Factors Influencing the use of Preventive Medical Care in Malaysia: Evidence from National Health and Morbidity Survey Data

An increase in the prevalence of modifiable health risk factors, such as diabetes, hypertension and hypercholesterolemia, has become a serious public health issue in developed and developing countries. It is the main contributing factor to the rise in non‐communicable diseases (NCD). The use of preventive medical care remains the best method to prevent NCD. The objective of the present study is to examine the factors affecting the decisions of people to use preventive medical care (e.g. blood glucose tests, blood cholesterol tests and blood pressure test). An ordered logit model is estimated based on a nationally representative sample. The present study finds that income, age, education, ethnicity, employment status, health insurance and smoking are significantly associated with the use of preventive medical care. As a measure towards increasing the prevalence of the preventive medical care usage, the government should pay special attention to low income earners, the young and the elderly, the less‐educated, the ethnic minorities, employed individuals, individuals whose medical expenses are not paid by insurance carriers, as well as smokers.     

融入职场训练的高职育人模式探索

高等职业教育以培养高素质、高技能应用型人才为目标。职场训练的开展，对于加强高职院校学生的实践操作能力有独特的优势。以宁波职业技术学院依托大学生创业园开展职场训练为例，探讨高职院校进行职场训练的育人模式。     

我国工作场所中负面行为调查及分析

组织中的行为有些在本质上对组织起着正面作用,但是也有一些产生了负面影响。各类负面行为的频繁发生已经成为组织的常态,但国内研究者和管理者尚未给予全面、系统的关注。通过对近20家企业的员工进行问卷调查,结果发现,我国工作场所中存在着数十种负面行为。相关分析表明,各种负面行为之间具有相关性。了解组织中各种负面行为的种类和性质,有助于管理者进行针对性的监控、预防或处理。     

美国动画产业资本循环机制研究

本文通过分析美国动画产业资本循环过程中各阶段的运行机制,得出美国动画产业能够创造高额利润的主要原因是其在资本循环的各个阶段都始终贯彻"以市场需求为导向"的原则。同时,在资本循环的相应阶段结合我国动画产业的实际情况提出改进对策。     

Understanding the relationship between experiencing workplace cyberbullying,employee mental strain and job satisfaction: a dysempowerment approach

Although the literature on traditional workplace bullying is advancing rapidly, currently investigations addressing workplace cyberbullying are sparse. To counter this, we present three connected research studies framed within dysempowerment theory (Kane, K., & Montgomery, K. (1998). A framework for understanding dysempowerment in organizations. Human Resource Management, 37, 263–275.) which examine the relationship between volume and intensity of cyberbullying experience and individual mental strain and job satisfaction; whether the impact is more negative as compared to traditional bullying; and whether state negative affectivity (NA) and interpersonal justice mediate the relationship. Additionally, we also considered the impact of witnessing cyberbullying acts on individual outcomes. A total sample comprised 331 UK university employees across academic, administrative, research, management and technical roles. Overall, significant relationships between cyberbullying exposure and outcomes emerged, with cyberbullying exposure displaying a stronger negative relationship with job satisfaction when compared to offline bullying. Analysis supported an indirect effect between cyberbullying acts and outcomes via NA and between cyberbullying acts and job satisfaction via interpersonal justice. No support for a serial multiple mediation model of experiencing cyberbullying to justice to NA to outcome was found. Further, perceived intensity of cyberbullying acts and witnessing cyberbullying acts did not significantly relate to negative outcomes. Theoretical and practical implications of the research are discussed.     

Effects of workplace bullying on work engagement and health: the mediating role of job insecurity

This study examined the effects of exposure to workplace bullying on work engagement and health problems. It is one of the few studies to treat job insecurity as an explanatory factor of the bullying–outcome relationship. Specifically, we perceive that job insecurity unfolds through an interpersonal process in which negative experiences, such as bullying, make employees feel less valuable in their workplace. By analyzing the data from employees in Korea using the latent factor approach, the tested mediation model explained that exposure to workplace bullying decreased the work engagement of employees and increased their health problems because of their high level of perceived job insecurity. The relationship between bullying and engagement would not be established without the job insecurity variable, thereby suggesting its indirect effect. Given the partial mediating effect of health problems, job insecurity is identified as an additional underlying mechanism that explains why bullying increases health problems. This finding does not contradict the widespread arguments on the health-impairing effect of workplace bullying. This study contributes to the literature and business practices by identifying an important underlying mechanism that helps us understand the association between exposure to workplace bullying and key work outcomes.     

团队中“投桃报李”的交换关系如何影响员工创新?——职场精神力与集体主义倾向的作用

创新是企业乃至国家兴旺发达的不竭动力,团队成员作为组织中员工交互最为频繁的社会交换关系,对员工创新极大产生影响。基于社会认同理论,构建一个有调节的中介模型,探究团队成员交换对员工创新行为的作用机制。运用SPSS 23.0和Amos 22.0对412份问卷进行分析,研究发现,团队成员交换以职场精神力为部分中介正向影响了员工创新行为,其中,集体主义倾向在上述关系中起到了调节作用,即员工集体主义倾向越高,团队成员交换对职场精神力的影响越大,从而对创新行为影响越大。研究结论在理论与实践上为组织创新管理和团队管理提供了重要的启示。     

Optimal two-object auctions with synergies

We design the revenue-maximizing auction for two objects when each buyer has bi-dimensional private information and a superadditive utility function (i.e., a synergy is generated if a buyer wins both goods). In this setting the seller is likely to allocate the objects inefficiently with respect to an environment with no synergies (see Armstrong, RES (2000)). In particular, the objects may be bundled too rarely or a buyer may win the bundle even though her valuations for the goods are weakly dominated by the values of another buyer.Received: 29 October 2001, Accepted: 29 October 2002, JEL Classification: D44, D82This paper has been written while the author was a member of the Dipartimento di Statistica e Matematica Applicata alle Scienze Umane "Diego De Castro", Universitá degli Studi di Torino, Italy. Valuable comments and suggestions were provided by Antonio Cabrales, Massimo Marinacci, three anonymous referees and, especially, by Mark Armstrong. The usual disclaimer applies.     

Wage delegation in the field

By conducting a natural field experiment, we analyze the managerial policy of delegating the wage choice to employees. We find that this policy enhances performance significantly, which is remarkable since allocated wage premiums of the same size have no effect at all. Observed self‐imposed wage restraints and absence of negative peer effects speak in favor of wage delegation, although the chosen wage premium levels severely dampen its net value. Additional experimental and survey data provide important insights into employees' underlying motivations.     

The role of management and trade union leadership on dual commitment: The mediating effect of the workplace relations climate

This article examines the effect of transformational and laisser‐faire leadership on the part of local union leaders and immediate supervisors on the dual commitment of unionised workers. Building on the social information processing perspective, it is suggested that these leadership styles are linked to commitment through the workplace relations climate (WRC). Based on a sample of 834 unionised workers, our results suggest that WRC represents an important mechanism explaining the effect of the immediate supervisor's leadership in unionised settings. Results also show that transformational leadership on the part of union representatives is positively linked to union and organisational commitment. This article contributes to the WRC and dual commitment literatures by going beyond structural and institutional explanations and considering relational and actor‐related variables, such as leadership styles.