The relationship between laissez-faire leadership and burnout: Mediation through work alienation and the moderating role of political skill

We tested the relationship between laissez-faire leadership and job burnout and the mediating role of work alienation in this relationship. We also examined the moderating role of political skill in the relationship between laissez-faire leadership and burnout. Based on time-lagged (three waves, two months apart) survey data collected from 272 employees in 92 firms operating in China, our results showed that laissez-faire leadership was positively related to burnout both directly and via work alienation. Moreover, the positive relationship between laissez-faire leadership and burnout was contingent on political skill, such that the relationship was weak when political skill was high. The study provides useful suggestions to help managers curb employees' feelings of burnout and work alienation.     

Tourism occupations,career profiles and knowledge

This paper summarizes the approach and main findings of a research study undertaken by the Tourism Society into occupations, career profiles and knowledge requirements of professionals engaged in tourism. It outlines the main stages in the research program, including the identification of a body of knowledge about tourism, the development of an occupational classification, and a survey of professionals employed in tourism. It then presents and comments on findings covering occupational classifications, career profiles and knowledge requirements, making particular reference to the implications for tourism education. The study is very much a pioneering work in this field and it is confined to the experiences of the United Kingdom.     

Proactive personality and work performance in China: The moderating effects of emotional exhaustion and perceived safety climate

Grounded in the interactionist paradigm, this study shows that emotional exhaustion and perceived safety climate constitute important moderators of the relationship between proactive personality and work performance. More specifically, the study analyzes the relationship between proactive personality and its behavioural outcomes—organizational citizenship behaviour (OCB) and job performance—and investigates the interactive effects of emotional exhaustion and perceived safety climate. The study involves 485 Chinese airline employees including pilots, flight attendants, engineers, and service employees. Proactive personality positively predicted OCB and individual performance. Emotional exhaustion and perceived safety climate moderated the relationship between proactive personality and individual performance both independently and jointly. Implications of the findings for future research are discussed. Copyright © 2009 ASAC. Published by John Wiley & Sons, Ltd.     

How career plateau beliefs and leader interpersonal unfairness harm job performance in dysfunctional organizational settings

Building on social exchange theory and attribution theory, this study unpacks the relationship between employees' perceptions of organizational politics and job performance, considering the mediating effect of career plateau beliefs and the moderating effect of leader interpersonal unfairness. The findings provide empirical support for the theoretical predictions. An important reason for which perceptions of dysfunctional organizational politics reduce job performance is that employees develop beliefs that opportunities for their career development are limited. This mediating role of career plateau beliefs is particularly salient to the extent that employees are exposed to organizational leaders who treat them with disrespect. Organizations can mitigate the risk that highly politicized decision-making processes lead to negative performance outcomes by stimulating fair interpersonal relationships.     

Understanding the dynamics between supervisor‐follower social capital,work engagement,and employees' creative work involvement

This study examines the previously unexplored mediating role of work engagement in the link between creative work involvement and the relational resources embedded in supervisor‐follower exchanges. We studied three relational resources inherent to the exchanges between followers and their supervisors: trust in supervisor, goal congruence, and relationship informality. Data were captured from IT professionals working at four well‐established IT companies in Ukraine. The findings show that relationship informality and goal congruence positively affect employees' creative work involvement, yet these effects are less pronounced when controlling for work engagement. The significance and implications of these findings for research and practice are discussed. Copyright © 2016 ASAC. Published by John Wiley & Sons, Ltd.     

应用型硕士培养的课程体系构建

应用型硕士的培养定位是培养一类兼具学术性、技术性和职业性特征的复合型人才。为了确保培养定位,应构建符合其人才特征的课程体系,即:学技职相融合的课程目标取向,实践知识主导的课程内容选择,开放多样模块的课程结构形式,产学研相结合的课程实施方式,基于任务表现的课程评价理念。     

Workplace risks and stressors as predictors of burnout: The moderating impact of job control and team efficacy

Air medical healthcare (AMH) professionals care for critically-ill individuals while conveying them to healthcare centres from distant, and frequently dangerous, locations. AMH professionals experience additional health and safety issues beyond the “typical” stressors faced by other healthcare professionals. Therefore, we integrated the safety and psychosocial health literatures to examine the relationship between workplace stressors (risk perception, worries, and patient-care barriers) and two components of burnout (emotional exhaustion; depersonalization), and the moderating impact of job control and team efficacy for 106 Canadian AMH professionals. Worries over medical hassles and barriers to patient care uniquely predicted emotional exhaustion. Lack of perceived control over one's job was related to exhaustion and depersonalization after controlling for stressors. Job control and team efficacy buffered some of the stressor-burnout relationships. Copyright © 2009 ASAC. Published by John Wiley & Sons, Ltd.     

Impact of psychological capital on innovative performance and job stress

We investigated the impact of psychological capital (PsyCap) on supervisory‐rated innovative performance and job stress. Data collected from a diverse sample (N = 237 paired responses) of employees from various organizations in Pakistan provided good support for the hypotheses. The results indicate that PsyCap is positively related to innovative job performance and negatively related to job stress. High PsyCap individuals were rated as exhibiting more innovative behaviours by their supervisors than low PsyCap individuals. Particularly, we found that high PsyCap individuals were more likely to generate, acquire support for, and implement novel ideas in their workplace. Similarly, individuals with high PsyCap reported lower levels of job stress as compared to their low PsyCap counterparts. Copyright © 2015 ASAC. Published by John Wiley & Sons, Ltd.     

Forum: Teaching Professional Judgement in Accounting

In May 2005, the University of Lethbridge and the Institute of Chartered Accountants of Alberta sponsored the Banff Education Conference entitled Professional Judgement: Can It Be Taught? The opening forum at the conference was a panel discussion on the topic presented by academics and practitioners. The session included an overview of the research literature on expertise as a basis for considering the nature of professional judgement and the implications of various attributes of expertise for accounting education. Past practices and current pressures facing practitioners in exercising good judgement were addressed, including increased complexity of transactions and decreased time to assess problems. The forum also included a discussion of the need for educators to help guide students to develop an understanding of a problem rather than simply seek the answer. There was a discussion of particularly challenging topics for students to grasp in a principlesbased environment. The forum culminated in a question‐and‐answer session involving the panelists and the attendees at the conference. This paper summarizes the presentations and the discussion that took place during the forum. En mai 2005, l'Université de Lethbridge et l'Institut des comptables agréés de l'Alberta commanditaient le congrès de Banff sur l'éducation ayant pour thème la question suivante: le jugement professionnel s'enseigne‐t‐il? Le forum d'ouverture a consisté en une table ronde sur cette question au cours de laquelle enseignants et praticiens ont effectué un survol des publications de recherche sur la compétence qui a servi de point de départ à l'étude de la nature du jugement professionnel et des répercussions de diverses caractéristiques de la compétence sur la formation comptable. Les panélistes se sont penchés sur les méthodes passées et sur les pressions auxquelles sont actuellement soumis les praticiens dans l'exercice d'un jugement éclairé, notamment les difficultés occasionnées par la complexité accrue des transactions et la réduction du temps dévolu à l'évaluation des problèmes. Les panélistes ont également discuté de la nécessité pour les enseignants d'amener les étudiants à mieux comprendre les tenants et les aboutissants d'un problème plutôt que de simplement en chercher la solution. Ils ont également discuté d'enjeux particulièrement importants pour les étudiants dans un environnement axé sur les principes. Le forum s'est terminé par une période d'échange entre panélistes et participants au congrès. Le texte qui suit est un résumé des exposés présentés dans le cadre de ce forum et des discussions qui s'y sont déroulées.