Matchmaking in organizational change: Does every employee value participatory leadership? An empirical study

Although leadership is generally considered an important lever to increase commitment during organizational change, empirical research has yet to unravel many of the underlying mechanisms. In this paper, we propose that the impact of participative leadership on affective commitment to change will be contingent on employees’ orientation toward leadership. In our empirical study in two police organizations, we find evidence that followers’ orientation toward leadership is a useful interacting variable. Participative leadership lowers affective commitment to change for individuals with high dominance orientation. In contrast, participative leadership increases affective commitment to change for employees with high development orientation toward leadership. Implications for theory and practice are discussed.     

Why and when organizational culture fosters affective commitment among knowledge workers: the mediating role of perceived psychological contract fulfilment and moderating role of organizational tenure

Drawing on Denison and Mishra (1995)’s framework of organizational culture, this study examines why and when organizational culture is related to knowledge workers’ affective commitment. Data were collected from 640 employees working in three high-technology companies in China. The findings indicate that the relationship between organizational culture and affective commitment is mediated by perceived psychological contract fulfilment. In addition, organizational tenure moderates the relationship between two external dimensions (i.e. adaptability and mission) of organizational culture and perceived psychological contract fulfilment. This study extends the current theoretical framework of organizational culture by demonstrating the underlying mechanism and the boundary condition of the relationship between organizational culture and affective commitment. The findings also provide practical implications for international managers to design appropriate human resource management policies and practices in China.     

The role of assessment centers in job satisfaction and organizational commitment: a case of the Korean government

While many studies have shown how assessment centers affect employees’ career success or job performance, these studies do not demonstrate how employees’ attitudes are affected by their perception of assessment centers. This study aims to investigate the influence of employees’ perception of assessment centers on their job satisfaction and organizational commitment, which are the key elements in predicting working behaviors, such as job performance, job involvement, and turnover intentions. To analyze the nature of the influence, 306 employees who had been evaluated by an assessment center in the Korean Rural Development Administration (KRDA) were surveyed. Regression analysis revealed that although there is no influence on their organizational commitment, employees with a positive perception of assessment centers experience higher levels of job satisfaction (p < .01). These results suggest that the positive perception of assessment centers affects the general feeling of organizational members about their work even though it does not affect their emotional attachment to the organization or dedication to organizational values. Thus, assessment centers can be used as a tool not only to select capable candidates but also to yield positive effects on organizational members’ job attitudes.     

Discretionary HR practices and proactive work behaviour: the mediation role of affective commitment and the moderation roles of PSM and abusive supervision

Proactive work behaviour may drive public employees to proactively improve public service quality. This research seeks an insight into the role of discretionary human resource (HR) practices in fostering proactive work behaviour among public employees through the mediation mechanism of affective commitment. The data for the research variables were harvested from public employees and their direct managers from local governments at the district level in Ho Chi Minh City of Vietnam. The research results shed light on the positive association between discretionary HR practices and public employees’ proactive work behaviour, which was mediated by affective commitment. The research results also supported the role of public service motivation (PSM) as an intensifier and abusive supervision as a negative moderator for the effect of discretionary HR practices on affective commitment and proactive work behaviour. Our research model integrates discretionary HRM and proactive work behaviour research streams into public management literature.     

论国内传媒主流的品牌价值评估体系的缺陷

如今,传媒开始运用品牌价值评估这管理工具,进行财务管理和战略管理。但是,当下学界和业界对传媒品牌进行直接或间接评估时,都直接套用工业企业品牌的评估方法,并没有建立独立的传媒品牌价值评估体系。这表明传媒与一般企业的本质差异被忽视---这正是当下传媒主流的品牌价值评估体系的缺陷。若通过“精神价值维度”,可以完善评估体系。     

关于农村文化产业品牌发展的若干思考——兼谈益阳农村文化产业发展

农村文明需要文化,而文化繁荣是公共文化与文化产业的共同繁荣。文化产业的发展离不开文化产业品牌。发展农村文化产业,打造文化产业品牌具有重要意义。而目前农村文化产业的发展刚刚起步,其产业品牌的打造和使用现状不容乐观。打造农村文化产业品牌,要注意把握策略。     

独立学院教师组织承诺水平提升对策

组织承诺水平的高低直接决定了其工作绩效以及教师队伍的稳定性,但其受到诸多方面因素的影响,如教师个体因素、组织因素等。因而,应通过营造良好的校园文化,明确教师的职业生涯发展方向,建立以人为本的管理方式以及公平合理的绩效考核体系和薪酬制度等措施,提升独立学院教师的组织承诺水平。     

治理机制对顾客参与价值共创行为的影响——虚拟品牌社区的实证研究

虚拟品牌社区是企业与顾客进行价值共创的重要平台,顾客参与价值共创行为对企业长远发展具有十分重要的作用。现有研究多是基于不同的理论从顾客视角出发探索顾客参与价值共创行为受到的心理动机和个人特征等因素的影响,鲜有从企业视角出发,探索治理机制对虚拟品牌社区中顾客参与价值共创行为的影响。本文立足交易成本理论与社会交换理论,从企业视角切入,引入关系质量作为中介变量,构建虚拟品牌社区治理机制、关系质量与顾客参与价值共创行为的关系整合模型。采用问卷调查法对模型进行验证,研究结果显示:(1)契约治理机制只对知识贡献行为产生显著正向影响,对顾客公民行为的影响不显著,而关系治理机制对知识贡献行为与顾客公民行为均具有显著正向影响。(2)关系质量在契约治理机制与顾客公民行为的关系中起完全中介作用,在契约治理机制与知识贡献行为、关系治理机制与知识贡献行为以及关系治理机制与顾客公民行为的关系中起部分中介作用。由研究结论可知,虚拟品牌社区一方面应综合运用契约治理机制与关系治理机制来有效地促进顾客参与价值共创行为,以弥补单独运用某一种治理机制存在的不足;另一方面也应注重关系质量在虚拟品牌社区中促进顾客参与价值共创行为...     

论网络媒体核心竞争力的培育

网络媒体要在激烈的媒体竞争中求的发展,离不开竞争力的培育,而核心竞争力的培育是网络媒体能否在这崭新的信息时代发挥其应有作用的关键。本文正是结合当代网络媒体业的实践,阐述了网络媒体核心竞争能力的内涵、特征及其构成要素,并探讨了网络媒体在现有资源和能力中培育核心竞争力的具体方法。     

云南旅游品牌发展与对策分析

随着国际国内旅游市场竞争的日益激烈,我们应该意识到,旅游市场之争实质上是品牌之争。云南旅游业应该在充分认识自身旅游品牌发展存在的问题基础上,找出问题,寻求改进的措施,从简单的资源要素竞争转化为品牌经营竞争战略,不断地进行品牌建设和品牌创新,实现从旅游品牌到旅游名牌的飞跃。