Work enrichment and employee voice in human resource management-performance studies

Studies assessing the link between human resource management and performance were spawned by the high commitment or high involvement models. We show that work enrichment and employee voice were central to these models, yet as resource-based theory was increasingly used to justify the association of such models with high performance the seeds for a diminishing role for employee involvement were set. We then assess the associated empirical work, and show how employee involvement is neglected in favour of alternative emphases on skills and knowledge, labour flexibility and extrinsic motivation. It is proposed that future work should abandon the dominant approach of testing a single null hypothesis and instead examine competing models of the HRM–performance relationship.     

运用实证论转向探讨模具英语教学

本文运用实证论转向探讨了模具英语的教学特点。即:1.词汇的高度科技术语性;2.经常使用首字母缩略词;3.句法结构多用被动语态。     

无线通信技术在智能配电网中的应用研究

早期有线通信技术传递信号的强度较弱且信息安全指数较低,导致用户重要信息被窃取,造成了重大的经济损失。随着通信行业的技术进步,无线通信模式得到广泛运用,语音信息隐藏技术作为无线通信的新技术,不仅实现了数据信息的安全、高效传输,也促进了智能电网的有序构建。文章分析了无线通信技术的优点,重点阐述了信息隐藏技术的运用状况。     

国有独资与国有控股公司治理模式研究——来自美日公司治理结构比较的经验

本文从美日公司治理类型角度重新审视美、日企业外部和内部治理结构差别,从而看到美国外部和内部治理结构采取退出体制,日本内部和外部治理结构采取进言体制。同时还看到,美国退出体制是以“强董事会、弱股东会“模式体现出来,而日本进言体制是以“强股东会、弱董事会“模式体现出来。因此,针对中国国有独资与国有控股公司而言,借鉴美国退出体制与日本进言体制的优点,依据现实的经济条件吸纳进言体制和退出体制的各自优势,真正构建具有中国特色的中央企业治理模式。     

英语时、态、体及其语法教学

英语语法是英语学习过程中的一个重点,同时也是一个难点,而英语语法在很多情况下与英语的“时”、“体”、“态”密切相关。了解英语“时”“体”“态”的基本概念和两种“时”、两种“体”和两种“态”的基本构成,对掌握英语语法中常见的时态和语态以及非谓语动词,尤其是不定式和分词结构的构成规则有很大的帮助。     

化异存同--对中美贸易摩擦的若干思考

由于中美贸易发展的不平衡,两国之间存在着巨额贸易逆差,由此引发了频繁的贸易摩擦。本文通过建立计量模型,得出中美贸易逆差将长期存在并逐渐扩大的结论。而中美双方对于贸易逆差产生的原因均各执一词,本文在对双方就中美贸易摩擦所持观点进行梳理的基础上,建议双方都应从战略高度出发,化异求同,共谋发展。     

仁慈领导如何影响员工的建言行为:一个被中介的调节作用分析?

本文基于11家企业的416个员工—直属上司的配对样本,采用多元回归分析方法,探讨仁慈领导对员工建言行为的影响及其作用机制。结果表明：(1)仁慈领导对员工抑制性建言、促进性建言有正向影响;(2)组织自尊在仁慈领导与员工抑制性建言、促进性建言之间具有部分中介作用;(3)员工主动性人格在仁慈领导与抑制性建言、促进性建言之间起调节作用,这一调节效应完全通过组织自尊的中介起作用。     

The influence of cultural tightness–looseness,religiosity, and the institutional environment on tax evasion behaviour: A cross-country study

We examine whether the strength of norms and tolerance for deviations play a role in explaining cross-country differences in tax evasion (TEVA). We also investigate the effects of religiosity, legal enforcement, voice and accountability, and the stability of political systems on TEVA across 48 countries over the period 1997–2018. Results show that the higher the voice and accountability and the lower the degree of cultural tightness–looseness, the rule of law, and political stability, the higher the degree of TEVA across nations. The results are important for policymakers to assess the likelihood of TEVA from a holistic perspective.     

Hirschman's loyalty: Attitude or behavior?

Over the past two decades there has been much controversy over what Hirschman intended by the term loyalty in his bookExit, Voice, and Loyalty. Some have interpreted Hirschman's loyalty as an attitude that deters exit and promotes voice. Others have interpreted Hirschman's loyalty as a distinct behavior, like exit and voice, that results from dissatisfaction. This article examines both views of loyalty simultaneously. First, comprehensive and reliable scales to measure the behavioral responses to dissatisfaction are developed. Second, the relationship between loyalty and the behavioral responses to dissatisfaction are examined. Results of this research indicate that both interpretations are important and together help us better understand how employees behave when they are dissatisfied.     

Employee brand love and love behaviors: Perspectives of social exchange and rational choice

The concept of brand love has prompted many marketing scholars to study customers’ love for a brand, but little attention has been paid to understanding employees’ love for their brands. Based on social exchange theory and rational choice theory, this study proposes that forgiveness behavior, supportive voice behavior, and helping behavior are three love behaviors improved through employee brand love. Additionally, organizational culture types are shown to moderate the relationship between brand love and these love behaviors. The findings of this study use 456 responses from hotel employees in the United States and Taiwan to support the impact of employee brand love on these three love behaviors. Moreover, testing the moderating effects of organizational cultures reveal that forgiveness behavior may be strengthened through a hierarchy culture, that supportive voice behavior can be strengthened via clan culture, and that helping behavior can be strengthened under a hierarchy organizational culture.