The impact of supervisor interpersonal justice on supervisor-directed citizenship behaviors in social enterprises: a moderated mediation model

Abstract

While prior research has examined the strategic role of social enterprise managers in the achievement of a double economic and social performance objective, a clear understanding of the supervisors’ role in fostering employees’ attitudes and behaviors is still lacking. To address this gap, our paper aims to examine the impact of supervisor interpersonal justice on supervisor-directed citizenship behaviors by developing a moderated mediation model. Survey data were collected from 196 supervisor-subordinate dyads employed in diverse French social enterprises. Our results show that psychological contract breach mediates the supervisor interpersonal justice – supervisor-directed citizenship behaviors relationship. Further, employees’ prosocial motivations moderate this indirect effect. Our research provides insight into the mechanisms of social exchange relationships in social enterprises. In a practical perspective, it also demonstrates that the development of an effective HRM in social enterprises requires the implementation of specific training and development programs for managers.     

The persistence of distance? The impact of technology on MNE motivations for foreign investment

Why do firms go abroad when technology makes it possible to do business at a distance? We argue that the cost of distance differentially affects investment motivations across industries. We find support for this hypothesis in a study of U.S. inward and outward FDI. Knowledge seeking and efficiency seeking are the two most important explanations for international activity in information‐intensive industries, reinforcing the value of intangible resources in this sphere. In less information‐intensive industries, market seeking and the search for low‐cost export platforms are the dominant motivations for FDI. An important implication for the current debate on offshoring is that inward FDI flows into the United States occur in high‐ rather than low‐paying industries, and are of the knowledge‐seeking variety, while outward flows are driven by the search for efficiency and markets. Copyright © 2005 John Wiley & Sons, Ltd.     

Supervisory hotel employee perceptions of management careers and professional development requirements

Attracting and developing top flight management personnel for hotel companies is a continuing challenge. In many instances, such organizations fail to capitalize on the benefits of drawing such management recruits from within the ranks of their existing supervisory staff. This resource represents a potentially valuable source of condidates with a solid appreciation of how the company operates. However, this approach to management staffing is not without its own particular barriers. While many supervisory staff may have interest in management positions, they frequently are hesitant about making such career shifts. This hesitancy may be related to such factors as limited awareness of management opportunities and job requirements; perceived inability to perform such work; actual qualitative and technical characteristics of the job; and a lack of encouragement from within the organization. This paper provides insights into some of the critical factors necessary for attracting and developing supervisors for management positions. This is accomplished by surveying hotel supervisors with respect to their perceptions of management work in the hotel industry. By identifying these perspectives, the report suggests how hotel organizations may be able to modify their current in-house management recruiting systems so as to attract and nurture top flight supervisory personnel for management careers.     

Deal Size,Bid Premium,and Gains in Bank Mergers: The Impact of Managerial Motivations

Do mergers with greater target relative to acquirer size create more value than mergers with smaller relative sized targets? Do larger bid amounts represent wealth transfers from acquirers or do they signal greater expected merger gains? We hypothesize that the relations among aggregate merger gains, relative size, and bid premiums are asymmetric across mergers made by value‐enhancing versus value‐reducing managers. We use a large sample of bank mergers to test these predictions and find that the value response to different explanatory variables is asymmetric. Our findings provide new insights into how the market values merger bids.     

From leisure to labour: towards a typology of the motivations,structures and experiences of work-related blogging

Beyond a purely social activity, mode of leisure or form of escape, blogging is an increasingly important form of labour that is becoming central to many jobs, occupations and forms of self-employment. Yet, the labour dynamics of blogging remain poorly understood and articulated. To address this gap, this paper presents a novel typology of work-related blogging based on the integration of existing knowledge, an in-depth qualitative analysis of 10 blogs and 1,304 blog posts and a ‘total social organisation of labour’ framework. It contributes to the sociology of work by unpacking and nuancing our collective understanding of the relationships between blogging, labour market mobility and labour market trends such as the fragmentation of work, the heightened significance of unpaid labour and new forms of resistance and solidarity in the digital age.     

Examining the Relationships among Motivation,Service Quality and Loyalty: The case of the National Museum of Natural Science

This study explores causal relationships between push and pull motivations, perceptions of service quality and loyalty intention, and examines the moderating role of membership status in the National Museum of Natural Science, the largest museum in Taiwan. Data were collected from 405 paid admission visitors, with a quota and systematic sampling, from two stages of pre- and post-visit corresponding with two questionnaires. The results demonstrate that push and pull motivations impact on service quality perceptions, which in turn influence museum loyalty; the effect of pull motivation on service quality perceptions in the nonmember group was stronger than in the member group; the effect of service quality perceptions on loyalty in the member group was stronger than in the nonmember group. Museum managers could tailor and advertise existing museum products and services to different types of visitors; assuring the museum's continued operation and success.     

Why Do Consumers Stay When Things Are Bad and Leave When Things Are Good?

The study seeks to identify and classify motives for customers leaving when things are good and motives for staying when things are bad. Thus, this study identifies reasons for remaining in a business relationship when not satisfied. These motives are termed Capture Assistants. The study also identifies reasons for leaving a provider when satisfied. These motives are termed Escape Assistants. The critical incident technique was used to gain insights. A total of 219 incidents were classified. The results reveal that Capture Assistants hinder customers from leaving because they manifest themselves as fears of loss. Conversely, Escape Assistants motivate satisfied customers to leave because they promise gains. Managerial implications are outlined.     

国内外老年旅游研究综述

随着世界人口老龄化趋势的加剧,老龄化成为世界各国共同关注的焦点.老年旅游也吸引了越来越多学者的注意,围绕老年旅游动机、老年旅游决策和行为影响因素、老年旅游偏好和行为特征、老年旅游市场等领域进行探讨.通过梳理中外老年旅游研究涉及到的学科理论和研究方法,分析国内外该领域现有文献的研究局限,展望其未来可能的发展走向,有助于老年旅游领域研究内容的深入和体系的完整.     

基于需求和供给视角的环境审计动因研究

基于＂受托环境保护责任＂理论从需求和供给的视角分析环境审计动因,以我国环境审计理论研究规模为标本诠释环境审计需求,以我国环境审计结果公告数为标本诠释环境审计供给,以我国环境审计案例为标本诠释环境审计需求和环境审计供给之间的契合关系,研究表明：我国环境审计需求强烈,环境审计实践将更加有赖于环境审计服务的供给能力,而环境审计服务的供给能力受到诸多因素的影响;目前,大幅度提升环境审计服务供给能力是推进我国环境审计实践的关键所在。