Engaging leader – Engaged employees? A cross-lagged study on employee engagement

The goal of this study is to provide a cross-lagged examination of the relationships between engaging leadership, job resources and employee work engagement. We propose a mediation model and we postulate that engaging leadership can increase perceptions of three specific job resources (i.e. autonomy, support from colleagues and opportunities for learning and development) which theoretically correspond to the three facets of engaging leadership (i.e., inspiring, connecting and strengthening, respectively). Subsequently, in keeping with the extant body of Job Demands-Resources (JD-R) research, we link job resources to employee work engagement. Our hypotheses were tested on data collected at two time-points – T1 (N = 759) and T2 (N = 273) –from employees working for a hotel chain in the Netherlands. In line with our expectations, engaging leadership showed a significant cross-lagged relationship with autonomy and support from colleagues, but did not predict learning opportunities and work engagement across time. While we formulated specific hypotheses, we also tested reversed causation relationships. We found no direct effect from engaging leadership on employee work engagement, however, the reversed effect was significant; employee perceptions of engaging leadership were shaped by their own engagement experiences. Importantly, engaged employees at T1 reported more job resources at T2. By providing a cross-lagged examination of our model, we showed that engaging leaders as well as employees’ positive affective state of being engaged, are essential to shaping a resourceful work context. A comprehensive view on the triggers and outcomes of work engagement and engaging leadership is needed, as the traditional unidirectional cause-effect rationale fails to explain how these concepts relate to one another and to employee experiences of job resources.     

Negotiating Accessibility for Electronic Resources

Abstract

Accessibility of library electronic resources is a must. Its importance derives from professional ethics of librarianship, rising total costs of acquisition, and mounting legal challenges to colleges and universities that fail to provide resources accessible to users with disabilities. Library staff are responsible for ensuring the accessibility of vendor-licensed eresources. This column reviews the accessibility clauses of nine model license agreements for electronic resources. It describes terms that should go into an optimal accessibility clause and creates a composite model clause. It also provides guidance for library staff seeking to negotiate stronger accessibility language into vendor license agreements. Finally, it addresses the impact of accommodation requests on the total cost of acquiring library eresources, concluding with a call to redouble efforts to advocate for greater accessibility and educate both vendors and library staff about its importance.     

成都市民旅游感应空间研究

旅游感应强度是研究旅游感应空间的一个角度。通过对《成都晚报》“旅游”专刊最近 6年的统计 ,得到全国 34个省级行政区及四川省内分地区作为旅游目的地的出现频次 ,以此频次来表征成都市民对国内及省内旅游目的地的感应强度。利用感应强度从省际和省内不同尺度揭示了成都市民旅游感应空间的特点 ,并发现旅游感应空间的一些新特征     

论保护知识产权对信息资源共享的影响

在知识经济环境下 ,信息资源共享是提高整个社会信息资源获知能力与利用率的关键。保护知识产权就是保护知识生产者生产知识的动力 ,就是保护资源共享的源泉。它可以极大地促进知识资源的生产和有序利用。同时 ,保护知识产权又将在一定程度上限制和约束资源共享。因此 ,保护知识产权 ,充分发挥资源共享的功能 ,需要加强知识产权保护的立法、执法及宣传 ,实现保护知识产权与资源共享的有机结合     

开发我国人力资源创新能力的对策研究

创新是推动社会发展的动力 ,特别是在知识经济时代 ,一个国家竞争能力的强弱主要依赖于创新 ,而创新源于具有创新能力的人才。笔者从分析影响人力资源创新能力的心理因素和社会环境因素入手 ,针对这些影响因素提出了开发我国人力资源创新能力的对策。     

价值新概念与资源配置和利用

经济运行从开始到达稳定状态一般经过七个阶段。传统劳动价值论认为 ,商品价值由物质生产部门的劳动者在社会生产的第二阶段实际耗费的劳动者支出量加上生产资料转移的价值决定。新价值论认为 ,现代产品价值由产品基本价值、生产资料价值和自然资源价值三部分构成 ,产品基本价值由社会各部门应该耗费的社会必要劳动能力量在生产的前提阶段内在地决定并在第七阶段成为现实。由此决定了传统的价值概念不能包含资源配置和利用。新价值概念本身就蕴涵着资源配置和利用。     

从股东利益最大化到利益相关者利益最大化 --我国公司法研究的一个不可忽视的问题

依照传统主流经济学和法学的观点 ,公司仅是股东的联合体和为股东赚钱的工具。随着知识经济时代的到来 ,资本所有者的地位开始削弱 ,拥有知识资源的利益相关者力量日益受到重视。我国公司法应顺应现代公司发展的潮流 ,摒弃股东利益最大化的观点 ,使利益相关者成为公司必不可少的制度要素。     

对民族文化深层底蕴与旅游资源开发的思考--以吉林省延边朝鲜族自治州为例

朝鲜族的民族文化底蕴是中国朝鲜族两重性文化长期积淀的结果。在长期的历史发展过程中 ,朝鲜族形成了注重秩序、积极入世、民族传统心理与现代意识集于一身、重视结果而忽略过程的民族性格 ,在这种民族意识的支配下 ,延边注重旅游资源的有序开发 ,注重品牌效应 ,也重视打造民俗形象     

大吴文化研究纵横谈

大吴文化是一种广义的地域文化 ,即从古到今 ,吴地人民所创造的一切文化的总汇。吴地地域的界定 ,有广义、狭义之分 ,广义的吴地地域的界定应以历史政区和吴语分布区为依据。从大吴文化视角出发 ,可将吴文化视为一种丰富的知识性的资源 ,人们可纵横结合 ,从人类社会的多个层面予以研究、开发和利用。在长期的发展中 ,吴文化形成了先吴文化、吴国文化、吴地文化三个时期。吴文化具有自己的鲜明特色 ,其中主要有依托水 ;融合古今 ,汇通中西 ;后来居上 ,敢为天下先等     

黑龙江旅游资源及开发利用

黑龙江旅游资源丰富，通过对黑龙江旅游资源特征的研究，提出开发利用旅游资源，发展黑龙江旅游业的基本对策。