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101.
Xu Huang Simon C.H. Chan Wing Lam Xinsheng Nan 《International Journal of Human Resource Management》2013,24(7):1124-1144
We examined the joint effect of LMX and emotional intelligence (EI) on burnout and work performance. Results based on data collected from 493 leader-member dyads in the call center of a large Chinese telecommunication company indicated that LMX was negatively related to burnout, yet was not significantly related to objective work performance. Moreover, we examined the effects of the four dimensions of EI (self-emotion appraisal, other-emotion appraisal, use of emotion, and regulation of emotion) on burnout and performance, and found that burnout mediated the link between use of emotion and work performance. Results also showed that LMX was associated with burnout and work performance more strongly for service workers with lower levels of self-emotion appraisal. More surprisingly, the link between LMX and work performance was stronger for service workers with higher levels of use of emotion. 相似文献
102.
Christina Sue-Chan Marie T. Dasborough 《International Journal of Human Resource Management》2013,24(7):1267-1292
Investigation of the cultural factors that may influence the employment decisions of managers is of increasing importance in the global business environment. The purpose of this research is to examine whether particularistic ties based on friendship influence hiring practices in relation-based (Hong Kong Chinese) and rule-based (Australian) cultural contexts. Three studies were conducted to examine this research question. Results indicate that friendship-based particularistic ties, specifically guanxi and mateship, can influence hiring decisions in both relation- and rule-based cultural contexts. The results of the studies have implications for human resource managers with regards to staffing organizations operating in different cultural contexts. 相似文献
103.
苏中南地区城市经济联系网络结构对比分析 总被引:1,自引:0,他引:1
基于城市中心职能强度和城市间经济联系强度级别的划分,文章提出构建区域城市经济联系网络的方法。借鉴社会网络分析方法,设置指标刻划区域城市经济联系网络的结构特征,以反映区域城市空间组织特征和经济一体化的宏观状况。用pajek软件生成了江苏省苏南和苏中地区的经济联系网络,并对指标进行了对比分析。 相似文献
104.
本文通过实证分析,考察了团体规模、动态激励、社会链接三个重要因素对团体贷款的影响。结果表明:团体规模对团体贷款效率的影响并不显著,较大的规模更易诱发道德风险,但能降低团体总体风险;动态激励对团体贷款的有效运行具有重要作用;社会链接对团体贷款效率具有重要影响,强的社会链接可以诱致更高但不够稳定的还款意愿。 相似文献
105.
Why Firms Engage in Corruption: A Top Management Perspective 总被引:2,自引:1,他引:1
This study builds upon the top management literature to predict and test antecedents to firms’ engagement in corruption. Building
on a survey of 341 executives in India, we find that if executives have social ties with government officials, their firms
are more likely to engage in corruption. Further, these executives are likely to rationalize engaging in corruption as a necessity
for being competitive. The results collectively illustrate the role that executives’ social ties and perceptions have in shaping
illegal actions of their respective firms. 相似文献
106.
Probing into the incidence of job displacements during the 1997–99 recession period, this study offers theoretically grounded micro‐causal explanations for regional ties and regional discrimination in South Korea. Our statistical analysis reveals the significant impact of a worker's birth region (the basis of regional ties and discrimination) on the layoff process. Native Kyongsang workers are found to have faced higher rates of layoff in Seoul‐Kyongki regional firms than native Jolla workers during the recession period. The Kyongsang–Jolla layoff rate gap is mainly due to differential treatment rather than a difference in observable characteristics. The findings suggest that the problem of regional ties and regional discrimination is more deep‐rooted and widespread in South Korea than previously reported. 相似文献
107.
人本管理的产生及其在科学管理中的作用 总被引:1,自引:0,他引:1
企业文化是一种现代企业管理理论,就是以人的管理为中心,把员工积极性充分调动起来,科学地组织起来,以提高经济效益和社会效益为目的的整体管理方式,它应以人为主体,以价值为核心,以文化为引导,以规章制度为保证,并且突出鲜明的个性。 相似文献
108.
李振跃 《地质技术经济管理》2008,(12):68-71
每个人都有自己的情绪,而由个人所组成的企业自然也有情绪,对企业而言,情绪也是一种资本,这种资本在很大程度上决定着企业的竞争力,促进智力资本作用的发挥、决定企业的性格和企业的人性化程度。员工情绪管理机制构建的途径:重视人的复杂性,遵循以人为本的管理理念;善于运用激励机制,激发员工工作的热情;建立员工帮助计划;培训员工个体进行情绪管理的能力和完善员工情绪管理机制。 相似文献
109.
融于过程,精于细节——人力资源管理与情绪管理的新结合 总被引:1,自引:0,他引:1
随着情绪管理成为人力资源管理的新内容,从人力资源管理过程中各环节为着眼点,重点对情绪管理在人力资源管理中的运用进行了初步的探讨;并且对组织内影响情绪的因素及情绪管理的方式进行了简要归纳。最后,讨论了将情绪管理融于人力资源管理过程中的必要性及意义,认为有效的情绪管理将成为企业发展的催化剂。 相似文献
110.