When competency-based pay relates to creative performance: The moderating role of employee psychological need

Although competency advocates argue that competency-based pay (CBP) can facilitate the implementation of business strategies and improve organizational performance, few empirical studies on the effectiveness of CBP have been conducted in the workplace. This study examines employees’ perceptions of CBP and their creative performance, along with the moderating role of psychological needs in this relationship. A survey design with a sample of 219 Hong Kong Chinese employees from the hotel and service sectors was adopted. The results support that employee creativity is predicted by both CBP (reward for knowledge and reward for skill) and individual characteristics (need for achievement, need for power). In addition, need for power moderates the relationship between CBP (reward for knowledge and reward for skill) and employee creativity. The implications of the findings and directions for future research are discussed.     

组织支持感与员工创造力——相对组织支持感和情感承诺的影响

从自我提升视角出发,基于社会比较理论与社会交换理论,分析组织支持感影响员工创造力的过程机制,相对组织支持感的调节作用以及情感承诺与创造力之间的曲线关系。基于458份企业员工与主管的配对样本,研究结果表明：相对组织支持感显著正向调节了组织支持感与情感承诺之间的关系,情感承诺与员工创造力呈显著的倒U型关系,情感承诺在组织支持感与创造力关系之间起到了瞬时中介作用。研究结果拓展了对组织支持感的影响机制及其边界条件的分析,深化了情感承诺与员工创造力关系的检验。     

文化创意产业发展的条件与价值创造机理分析

文化创意产业是现代服务业中集文化性、原创性和技术性为一体的高端服务业,目前在我国处于产业发展的初始阶段。在与其他产业协同发展的过程中,文化创意产业要以人才和高新技术为支撑,在资本投入、传统文化挖掘的基础上充分激活创意产品的市场,需要有效的知识产权保护为前提,才能得到良好的发展。文化创意产业之所以成为无界限产业,是因为其独特的价值创造机理,即：价值链的横向化增值、持续重复出新、获取异质竞争利润、促使产业转型从而创造新的利润空间。     

Leadership,Creative Problem‐Solving Capacity,and Creative Performance: The Importance of Knowledge Sharing

This article presents two studies that examine whether leader supportive behaviors facilitate knowledge sharing and employee creative problem‐solving capacity, thereby enhancing creative performance. The findings from both studies indicate that leader supportive behaviors are directly and indirectly related, through both internal and external knowledge sharing, to employee creative problem‐solving capacity. In addition, creative problem solving was related to the two dimensions of creative performance—fluency and originality. However, a test of the mediation model indicated that creative problem solving only mediated the relationship between internal knowledge sharing creative performance and originality. These findings highlight the complex process by which leaders facilitate both internal and external knowledge sharing and employee creative problem‐solving capacity, thereby improving employee creative performance.     

Measuring Employee's Creativity: A New Theoretical Model and Empirical Study for Tourism Industry

Based on the componential theory of creativity, this research built and tested a new theoretical model that links the 4P model (people, product, place, and process) with creativity via several intervening variables. Survey data and two-step structural equation modeling were used to evaluate a sample of 338 employees surveyed from 57 tourism and hospitality organizations in Taiwan. As anticipated, we found that people (e.g. personality) positively affected place (e.g. organizational environment and participation) and creative process (e.g. data collection, idea generation, and confirmation), which in turn influenced product outputs of creativity and satisfaction.     

高职教育之文化创意人才培养浅析

文化创意产业正处于大发展之际,制约文化创意产业发展的主要是各类文化创意人才的缺乏,高职教育作为文化创意人才培养的重要途径和方式,本文结合笔者工作实际,对高职教育阶段如何培养符合文化创意产业发展所需的应用型人才提出一些设想和建议。     

THE KNOWLEDGE INHERITANCE THEORY OF DISTRIBUTIVE JUSTICE

This article criticises the 'knowledge inheritance theory of distributive justice' presented by Gar Alperovitz and Lew Daly in their Unjust Deserts: How the Rich Are Taking Our Common Inheritance and Why We Should Take It Back; Wealth and Inequality in the Knowledge Economy (New York: The New Press, 2008). The authors claim that since innovation depends far more on accumulated knowledge than on any individual's contribution, most resulting wealth is deserved equally by all members of society. Their redistributive conclusion is not justified. Illegitimately applying the concept of justice to contexts where it is at best metaphorical, the 'knowledge inheritance theory' massively undervalues the role of individual intellectual activity, and relies on confusions concerning the nature of society, rights, causality, and gifts.     

符合当代人生活方式的茶具价值指标深析

中国茶叶品类繁盛,且在品饮中,特别讲究色、香、味、形,因此需要一系列能充分发挥各类茶叶特质的器具,这就使得中国的茶具异彩纷呈。无论是造型的优美,质地的精良,都有它的独到之处。中国茶具构成了中国茶文化不可分割的重要组成部分。     

Employee creativity trumps supervisor-subordinate guanxi: Predicting prequitting behaviors in China's hotel industry

This study aims to explore the moderating roles of supervisor-subordinate guanxi and employee creativity in the perceived organizational support-organizational commitment-turnover intention link in the Chinese hotel organizations. Using a matched sample of 85 supervisors and 249 subordinates from 13 hotels in Shenzhen, China, we found that both supervisor-subordinate guanxi and employee creativity altered the relationships of perceived organizational support, affective commitment and employee prequitting behaviors. A significant conditional direct effect of perceived organizational support on prequitting behaviors was moderated by low supervisor-subordinate guanxi. Furthermore, a significant conditional indirect relationship between perceived organizational support and prequitting behaviors was found at high employee creativity. Moreover, interactive effect of affective commitment and employee creativity exerted a significant negative effect on prequitting behaviors. Findings shed light on the changing traditional values in modern management practices and the conditions under which organizations can improve employee retention. Theoretical and practical implications for talent management are discussed.