An interactional perspective on perceived empowerment: the role of personal needs and task context

This study examines the influence of individual needs and task characteristics on a multifaceted definition of perceived empowerment using an interactional perspective. Respondents were Hong Kong Chinese employees and most of them lower-level or nonmanagerial level workers in business organizations. We used regression analyses to test a number of hypotheses informed by social psychology theories. The significant findings indicate that perceived empowerment is predicted by individual characteristics (need for achievement, need for power), task situations (receipt of task feedback, competency-based reward system, participation in goal setting) and their interactions. Limitations of the study and implications for future research are discussed.     

Leader-member exchange,employee performance,and work outcomes: an empirical study in the Chinese context

In this study, we employed the multidimensional view of LMX (LMX-MDM) to develop a model that captured different antecedents and outcomes of task and contextual performance. We tested this model with a sample drawn from subjects from the People's Republic of China. The results indicated that the affect dimension of LMX-MDM was positively associated with task performance and contextual performance. The contribution dimension of LMX-MDM was positively related to the job dedication dimension of contextual performance. Supervisory ratings of the task performance and the interpersonal facilitation dimension of contextual performance predicted the promotability of subordinates, and task performance influenced subordinates' intention to quit. Limitations and future research are discussed.     

What satisfies younger versus older employees,and why? An aging perspective on equity theory to explain interactive effects of employee age,monetary rewards,and task contributions on job satisfaction

In light of increasingly age-diverse workforces, organizations face the challenge of fostering job satisfaction among both younger and older employees. Combining equity theory with an aging perspective, we propose that due to age-related shifts in motives and goals, younger versus older employees’ job satisfaction will depend differently on monetary rewards (outcome side of equity theory), task contributions (input side of equity theory), as well as on imbalances (inequity) in the relationship between monetary rewards and task contributions. In a multisource study with 166 managers, we found that while younger employees were satisfied primarily by monetary rewards, older employees were satisfied primarily by their task contributions. Most importantly, a three-way interaction indicated that younger versus older employees react differently to two types of inequity: Being proportionally over-rewarded (i.e., receiving high monetary rewards for low task contributions) reduced older (but not of younger) employees’ job satisfaction. By contrast, under-reward inequity (i.e., receiving low monetary rewards for high task contributions) decreased younger (but not of older) employees’ job satisfaction. These age-dependent effects of job features on job satisfaction reveal important theoretical as well as practical implications.     

Employee well-being attribution and job change intentions: The moderating effect of task idiosyncratic deals

We developed and tested a research model in which employee well-being human resource (HR) attribution differentially influences the intention to change jobs across organizations (i.e., external job change intention) versus that within the same organization (i.e., internal job change intention). Furthermore, we posited that task idiosyncratic deals (I-deals) moderated the relationships between employee well-being HR attribution and external and internal job change intentions. Results indicated that employee well-being HR attribution was negatively related to external job change intention, but positively related to internal job change intention. Further, task I-deals significantly moderated the relationships between employee well-being HR attribution and external and internal job change intention. Specifically, employee well-being HR attribution played a less important role in reducing external job change intention when task I-deals were high rather than low. On the other hand, high task I-deals significantly strengthened the positive relationship between employee well-being HR attribution and internal job change intention. Our study extends the careers literature by differentiating the impact of employee well-being HR attribution on job change intentions within an organization compared with that across organizations and the important role of supervisors in enhancing or mitigating these effects.     

任务教学法在《商务口语》教学中的可行性探讨

任务教学法,始于上世纪80年代,在美国斯坦福大学和哈佛大学40％注重能力培养的课程都是采取这种教学法组织教学。中山大学外语教学中心夏纪梅教授多年来一直运用“任务教学法”,并取得了良好的教学效果。“任务教学法”能提高学生自主学习能力、协作能力,发掘学生潜能,并为教师自身发展提供出路。该教学法若能被应用于高职高专“商务口语”教学课程,应具有可行性。     

论数字化校园的构建

随着教育信息化的蓬勃发展,数字化校园已成为现代学校发展的方向。文章阐述了数字化校园的定义、基本构件和特征,探讨了构建数字化校园的方法和步骤。     

我国建筑废物处理利用问题与任务研究

介绍了我国建筑废物处理利用技术,重点分析了建筑废物处理利用中存在的问题,特别指出推进建筑废物处理利用的重点任务是完善管理体系、建设综合处置设施、推广处理利用技术、培育处理利用产业、加强宣传和教育。     

2012年全国林业计划财务工作的思路与任务

论述了2012年全国林业计划财务工作核心目标、任务与工作重点,强调林业计划财务工作要服务国家战略大局和林业发展全局,更加注重生态建设质量、发展实体经济、保障和改善民生;加大对生态建设、林业改革、林业产业、木本粮油、资源保护和科技兴林支持力度;确保生态贡献总量稳定增加,确保农民和林业职工稳定增收和林区社会和谐稳定。     

基于工作过程的高职管理会计课实践性教学研究

改革管理会计课程的教学体系和教学内容,将理论与技能知识有效连接,融＂教、学、做＂为一体,构建基于工作过程的理论实践一体化教学模式,有利于高职院校会计专业学生系统、全面掌握管理会计知识,具备一定的理论知识和实践能力,从而成为职业化和专业化的管理会计人才。     

跨越发展与制度创新

制度是发展的关键因素,跨越发展中的开放先导、结构优化、科技进步都依赖于制度创新。因此,不发达地区要实现跨越式发展,就必须进行大规模的经济、社会改革,完成一系列制度创新的工作和任务。