How perceived empowerment HR practices influence work engagement in social enterprises – a moderated mediation model

Abstract

Drawing insights from the group engagement model and self-determination theory, our research explored the role of perceived empowerment human resource (HR) practices in the hybrid organizational form of social enterprise in China. Based on two studies, this paper developed and examined a moderated mediation model, linking perceived empowerment HR practices, identification motivation, work engagement, and authority work value. Specifically, in Study 1 we found perceived empowerment HR practices increased employees’ work engagement through enhancing employees’ identification motivation. In Study 2, we adopted a two-wave design to duplicate and extend this mediation model. A moderator, employees’ authority work value, was found to weaken both the mediation relationship, and the positive relationship between perceived empowerment HR practices and identification motivation. This study broadens the understanding of what social enterprises look like in alternative contexts, while providing an opportunity to explore how a HRM mechanism and its boundary condition function in large social enterprises in China.     

Risk,uncertainty and the theory of planned behavior: A tourism example

The differential impacts risk and uncertainty have on travel decision-making were explored by examining the constructs' influence on the antecedents of intentions to visit Australia using the theory of planned behavior. Respondents were obtained from online consumer panels in South Korea, China and Japan. The South Korean and Chinese samples were general population samples, while the sample from Japan was an international travelers' sample. The extended model fitted the data well, explaining between 21 and 44 percent of the variance in intentions. Subjective norms and perceived behavioral control significantly impacted on intentions in all country samples, whereas attitudes toward visiting Australia were only significant in Japan. Subjective norms influenced attitudes and perceived behavioral control in all country samples. Finally, perceived risk influenced attitudes toward visiting Australia in South Korea and Japan, while perceived uncertainty influenced attitudes toward visiting Australia in South Korea and China and perceived behavioral control in China and Japan.     

小型工业企业运行效率的影响评价研究——以公司注册资本自治为背景

从2014年3月起我国公司注册资本方式改为认缴出资,且注册程序也大大简化了,这意味着我国正逐步放开管制,促使公司资本更有效地参与市场经济。资本出资、验资方式的改变,旨在提高市场经济的运行效率,所以本文选取小型工业企业作为研究对象,因为其对注册资本登记制度的改革最为敏感及受益,通过对其前后运行效率的评价研究来检验市场经济的运行效率和公司注册资本制改革的效果。得出结论：改革前后企业运行效率的主要影响因素是相同的,只是顺序有点变动;山东政策落地效果最好;江苏、广东充分调动社会资本力量的参与;浙江狠抓市场环境优化、扩大企业出口;河南高创业热情带动就业。表明公司注册资本制的改革是有效的,能够改善绝大多数省份企业运行效率。但同时也发现存在资本结构不合理、市场环境不好、市场化水平低等问题,就此提出了相关政策建议。     

Urban destination loyalty drivers and cross-national moderator effects: The case of Barcelona

The objective of this paper is to analyze the loyalty of tourists to urban tourism destinations, studying the differences existing on the basis of nationality of origin. The review of the academic literature identified perceived value and satisfaction as antecedents of loyalty. A theoretical model was constructed which was tested empirically with a total of 927 surveys of Italian and American tourists in the city of Barcelona. In the study of the data, structural equation models (SEM) were used, by means of a multi-group analysis. The empirical results show that the causal relationships among perceived value, satisfaction and loyalty and the moderating effect of nationality are partially confirmed. This study contributes to better knowledge of the processes that lead tourists to be loyal to an urban tourism destination.     

Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay

The purpose of the study is to examine whether the predictors that decrease employee intention to leave will also increase employees’ intention to stay. Therefore, the objective of the study is twofold: (1) to examine the influence of perceived organizational support, perceived supervisors’ support, and organizational commitment regarding intent to leave and (2) to investigate the influence of the same variables on intent to stay. A total of 416 hospitality employees in the U.S. participated. The results suggest that perceived organizational support and organizational commitment decreased intent to leave while only perceived organizational support had a positive impact on intention to stay. Implications detail ways that hospitality organizations can focus on increasing their employees’ commitment through perceived organizational support as a critical component of turnover culture.     

改革开放30年马克思主义理论在西藏的实践

改革开放以来,西藏自治区政府在中国共产党的领导下,坚持马克思主义世界观和方法论的指导,把马克思主义基本原理同西藏的实践相结合,深入贯彻落实中央各项方针政策,以经济建设为中心,深化改革开放,进一步完善民族区域自治制度,反对一切分裂活动,不断探索推动西藏发展与稳定的基本规律。     

绿色人力资源管理实践感知、资质过高感与员工绿色行为

企业绿色人力资源管理实践旨在通过激发员工绿色环保行为,实现企业绿色可持续发展。员工资质过高感虽然是影响员工行为的重要因素之一,但绿色人力资源管理研究对其关注甚少。为此,以员工为调查对象,基于个体层面,从资质过高感研究绿色人力资源管理实践感知与员工绿色行为的关系。结果发现：绿色人力资源管理实践感知与员工绿色行为显著正相关,资质过高感发挥U型调节作用。结论可为组织绿色人力资源管理实践提供有益参考。     

The relationships among overall quick-casual restaurant image,perceived value,customer satisfaction,and behavioral intentions

The purpose of this research is to explain the relationships among overall quick-casual restaurant image, perceived value, customer satisfaction, and behavioral intentions in the quick-casual restaurant industry. The findings indicate that overall quick-casual restaurant image significantly influences perceived value, and overall quick-casual restaurant image and perceived value had a significant role in influencing customer satisfaction. Additionally, overall quick-casual restaurant image, perceived value, and customer satisfaction are significant predictors of customers’ behavioral intentions. Finally, customer satisfaction can act as a partial mediator in the relationship between overall quick-casual restaurant image/perceived value and behavioral intentions. Furthermore, we discuss the theoretical and managerial implications of the findings and future research ideas.     

十年建设时期民族区域自治的曲折发展

从1957年到1966年的近10年，是我国开始全面建设社会主义的时期，也是我国民族区域自治曲折发展的时期。在这一时期，民族区域自治呈现出成绩与失误并存、经验与教训交织的双重特征。     

Predicting mobile hotel reservation adoption: Insight from a perceived value standpoint

With the attempt of further supporting the overwhelming demand for reservation, a few hospitality corporations have launched mobile hotel reservation (MHR) services. For the acceptance of MHR by individuals is indispensable to the successful implementation of MHR, it is critical for practitioners and academics to understand the factors influencing the adoption of MHR. This study examines the adoption of MHR from the value perspective by proposing and examining a new research model that can capture both gain and loss elements influencing individual value perceptions on behavioral intention to adopt MHR. Data from 235 usable questionnaires, collected in Taiwan, were tested against the research model using the structural equation modeling approach. The results indicated that perceived value was a predictor in explaining the customer's adoption of MHR. From the benefits point of view, perceptions of information quality and system quality were the two critical components significantly influencing perceived value of MHR. On the sacrifice side, the effects of technological effort and perceived fee on perceived value were significant. This study will be helpful to researchers in developing and testing MHR related theories, as well as to hospitality firms in understanding individual value perceptions of utilizing MHR and implementing successful MHR system to attract more customers. Theoretical and managerial implications of our results are discussed.