联结强度与技术创新模式：企业间信任的中介作用

关于合作关系对合作创新的影响,现有研究大多局限于单一的社会网络视角,对网络层次的关系特征如何通过双边层次的关系质量影响技术创新模式的过程欠缺机理性认识。结合社会网络、社会资本和知识转移理论,分析网络联结强度、企业间信任以及技术创新模式三者间关系。利用327份来自全国多地的制造及高新技术企业数据,采用结构方程模型检验方法对研究假设进行检验。结果表明：相对于经济型信任,强联结会带来更多情感型信任;情感型信任更有利于渐进式创新,经济型信任更有利于突破式创新;联结强度对渐进式创新的作用是通过情感型信任传递的,而联结强度对突破式创新的作用是通过经济型信任传递的。     

The role of the seven dimensions of job satisfaction in salesperson's attitudes and behaviors

To date, the majority of studies on job satisfaction use either a global measure or the JDI measure. To extend current research, this study uses the seven dimensions of job satisfaction as described by Churchill et al. [Churchill, G.A., Ford, N.M., Walker, O.C. Measuring the job satisfaction of industrial salesmen. J Mark Res 1974; 11 (3): 254-260.] to explore the relationship between job satisfaction, emotional exhaustion, organizational commitment and propensity to leave. Findings suggest that: 1) emotional exhaustion only relates to certain dimensions of job satisfaction and 2) job satisfaction dimensions related to organizational commitment and propensity to leave are not necessarily the same. Overall, this research provides an argument for the use of the seven dimension job satisfaction scale, as opposed to global measures or the JDI measure.     

创新情景下组织情绪形成与转化机制研究

组织层次情绪理论关注近期国际上逐渐兴起的新型情绪研究主题,是对组织层次情绪理论和情绪构面组织能力理论前沿的补充。但目前组织情绪资源传递机制尚未明晰,阻碍了情绪理论深入发展。基于组织情绪能力形成与转化视角,首先结合中国本土文化情境,将组织内领导-成员互动分为角色获得、角色扮演和角色习惯化3个阶段;组织内部场景情绪互动可以分为情绪刺激、情绪认知和情绪反应3个阶段;情绪资源螺旋分为个体单元内、单元间、组织行动体系内、体系间4个阶段和5个阶点;然后进一步从塑造、渗透与转化3条路径分析情绪资源转化为创新智力资源的动态机制;最后,对组织情绪研究结论与启示进行总结,并从前因、测量及文化等方面提出未来研究方向。     

The coopetition paradox and tension in coopetition at multiple levels

This article explores the nature of the paradox inherent in coopetition; that is, the simultaneous pursuit of cooperation and competition between firms, and emanating tensions that develop at individual, organizational, and inter-organizational levels. We dissect the anatomy of the coopetition paradox to discover how it materializes by creating an external boundary (i.e., via unifying forces) and internal boundaries (i.e., via divergent forces). After explaining the coopetition paradox, we distinguish tension from paradox and submit that tension comprises both positive and negative emotions simultaneously, also known as emotional ambivalence. Finally, we recognize that emotional ambivalence in coopetition prevails at different levels, and vary in its level of intensity and persistency in relation to different contexts. We employ illustrative cases to ground our propositions empirically. This article provides understanding on concepts, expects to incite fruitful dialogue, and fuels further studies on inter-firm paradoxes.     

创业激情:情绪视角的创业研究综述

认知角度的创业研究已相当成熟,而情绪视角的研究才刚刚起步,创业激情在创业中的作用备受关注。综述了创业激情的内涵、测量、影响结果、作用机制以及创业激情的来源,发现现有研究还存在以下问题:内涵模糊、测量工具不完善、影响和作用机制缺乏系统性、来源不明确。在此基础上构建了创业激情研究的整合模型,提出采用案例分析方法对个体、团队、组织层面的创业激情进行界定,从激情本质出发,开发新量表,对创业激情的负面效应给予关注,未来研究可探讨创业激情对创业结果中介机制间的交互作用,并根据不同创业类型对创业激情进行跨文化分析。     

Babymoon tourism between emotional well-being service for medical tourism and niche tourism. Development and awareness on Romanian educated women

Health tourism and wellness tourism have become "temptations" with many world markets looking to take advantage of their growing popularity. Babymoon tourism is one of the hottest trends in travel today. The aim of this study is to fill a gap in the research on babymoon tourism by measuring the awareness of, and interest in, this trend in Romania through convenient sampling. The results show that 28% of respondents know "babymoon", but they agree on its positive impact. Our research results emphasize the necessity of promoting babymoons due to the actual trend and because the holiday market has been focused on well-being and promoting the concept of hedonic well-being. Additionally, to promote Romania as a babymoon destination, we must consider that today's consumers are prosumers seeking experiences and emotional wellbeing. Promoting babymoons for emotional well-being can result in two managerial outcomes for Romania: brand identification and intention to revisit.     

Understanding precedents for frontline employee turnover in luxury hotels: Emotional intelligence as a unifying factor

Current turnover research fails to serve the needs of an industry that is long plagued by employee turnover. Existing literature focuses more on evaluating bundles of human resource practices and fail to provide precise and clear guidance for practitioners. This study proposes that emotional intelligence (EI) unifies sufficient individual factors and organizational factors that affect employee turnover and serves as a single significant precedent for turnover. Data were collected from frontline employees at eight luxury hotels. The direct, indirect, and total impacts of employee EI on employee turnover were tested by structural equation modeling and bootstrap tests. The results suggest that EI has significant indirect impacts through the mediation of perceived organizational support, pay satisfaction and job burnout, and significant total impacts on turnover. Implication suggestions include integrating EI into the recruiting process for new employees and providing training opportunities for current employees to improve their EI.     

Relationship between HEXACO personality factors and emotional labour of service providers in the tourism industry

This study aimed to 1) explore to what extent service providers’ emotional labour is affected by personality as measured using HEXACO personality factors, 2) analyze the affect of emotional labour on the performance of required emotional display rules, and 3) investigate differences in emotional labour depending on service providers’ demographic characteristics. From a questionnaire survey of employees in different service sectors in Korea, four HEXACO personality factors, Extraversion, Agreeableness, Conscientiousness, and Openness were found to have a positive influence on emotional labour. Deep acting has a positive influence on the requirement to display positive emotions and a negative influence on the requirement to hide negative emotions. Demographic variables generally do not affect emotional labour. This study provides practical information about employees to managers in the service industry. It could help in recruitment, the management of human resources, and enhance a company’s service assessment.     

A short-form measure for assessment of emotional intelligence for tour guides: Development and evaluation

Emotional intelligence (EI) is being recognized as a correlate of success in various domains of personal and professional life. The aim of this study is to generate and evaluate a shortened Chinese version of the Emotional Skills Assessment Process-Condensed Version (ESAP-CV) instrument for tour guides. Two stages with a total sample of 660 tour guides were conducted. The first sample (N = 260) was to develop the brief version through various deletion criteria, and the second sample (N = 400) was to examine factor structure, reliability, and validity of the short form through confirmatory factor analysis (CFA). The results indicate that the reliable and valid 35-item version (ESAP-CV-35), reduced from 104 items, captures the multidimensional nature of EI in six subscales. It offers tourism researchers a promising tool for conducting further EI-related research in a timely, effective and easily-administered manner.     

The managed heart: The structural analysis of the stressor–strain relationship and customer orientation among emotional labor workers in Korean hotels

This study examined the structural relationships among three different dimensions of workplace stressors (customer-related stressor, CRS; work environment-related stressor, WERS; job-related stressor, JRS), negative affectivity (NA), emotional exhaustion (EE), and the negative effect of that strain on customer orientation (CO) in the context of the emotional labor (EL) of frontline employees in the hotel industry. Data were collected from self-administrated questionnaires distributed among frontline employees in room and F&B divisions in Korean deluxe tourist hotels, where EL is intense. The results of the structural equation analysis indicated a positive association between all three workplace stressors and NA and between NA and EE. There was also a relationship in the opposite direction with EE and CO, as hypothesized. The moderating effect of organizational level on the workplace stressors–NA relationships was also confirmed. In addition, in an alternative model, we found that NA partially mediates the relationship between JRS and EE; whereas, NA fully mediates the relationships between CRS/WERS and EE. Practical implications are discussed in detail and limitations of the study and future research directions are also suggested.