Understanding the dynamics between supervisor‐follower social capital,work engagement,and employees' creative work involvement

This study examines the previously unexplored mediating role of work engagement in the link between creative work involvement and the relational resources embedded in supervisor‐follower exchanges. We studied three relational resources inherent to the exchanges between followers and their supervisors: trust in supervisor, goal congruence, and relationship informality. Data were captured from IT professionals working at four well‐established IT companies in Ukraine. The findings show that relationship informality and goal congruence positively affect employees' creative work involvement, yet these effects are less pronounced when controlling for work engagement. The significance and implications of these findings for research and practice are discussed. Copyright © 2016 ASAC. Published by John Wiley & Sons, Ltd.     

Leader–member exchange and guanxi are not the same: differential impact of dyadic relationships on fit perceptions,helping behavior,and turnover intention

Extant literature on person–environment fit has underlined the positive impact of leader–member exchange (LMX) on person–supervisor (PS) fit. We challenge this assumption and propose that LMX, which captures the working relationship between employees and their managers, is more strongly associated with person–organization (PO) fit, not PS fit. We further propose that the personal aspect of the relationship between employees and their managers, namely supervisor–subordinate guanxi, is more strongly associated with PS fit than LMX. Finally, we theorize that LMX and supervisor–subordinate guanxi will be associated with turnover intention and helping behavior targeting the supervisor, respectively, through their differential impact on PO and PS fit. Data collected from 267 leader–member dyads in 17 companies in China using a two-wave procedure supported our hypotheses. These results have implications for theories on the multi-dimensional nature of the person–environment fit as well as research differentiating LMX and supervisor–subordinate guanxi.     

Credit Where Credit is Due: A Field Survey of the Interactive Effects of Credit Expectations and Leaders’ Credit Allocation on Employee Turnover

Today's human resource management community has a strong interest in the issue of how HR practice is implemented by managers and leaders in the workplace. In this article, we investigate how one specific practice, leaders’ public recognition of a job well done (i.e., credit allocation), impacts employee turnover. Based on expectancy violations, psychological contracts, and turnover research, we predicted that subordinates would be more likely to leave an organization if their leader took credit for their work, but only if the credit taking violated subordinates’ expectations. In a field survey of organizational employees, we found that the effects of credit taking on turnover were negated when subordinates’ expectations and leaders’ credit allocation behavior were aligned. However, when leaders’ credit behavior came as a surprise, participants responded negatively when expectations were not met and positively when expectations were exceeded. We discuss the implications of these results for both theory and practice. © 2014 Wiley Periodicals, Inc.     

浅论适合国情的企业内部控制框架

本文运用美国COSO委员会提出的《内部控制———整体框架》的基本理论,从五个方面重点阐述构建适合我国国情的企业内部控制框架,即:(1)完善企业的控制环境;(2)进行全面的风险评估、防范和控制;(3)设立良好的控制活动;(4)加强信息流动与沟通;(5)强化企业内部监督。     

从协助指导研究生中搭建青年教师成长平台

高校青年教师尤其是新进博士要认真重视并积极参加岗前培训,正确认识和处理好作为协助导师与责任导师之间的关系,引导硕士研究生进行项目研究和论文撰写,同时提高自身素质和科研能力。     

TO ADMIT OR NOT TO ADMIT: THE QUESTION OF RESEARCH PARK SIZE

A theoretical model is used to explore the determinants of the optimum size of a private research park and the effect of university affiliation on that optimum size. Parks are assumed to operate as cooperatives where costs are equally shared among the member firms, and optimality occurs when the firms’ average net benefits are maximized. To achieve this, existing members of a park will limit the park's size, denying entry to firms who wish to join and are willing to share the costs. University affiliation may either increase or decrease the optimum size of a park.     

工程监督网络一体化集成管理功能探析

通过分析推进工程监督管理制度化、规范化和科学化过程中所表现出的现状特点,进一步提高监督执行力,解决在目前体制下工程监督管理所面临的难题和挑战,需要将监督人员管理和现场工程项目内容管理有机统一起来．构建一个适用的工程监督管理平台,形成工程监督网络一体化集成管理模式。阐述了这一平台所需完善的闭环管理、集成管理、动态管理、网络化培训、自助管理和数量化动态考核等功能。     

基于复杂网络的超市销售分析

商品销售分析是超市经营管理的重要部分。可以借鉴复杂网络中隶属网的理念,建立一个顾客—商品指标的隶属网,以此利用加权网络的点权度分布对评价结果进行直观、快速、系统分析,不仅能反映顾客个人的购买行为,而且也能体现超市经营的整体水平,从而为管理者提供更直观、方便、全面的决策信息。     

Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support

This article examines how employee perceptions of supervisory and organizational support for work–life balance, in addition to the number of work–life balance programmes available, predict a number of work–life balance outcomes including role conflict, job satisfaction, family satisfaction and turnover intentions in a sample of large private and public sector organizations in Ireland. The attitudes of HR managers towards work–life balance programmes are also explored. To account for the nested structure of the data, analyses were conducted using hierarchical linear modelling. We found that perceptions of work–life supportiveness as measured at the HR manager and immediate supervisor levels affect employee uptake of work–life programmes, employee work–life balance outcomes and turnover intentions.     

Identification and Trust in Public Organizations: A communicative approach

Abstract

Little empirical research has examined the link between organizational identification and organizational trust. Identification presupposes a level of consistency in its object, and this study proposes that trust can reduce uncertainty between organization and employee, enabling a bond between the two to form. Secondly, this research looks at how interaction with various organizational groups may affect organizational trust, thereby indirectly encouraging identification. It is thus proposed that organizational trust should be understood as an important mechanism mediating the relationship between interaction with employees at different levels of the organizational hierarchy and identification with the organization as a whole.