Complementary person-supervisor fit: An investigation of supplies-values (S-V) fit,leader-member exchange (LMX) and work outcomes

By applying the supplies-values (S-V) fit approach from the complementary person-environment (P-E) fit literature to the leader-employee perspective, and drawing upon social exchange theory, we examine how fulfillment of different work values is related to Leader-Member Exchange (LMX) and work outcomes. First, polynomial regression analyses combined with response surface analysis of data collected at two time points (N = 316) showed that LMX (Time 2) was higher the more the leader fulfills the employee's work values (Time 1). Second, LMX (Time 2) was higher when leader supplies (Time 1) and employee work values (Time 1) were both high than when both were low. Third, analyses of data from a sub-sample of matched leader-employee dyads (N = 140), showed that LMX (Time 2) played a mediating role on the relation between S-V fit (Time 1) and work outcomes (Time 2). Specifically, we found eight out of 10 relationships between S-V fit (Time 1) and leader-rated task performance and OCB (Time 2) to be fully mediated by LMX (Time 2). LMX (Time 2) partially mediated the relation between S-V fit (Time 1) and job satisfaction (Time 2) as only two out of five relationships were fully mediated.     

Impact of customer loyalty and service operations on customer behaviour and firm performance: empirical evidence from UK retail sector

Abstract

Retail networks are striving to achieve competitive advantage by increasing value through loyalty and efficiency with a focus on service operations. As sales promotions have become an integral part of the retail supply chain planning, customer behavioural aspects based on loyalty and service operations have been challenged greatly. Subsequently, management capabilities, such as planning and timely replenishment, have become complicated tasks for many retail store managers. This study develops a model integrating retail network value and efficiencies with customer behaviour and performance. We validate the model using survey data from prominent U.K. retail store customers. Our data analysis shows that both loyalty and service operation attributes have positive significant impact on customer behaviour, while the service operation mediates the relationship between loyalty and customer behaviour. This result gives a new outlook to build managerial capability based on customer loyalty and service operations. Our results specifically show that the service operation attributes will indirectly influence the customers’ buying behaviour even in the presence of loyalty attribute such as promotion schemes. This result sends a strong signal to retail supply chain managers to offer customised promotions considering local community rather than having uniform sales promotion nationwide.     

Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis

Organisations are becoming increasingly aware of the importance of employees in gaining and maintaining competitive advantage. The happy worker–productive worker thesis suggests that workers who experience high levels of well-being also perform well and vice versa; however, organisations need to know how to ensure such happy and productive workers. The present review and meta-analysis identifies workplace resources at the individual, the group, the leader, and the organisational levels that are related to both employee well-being and organisational performance. We examine which types of resources are most important in predicting both employee well-being and performance. We identified 84 quantitative studies published in print and online from 2003 to November 2015. Resources at either of the four levels were related to both employee well-being and performance. We found no significant differences in employee well-being and organisational performance between the four levels of workplace resources, suggesting that interventions may focus on any of these levels. Cross-sectional studies showed stronger relationships with well-being and performance than longitudinal studies. Studies using objective performance ratings provided weaker relationships between resources and performance than self-rated and leader/third-party-rated studies.     

基于获取决策优先权的零售商战略联盟效益分析

对于由一个供应商和多个零售商组成的单一产品、单周期供应链,在确定型市场、零售商成本对称以及供应商具有关于零售商成本结构完全信息的情况下,考虑了同时带来运作成本与决策权分配变化(基于获取决策优先权)的零售商定货数量决策联盟。利用博弈论方法,研究了获取决策优先权的零售商战略联盟对参与联盟的零售商、未参与联盟的零售商、供应商以及供应链整体收益的影响。证明这种零售商战略联盟不可能使供应链中所有成员都同时增加收益。但在一定的条件下,联盟能实现某种部分"多赢";使供应链整体、供应商和参与联盟的零售商收益增加,或使供应商和参与联盟的零售商收益增加。     

跨国公司经营业绩评价方法的研究

跨国公司经营业绩评价较之国内经营企业的经营业绩评价有其特殊的复杂性。本文提出跨国公司经营业绩评价的一种新方法,构造跨国公司经营业绩评价标准的综合效用值模型,建立跨国公司经营业绩评价系统的整体模型。     

供应链绩效评价指标体系与评价方法研究

供应链管理(SCM)与现行企业模式有较大区别,其绩效评价指标体系的建立与评价方法也就有其特殊性,目前这方面的研究还略显不足。本文在综合分析现有的SCM评价指标体系的基础上,初步建立了一套适合我国SCM绩效评价的指标体系。同时,给出了SCM绩效评价的多级动态模糊综合评价方法。     

差异性、相似性和受教育背景对高层管理团队影响的国外研究综述

高层管理团队成员组成的差异性、相似性及其成员的受教育背景以不同的方式影响着它的绩效。国外关于这些特征对高层管理团队绩效的影响已经作了大量的研究,而国内目前尚没有相关研究。本文综述国外关于高层管理团队成员组成的差异性、相似性及其成员的受教育背景对其绩效的影响的相关研究和结论。     

Pipage Rounding: A New Method of Constructing Algorithms with Proven Performance Guarantee

The paper presents a general method of designing constant-factor approximation algorithms for some discrete optimization problems with assignment-type constraints. The core of the method is a simple deterministic procedure of rounding of linear relaxations (referred to as pipage rounding). With the help of the method we design approximation algorithms with better performance guarantees for some well-known problems including MAXIMUM COVERAGE, MAX CUT with given sizes of parts and some of their generalizations.     

企业的国际化感知风险对国际化绩效影响研究

以中国国际化企业为研究对象,探讨中国国际化企业的国际化感知风险对企业国际化绩效的影响。从国际化感知风险概念出发,通过引入企业资源能力(调节变量)和国际化市场进入模式(中介变量),剖析国际化感知风险对国际化绩效的影响,并在此基础上构建国际化感知风险与国际化绩效关系整合研究框架。通过对463家中国国际化企业的数据研究发现,国际化感知风险与国际化绩效之间存在显著负相关关系;国际化感知风险不仅直接作用于国际化绩效,而且还经由企业的市场进入模式间接作用于国际化绩效,即市场进入模式的中介作用显著;国际化感知风险对国际化绩效的作用受国际化经验的调节,国际化感知风险对国际化绩效的回归系数是国际化经验的二次函数。     

网络能力、资源获取与新企业绩效关系实证研究

网络能力是在网络导向驱动下,利用关系技巧和合作技巧进行一系列网络构建和网络管理活动,以实现资源获取目标的能力.在中国转型经济时期,网络能力对于新企业克服资源约束,实现生存和成长具有重要作用.拓展了网络能力的理论内涵,将网络能力划分为网络导向、网络构建和网络管理三个维度,建立了网络能力、资源获取与新创企业绩效关系模型,以322家新企业为样本进行实证分析.研究结果表明,网络导向对网络构建和网络管理具有显著正影响,网络构建和网络管理对知识资源获取和运营资源获取具有正影响,知识资源与新企业绩效显著正相关,知识资源获取对运营资源获取具有正影响.研究结论还表明运营资源对新企业绩效无显著影响,但知识资源可以加强两者之间关系,说明新企业只有具备很强的资源管理能力才能将运营资源转化为企业绩效.