Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale

This study examines work engagement as a partial mediator of the effect of psychological capital (PsyCap) on employee morale in a sample of hotel employees. A survey was carried out with 312 front-line staff from 15 five-star hotels in Seoul, Korea. A one-month time-lag design (Time 1: PsyCap and work engagement; Time 2: employee morale) was used to reduce potential common method bias. The hypothesized relationships in the model were tested using structural equation modeling. The results suggest that work engagement partially mediates the effect of PsyCap on job satisfaction and affective organizational commitment. Specifically, front-line employees with high PsyCap are more engaged with their work and more likely to display job satisfaction and affective organizational commitment. The study concludes with a discussion of its empirical findings, strengths, theoretical contributions, and practical implications. Limitations and their implications for future studies are also reviewed.     

The Psychological Contract in Employment in Vietnam: Preliminary Empirical Evidence from an Economy in Transition

The psychological contract is defined as a set of mutual and promissory obligations perceived by employees and employers in their employment relationship. Although this concept had been extensively researched in the West, little empirical evidence in other contexts was available. This study operationalized the concept of psychological contract in Vietnam, an economy in transition. From a sample of 220 questionnaires of employees and their corresponding human resource managers, it found some distinct features of the psychological contract. Furthermore, this articles confirmed the congruence in the perceptions of employees and employers about contract obligations and fulfilments.     

篮球运动员的心理特征及其赛前心理训练方法探讨

赛前的心理问题往往导致运动员在比赛中动作失调、变形、丧失信心。要使运动员在比赛中战术水平得到淋漓尽致的发挥,就需要教练员较好地了解和掌握篮球运动员的心理特征并能有针对性地进行赛前心理训练和指导。     

创业机会的创新性、员工心理授权与企业绩效的实证研究

创业活动源于创业者对创业机会的识别,而创业机会的创新性强弱则介于模仿性机会和创新性机会之间,过往研究认为创业机会的创新性与企业绩效正相关。但心理授权理论认为员工对工作认知的不同将影响到其行为,故需考虑员工心理授权的调节作用,毕竟对创新机会的开发利用需要员工共同努力。研究发现,创业机会的创新性确实对企业绩效有显著的正向影响;而且心理授权的4个维度因子,即员工对自身能力的认知、影响力的认知、工作意义的认知以及工作自主性的认知均对企业绩效具有显著的正向影响,说明提升员工的心理授权感受将有助于提升绩效。还发现,员工对自身能力的认知、工作意义的认知以及工作自主性的认知均显著正向调节了创业机会创新性与企业绩效的关系,只有员工对自身影响力的认知的调节作用不显著。研究结论有助于从外部客观创业机会和内部员工心理授权感知两个过程看待企业绩效的提升,全面理解企业绩效的发生机制。     

Positioning Southwest Airlines through employee branding

As the field of employee branding has begun to unfold, more and more executives have become interested in how this process can help them achieve a competitive advantage for their organizations. This article explains how employee branding works and how it can be utilized to position the organization in the minds of customers, employees, and other stakeholders. A contextual analysis of its use as a source of sustainable competitive advantage at Southwest Airlines is presented. Finally, key success factors are identified for those who wish to make employee branding a strategic focus within their organizations.     

Authentic leadership promoting employees' psychological capital and creativity

Two hundred and one employees report their psychological capital, as well as their supervisors' authentic leadership. Supervisors describe the employees' creativity. The main findings show that authentic leadership predicts employees' creativity, both directly and through the mediating role of employees' psychological capital. The study empirically validates theoretical arguments that suggest integrating authentic leadership and psychological capital in research, and indicates that both may foster employees' creativity, a crucial resource for helping organizations to face competitive challenges, take advantage of business opportunities, and improve organizational effectiveness.     

高职院校大学生心理社团建设与管理探析

大学生心理社团作为学校心理健康教育三级网络工作体系重要组成部分,是高职院校开展大学生心理健康教育的重要助手。本文从大学生心理社团的设置、组织架构、成员管理等方面对高职院校大学生心理社团的建设与管理作了初步的探讨。     

创业型领导对追随者创造力的影响

采用201位领导者-追随者调研数据,以组织支持理论为基础,从工作情境和非工作情境两条路径,分析创业型领导通过工作激情和心理脱离对追随者创造力的影响机理,同时探究内隐追随对两条路径的调节效应。结果表明：创业型领导对创造力有显著正向预测作用,工作激情与心理脱离在创业型领导和创造力之间起中介作用。内隐追随在创业型领导与工作激情的情境路径中,以及在创业型领导与心理脱离非工作情境路径中均起正向调节作用,同时,内隐追随也调节工作激情和心理脱离的中介效应。研究结果揭示了不同情境传导机制下,创业型领导对追随者创造力正向作用的一致性,也丰富了创业型领导个体层面后果变量研究。     

基于累积Logistic模型的居民通货膨胀异质性感受的因素研究

通过调查问卷获取居民的通货膨胀感受及相关的个人特征等数据,运用累积 Logistic 模型,从心理层面和外部信息层面考量影响居民通货膨胀感受异质性的因素。结果表明,收入满意程度、食品价格、房租价格以及促销手段等是导致我国居民通胀感受异质性的主要因素。鉴此,政府应该提高收入满意度、稳定物价以及调节房价,以期降低通货膨胀感受的异质性。