labour strategies, and the prevalence of higher emotional intelligence amongst employees reduces burnout. These findings contribute to the literature on emotional labour by incorporating emotional intelligence and occupational commitment as moderators and by incorporating OCBs within performance analyses.     

Non-regular professionals' dual commitment in South Korea: antecedents and consequences

There is a growing concern with whether nonregular professionals are concurrently committed to both the organization and their profession and whether such commitments are beneficial to that organization. This article seeks to investigate the relationship between organizational justice variables and the dual commitment of nonregular professionals via perceived organizational support (POS) and the subsequent effect of the dual commitment on organizational citizen behavior. Hypotheses are developed and then tested through structural equation modeling with data collected from a total of 1143 part-time instructors at South Korean universities. The findings of this study reveal that the perceptions held by nonregular professionals of organizational justice constructs concurrently influence organizational commitment and professional commitment via POS and that both commitments are positively associated with altruistic behavior. The findings advance our understanding of the dual commitment of nonregular professionals and provide universities with managerial implications as to how to manage effectively part-time instructors. Limitations, directions for future research, and conclusions are presented.     

窄众媒体发展之路——《糖烟酒周刊》经营策略研究

成功源于方法、源于策略。本文联系《糖烟酒周刊》的发展轨迹,揭示了该刊从经营定位、经营体制、管理模式、经营策略等方面的转变,由简单的杂志到经营品牌,成功实现了从专业商务期刊向媒体运营平台的跨越发展的过程。     

The relational benefits of personalized communications in an online environment

This research investigates how personalized communications enhance customer‐company relationships, which ultimately produce favourable marketing outcomes. Two factors were manipulated in an online experiment: the perceived effort made by customers to obtain a personalized newsletter (high vs. low) and the level of relevance of the message (high vs. low). The results indicate that perceived effort positively affects calculative commitment (even more so for highly involved customers), while the level of relevance of the message increases affective commitment. In addition, the interaction between perceived effort and message relevance has significant effects on calculative and affective commitment. Finally, affective commitment partially mediates the relationships between relevance and both loyalty and word‐of‐mouth intentions. Managerial implications regarding the best usage of personalized communications are discussed. Copyright © 2013 ASAC. Published by John Wiley & Sons, Ltd.     

Antecedents and consequences of job satisfaction in the hotel industry

The purpose of this study is to investigate the antecedents (i.e., role ambiguity and conflict, burnout, socialization, and work autonomy) and consequences (i.e., affective and continuance commitment, absenteeism, and employee turnover intention) of employee job satisfaction. Data obtained from a sample of 671 respondents drawn from 11 international tourist hotels in Taiwan were analyzed with the LISREL program. According to the results, role conflict, burnout, socialization, and work autonomy, but not role ambiguity, significantly predicted job satisfaction. In addition, job satisfaction significantly contributed to psychological outcomes in terms of organizational effectiveness (i.e., greater affective and continuance commitment and lower employee turnover intentions).     

有限政府与有效政府:道德规范构建中的国家与社会

本文对道德规范构建中的国家、社会和个人三者关系问题进行初步探讨,认为政府在道德规范构建中应努力达到有限政府和有效政府相结合的时代要求。     

SHORT‐RUN POLICY COMMITMENT WHEN INVESTMENT TIMING IS ENDOGENOUS: ‘MORE HARM THAN GOOD?’

In our model, firms choose when to set cost‐reducing investment and the government, which only has short‐run commitment power, sets an output subsidy. We show that firms that delay investment without government intervention have an incentive to invest early under policy activism, strategically underinvesting or overinvesting to obtain larger subsidies. The policy scheme thus creates a new, potentially more harmful, distortion. Under oligopoly, a firm has a weaker incentive to manipulate policy than under monopoly, which makes policy intervention less harmful. We investigate when the government may do better by adhering to laissez‐faire than by engaging in active policy intervention.     

An Investigation into the Meaning of the Term Commitment in Sino Foreign Higher Educational Alliances—An Adventure into the Heart and Soul of Successful Alliances

Abstract

There is now a substantial body of research evaluating various aspects of educational alliances between Chinese and foreign universities, and one of the key aspects of success seems to be the degree of commitment made by the two sides. Yet the term commitment continues to remain elusive and very broad in scope. This paper attempts to identify what commitment meant to managers from a number of Chinese and foreign university alliances and concludes that it was a complex and deeply felt sentiment encompassing affective and cognitive aspects related to the personal and operational dimensions of an alliance over time. Commitment-in its various forms and guiseslay at the very core of a successful alliance. It enabled people-and their respective institutions-to devote considerable levels of emotional and cognitive energy to the alliance: it was about passion, and results; about enthusiasm and value; and about empathy and measurable quality.