Does job passion enhance job embeddedness? A moderated mediation model of work engagement and abusive supervision

Academic and industrial attention has been paid to the job embeddedness as an important predictor of employee actual turnover. Studies have examined the influence of job embeddedness as an antecedent, mediator, and moderator. However, there have been few investigations of antecedents of job embeddedness from the perspective of employee characteristics. Therefore, the current study bridged this research gap and investigated the associations among job passion, work engagement, abusive supervision, and job embeddedness. Data from 278 full-time hotel employees indicated that harmonious passion was not associated with job embeddedness. Moreover, obsessive passion shared a positive relationship with job embeddedness. Both harmonious and obsessive passion had an indirect effect on job embeddedness through work engagement. Abusive supervision moderated only the indirect effect of obsessive passion on job embeddedness via work engagement. A new model is proposed based on our findings to explain factors that contribute to job embeddedness.     

The impact of airline internal branding on work outcomes using job satisfaction as a mediator

Within the context of the airline industry, this study offers an integrated approach measuring the effects of internal brand communication, brand-centered training, transformational leadership, brand ideology, and internal brand communities on job satisfaction and work outcomes. It further explores the role of job satisfaction as a mediator between internal branding and work outcomes. Following an analysis of 485 responses, we find that leadership, ideology, and communities positively influence job satisfaction, which in turn affects intention-to-stay, team performance, and brand commitment. Job satisfaction is also found to mediate the relationships between internal branding (i.e., transformational leadership, brand ideology, and internal brand communities) and work outcomes. These findings highlight that appropriate branding strategies can enhance airline development through employee satisfaction.     

Exploring job crafting: Diagnosing and responding to the ways employees adjust their jobs

Recent research has developed an in-depth understanding of how workers change their jobs on their own to improve their performance and well-being, a process called job crafting. This research suggests that managers, coworkers, and organizations need a better understanding of how to manage job crafting to capitalize on its benefits and reduce costs. This article will help organizations diagnose the occurrence of job crafting, recognize the differences between goal-oriented approaches to job crafting as opposed to withdrawal-oriented avoidance job crafting, and identify the seven specific types of job crafting: work role expansion, social expansion, work role reduction, work organization, adoption, metacognition, and withdrawal. We conclude with recommendations for managers, coworkers, and organizations on how to diagnose and manage job crafting.     

The impact of wearable devices on employee wellness programs: A study of hotel industry workers

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.     

Retaining and engaging older workers: A solution to worker shortages in the U.S.

Over the next 20 years, many organizations will experience significant shortages of skilled workers. At the same time, because of longer lifespans and a gradual rise in what society has considered the traditional retirement age of 65, older workers will represent a growing proportion of the American workforce. For a variety of reasons, many of these older workers desire to continue working and, if retained and engaged, they constitute a significant labor source for mitigating the emerging shortages of skilled workers. However, many organizations are not prepared to take advantage of this demographic shift; some even generate barriers that impede the retention and engagement of older workers. In this article, we identify a variety of ways in which organizations can retain and engage older workers to meet their staffing needs and enhance organizational performance. We also discuss the relationship of these proposals to prominent theories of motivation in management.     

参与管理对组织效率的影响

在当今社会，人们发现单纯依靠命令式管理来提高员工工作效率，似乎收效不大，于是寻求人本管理，采取激励的方法来提高员工的积极性，以影响组织效率。本文通过让员工参与管理，满足员工个人成长、自我价值实现的需要，充分调动员工的积极性，达到组织效率提高的目的。     

责任感、信任感与职工持股

中国企业中实行的职工持股制度，目的是为了解决长期以来企业中存在的“人人皆主人，无人会负责”的职工缺乏主人翁意识的状况。职工在工作中的责任感和信任感的存在，对企业的活动及其效益皆具有非常重要的意义。职工持股制度的着眼点是把激励建立在可感知的利益和“期望的利益”之上，这对于增强企业职工的主人翁意识与强化企业与职工之间的信任关系大有益处，它使职工对企业的参与有了可靠的物质基础和切入点。     

悖论思维对创造力的“过犹不及”效应研究

悖论思维帮助个体发现对立事物间的联系,有利于创造性想法或创意的生成,但过高水平的悖论思维极易导致认知过载,使个体无暇顾及需要想象力和灵感的创造性活动。基于"过犹不及效应",本文提出悖论思维对员工创造力产生非线性影响。同时,根据能力-动机-机会(AMO)的理论框架,探索个人学习能力在这一关系中的中介作用,以及领导调节聚焦行为的调节作用。本文认为:悖论思维与员工创造力呈倒U型关系,个人学习能力在上述关系中起中介传导作用,领导促进型聚焦行为强化了变量间的间接关系,而领导防御型聚焦行为削弱了变量间的间接关系。通过对313名员工的三阶段调查分析,数据支持了本研究提出的假设。虽然适度的悖论思维有助于员工提升学习能力,但过度的悖论思维反而会降低员工学习效率进而削弱员工创造力,领导调节聚焦行为决定了员工是否能完成学习能力到创造力的转化。研究结论为员工创造力的影响因素研究提供了新思路,引导企业通过甄选员工和调整领导行为来激发员工创造力。     

关系取向对员工满意影响的实证研究

在现有文献中,有关关系取向对员工满意影响的研究尚属空白.(1)通过15位服务人员的深度访谈,对关系取向的内涵进行定性探索;(2)预调查对量表的信度和效度进行评价并修改部分问项;(3)对天津连锁药店的86位店长和217位销售人员的正式问卷调查表明:关系取向、关系交换与员工满意正相关;个体文化差异对关系交换有负向影响,而对关系取向有正向影响.研究结果可以指导经理们提高上下级关系管理的有效性.     

Overeducation, regional labor markets, and spatial flexibility

For most workers, access to suitable employment is severely restricted by the fact that they look for jobs in the regional labor market rather than the global one. In this paper we analyze how macrolevel opportunities (regional market characteristics) and microlevel restrictions (the extent to which job searchers are restricted to the regional market) can help to explain the phenomenon of overeducation. We use a two-step procedure to control selective access to employment. The results show that the size of the labor market is an important factor in avoiding overeducation.