组织内员工关系与知识共享——基于工作关系与私人关系区分视角的实证分析

较正式的工作关系和非正式的私人关系是组织内员工间的两类基本关系,然而现有研究在探讨员工关系与知识共享间关系时,很少对这两类关系加以区分,对它们与员工知识共享间的作用机制缺乏足够的解释,文章对这一问题进行了初步探讨。在理论分析基础上,构建了员工工作关系、私人关系与知识共享间关系的概念模型,并讨论了作为情境变量的组织知识管理战略对上述关系的影响。基于问卷调查数据,对上述理论模型进行了实证检验,研究发现:工作关系和私人关系对员工知识共享都有显著的正面影响;工作关系在私人关系和员工知识共享间发挥中介作用;"人"导向的知识管理战略在私人关系和工作关系间发挥正向调节作用,并通过工作关系的中介作用对员工知识共享产生影响。最后,探讨了实证分析结果的理论意义和实践启示,并指出了进一步研究的方向。     

Where do international board members come from? Country-level antecedents of international board member selection in European boards

In this paper, it is argued that boards internationalize by recruiting international directors in order to increase companies’ performance. However, increasing nationality diversity on a board can be costly considering that it potentially creates cooperative problems on a board due to fault-lines and separation processes. As a result, boards will prefer international candidates who are more similar to themselves on a variety of ‘distances’. Based on data collected regarding 5683 board members of 361 companies from 15 countries in 2005–2007, we discover that the greater the distance (cultural, institutional and geographical) between the candidates’ and the companies’ country-of-origin, the lower the fraction of board members of that nationality on boards. Subsequently, it is argued that historical ties between countries play a ‘distance compressing’ role and partially compensate for the effects of distance. A colonial tie between countries will make recruitment of these particular nationalities more likely than others.     

传统民间造物艺术情感化设计反思水平的思考

反思水平的设计是情感化设计的最高层次,其核心是文化。传统民间造物艺术所包含的自然观、器物观、人际观蕴藏着中国传统文化的智慧和精髓,构成了中国传统文化稳定的内核,并与当代设计中的＂以人为本＂、可持续发展、适度设计、高情感满足和人格化设计等设计理念遥相呼应,且意义更加深广。研究传统民间造物艺术的文化内涵,对于拓展和丰富当代设计理论,提升反思水平情感化设计品质,推进中国本土化设计风格的形成,均有着重要的现实指导意义。     

Conceptualizing and validating organizational networking as a second-order formative construct

Based on an existing conceptualization in the literature, this study operationalizes the construct of organizational networking, through a rigorous two-stage scale construction and validation process. Organizational networking refers to firm behaviors, i.e. the activities/routines/practices, which enable an organization to make sense of and capitalize on their networks of direct and indirect business relationships. We conceptualize the measurement model as a second-order formative construct with four first-order reflective constructs based on a four-dimensional view of organizational networking comprising information acquisition, opportunity enabling, strong-tie resource mobilization and weak-tie resource mobilization. The scale validation was undertaken at the first- and second-order levels. The result confirms the four distinct first-order measurement models. At the second-order level, a MIMIC (multiple indicators and multiple causes) model was employed to assess the validity of the formative measurement model. The results suggest that all four components significantly contribute to the overarching construct of organizational networking, with strong-tie resource mobilization being the most important contributor. Thus, our operationalization confirms the uniqueness of the different dimensions of organizational networking that should be configured as a strategy of sensing and seizing opportunities in the network. The organizational networking scale will provide future research with a basis to explore different strategic patterns of networking behaviors in varying contexts, and its role in relation to other organizational behaviors and outcome variables, such as firm performance.     

Does hospitality diversity education make a difference in undergraduate students’ emotional intelligence

Soft skills are typically referred to as the attributes exhibited or contained by an individual that display his/her ability to interact with others. Two types of soft skills that are often discussed within the hospitality industry are diversity awareness and emotional intelligence. Diversity may be explained or defined as a state of unlikeness, the conditions of being different, and all things that make us different. Areas where differences may exist include race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political affiliation and emotional reaction. Emotional intelligence (EI) has been defined as the ability to perceive, understand, regulate, and harness emotions in the self and others. How one deals with emotion is one characteristic that varies from culture to culture. Research has shown that EI may be a contributing factor in a moment of truth being considered a failure or success. The purpose of this study was to examine if undergraduate student EI scores change after completing a diversity issues course. Students completed the Assessing Emotions Scale on the first class day. At the conclusion of the 15-week course covering approximately 20 diversity issues concepts students completed the same EI assessment. Paired sampled t-testing was conducted to determine whether mean differences existed when comparing post and pre-course scores. Results of this study suggest that certain components of EI are significantly changed after taking the diversity issues course.     

Development and transformation of collaborative networks in events

This study examines the mechanisms by which and the reasons that leaders of non-profit organizations transform interorganizational collaborative networks through event attendance. Drawing from a two-wave survey, this study examines the interorganizational networks of 30 individuals who participated in both waves, along with the reported activities of 121 individuals who participated in the second wave of the survey. This mixed methods study found that events transformed participants’ weak ties into strong ties and promoted development of collaborative networks. Further, the study found that participants’ motivations for attending the event and following up with contacts afterward focused on sharing resources and deepening connections. Implications for understanding how events promote formation and transformation of collaborative networks are discussed.     

Community in a recreational setting

Abstract

The loss of community and of traditional communal ties characteristic of modern industrial society has caused many people to search for alternative sources of social identification and solidarity. Recreational sites may afford some people opportunities for constructing communities on the basis of common interests. As part of an ongoing investigation, data have been gathered over several years to discover whether elements of community can be found in a marina's social system; evidence is being sought through examination of patterns of social interaction, the system of social ranking, and ties of affection that characterize the marina's social network. Data reveal a social organization at the marina comprising subgroups with complex interaction patterns, affective ties, and communal solidarity. It appears, therefore, that at this recreational site the structure and dynamics of an alternative form of community have been constructed by boaters.     

企业员工组织承诺和工作绩效的相关研究

本研究以浙江绍兴某集团下属的5个子公司的320名企业员工为研究时象,根据调查问卷数据,分析发现:在规范承诺与继续承诺方面,不同学历和工龄员工具有显著差异.在情感承诺方面,不同工龄的员工显著差异.学历显著影响着人际互动、职业道德与工作效能.不同工作地点员工在规范承诺、继续承诺之间差异显著,但是与情感承诺无关.工作地点与工作绩效的各个维度都有显著差异.组织承诺各维度与工作绩效各维度之间存在显著相关.本文还尝试分析了增强企业员工情感承诺和规范承诺以提高员工工作绩效的相应措施.     

Does emotional labor moderate customer participation and buying?

Two studies examined whether employees’ emotional labor as perceived by customers, moderates the relationship between customers’ participation and money spent. In Study I, 30 in-depth interviews were conducted with customers to examine participation during shopping as well as customers’ awareness of their service employees’ behaviors. The interviews revealed two types of customer participation: emotional engagement and physical effort. Based on Study I, Study II investigated 114 customers, and the moderating role of perceived employees’ emotional labor on the relationships between customer participation and spending money. Even when customers were highly involved in the purchasing process, they spent less money when they observed employee inauthenticity as manifested in Surface Acting. However, Deep Acting positively moderated the relationship between customer participation and spending money. These findings help shed light on the circumstances in which customer participation is strengthened (leading to greater spending) or weakened.     

改善富士康科技集团员工心智模式的基本路径

剖析了富士康科技集团员工跳楼事件的本质,总结出富士康员工的心智模式并分析其成因,提出了完善富士康员工心智模式的五条通路,即培养员工良好的性格、建立有效的沟通渠道、拓展人才策略与晋升空间、推行员工援助计划和在实践中努力提升情商。