Good but not so great: The impact of chain affiliation on guest satisfaction and guest satisfaction extremeness

Chain affiliation is widespread in the hotel industry. It has also attracted a lot of academic attention. While a large number of studies have examined whether affiliated hotels outperform independent hotels in terms of occupancy, ADR and RevPAR, research on the chain affiliation - guest satisfaction relationship is scarce. In this study, we explore the impact of chain affiliation on guest satisfaction and guest satisfaction extremeness, which is defined as the extent to which a hotel’s guest satisfaction deviates from the industry average. We also examine whether the relationships between chain affiliation, guest satisfaction and guest satisfaction extremeness are contingent on market segments. Using a large sample of 35.000 hotels, we find evidence that chain affiliation increases guest satisfaction, but decreases guest satisfaction extremeness. In addition, the positive chain affiliation - guest satisfaction relationship and the negative chain affiliation - guest satisfaction relationship are stronger in higher quality market segments. Taken together, our findings suggest that chain affiliation is a double-edged sword for hotels, particularly in higher quality market segments.     

Government Affiliation and Peer-To-Peer Lending Platforms in China

With thousands of co-existing and competing platforms, the Chinese peer-to-peer (P2P) lending market experienced both high growth and high failure rate. We hand collect unique data for these P2P platforms and investigate the differences in performances and survivals for platforms with and without affiliations with state-owned enterprises (SOEs). P2P platforms with SOE affiliations have higher trading volumes, attract more investors, and offer lower interest rates. These platforms also survive significantly better than those without the SOE affiliations, especially during market downturns. Using P2P platforms with fake SOE affiliations as identification, we show that the SOE affiliation itself (not related to the fundamentals) is an important signal for P2P market participants. These results can be helpful to investors and regulators, especially those from other emerging markets.     

铁路局集团公司董事及监事派出机制的研究与思考

为适应公司制改革后新的公司治理模式,要建立集团公司管控的新模式,充分履行铁路局集团公司的出资人作用,通过健全董事及监事派出机制,强化集团公司对出资企业的管理,提升出资企业的经营管理效率和水平,最终实现集团公司资产保值增值的目标。分析铁路局集团公司派出董事及监事现状,以问题为导向,借鉴部分国有企业成熟的管理经验,对完善铁路局集团公司董事监事派出机制提出了具体的建议。     

Quality Output,Workplace Environment,and Employee Retention: The Positive Influence of Emotionally Intelligent Supply Chain Managers

Industry advancements are accelerating at phenomenal rates and changing the management of logistics and supply chain operations. Employers must develop supervision with advanced skills to manage and retain the most effective employees making up the new workforce of highly skilled and technologically advanced personnel. Emotional intelligence is a managerial competence leveraged by leaders to connect with subordinates on a psychologically emotional level. Our research evaluates and applies emotional intelligence within the context of managing logistics and supply chain employees. Recognizing that employees are critical to production and service delivery, logistics and supply chain managers must be able to cognitively analyze situations and connect with employees in a positive manner even during challenging times. We find that managers possessing higher levels of emotional intelligence are better equipped to help their employees manage emotions, build more positive working conditions for subordinates, increase retention of employees, and achieve more positive service outcomes for external customers.     

Bad bosses and self-verification: The moderating role of core self-evaluations with trust in workplace management

Who responds most strongly to supervisor social undermining? Building on self-verification theory (Swann, 1983, 1987), we theorize that employees with positive views of the self (i.e., higher core self-evaluations [CSEs]) who also maintain higher trust in workplace management are more likely to experience heightened stress and turnover intentions when undermined. We argue that this subset of employees (high CSE, high trust) are more likely to feel misunderstood when undermined by their supervisor and that this lack of self-verification partially explains their stronger responses to supervisor undermining. We find initial support for the first part of our model in a study of 259 healthcare workers in the United States and replicate and extend our findings in the second study of 330 employees in the United Kingdom. Our results suggest that the employees Human Resources often wishes to attract and retain—employees with high CSE and high trust in workplace management—react most strongly to supervisor social undermining.     

Small fish,big fish: The performance effects of the relative standing in partners' affiliate portfolios

This study examines whether the value a venture derives from an affiliation depends on its relative standing in the portfolio of all affiliations held by its partner. Relative standing refers to how the venture ranks among other ventures in the partner's portfolio with respect to expected returns. The relative standing of a venture in its partner's portfolio influences the venture's access to the partner's resources and the venture's performance. We also argue that a venture's relative standing becomes more important to performance when the partner has a larger portfolio or higher status. In addition to a field study, we test the effect of a venture's relative standing in a venture capital portfolio on its exit likelihood, controlling for endogeneity. We find support for our hypotheses. Copyright © 2014 John Wiley & Sons, Ltd.     

Customer Aggression,Emotional Exhaustion,and Hotel Employee Outcomes: A Study in the United Arab Emirates

The purpose of this study is to develop and test a conceptual model that investigates emotional exhaustion as a mediator of the effects of customer aggression on life satisfaction and turnover intentions. The model also examines supervisor support as a moderator of the relationships among customer aggression, emotional exhaustion, and the previously mentioned outcomes. Data were gathered from a sample of full-time Arab frontline employees in the international five-star chain hotels of Dubai in the United Arab Emirates. The hypothesized relationships were tested using LISREL 8.30 through path analysis. The results demonstrate that emotional exhaustion partially mediates the effects of customer aggression on life satisfaction and turnover intentions. The results further reveal that supervisor support acts as a moderator of the impacts of emotional exhaustion on these outcomes. Implications of the findings are discussed and their future research directions are offered.     

双元领导如何影响员工职业生涯成功?——一个被调节的中介作用模型

双元领导是指由两种相异领导行为构成并通过二者平衡互补以应对环境变化的一种新型领导风格。双元领导比单元领导更加常见,然而这种领导风格对员工职业生涯成功的影响研究却比较缺失。基于本土企业338份员工及其直接上司配对样本,本文对双元领导如何影响员工职业生涯成功进行了探究。研究发现,双元领导对员工的职业生涯成功有显著影响;中介效应研究发现,双元领导对员工职业生涯成功的影响主要是通过员工对领导的认同来发挥作用的;通过被调节的中介作用模型发现,以上中介效应受到员工主动性人格的影响,即主动性人格越低的员工,双元领导对领导认同的影响会越强,最终影响员工职业生涯成功的作用也越强。研究结论不仅丰富了跨文化情境下双元领导的理论研究,还能为企业有效开展员工的职业生涯管理提供参考。     

试论对非公有制经济的监督与管理——由“广东大兴煤矿透水事故”引出的思考

我国非公有制经济在党和政府的积极呵护下迅速发展壮大,已成为“社会主义市场经济的重要组成部妒,其对国民经济的贡献率也已超过60％。但是,非公有制经济在快速发展的过程中也暴露出许多令人痛心、危害国家和人民的问题,这与和谐社会极不相称。党和政府只有加强监管,才能促使非公有制经济沿着社会主义市场经济的正确轨道健康发展,才能保障社会主义和谐社会建设的顺利进行。