三峡库区移民人力资本因素与劳动报酬收入关系的实证研究

利用重庆云阳县529户移民户的调查数据,对三峡库区移民户的人力资本因素与其家庭劳动报酬收入的相关性进行了分析。实证分析结果显示:移民户的各人力资本因素(包括劳动力文化程度、技能状况、健康状况、就业培训状况、劳动工作持续时间)与其家庭年均劳动报酬收入均存在显著的相关性;家庭年均劳动报酬收入的增加会促使移民户家庭加大对子女教育的年投入和劳动力医疗年支出。     

马克思现代性批判思想的生态意蕴

现代性问题以人的生存悖论方式显现出来。从现代性批判的角度看,马克思思想中蕴涵着深刻的生态意蕴,这不仅体现在马克思对人与自然辨证关系的解读和异化劳动思想之中,也体现于马克思对资本的批判之中。这些思想为我们正确解读人与自然辩证关系和把握生态危机根源提供了理论资源。     

Internal marketing practices,genuine emotions and their effects on hotel employees’ customer-oriented behaviors

Drawing on social exchange and conservation of resources theories, this study investigates genuine emotions as a mediator of the effects of internal marketing practices on customer-oriented behaviors. Data collected from customer-contact employees in the four- and five-star hotels in Antalya, one of the most popular tourism destinations in Turkey, were used to assess the aforesaid relationships. The results from structural equation modeling reveal that management’s simultaneous emphasis on internal communication, training, and internal market research as the indicators of internal marketing practices fosters customer-contact employees’ genuine emotions displayed in service encounters. Such internal marketing practices as well as genuine emotions boost employees’ customer-oriented behaviors, as manifested by enjoyment and needs. As hypothesized, genuine emotions partly mediate the effects of internal marketing practices on customer-oriented behaviors. Theoretical and management implications associated with the abovementioned results are discussed.     

Moderating role of hotel employees’ gender and job position on the relationship between emotional intelligence and emotional labor

The purpose of this study is to identify the effects of deluxe hotel employees’ emotional intelligence on their emotional labor, and the moderating effects of employees’ diversity (gender and job position) on the relationship between emotional intelligence and emotional labor. The results showed that the use of emotion (UOE) had the largest effect on surface acting during emotional labor, and self-emotion appraisal (SEA) had the largest effect on deep acting. In addition, the study found moderating effects of employees’ diversity on the relationship between emotional intelligence and emotional labor, and the effects of others’ emotion appraisal (OEA) on surface acting were shown to be significantly higher among female employees than among males. Furthermore, the effects of the use of emotions (UOE) on deep acting were larger in the FOH than in the BOH. However, results showed that the effects of regulation of emotion (ROE) on deep acting were significantly stronger in the BOH than in the FOH.     

Does uncertain demand affect service quality?

The purpose of this article is to investigate the impact of demand uncertainty on labor intensity as well as service quality. Theoretical predictions are mixed: on the one hand, risk aversion leads hotels to choose a lower level of capital in response to demand uncertainty, thereby leading to higher labor intensity; on the other hand, the demand-enhancing benefit of service quality may be weakened due to demand uncertainty, thereby leading to a lower service quality decision. Using the data of international tourist hotels in Taiwan, this article shows that demand uncertainty leads to a positive impact on hotels’ labor intensity. In addition, hotels located in markets with a higher degree of concentration, having more diversified revenue sources, or belonging to hotel chains also tend to exhibit higher labor intensity.     

Explaining the Link Between Emotional Labor and Turnover Intentions: The Role of In-Depth Communication

This study investigates the relationships between three different emotional labor strategies (surface acting, deep acting, and genuine emotions) and turnover intentions and introduces the role of in-depth communication with colleagues as a potential moderator. This study was administered to employees in four Chinese hotel companies. Frontline employees were asked to participate in the survey and 216 valid responses were obtained for data analysis. The results showed that surface acting and deep acting were associated with turnover intentions, and in-depth communication with colleagues moderated the relation between deep acting and turnover intentions. Although there was not a direct effect of genuine emotions on turnover intentions, in-depth communication was a significant moderator of this relation. These findings extend previous literature by demonstrating the role of in-depth communication in shaping employees’ retention.