The influence of service orientation discrepancy between managers and employees on employees’ affective outcomes

This study attempted to relate service orientation discrepancy (SOD) between employees and managers to employees’ affective reactions [role conflict (RC), role ambiguity (RA), job satisfaction (JS), and organizational commitment (OC)] in the restaurant industry. The findings of the study indicate that there is a SOD between managers and employees; employees saw themselves as more enthusiastic and less bureaucratic than managers. When this SOD was correlated with employee outcomes such as RC, RA, JS, and OC, the results indicated that SOD had a direct effect on RC, JS and OC. SOD also had indirect effects on JS, and OC through RC and RA. RC had a direct effect on JS and an indirect effect on OC. RA had a direct effect on JS. Finally, JS had a direct effect on OC.     

Social identity, inequality and conflict

I extend the standard materialistic rational choice model of conflict to consider groups. In particular, I consider how the aggregate amount of conflict in society depends on which groups form and oppose each other. The study is motivated by empirical findings about the relationship between inequality, conflict and economic development. I focus on a salient comparison: ethnic groups vs. social classes. I show that, contrary to the conventional wisdom, class conflict is not necessarily worse than ethnic conflict. In fact, ethnic conflict is general worse when the distribution of income is more equal. I also investigate the impact of the fact that while ethnicity is immutable, since there is social mobility, class is not. I show that the direct impact of mobility of conflict is as conventionally believed, but that there are important indirect effects which make the net effect ambiguous. Received: June, 1998 / Accepted: November 22, 1999     

团队氛围、董事会内部沟通与战略绩效

本文在理论分析的基础上提出研究假设,通过问卷调查的方式搜集数据,以47家企业董事会454份有效问卷为样本进行实证研究,结果表明,团队氛围中的团队信任对董事会内部沟通具有显著的正向影响;团队氛围中的情感冲突对董事会内部沟通具有显著的负向影响;董事会内部沟通对企业战略绩效中的团队学习力、决策有效性和战略一致性均具有显著的正向影响。研究不仅丰富了董事会团队过程理论,而且能够有效地指导公司治理实践。     

Working sick and out of sorts: a cross-cultural approach on presenteeism climate,organizational justice and work–family conflict*

Abstract

A climate of presenteeism has important effects on employee well-being and the organization itself. Our study, based on surveys of health sector employees in six different countries (Brazil, Ecuador, Lebanon, Portugal, Russia and Spain) examines whether organizational justice plays a mediating role in the relationship between a presenteeism climate in the organization and work–family conflict (WFC). Our results indicate that the perception of organizational justice and the presenteeism climate do influence WFC. Moreover, higher levels of WFC were found in non-Latin countries. This study contributes to the work attendance and life balance field by providing cross-cultural empirical evidence corroborating the effect of justice and presenteeism climate on the WFC.     

Acculturation and Individualism as Predictors of Work‐Family Conflict in a Diverse Workforce

Ethnic and cultural diversity is an increasing reality in the US workplace. The current study highlights the importance of acknowledging the culturally heterogeneous nature of ethnic groups, and the need to focus on social identity characteristics such as cultural values when assessing group differences. We demonstrate that cultural values (i.e., individualism) contribute to employees' experiences of work‐family conflict beyond the effects of ethnicity. Specifically, we introduce a model informed by social identity theory that explains why acculturation is related to work‐family conflict. The model was tested with a sample of 309 employed Caucasian and Hispanic Americans. An empirical test of our model provides evidence that individualism mediates the relationship between language‐ and social‐based acculturation and work‐family conflict, even when controlling for ethnicity. Additionally, alternative models further reveal that the effects of acculturation and individualism contribute to work interfering with family. As an implication of the current study, we suggest that researchers and organizational managers should consider the cultural values of their diverse workforce when implementing policies that affect conflict between work and family. © 2013 Wiley Periodicals, Inc.     

All in the family or public? Law and appropriative costs as determinants of ownership structure

We examine how the legal protection of outside shareholders and the appropriative costs that they induce influence the incentives for private firms to go public. A higher degree of protection of shareholders can increase the appropriative costs associated with the conflict between managers and shareholders. To counteract this effect the managers/owners increase the share of the firm they retain so that, overall, higher protection of outsiders increases the likelihood of going public. In addition, we examine how the share of funds raised used to finance the firm affects both appropriative costs and the decision to sell.For helpful comments we thank participants at the conference on Corporate Governance at UC Irvine (February 2002), seminar participants at the Athens University of Economics and Business, and worskshop participants on the New Organization of Labour at the 2002 CESifo summer Institute in Venice. Skaperdas gratefully acknowledges support from a grant for Research and Writing from the John D. and Catherine T. MacArthur Foundation.     

Can employee ownership and human resource management policies clash in worker cooperatives? Lessons from a defunct cooperative

The article analyzes the interaction between employee ownership, HRM policies and practices, and HRM outcomes in what was the world's biggest industrial worker cooperative for decades, and now defunct, Fagor Electrodomésticos. Using longitudinal internal data and detailed interviews with key stakeholders, this paper sheds light on how employee ownership conditioned HRM policies. HRM outcomes—such as job satisfaction and absenteeism—are also analyzed over a long period of time. Chronic nepotism when recruiting new members, failures in the training policy, impoverished and Taylorist working systems, and reverse dominance hierarchies are analyzed as factors that increased free riding and caused low satisfaction and the disengagement of working members. This case study contributes to the literature on HRM and worker cooperatives as it provides some insights that are rarely found in that literature. It also provides guidance to worker cooperatives about increasing the fit between employee ownership and HRM policies and outcomes.     

A dynamic perspective: local interactions driving the spread of social networks

ABSTRACT

This study takes a micro standpoint to quantitatively verify the extent to which local interactions affect the expansion of dynamic social networks. By reviewing and synthesizing the theoretical literature in this article, we seek to establish a pragmatic analytical framework to capture the underlying functioning of local interactions. It then aims to produce findings on seven distinct marketing campaigns in which the real-world virtual communities offer intact time-series connections. In our considered cases, the firm-to-consumer interactivity plays a pivotal role in social media marketing while the customer-driven influence advances individual information transmission. The significant positive relationships demonstrate features of interactivity within subgroups including reciprocal edges and directed 3-cliques associated with the evolution of the virtual community by electronic word-of-mouth (WOM) of both firm-to-consumer and consumer-to-consumer interactions. More importantly, the attenuation of local interactions to a large extent leads to the cut-off point of the growth of the dynamic social network.     

转型期农村土地冲突爆发原因探究

农村土地冲突不仅影响农村土地资源配置及其效率,而且对我国的社会转型、农村社会和经济稳定发展具有重大意义。分析了农村土地冲突的概念和类型,并从土地资源的天然局限性、农村土地制度的设计缺陷、农村土地的社会保障作用和村委会自治权异化的角度探究了转型期农村土地冲突爆发的原因,为进一步化解农村土地冲突提出努力方向。     

论婚姻家庭中夫妻话语冲突及其应对策略

夫妻话语冲突在我国普遍存在,它是造成婚姻家庭成员之间不和谐的主要因素。作为话语研究中新的课题,国外研究者对夫妻话语冲突问题进行了大量研究,但还没有引起国内研究者的足够重视。夫妻话语冲突不仅直接影响两性和谐、婚姻质量,也间接影响孩子的成长与健康发展。本文拟结合语言学、心理学、社会学的相关理论观点,从表现、成因及应对三方面探讨我国婚姻家庭中夫妻话语冲突问题。