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.     

德国行政赔偿制度的特色与成因

德国行政赔偿制度有着不同于大陆法系国家和普通法系国家行政赔偿制度的特色,这种特色突出体现在行政赔偿基础的赔偿请求权和对行政赔偿案件进行救济的赔偿审理制度两个方面。德国行政赔偿制度的特色是由在漫长的历史过程中所形成的思想因素、制度因素和文化因素造就而成。     

弯曲液面的附加压强

本文主要从球形液面内、外的压强差和任意弯曲液面内、外的压强差两个方面推导 了弯曲液面的附加压强公式。     

Household debt and financial assets: evidence from Germany, Great Britain and the USA

Summary.  We explore the determinants of debt, financial assets and net worth at the household level by using survey data for Germany, Great Britain and the USA. To identify which households are potentially vulnerable to adverse changes in the economic environment, we also explore the determinants of a range of measures of financial pressure: the probability that a household has negative net worth; the debt-to-income ratio; mortgage income gearing; the saving-to-income ratio. Our empirical findings suggest that the poorest and the youngest households are the most vulnerable to adverse changes in their financial circumstances.     

我国中小企业面临的压力与对策

随着经济全球化的进一步发展,中国市场与国际市场逐渐融为一体,我国的中小企业将遇到更加激烈的竞争。我们必须抓住机遇,利用当前出现的国内外有利条件,制订应对挑战的策略,使中小企业在新环境里不断发展。     

高压微波催化合成肉桂酸甲酯

在硫酸铁铵的催化下 ,利用高压微波技术 ,快速合成了肉桂酸甲酯。最佳反应条件为 :甲醇和肉桂酸的摩尔比为 5 :1,催化剂用量为 2 .0g ,微波时间为 3min ,微波功率为 72 9W ,产率达93.8%。     

冠状动脉收缩期受压持续到舒张期的模拟实验分析

利用研制的心肌桥模拟装置,对冠状动脉受压迫状态建立了圆形收缩的实验模型,进行了冠状动脉受心肌桥压迫持续到舒张期情况下的血压和流量模拟实验.实验研究表明,冠状动脉面积收缩接近到原来的20%时,远段收缩压迅速与近段收缩压分离;当冠状动脉面积收缩到小于原来的20%时,近段收缩压迅速上升,远段压力从不稳定状态迅速过渡到收缩压呈反向分布状态.心率和近段血压范围不变时,流量随着收缩程度的增加而增加.     

国际基督教工会联合会与早期欧洲一体化

第二次世界大战后 ,作为欧洲压力集团之一的基督教工会通过其国际组织———国际基督教工会联合会 ,以个人活动和参与欧洲机构正式协商机制的方式 ,试图在欧洲早期一体化进程中维护基督教工会和工人的权利及利益。该组织的活动虽然取得了一定成就 ,但从总体上讲 ,其对欧洲经济政治一体化的影响仍然十分有限     

The relationship between presenteeism and job satisfaction: A mediated moderation model using work engagement and perceived organizational support

Research on presenteeism has largely focused on its prevalence, determinants and consequences on the health of both employees and organizations. To date, few studies have examined the influence of presenteeism on workers’ attitudinal and motivational responses. Based on the Effort–Recovery Theory, this study evaluates the mediating effect of work engagement in the relationship between presenteeism and job satisfaction. Building on previous work, this study also proposes to consider perceived organizational support as a moderator of the work engagement–job satisfaction relationship. Presented in the form of a mediated moderation model, the results of bootstrapped regression analyses show three main results. First, presenteeism is negatively associated with work engagement and job satisfaction. Secondly, work engagement is one of the factors through which presenteeism influences job satisfaction. Thirdly, perceived organizational support moderates the association between work engagement and job satisfaction so that, at a low level of work engagement, feeling supported by the organization makes a difference on job satisfaction. Overall, this research is part of the limited number of studies that have focused on the interplay existing between presenteeism and its consequences in terms of job attitudes.     

网络密度、高管注意力配置与企业绿色创新:制度压力的调节作用

本文整合社会网络理论、注意力基础观和新制度主义理论等,通过对282家制造企业的问卷调查,采用多元回归分析方法,探讨了网络密度和高管注意力配置的交互匹配对企业绿色创新的影响机制,以及制度压力在其中的调节作用。研究发现,在高密度网络中,高管采用注意力聚集策略对绿色创新有显著正向影响;而在低密度网络中,高管采用注意力分散策略对绿色创新有显著正向影响。规制压力和模仿压力均正向调节网络密度和高管注意力配置的交互作用对绿色创新的影响,但模仿压力的调节作用更强。通过构建不同制度压力情景下网络密度与高管注意力的交互作用对绿色创新影响的理论框架,本文推动社会网络理论、注意力基础观等成熟的理论成果从一般创新向绿色创新研究领域繁衍,为企业绿色创新加入与主流理论的对话做了努力,为企业在绿色创新过程中根据不同的制度压力,以及所嵌入的组织间网络密度情况,选择合适的注意力配置策略提供理论参考。