Fueling the intrapreneurial spirit: A closer look at how spiritual leadership motivates employee intrapreneurial behaviors

This study enriches the hospitality literature by testing a theoretical model on the direct and indirect (via psychological empowerment) relationships between spiritual leadership and intrapreneurial behaviors among hotels' frontline employees. The study also tests the moderating role of work centrality in these relationships. Using time-lagged data from 204 employees and 48 supervisors in 48 hotels, our results show that spiritual leadership is positively associated with frontline employees' psychological empowerment, which in turn increases intrapreneurial behaviors. We also find evidence that work centrality increases the strength of these positive relationships. Our results thus provide new insights on how spiritual leadership motivates hotels’ frontline employees to depart from customary ways of performing their jobs, towards seeking new opportunities to create value for the organization. We suggest that managers, through their vision, altruistic love and faith, can indeed inspire feelings of empowerment among frontline employees and encourage them to engage in intrapreneurial behaviors.     

The effect of psychological capital on conflicts in the work–family interface,turnover and absence intentions

Using Conservation of Resources (COR) and congruence theories as the theoretical underpinnings, the present study develops and tests a research model that investigates the impact of psychological capital (PsyCap) on work–family conflict, family–work conflict, and turnover and absence intentions. The model also examines the effects of two directions of conflict on these employee outcomes. Self-efficacy, hope, optimism, and resilience are the components representing PsyCap. Based on data obtained from frontline hotel employees with a time lag of two weeks in three waves in Romania, the results suggest that PsyCap mitigates work–family conflict, family–work conflict, and turnover and absence intentions. The results further suggest that PsyCap influences the aforesaid employee outcomes indirectly through family–work conflict. However, work–family conflict has no bearing on these outcomes. Theoretical and practical implications are discussed in the study.     

多因素影响下的最优年金化时间决策

长寿风险是退休计划中易被低估的风险因素,这类风险因人类寿命的不断延长而快速增大。养老年金具有规避长寿风险和提高消费者效用的双重价值,在养老保障中具有重要的作用。本文系统考虑退休计划中消费者的寿命风险和遗赠需求,讨论年金投资中的最优年金化时间决策,通过构建单周期的最优年金化时间选择模型,分析了消费者在整个退休计划中如何进行年金投资这一多期决策问题。本文最后展示了不同参数设置下的计算结果,以说明消费者的遗赠需求强度与风险厌恶特征、年金管理费率、年金收益与风险水平等因素对最优年金化时间的影响。     

Psychological Points of Equilibrium in Asset Valuation During Market Bubbles

This paper presents the concept of psychological point of equilibrium (PPE), which is a mental state achieved by average investors when trying to make decisions during market bubble's inflationary stages. The PPE results from an interplay between agents acting in a volatile market that is characterized by predatory behaviors. Prior to the 2008 subprime crisis, average investors are assumed to have displaced their logical PPEs in large part as a consequence of their attraction towards predatory mortgages and teaser rates. A better understanding of average investor's vulnerabilities may help governments to implement more efficient measures aimed at curving predatory behaviors.     

差异化变革型领导对员工创新绩效的跨层次影响

基于社会信息加工理论,探讨差异化变革型领导对员工创新绩效的跨层次影响,尤其是员工心理安全感的中介作用及团队差错管理氛围的调节作用。采用配对式调查问卷,以74名领导和264名下属为样本,建立层级线性模型。结果发现:①团队一致性变革型领导对员工创新绩效具有显著正向影响,个体差异性变革型领导对员工创新绩效具有显著负向影响;②心理安全感分别在团队一致性变革型领导、个体差异性变革型领导与创新绩效间起部分中介作用;③团队差错管理氛围不仅正向调节团队一致性变革型领导与心理安全感间的正向关系,还正向调节个体差异性变革型领导与心理安全感间的负向关系。     

基于员工心理契约的组织职业生涯管理

在人才竞争日益激烈的今天,职业生涯管理作为一种相对长久的激励措施越来越多地成为国内企业吸引人才、激励人才、留住人才的重要手段.由于组织职业生涯管理的内容和心理契约中员工感知的组织责任有许多一致的地方,所以作者认为可以通过有效管理员工不同职业生涯阶段的心理契约达到职业生涯管理的目的.从这个角度出发,作者提出了具体的管理措施,包括:建立有效的信息沟通渠道以明确并引导员工的心理契约,采用多样化激励方式以满足不同职业生涯阶段员工的心理契约以及抓住不同职业生涯阶段员工需求的核心以更好地管理其心理契约.希望这些措施能够帮助企业更好地管理员工的职业生涯,以达到保留和激励员工的目的.     

授权型领导对员工建言行为的影响：心理所有权的中介作用

以221份领导-员工配对问卷为样本,从心理所有权的视角,研究了授权型领导对员工建言行为的影响及作用机制。结果发现：授权型领导通过心理所有权的中介作用正向影响员工建言行为,且组织心理所有权和工作心理所有权的中介作用不同,组织心理所有权在授权型领导对自身工作相关建言和非自身工作相关建言的影响中均有中介作用,而工作心理所有权只在授权型领导对员工自身工作相关建言的影响中有中介作用。研究结果丰富了授权型领导与建言行为的中介机制,为管理者提升员工组织和工作心理所有权、有效激发员工建言行为提供了重要的理论支持。     

从东航事件看企业与员工心理契约

在企业的管理过程中,通常将目光集中在书面契约上面,而忽视动态变化的心理契约。在近期发生的东方航空事件中,不难发现因为心理契约违背而导致劳资关系紧张的影子。运用心理契约管理飞行员,将有效缓和目前频繁跳槽引致对我国航空事业发展的冲击。     

城市滨水景观设计中人的心理需求

城市滨水景观是现代环境设计中的一个重点,而环境与人是在相互影响中共存的.环境会对人产生心理影响,另外人的心理需求也对环境提出了要求.同一景观对不同的受众会产生不同的心理体验,不同年龄阶段、不同层次,身份的人对景观有不同的需求.因此研究不同人群对城市滨水景观的心理需求在项目设计中有一定的实用价值.     

高新技术企业知识型员工流失风险管理——基于心理契约的视角

随着知识经济的发展,作为核心人力资本的知识型员工越来越成为高新技术企业持续竞争优势的关键来源。但是,目前许多高新技术企业的知识型员工跳槽或离职频繁,给公司造成了巨大损失。从心理契约的角度探讨了知识型员工流失的原因,并从隐性流失和显性流失两个角度分析了流失的风险,最后从管理模式柔性化、组织文化人本化、激励机制动态化和职业生涯发展科学化等方面提出了具体的对策。