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.     

中国高端装备制造业自主技术创新效率稳定性及影响因素研究

在全面实施创新驱动发展战略的时代背景下，揭示中国高端装备制造业自主技术创新效率稳定性，测度相关因素的影响强度与方向，对揭示中国高端装备制造业自主技术创新规律，制定其发展策略具有重要指导意义。聚焦中国高端装备制造业自主技术创新效率稳定性及影响因素，采用DEA-Malmquist指数方法和Tobit回归模型进行实证研究，结果表明，中国高端装备制造业自主技术创新效率存在一定波动性，且各细分行业技术创新效率内部稳定性较差，产业自主技术创新效率整体稳定性不高；自主技术创新投入因素和环境影响因素对产业自主技术创新效率的影响具有较高的异质性，其中创新资金投入和人力资源投入对自主技术创新综合效率、纯技术效率及规模效率具有正向影响，而新产品开发投入和企业规模对自主技术创新综合效率、纯技术效率和规模效率的影响具有异质性，政策因素与市场因素分别具有显著和非显著负向影响，外源性创新因素具有显著正向影响，且影响强度较大。在此基础上，提出调整政府对高端装备制造业创新支持模式、加强外源性创新与智力引进等策略建议。     

Forget about ‘the ideal worker’: A theoretical contribution to the debate on flexible workplace designs,work/life conflict,and opportunities for gender equality

This study integrates insights from Self-Determination Theory and Boundary Theory to present scenarios on how flexible workplace designs can trigger multiple motivational processes underlying gendered work/nonwork integration behaviors, and how these affect work/life conflict. We disentangle processes underlying work engagement and work/life conflict, explaining the paradoxical outcomes found with regard to gender inequality in terms of work/life performance, satisfaction, and health. Policy makers and organizations need an increased understanding and a reconceptualization of these issues, realizing that the ideal worker does not exist. Instead, a long-term perspective is needed in order to truly realize the potential benefits of flexible workplace designs for all stakeholders. Organizations need to take responsibility for preventing individual workers’ depletion and stimulating the regeneration of workers’ resources.     

Moderation by goal commitment of the feedback–performance relationship: Theoretical explanation and preliminary study

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.     

以企业文化为切入点加强和改进企业思想政治工作

企业为了搞好经营，都十分重视提高员工的工作积极性，而提高员工的工作积极性往往采取增加薪酬、改善福利的方式，当然，这种方式的运用无可厚非，也比较见效，但随着企业各项制度的不断完善和员工构成的高学历化，单纯的经济刺激已不足以应对员工的多元化需求；因此重新审视我党的思想政治工作，将它与企业文化建设有机结合，在提高员工经济收入的同时，努力提高员工的“精神收入”，成为企业提升管理品质、吸引人才、锻造内力的有效途径。     

The Incidence and Intensity of Employer Funded Training: Australian Evidence on the Impact of Flexible Work

The interaction between the growth of flexible forms of employment and employer funded training is important for understanding labour market performance. In particular, the idea of a trade‐off has been advanced to describe potential market failures in the employment of flexible workers. This study finds that evidence of a trade‐off is apparent in both the incidence and intensity of employer funded training. Flexible workers receive training that is 50–80% less intense than the workforce average. Casual workers – especially males – suffer more acutely from the trade‐off. This suggests that flexible production externalities may seriously reduce human capital formation in the workforce.     

网络教育浅谈

本通过对我国教育现状的分析和对网络教育特点的阐析，提出网络教育对现行教育体制的挑战，对我国高等教育由精英教育转向全民教育的深远影响，以及存在的差距和未来发展趋势。     

对新疆财政工作的现实思考

在市场经济条件下,财政具有优化资源配置、调节收入分配和协调经济发展等重要功能。因此,做好财政工作对经济快速发展和社会全面进步具有重要的推动作用。本文主要对新疆财政收支的基本状况、财政工作中存在的问题及新疆财政工作的特殊性进行了分析,在此基础上提出了今后新疆财政工作的基本思路。