An exploratory study examining information technology adoption and implementation in full-service restaurant firms

The purpose of the paper is to explore and compare the current use of information technology-related advances in chain and independent full-service restaurants, the factors that motivate managers of these types of restaurants to decide whether or not to implement such technology, and how these managers perceive the impact of technology on the firm. A case study analysis involving four San Francisco Bay Area full-service restaurants was conducted to examine the framework of full-service restaurants to implement new technology. Propositions are developed that purport the information technology adoption and implementation characteristics of full-service restaurant firms while elucidating the distinctiveness between chain and independent firms.     

The Leadership Archetype: A Jungian Analysis of Similarities between Modern Leadership Theory and the Abraham Myth in the Judaic–Christian Tradition

Archetypal psychology suggests the possibility of a leadership archetype representing the unconscious preferences of human beings as a species about the appropriate relationships between leaders and followers. Mythological analysis compared God’s leadership in the Abraham myth with modern visionary, ethical and situational leadership to find similarities reflecting continuities in human thinking about leadership over as long as 3600 years. God’s leadership behavior is very modern except that God is generally more relationship oriented. The leadership archetype that emerges is of a leader that develops his/her follower by reliably maintaining a vision, behaving according to firm ethical values even when it weakens the leader’s authority, accepting suffering when the follower is unreliable, and always forgiving even when the follower behaves with hubris in an attempt to overthrow the leader. If God’s leadership principles were mandatory in management, many dysfunctional leaders would be disqualified and many of the negative consequences of poor leadership might be averted. Neil Remington Abramson is an Associate Professor of Strategy, Specialist in building effective business relationships in comparative management contexts.     

Control Mechanisms Within Export Channels of Distribution

A large percentage of U.S. manufacturers are either refraining from exporting or are involved in inefficient methods of exporting because they may not understand how to control their export operations. The authors of this study suggest how the majority of U.S. manufacturers may effectively participate in exporting through intermediary usage by building the correct degree and type of control mechanisms. Literature derived from transaction cost analysis and export stages are used to link the antecedents of control to the degree and the type of control mechanisms (monitoring and providing information). The results show that manufacturers periodically monitor their intermediaries and provide information in order to achieve control. Important implications are drawn for both exporters and nonexporters.     

领导艺术:会展经济成功的关键——以悉尼奥运会为例

21世纪，会展业已成为世界上众多国家新的经济增长点。澳大利亚会展业在本国国民经济中的地位愈加突出。悉尼奥运会已成为其会展经济发展的重要标志。本文通过介绍澳大利亚在悉尼奥运会上获得的商业成功，阐述奥运会对一个国家会展经济产生的巨大影响力和推动力。同时，本文还引入澳大利亚会展管理的成功理念——领导艺术，强调其在悉尼奥运会上发挥的关键作用，同时，重申现代化会展管理理念和专业化领军队伍建设的重要性。     

团队领导风格与团队学习能力关系初探

本文首先对团队领导风格和团队学习能力的概念、构成与测度进行了分析和探讨,接着从理论上分析了团队领导风格对团队学习能力的影响,并得出相应的理论命题。     

The Importance of Attributional Complexity for Transformational Leadership Studies

Attributional complexity refers to the capability of discriminating and integrating dimensions related to social judgment in order to understand social behaviour. While previous leadership research has examined the role of leader attributions, it has neglected the role of attributional complexity. We theorize and find support for a relationship between higher attributional complexity and transformational leadership behaviours, based on a sample of 100 leaders and their direct reports. Leaders who were more complex in their social judgments, attributing complex external and internal causes to others' behaviours and actions, were seen as more transformational by their direct reports. Our findings suggest that attributional complexity is a construct that warrants consideration in future research on both transformational leadership and leadership attributions.     

How to identify leadership potential: Development and testing of a consensus model

Building on two studies, the current article responds to urgent calls in the literature for more empirical research on how to identify leadership potential. Based on an extensive review of the 1986–2010 literature, and applying a combination of qualitative and quantitative techniques, we developed a model of leadership potential consisting of four quadrants: Analytical skills (containing the factors Intellectual curiosity, Strategic insight, Decision making, and Problem solving); Learning agility (containing the factors Willingness to learn, Emotional intelligence, and Adaptability); Drive (containing the factors Results orientation, Perseverance, and Dedication); and Emergent leadership (containing the factors Motivation to lead, Self‐promotion, and Stakeholder sensitivity). Notably, the developed model steers clear from some of the typical issues that tend to hinder valid assessments of leadership potential (i.e., the confound between performance and potential, as well as that between leadership potential and successful, mature leadership). Furthermore, high consensus was found between top managers, line managers, and HR managers about the practical relevance of the proposed model. The article concludes with some specific future avenues for research and practice. © 2012 Wiley Periodicals, Inc.     

基于教练技术的人才培养模式研究

教练技术作为一种新兴的管理技术,以其独特的方式正在改变过去固有的管理模式,它是通过对话,以及一系列有方向性、有策略性的过程,洞察被指导者的心智模式,向内挖掘潜能,向外发现可能,令被指导者有效达到目标。应用教练技术的人才培养模式实施有助于组织及其成员克服成长瓶颈,释放员工潜力,提高绩效,在竞争中更胜一筹。     

构建企业设计领导力模型的初步探索

设计领导力是现今设计管理学科中的重要理论,构建优良的设计领导力对提升企业竞争力有着重大的意义,好的设计必能带来好的市场,好的设计领导力意味着市场的领导力。文章就此问题,提出了企业构建设计领导力的设想模型。     

A Hierarchical Model of Values,Leadership, Job Satisfaction and Commitment

Abstract

Using a structural equation modeling technique, we empirically tested a hypothetical hierarchical model where personal values leadership styles job satisfaction organizational commitment. Survey data (N = 205) were collected from retail managers of national retail chain store companies. Our exploratory study found that personal values influenced retail managers' leadership styles, which in turn influenced their intrinsic and extrinsic job satisfaction. Job satisfaction ultimately influenced organizational commitment. Theoretical and managerial implications for human resources management are discussed.