防范串谋行为的独立董事最优激励机制模型研究

目前我国独立董事制度的运行实践中存在独立董事职能弱化及串谋问题,应建立中小股东-独立董事-经营者结构下的防范串谋激励机制模型,得出最优防范串谋契约;在此基础上,建议对独立董事采取区别其所披露信息给予不同的激励工资,而且对他们的约束机制也是不可缺少的,特别是应加大对其违规行为的惩罚力度。     

Effects of exposure to occupational violence and the mediating impact of fear

This paper examines the consequences of exposure to work-related violence and in particular, focuses upon the role of fear (of violence) as a mediating variable. The sample comprises UK public house licensees-individuals who manage public houses and hold the licence permitting the sale of alcoholic drinks on the premises. Questionnaires were sent to 479 licensees and a response rate of 51% was achieved. Each questionnaire measured exposure to a range of violent assaults, fear of violence, general well-being, job satisfaction and organizational commitment. Based upon a final sample of 242 pub licensees, regression analyses showed that as the severity of the violence to which licensees were exposed increased, so fear of becoming a victim and symptoms of impaired well-being increased, while job satisfaction and organizational commitment decreased. Hierarchical analyses showed that fear of violence fully mediated the negative impact of exposure upon each of these other variables. It is argued that the management of fear appraisals should be integrated into organizational responses to work-place violence.     

The Role of Operations Management Across the Entrepreneurial Value Chain

This special issue contains articles that exemplify the role of operations management across the entrepreneurial value chain. This value chain encompasses all stages of the entrepreneurial phenomenon, including technology commercialization, where discovery, commitment, organization, and growth must take place. We report on a literature search that identifies research questions categorized with respect to topics crucial to operations management scholars and classify these questions under each stage of this value chain. The search guides the development of an evolutionary path for the use of resources, routines, and reputation (3Rs), often lacking in this process, and enables us to propose modeling and topical gaps in the literature. We offer a framework to set up exemplars for operational tradeoffs uniquely associated with the entrepreneurial value chain. We also articulate how five contributed articles in this issue tackle some of these tradeoffs, prior to introducing four perspective pieces. We hope this discussion motivates follow‐on work and triggers a significant increase in the flow of articles that make it to both entrepreneurship and operations management top‐tier academic and practitioner publications.     

翻译伦理模式理论普适性思考之翻译主体指涉与定位探究

由翻译的再现伦理、服务伦理、交际伦理、规范伦理和承诺伦理组成的翻译伦理模式理论对中西方翻译伦理学的发展贡献巨大,以致于国内翻译界出现了以该理论为基础构建普适性翻译伦理的建议。然而再现伦理、服务伦理、交际伦理和规范伦理没有明确翻译主体(译者除外)的具体指涉,对翻译主体(译者除外)的定位也不一致,旨在融合这4种翻译伦理的承诺伦理也没有解决这两个问题。因此,以翻译伦理模式理论为基础构建普世翻译伦理的设想不可行。     

虚假民事诉讼的司法解析与规制——以2012年《民事诉讼法》修改施行为契机

虚假民事诉讼是法律制度正向建构、不断完善与虚假诉讼行为人反向利用、挑战秩序两者之间博弈与冲突的表现,虚假诉讼的诉权承载了行为人侵害他人权益和司法秩序的恶意,诉权的扭曲导向审判权和审判程序的功能异化。司法机关应及时通过构建虚假诉讼的释明承诺机制、发现识别机制、审查判断机制和制裁威慑机制防范和规制虚假民事诉讼。     

企业竞争优势的内涵及其培养

企业竞争优势实质上是一种比对手强的相对实力,它直接表现为使企业获取超出行业平均水平的利润.但是,能够获利并不意味着企业具有竞争优势,企业的竞争优势主要来自于外部适应性和内部创新两个方面.为了保证竞争优势的持续性,企业必须永葆创新精神,并有效地防止对手的模仿,必要的时候还应该采取措施,加大对手的经营难度.     

农村幼儿教师工作压力对离职意向的作用机制分析

本研究采用压力知觉量表、组织承诺量表、心理资本量表、离职意向量表对328名农村幼儿教师进行测量,以探讨农村幼儿教师工作压力对离职意向的作用机制。结果发现,压力知觉与组织承诺、心理资本呈显著负相关,与离职意向呈显著正相关;组织承诺与心理资本呈显著正相关,与离职意向呈显著负相关;心理资本与离职意向呈显著负相关。组织承诺在压力知觉与离职意向之间发挥着完全中介作用,而这一中介效应受到心理资本的调节。即组织承诺的中介效应发生在心理资本水平较低的教师中,而在心理资本较高的教师中这一中介效应并不显著。最后,本研究从如何降低工作压力、提高组织承诺、开发心理资本三个方面分别提出了减少农村幼儿教师离职意向的具体建议。     

Does performance management affect nurses’ well-being?

AimThis article focuses on employee performance-management practices in the healthcare sector. We specifically aim to contribute to a better understanding of the impact of employee performance-management practices on affective well-being of nurses in hospitals. Theory suggests that the features of employee-performance management (planning and evaluation of individual performances) predict affective well-being (in this study: job satisfaction and affective commitment).MethodsPerformance-management planning and evaluation and affective well-being were drawn from a survey of nurses at a Flemish hospital. Separate estimations were performed for different aspects of affective well-being.ResultsPerformance planning has a negative effect on job satisfaction of nurses. Both vertical alignment and satisfaction with the employee performance-management system increase the affective well-being of nurses; however, the impact of vertical alignment differs for different aspects of affective well-being (i.e. job satisfaction and affective commitment).ConclusionPerformance-management planning and evaluation of nurses are associated with attitudinal outcomes. The results indicate that employee performance-management features have different impacts on different aspects of well-being.     

‘Some have ideologies,we have values’: the relationship between organizational values and commitment in a political party

ABSTRACT

This paper seeks to advance the study of organizational values by analyzing the role of values in a Danish political party called The Alternative, a party claiming to be guided by values rather than ideology. Inspired by recent work in organizational psychology, I group The Alternative’s values into two categories: vision values and humanity values. Through an empirical investigation, I show how the vision values encourage members to take initiative in realizing their own political ideas, while the humanity values encourage them to remain morally inclusive towards people with different views. The combination of vision and humanity values allows The Alternative to maintain commitment from members who might otherwise feel marginalized by the emergence of dominant ideas within the party. The paper’s contribution consists in highlighting the importance of using qualitative methods to study how values influence commitment and to expose the political dimension of this relationship.     

Training and organizational commitment: exploring the moderating role of goal orientation in the Lebanese context

In this study, we investigated the impact of organizational training on organizational commitment and whether goal orientation moderates the relationship between training and commitment. The sample consisted of 124 employees from different industries in the country of Lebanon. Multiple regression and hierarchical moderated regression were used to test hypotheses. The results of the analysis showed that training has a significant effect on organizational commitment. Moderation analysis showed that the relationship between training and affective commitment was stronger for individuals who had higher levels of learning goal orientation. Performance goal orientation failed to moderate the relationship between training and affective commitment. Ultimately, this suggests that advanced training offered to individuals with performance goal orientations may not necessarily increase their commitment to their employer, in contrast to individuals with learning goal orientations. Theoretical and management implications in the context of Lebanon are proposed.