Effects of individual resources and team-member exchange on service quality

While workplace resources are generally viewed as positively affecting performance, some studies indicate that not all resources increase performance. This study addresses the controversial disparate effects of workplace resources on performance by exploring functionally classified workplace resources in self-managing service teams and their relative impacts on team service quality. Considering membership dynamics and consequences between members, a field experiment was conducted in a cafeteria, with data collected through a working diary for workplace resources and a customer survey to evaluate service quality. Results suggest that efficacy-resources in self-managing teams should be controlled with caution as they may adversely affect team service quality. Supporting the person–situation interactionism perspective, workplace resources interact dynamically with individual employees and with situations. Esteem-resources were found to increase team service quality, while team-member exchange not only improved team service quality but also moderated the impact of esteem-resources on team service quality.     

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.     

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.     

振兴东北老工业基地的高端人才支撑——关于沈阳市职业经理人队伍建设的思考

在现今经济发展日新月异的社会,企业作为社会财富的创造者和社会经济运营的最基本细胞,始终处于社会中坚地位。职业经理人队伍就是为企业而生,因企业发展需求而发展壮大的,并成为企业巨轮的船长主宰着企业的前途与命运。本文采用用事实说话的方法,围绕着沈阳市职业经理人队伍建设核心议题,从沈阳城市振兴的人力资源建设出发,结合国内外对这一问题的认识和研究,叙述了沈阳城市职业经理人队伍现状,深入分析了队伍建设面临的问题,指出了职业经理人应该具备的职业素养和个人修为,从企业、政府、社会以及猎头公司角度探讨了加强队伍建设的方法,试图寻求一条加强城市职业经理人队伍建设的有效路径。     

加强学生心理健康教育信息员队伍的建设

心理健康教育是素质教育的重要组成部分,它在促进学生全面发展的过程中发挥着重要的作用。本文从学生心理健康教育信息员队伍的组成、管理、作用三方面作了归纳性的阐述,强调了学生参与心理健康教育的有效性和必要性。     

反倾销应诉的集体行动研究——行业协会克服"搭便车"机制的思考

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。     

决策者人格特征对承诺升级的影响研究

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。     

The voice of the loyal manager: Distinguishing attachment from commitment

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.     

Contradictions in human resource commitment and employment-at-will policies

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.     

Exploring career commitment and turnover intention of high-tech personnel: a socio-cognitive perspective

Abstract

Drawing 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.