The effect of charitable giving by celebrities on the personal public relations

This study examined how charitable giving by entertainment celebrities influences celebrity personal public relations. Survey participants showed positive attitudes toward charitable giving. Attitudes toward charitable giving positively influenced celebrity credibility perception. Credibility also influenced attitudes toward the celebrities, which in turn positively influenced the purchase intention of their performance. Also, attitudes toward charitable donations were positively associated with attitudes toward the celebrities. Scholars and practitioners need to note charitable giving as an efficient and strategic personal public relations factor and method.     

The impact of lean practices on operational performance – an empirical investigation of Indian process industries

In deciding to adopt lean manufacturing, it is imperative to investigate where and how lean practices are most needed to influence manufacturing and business performance. Such an investigation becomes indispensable when lean thinking is to be considered in a production arrangement different to the conventional, repetitive, high-volume, stable-demand and discrete-manufacturing environment. This study provides explanations of how performance is improved through the adoption of lean practices in process industries. This is a relatively under-researched area compared to the performance effects associated with the introduction and implementation of lean principles in traditional, discrete manufacturing. Based on a survey of Indian process industries, this study attempts to develop an empirical relationship between lean practices and performance improvement through the use of multivariate statistical analysis. The findings have led to the conclusion that lean practices are positively associated with timely deliveries, productivity, first-pass yield, elimination of waste, reduction in inventory, reduction in costs, reduction in defects and improved demand management. However, within a process-industry context, lean practices related to pull production were found to have a marginal impact on performance improvement. A detailed discussion of the findings along with their theoretical and managerial implications is provided in the paper.     

Human resource management,employee engagement,and nonprofit hospital performance

Human resource management (HRM) has been shown to impact organizational performance, but more research is needed on particular human resource (HR) practices in nonprofits and their effect on performance. In this article, we explore one HRM practice argued to influence performance, employee engagement in decision‐making, examining whether involving staff at different levels of a nonprofit affects nonprofit organizational performance. Drawing on data from a 2011 study of nonprofit hospitals, we find employee engagement has a positive influence on managerial and stakeholder perceptions of organizational performance. Employee engagement in decision‐making is also related to objective nonprofit performance measures, although the effects are less consistent. We conclude by discussing the implications of these findings for nonprofit research and practice.     

Collective voice mechanisms,HRM practices and organizational performance in Italian manufacturing firms

The literature on employee voice has grown enormously over the past decades. However, the relationships between different employee voice mechanisms and organizational performance are far from being fully understood, and the existing research shows mixed evidence. Moreover, the HRM literature tends to concentrate on individual voice mechanisms (e.g. employee involvement) and to underestimate the role that collective voice may have in the HRM performance relationship. This paper aims to analyze how collective employee voice mechanisms (i.e. union voice and team voice) affect organizational productivity and how these relationships vary when voice mechanisms are adopted in combination with other HRM practices (i.e. variable pay, training, performance appraisals and multitasking). The analysis of a sample of 223 Italian manufacturing firms matched with an external database (AIDA) containing balance sheet information found that union voice is positively related to labor productivity, while team voice does not show any significant relationship with labor productivity. Moreover, both union and team voice have important moderation effects in the HRM-performance relationship. Union voice moderates positively the relationship between variable pay and performance and negatively the relationship between training and performance. Team voice positively moderates the relationship between training and performance. The implications of these findings are discussed.     

Managing stakeholder pressures: Toward a typology of corporate social performance profiles

Why do some firms ignore some stakeholders while courting others? We propose two key drivers of firms' social postures and derive from this analysis a novel typology of corporate social performance (CSP) profiles. Although we expect that other drivers exist, we argue that a useful starting point for understanding any given CSP profile is to consider the pressure exerted on an organization by its stakeholders in conjunction with its level of resource endowment. Our preliminary typology identifies six distinct CSP profiles that reflect different opportunities and risks for stakeholder management: the CSP Vanguard, Opportunist, Generalist, Minimalist, Specialist, and Laggard. All else equal, the first two CSP profiles imply more nonmarket opportunities than risk, whereas we expect Laggards and Specialists to face greater risk in their responses to social and environmental issues. According to our framework, Generalists and Minimalists probably operate between these two extremes of business risk. Our conceptual analysis seeks to advance research and practice for more strategic stakeholder management.     

Balancing employees’ extrinsic requirements and intrinsic motivation: A paradoxical leader behaviour perspective

In this paper, we use self-determination theory to examine the benefits of the use of paradoxical leader behaviour (PLB) by supervisors. We posit that PLB can initiate two complementary mechanisms: a top-down mechanism (perception of leaders' legitimate power) that may encourage employees to satisfy and exceed standard performance criteria, and a bottom-up mechanism (employee intrinsic motivation) that stimulates employees to be proactive. We argue that implementing these mechanisms simultaneously may interactively enhance employee creativity. Our study is based on field data collected from a sample of 392 employees and their supervisors. We find that PLB is positively related to employees’ perception of legitimate power and intrinsic motivation. Furthermore, power perception and intrinsic motivation are associated with standard performance and proactive behaviour, respectively, and these mechanisms jointly influence employee creativity. In demonstrating the efficacy of balancing extrinsic requirements and intrinsic motivation, our findings have significant theoretical and empirical implications for employee motivation.     

Negotiating race in stand-up comedy: interpretations of ‘single story’ narratives

This paper explores how narratives of personal experiences among audience members in Midwestern comedy clubs shape their receptivity to the racial discourses deployed by stand-up comedians. Conducting a Midwest-based ethnography of comedy clubs located across three states, I collected data through a variety of methods, which included: live stand-up performance observations; interviews of comedians and audience members from the same shows to better situate their respective strategies and reactions; and audience surveys. My analysis reveals how the subtlety and art of stand-up performance styles combine with the pleasurable medium of humor to alternately reinscribe, challenge, or proudly celebrate audience understandings of race. The accounts shared by comedians and audience members at these clubs demonstrate the potential for stereotype humor – contingent on presentation styles and audience experiences – to foster ethnic solidarity or complicate racial-behavioral associations through repeated encounters with comedians who either indirectly challenge or actively critique familiar types.     

“四位一体”:地方政府绩效管理体系的案例研究

在进行绩效管理工作试点的背景下,呈现了某市地方政府绩效管理体系的创新案例。该市建立了融目标、业绩、过错和样本点"四位一体"的政府绩效管理体系,从多角度全面、系统地对政府绩效进行分类、分级、量化的考核。分析表明,"四位一体"的地方政府绩效管理体系形成了良好的激励结构,提升了政府绩效测量的准确性,为谋事干事的人预留了充足、适宜的创新空间,在实践中取得了良好效果。     

壁间奇葩——论宋代题壁词的艺术特征

宋代题壁词因其载体的独特性使其不趋步旧径,呈现出自己的艺术特色,文章主要从题序、意象、表现手法、语言特色等几个方面,结合具体作品加以论析,力求展现宋代题壁词的艺术魅力。     

The Effects of Engaging in Rapport-Building Behaviors on Productivity and Discretionary Effort

ABSTRACT

A commonly held belief among business professionals is that rapport-building activities in the workplace can enhance organizational outcomes and employee satisfaction. However, limited research has evaluated the effects of rapport-building behaviors on productivity and discretionary effort. Thus, the purpose of the current study was to examine the effects of engaging in rapport-building behaviors on productivity and discretionary effort in comparison to a control group in an analogue setting. Participants in the present study consisted of 48 undergraduate students who were assigned to either the rapport-building behaviors group or the control group. Participants completed a check-processing task to evaluate productivity and were asked to complete an optional survey to evaluate discretionary effort. The results indicated that rapport-building behaviors group had higher levels of productivity and engaged in more discretionary effort than the control group.