Does best practice HRM only work for intrinsically motivated employees?

The purpose of this study was to explore the relationships between perception of multiple best practice HRM and employee outcomes. Four cross-sectional surveys from different Norwegian service organizations of a total of 838 employees showed that several relationships between perceived empowerment and perceived information sharing and employee outcomes were moderated by intrinsic motivation. Implications for practice and directions for future research are discussed.     

Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices

To learn more about the role of line managers in the implementation of HR practices, we propose and test a model of line managers' perceptions of enabling HR practices on the one hand and employee outcomes on the other. In a field study of 89 line managers and 631 employees, we observed that the relationship between line managers' perceptions of enabling HR practices and employees' intrinsic motivation, affective organizational commitment, and turnover intention was mediated by employees' perceived supervisor support. Line managers' perceptions of enabling HR practices, in turn, were predicted by line managers' perceived quality of the HR training they received. Theoretical and practical implications and directions for future research are discussed.     

Reaching the boiling point: Consumers' negative affective reactions to firm-attributed service failures

While anger is the dominant affective reaction following service failure, little research focused on its potentially damaging effects. Our study examines the impact of anger and related negative affective states on evaluations and behavior following firm-attributed service failure. Gender's moderating role in shaping these consequences is also studied. Scenarios involving failures in a bank and a retail store are used. Overall, angry customers are less satisfied, give lower service evaluations, have higher perceptions of injustice, and give weaker ratings of corporate image. Angry customers also less likely spread positive word of mouth and more likely complain, exhibit negative repurchase intentions, and engage in third-party action. Related negative states differentially impact cognitive evaluations and post-purchase behavior with anger (rage) being the most important predictor in a bank (retail) setting. As the intensity of the negative affective state increases, customers more likely engage in effortful consequences. Gender of the customer and the service employee play minimal roles influencing evaluative and behavioral outcomes.     

情感计算与数字经济高质量发展的知识图谱分析

情感的识别和理解是类人智能机器的核心功能之一,并在数字经济高质量发展过程中发挥着愈发重要的作用。现阶段,针对人的情感做出智慧、灵敏、友好反应的计算系统正在多领域实现应用,计算机的拟人化程度不断提升,带来了人机共存社会交互模式的创新变革,形成了新的需求增长点,对经济社会发展产生了巨大的拉动作用。文中系统阐释情感计算与消费转型升级、制造业数字化转型、数字经济治理的关系。通过中国知网检索CSSCI期刊中关于“情感计算”与“数字经济”在2014—2021年发表的文献,发现近年来发文量呈现显著增长态势,研究的重心从核心技术驱动逐步转向应用场景驱动,更加侧重于问题导向和需求导向。从情感计算与数字经济高质量发展的内在逻辑出发,总结了通过情感计算技术和应用,有效促进中国数字经济高质量发展的政策建议。     

大学生语言焦虑与学习成绩关系的实证研究

影响外语学习者学习的心理因素是多方面的,包括学习兴趣、认知方式、人格因素和焦虑感等.在诸多的因素中,焦虑感应该是值得我们研究的重要因素之一.研究发现,焦虑对学习者的外语成绩往往产生负面的影响,其影响程度和表现形式针对不同的学习者群体亦有所不同.     

Environmental corporate social responsibility and the strategy to boost the airline’s image and customer loyalty intentions

This study aimed to uncover the role of an airline’s environmental corporate social responsibility in conjunction with building loyalty intentions of its customers while considering the mediating impact of its brand image, love and respect, as well as the moderating effect of environmental concerns. Our results from the structural analysis showed the salient role of environmental corporate social responsibility in determining loyalty intentions, and it was also a significant contributor to improving brand image, love, and respect that acted as significant mediators. Moreover, the results demonstrated a significant moderating effect of environmental concern on the brand respect and loyalty relationship.     

Accounting students’ perceptions of effective teaching and approaches to learning: impact on overall student satisfaction

This study is concerned with the ways to improve the quality of learning experiences of accounting students. Drawing on the effective teaching and student approach to learning literature, we hypothesise that effective teaching and students’ approach to learning (deep versus surface learning) are two important predictors of the quality of the learning experience. The hypotheses were tested using survey data of second-year undergraduate students enrolled in two core accounting subjects at an Australian university. The data were analysed using the partial least-squares structural equation modelling approach. The study aims to make a useful contribution to theory and teaching practice.     

Being passionate about the mobile while travelling

People interpret the availability of their mobile phone similar to their personal (social) relationships (friends, family, and pets). Hence, mobile phones are appliances that provide continuous functional and emotional support. Also, in the field of tourism, the integrated use of mobile phones is indicated by words such as ‘catalyst’ and ‘travel buddies’, enhancing tourists’ experiences. This study goes one step further by incorporating the concept of passion and affective outcomes of using the mobile phone while travelling. Perceived socialness of the mobile phone significantly effects passionate behaviour and affective outcomes. For practitioners aiming for digital innovation in the field of tourism, these findings provide insight into the development of tailor-made travel-related applications. Furthermore, affective feelings derived from mobile phone usage will be enhanced by effective travel-related applications encouraging the modern tourists while travelling.     

Exploring possible trade‐offs between organisational performance and employee well‐being: The role of teamwork practices

There is growing evidence linking teamwork practices to performance outcomes. However, critics have raised concerns that such outcomes are achieved at the expense of increased job demands and stress among workers. Using large data from a representative sample of British workplaces (N = 4,311 workers in 664 workplaces), this study explores the pattern of relationships between teamwork practices, organisational performance, and employee well‐being. The study draws on a mutual gains model linking teamwork practices to organisational performance via affective commitment, and a conflicting outcomes model associated with high job demands and job‐related anxiety. The study also examines an interactive outcomes model that integrates the mutual gains and conflicting outcomes models. The study reports evidence that the performance gains of teamwork practices may actually come at the cost of increased job demands and job‐related anxiety. Nevertheless, these adverse outcomes tend to weaken at higher levels of affective commitment.