Antecedents of mentoring: Do multi-faceted job satisfaction and affective organizational commitment matter?

This study examines the relationships between work attitudes, willingness to mentor and business-to-business salesperson mentoring support. Results provide evidence that individual directed organizational citizenship behavior (altruism) and willingness to mentor may not share as many antecedents as the literature conceptualizes. Willingness to mentor is a strong predictor of serving as a mentor and mentors most willing to mentor provide protégés with the greatest vocational, psychosocial and role modeling support. The findings raise concerns regarding the applicability of organizational citizenship behavior theory as a framework for understanding why employees mentor.     

Organizational communities of practice: Review,analysis, and role of information and communications technologies

Information and communications technologies (ICTs) play a key role in supporting Communities of Practice (CoPs). A review of the extant literature reveals six factors that facilitate or constrain the development, sustenance, and effectiveness of CoPs that, in turn, enable generative and degenerative structures and behaviors that affect epistemic environments within Organizational Communities of Practice (orgCoPs). OrgCoPs are accepted as beneficial organizational learning structures and need to be deliberately designed and cultivated. The materiality of ICTs that is used to support orgCoPs may play a role in supporting or opposing seeding structures. The literature review further reveals five material properties that describe the relationship between the orgCoPs and the technologies used to support it. We argue that these distinct but intersecting properties are germane to understanding the role that ICTs play in supporting orgCoPs and propose that the future work on orgCoPs could be nuanced if examined through the lens of ICTs’ materiality.     

Factors affecting employee willingness to report customer feedback

Effectively capturing consumer feedback can help organizations swiftly react and improve the quality of their service processes and delivery systems. In most organizations, frontline employees are a vital source of customer feedback as they interact with customers frequently and intimately. Thus, the current paper seeks to understand the factors influencing employee willingness to report customer feedback up the organizational channels of communication. The conceptual model was tested empirically using data collected from major chain restaurants in Taiwan involving 332 frontline employees. A hierarchical regression analysis was used to test the hypothesized model. The obtained results demonstrate the impact of service climate, perceived organizational support, and internal locus of control on frontline employees’ willingness to report customer feedback.     

Three country study: impact of support on employee attitudes

This study examined the mediating effects of perceived organizational support and affective commitment in the relationships among perceived supervisor support, organizational citizenship behavior (OCB) (individual and organizational), and turnover intentions. The proposed relationships were tested by conducting the same study involving restaurant employees in three different countries – India, USA, and South Korea. The mediating effects of perceived organizational support and affective commitment between perceived supervisor support and turnover intentions were found to be consistent across the three countries. However, the relationships among OCBs differed. While affective commitment was significantly related to both OCBs in the South Korean sample, affective commitment was significantly related only to OCBs towards organization in the US sample, and neither relationship was found to be significant in the Indian sample. This study helps to explain how contextual factors influence responses to each study variable and the proposed relationships.     

多渠道零售商线上线下营销协同研究——以苏宁为例

结合了实体门店与在线商店的多渠道零售模式已经成为全球零售业发展的趋势,但多渠道零售商线上线下协同效应与稀释效应并存,如何通过营销协同实现渠道整合成为零售领域研究的热点问题。本文以苏宁为研究对象,采用规范的案例研究方法对其营销协同策略、影响决策的关键因素以及营销协同绩效进行了深入分析。在案例研究的基础上,以渠道区隔与融合为基准构建了渠道分离、渠道协同、渠道融合、渠道并行四种类型的营销协同战略导向,并以案例分析得出的六个影响因素（消费者特性、成本因素、生命周期、竞争强度、互补性、规模经济）作为自变量,以企业自身因素与外部环境因素作为调节变量,以营销协同绩效作为因变量,构建了线上线下营销协同的理论框架。最后,文章为多渠道零售商的经营管理提供了可操作性建议。     

Differential Mode of Status: Theoretical Perspectives and an Analysis on Its Impact on Employee Engagement

With the gradual deepening of China’s economic reform, “differential mode of status,” which is created by the dual-track employment system in state-owned enterprises, has become a major hindrance for employees’ enthusiasm and initiative in workplaces. Drawing upon the “differential mode of status” theory, this paper firstly explores the internal relationships among “differential mode of status,” employees’ perception of fairness and sense of belonging, and employee engagement. Then the mechanism of “differential mode of status” influencing employee engagement is discussed. Lastly, coping strategies are brought forward based on the actual situation of low work devotion especially in China’s state-owned enterprises.     

Entrepreneurial Orientation and Performance of Chinese High-Tech Firms： The Mediating Role of Organizational Learning and Moderating Role of Firm Life Cycle

The evidence about how entrepreneurial orientation （EO） affects firms＇ performance remains inconclusive. This study joins the research by incorporating organizational learning （OL） as a micro-macro link and by extending empirical work to the largely underexplored context of Chinese high-tech industries. Results from a survey of 252 Chinese high-tech firms demonstrate： （1） entrepreneurial orientation is positively related to firm performance; （2） organizational learning is also positively related to firm performance; （3） organizational learning partly mediates the positive impact of entrepreneurial orientation on firm performance; and （4） high-tech companies in the start-up and growth stage are likely to demonstrate stronger linkages in the EO-OL-performance relationship than in mature stage, which shows that the EO-OL-performance relationship is moderated by firms＇ life cycle.     

加强党风廉政建设的实践

坚持中心组学习 ,增强廉洁意识和党性意识。坚持组织生活制度 ,加强党内监督。加强制度建设 ,发挥制度的保证作用。     

员工离职因素的三维分析

随着知识经济社会的到来,人才成为决定企业经营成败的关键,如何吸引人才、培养人才和留住人才成为了人力资源工作的重点,同时在经济生活中也普遍出现了跳槽现象。针对这一现象,笔者认为员工的离职不是单纯的个人原因所致,同样也不是组织单方面造成的,它是由社会、组织和个人共同作用的结果;又通过问卷调查和访谈,对此问题作了进一步分析和探索,同时结合已有的研究成果对员工离职因素从社会、组织和个人3个角度进行了描述,希望会对企业管理有一定的参考意义。     

解读西方“定量宽松”政策与中国的对应

继2009年3月12日瑞士央行入市干预瑞士法郎加速“货币贬值”后,3月18日关联储宣布购买3000亿美元长期国债和1．25万亿美元抵押贷款证券,就此西方进入了“定量宽松”货币政策时期。为应对西方“定量宽松”货币政策的出台和加快国际货币体制的改革,中国人民银行行长周小川提出的在国际货币基金组织（IMF）现有的特别提款权（SDR）基础上,构建“超主权国际储备货币”的建议在经济学界引起了广泛的热议。