生涯适应力与科技研发人员离职倾向：职业成长机会与传统性的作用

组织内员工生涯适应力到底会强化还是降低其离职倾向？以生涯建构理论为基础,在中国特殊组织情境下,以科技研发人员为研究对象,实证探究了生涯适应力影响科技研发人员离职倾向的内在作用机理。研究发现：生涯适应力越强的科技研发人员往往表现出越低的离职倾向;职业成长机会在生涯适应力与离职倾向间起中介作用;更传统的科技研发人员在有良好职业成长机会时,会表现出更低的离职倾向;传统性对职业成长机会在生涯适应力与科技研发人员离职倾向间的中介机制起调节作用。职业成长机会和传统性不但一定程度上回答了生涯适应力强的科技研发人员为何离职率更低,而且也为企业管理者留住生涯适应力强的科技研发人员提供了理论启示。     

我国证劵市场的流转税研究

我国证券市场流转税的改革必须以促成证券市场的良性运行为根本目的,以引导对整个社会资本的优化配置为最终目标,以尽量不造成政府收入的大幅波动为前提,以此为依据,对是否应该正名、如何拓宽税基、怎样差别税负、能否单向征收等问题进行了梳理。     

Hunting while working: An expanded model of employed job search

Major theoretical models of job search fail to consider the changing nature of careers, the influence of the internet as a job search tool, and the diverse objectives for employed job search. Consequently, the study of employed job search has been largely confined to turnover research. We add to existing theory by providing a typology of employed search objectives based on modifying employment conditions (separation-seeking, change-seeking, leverage-seeking), contagion (mimetic-seeking) and employability (knowledge-seeking, network-seeking) and offer propositions related to the antecedents and implications for each objective. This classification offers an alternative explanation for previous research findings, provides a framework for future study, and has practical implications for employee retention and recruitment.     

军工研发人员生涯适应力对其创新行为、离职意向的作用机制:一个整合性过程模型

员工生涯适应力的“双刃剑”效应给一般性组织带来了管理困境，在中国文化背景下特殊组织尤其是军工单位是否也会产生类似问题，显然需要作进一步实证探索和验证。基于多维理论视角，构建了生涯适应力影响军工研发人员创新行为和离职意向过程模型。通过对6家军工企业和研究所的727名研发人员进行问卷调研，结果发现：①生涯适应力负向预测离职意向，且创新行为在二者间的部分中介效应显著；②主动性人格和利他行为分别在生涯适应力与创新行为间的正向调节效应显著；③利他行为完全中介了主动性人格对生涯适应力与创新行为的正向调节效应。     

Reducing turnover intention: Perceived organizational support for frontline employees

Frontline employees are generally under great pressure, and carry out repetitive and mundane daily tasks, leading to burnout and a high turnover intention among them. To identify ways to reduce this turnover intention, this study examines the effect of perceived organizational support (POS) on burnout and turnover intention in the Chinese context and adds to the literature on frontline employee burnout. Using data from a survey of the frontline employees of a gas station in Beijing, we examine the mediating effects of frontline employee burnout on their POS and turnover intention. This study shows that POS has a significant negative impact on burnout and turnover intention, and that job resources cannot substitute POS.     

The mediating role of psychological distress between ostracism,work engagement,and turnover intentions: An analysis in the Cypriot hospitality context

Drawing on the conservation of resources and job-demands resource theories, this study proposes and tests psychological distress as an underlying mechanism mediating the relationships between workplace ostracism, work engagement, and turnover intentions. Furthermore, it investigates how resilience and perceived external employability condition the aforementioned relationships. Four- and five-star full-time hotel employees provided the data for this study. The findings suggest that psychological distress mediated the relationship between workplace ostracism and turnover intention, but did not mediate the workplace ostracism-work engagement linkage. Also, workplace ostracism plummeted the work engagement of less resilient employees, and surprisingly aroused that of more resilient employees. Finally, the result did not support the argument that employees with perceived high external employability would have stronger turnover intentions compared to those with lower external employability. This study offered new insights into the interface between workplace ostracism, engagement, and turnover intention, and relevant theoretical implications and address to managers are further discussed.     

Pay and benefit satisfaction,perceived organizational support,and turnover intentions: The moderating role of job variety

Wages and benefits in the hospitality industry are notoriously low, and tight margins often mean that organizations do not have the resources to increase pay. Existing research has demonstrated that low pay is a large factor in the high rate of turnover in the hospitality industry. Therefore, the present study aimed to understand whether enriching job characteristics such as job variety may attenuate the relationship between pay and benefit satisfaction. Specifically, we hypothesized and found that when pay and benefit satisfaction was low, job variety could reduce employee turnover intentions by improving the employee-organization relationship through the development of perceived organizational support. Our findings demonstrate the value in using creative means to develop the employee-organization relationship when organizations cannot increase pay.     

Examining the impact of artificial intelligence on hotel employees through job insecurity perspectives

Artificial intelligence is another advance in technology for the hotel industry and its role is undetermined at this time. The overarching purpose of this treatise was to examine hotel employees’ perception of AI and its impact by identifying the critical role of job insecurity, job engagement, and turnover intention through a pragmatic approach. An explanatory sequential mixed-methods design was used by conducting a quantitative study with an empirical survey method followed by a qualitative study with a case study method. The results from the quantitative study demonstrated that perceived job insecurity significantly affected perceived job engagement and perceived job insecurity indirectly affected turnover intention through intermediary variable of perceived job engagement. There were no statistical differences between non-managerial positions and managerial positions. These results were fully supported by the qualitative study. The implications from these findings were provided to articulate the influence of AI on hotel employees.     

Consumer aggression and frontline employees’ turnover intention: The role of job anxiety,organizational support,and obligation feeling

In the hospitality industry, frontline employees' turnover poses a challenge because it involves immense human and financial costs. This study innovates by investigating the impact of consumer aggression on frontline employees' turnover intention using conservation of resources and social exchange theories. A survey conducted with 300 frontline employees working for 15 hotels confirms that (1) their job anxiety mediates the relationship between their perceived consumer aggression and their intent to quit; (2) their perceived organizational support reduces the positive relationship between their perceived consumer aggression and their job anxiety; and (3) their felt obligation reduces the positive relationship between their job anxiety and their intent to quit. We discuss managerial implications, limitations, and future research directions.     

COVID-19, government policy responses,and stock market liquidity around the world: A note

Unprecedented non-pharmaceutical interventions targeted to curb the spread of COVID-19 exerted a dramatic impact on the global economy and financial markets. This study is the first attempt to investigate the influence of these government policy responses on global stock market liquidity. To this end, we examine daily data from 49 countries for the period January-April 2020. We demonstrate that the impact of the interventions is limited in scale and scope. Workplace and school closures deteriorate liquidity in emerging markets, while information campaigns on the novel coronavirus facilitate trading activity.