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1.
Peter Holm Andreasen Britta Gammelgaard 《Journal of Purchasing & Supply Management》2018,24(2):151-163
It is a wide-held assumption that professional development and change within purchasing and supply management (PSM) organisations can be explained and guided by a maturity model. In this paper the guidance which the maturity model concept offers to understand a PSM organisation's performance is assessed. The methodology is based on the outcomes of a literature review of PSM maturity models, development of an organisational change framework and the learning from three qualitative case studies. An alternative understanding of the development of the PSM organisation is offered through an organisational change framework, composing 1) movement transitions, 2) scalability of change, 3) acceptability of change, and 4) the substantive element of change. The research found that extant PSM maturity models are too rigid for PSM managers to apply, and although maturity models are commonly accepted in PSM literature, in practice, they may produce the opposite effect of what is promised. The PSM maturity models suggest that their application will lead to increased status and influence of PSM within the organisation; expectations that may not be met. PSM organisations’ change processes are subjected to a range of situational and contextual power relations which must be considered in order to advance the specific PSM organisation roles and responsibilities. 相似文献
2.
Hospitality workplaces are particularly challenging contexts in which to implement wellness initiatives. The present study implemented a technology-based wellness intervention to improve various aspects of employee wellness in contemporary hotel workplaces. The participants were given a wearable device (Fitbit, used here as an innovative tool) in order to monitor their activity levels and sleep patterns over a 14-day period. Additionally, the participants provided researchers with food diaries in separate electronic form. Information regarding job satisfaction, job engagement, organizational citizenship behaviors, and intention to leave was obtained before and after the observation period. The results demonstrate an increase in physical activity, an increase in healthy food consumption, and a reduction in overall caloric intake. Furthermore, positive changes in employee engagement, job satisfaction, and organizational commitment were noted. Care should be exercised when implementing such interventions in order to ensure data privacy and positive employee relations. 相似文献
3.
This paper presents goal commitment as one stage of a multidimensional goal striving process that affects feedback acquisition, processing, and use during the achievement of performance goals. Specifically, this paper argues that higher goal commitment leads to more effective acquisition, processing, and use of feedback that in turn fosters higher performance than does lower goal commitment. To provide a preliminary test of this proposition, data from an earlier field study conducted by the author and colleagues [J. Occup. Organ. Psychol. 72 (1999) 107] were used to examine the moderating effects of goal commitment on the relationship between perceived task feedback amount and work performance of 196 rehabilitation counselors. Results were consistent with this proposed interaction, as perceived task feedback amount had a positive linear relationship with work performance for higher goal commitment rehabilitation counselors and a negative linear relationship with performance for lower goal commitment counselors. The discussion urges researchers to broaden their views of goal commitment beyond the goal difficulty–performance relationship and to devote more attention to moderators of the feedback–performance relationship. Directions for future research and practical implications are also discussed. 相似文献
4.
Keld Laursen 《International Journal of the Economics of Business》2002,9(1):139-156
Recent theoretical and empirical analysis in the field of economic organization has focused almost exclusively on identifying organizational practices and complementarities between such practices, without regard for the type of activity in question. However, organizational theory suggests that more knowledge-intensive production activities often involve higher degrees of strategic uncertainty for firms and performance ambiguity in relation to individual employees. Therefore, the 'organic' or 'clan' form of organization - involving the application of 'new' HRM practices - is expected to perform better within knowledge-intensive sectors of the economy, as compared to other sectors. A sample of 726 Danish firms with more than 50 employees in manufacturing and private services is studied. The results show that HRM practices are more effective in influencing innovation performance when applied together, as compared with situations in which individual practices are applied alone. In other words, organizational complementarities obtain. Moreover, the application of complementary HRM practices is more effective for firms in knowledge-intensive industries ('high' and 'medium' knowledge-intensive industries). 相似文献
5.
本文针时我国企业在反倾销共同应诉中的不合作或者“搭使车”问题,试图探讨行业协会作为一种治理机制,如何提供或设计一种有效的制度安排(如俱乐部规范),把一群相互依存的企业组织起来,并通过自主性努力克服不合作或“搭便车”,以取得长期的共同利益的实现。 相似文献
6.
决策者人格特征对承诺升级的影响研究 总被引:3,自引:0,他引:3
为研究决策者人格特征是否导致承诺升级现象及其产生的因素,研究者以中国文化背景的管理者为被试,运用T检验及回归分析法,证实了决策者自尊、冒险倾向、挫折容忍力、控制点等人格变量与承诺升级行为之间存在相关关系的假设,验证并扩充了西方承诺升级研究理论,为企业甄选管理决策人员实践提供了理论指导。 相似文献
7.
Kathleen Cannings 《Employee Responsibilities and Rights Journal》1992,5(3):261-272
The purpose of this article is to use Albert Hirschman's Exit, Voice, and Loyalty framework to analyze the extent to which corporate employees are merely attached to the firm rather than committed. A model of managerial loyalty is developed where loyalty is defined as the percentage pay increase that an employee would require to leave the current firm for alternative employment. Independent variables in the model include barriers to exit and voice. This model was tested on three data sets from North American airlines. This model received empirical support during a stable environment but was not strongly supported during a more turbulent environment. Implications of the results are discussed. 相似文献
8.
Employment in the U.S. appears to be subject to two broad, conflicting influences. Foreign competition and declining productivity have resulted in the suggested development of a commitment strategy in employment relations. Current administration policy towards employment, it is argued, combined with prevailing, notions of employment-at-will are in essential, tension with international standards of employment security and the content of the new industrial relations policies advocated by human resource practitioners and researchers. 相似文献
9.
Chieh-Peng Lin 《International Journal of Human Resource Management》2020,31(6):760-784
AbstractDrawing upon social cognitive theory, this study presents psychosocial functioning in which personal factors and social influences jointly influence career commitment as a mediator and then turnover intention as an outcome among high-tech personnel. Based on a two-wave survey of working professionals in high-tech industry, this study’s empirical results find that passion, social support, and perceived self-centered leadership indirectly relate to turnover intention through the full mediation of career commitment. At the same time, the effects of job self-efficacy and social support on career commitment are moderated respectively by passion. Finally, managerial implications and research limitations are discussed. 相似文献
10.
The effect of management commitment to service quality on employees’ affective and performance outcomes 总被引:1,自引:0,他引:1
Emin Babakus Ugur Yavas Osman M. Karatepe Turgay Avci 《Journal of the Academy of Marketing Science》2003,31(3):272-286
A service recovery performance model is proposed and tested with data from frontline bank employees in Turkey. The model is
derived from Bagozzi's (1992) reformulation of attitude theory. The empirical results suggest that top management commitment
to service quality, as manifested by frontline employees' appraisal of training, empowerment, and rewards, has a significant
effect on their perceptions of service recovery performance. The influence of management commitment to service quality on
service recovery performance is mediated by frontline employees' affective commitment to their organization and job satisfaction.
Implications of the results and further research avenues are discussed.
Emin Babakus (ebabakus@ memphis.edu) (Ph.D., University of Alabama, 1985) is a professor of marketing at the University of Memphis. In
addition to theJournal of the Academy of Marketing Science, his research has been published in such journals as theJournal of Marketing Research, theInternational Journal of Research in Marketing, theJournal of Retailing, theJournal of Business Research, and theJournal of Advertising Research. He serves on the editorial review boards of several journals.
Ugur Yavas (raxyavas@mail.etsu.edu) (Ph.D., Georgia State University, 1976) is a professor of marketing at East Tennessee State University.
Besides theJournal of the Academy of Marketing Science, he has contributed to such journals as theJournal of Marketing Research, theJournal of Business Research, theInternational Journal of Research in Marketing, theEuropean Journal of Marketing, International Marketing Review, theJournal of International Marketing, Management International Review, theJournal of the Market Research Society, theInternational Journal of Service Industry Management, andLong Range Planning. He currently serves as the editor of theJournal of Asia-Pacific Business.
Osman M. Karatepe (osman.karatepe@emu.edu.tr) (Ph.D., Hacettepe University, Ankara, Turkey, 2002) is an assistant professor of marketing at
Eastern Mediterranean University (Turkish Republic of Northern Cyprus). He has contributed to such journals as theJournal of Hospitality and Leisure Marketing, The Service Industries Journal, Tourism Analysis, theInternational Journal of Hospitality and Tourism Administration, andAnatolia: An International Journal of Tourism and Hospitality Research. He currently serves as the associate editor of theEMU Journal of Tourism Research.
Turgay Avci (turgay.avci@emu.edu.tr) (Ph.D., Cukurova University, Adana, Turkey, 1995) is an assistant professor of management at Eastern
Mediterranean University (Turkish Republic of Northern Cyprus). He has contributed to such journals asThe Service Industries Journal, theJournal of Hospitality and Leisure Marketing, Tourism Analysis, theInternational Journal of Hospitality and Tourism Administration, andAnatolia: An International Journal of Tourism and Hospitality Research. He currently serves as the editor-in-chief of theEMU Journal of Tourism Research. 相似文献