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泉州文化旅游资源特色及其开发利用 总被引:7,自引:0,他引:7
在分析“世界宗教博物馆”泉州的海外交通、宗教、建筑和民俗文化旅游资源特色及其优劣势的基础上,就其开发利用过程中通过整合资源和拓展内涵来提炼和突出文化主题,增强文化旅游的参与性,加强从业人员教育和重视品牌塑造等方面提出建议。 相似文献
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《组织行为杂志》2017,38(7):996-1015
How do employees' perceptions and interpretations of organizational policies, practices, and procedures affect the enactment of their behavioral intentions? In a daily diary study, we examined the between‐persons relationship of corporate environmental strategy and pro‐environmental or “green” psychological climate; and whether green psychological climate moderates the within‐person relationship of employees' daily green behavioral intentions and their green behavior on the following day. To test our hypotheses, we collected survey data from 74 employees across 10 workdays. Results showed that corporate environmental strategy is positively related to green psychological climate that, in turn, moderates the relationship between green behavioral intentions and next‐day employee green behavior. Specifically, we found the relationship to be positive only when employees perceive a positive green psychological climate. We discuss implications of our findings for future research on employee green behavior and for organizations interested in encouraging employee green behavior. Copyright © 2017 John Wiley & Sons, Ltd. 相似文献
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Prior research on retail shrinkage has taken a largely individual‐level approach to theorizing about why it occurs, showing that older employees are less prone to theft and more vigilant in preventing customer shoplifting than younger personnel. However, given the influence of organizational contexts on organizational behavior, theorizing about shrinkage may be enhanced by the consideration of business‐unit level contextual variables. The present study addressed this concern by examining the relationship between store‐level age composition, whistle‐blowing (WB) climate, and shrinkage in 726 retail stores. Results indicated that the negative mean age–shrinkage relationship was stronger when there was less age diversity or a climate more supportive of WB. Moreover, the negative WB climate–shrinkage linkage was stronger when the mean age was higher. Copyright © 2011 John Wiley & Sons, Ltd. 相似文献
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We undertake three objectives in this Incubator. We begin with a discussion of how well‐being has been considered in organizational research. Second, we provide an overview of the relationship between employee well‐being and such workplace outcomes as job performance, employee retention, and cardiovascular health. Third, we introduce exciting research directions. Copyright © 2012 John Wiley & Sons, Ltd. 相似文献
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Overtime work has been blamed for the deterioration of employee satisfaction and productivity. However, the organization‐level implications of overtime work as a normative expectation remain unclear. In this study, such effects were analyzed through human capital theory and a causal attribution approach. Various organizational outcomes and boundary conditions were explored in explaining these implications. The analysis of time lagged data from 273 firms affirmed that a firm's overtime level was related negatively to employee satisfaction. However, it was positively related to the firm's productivity and curvilinearly (inverted U‐shaped) related to innovation. The effects of the firm's overtime level on firm productivity and innovation were also moderated by organizational trust. This study highlights the costs and benefits of overtime work as tools for utilizing human capital and reveals the critical contingency of organizational trust that enables firms to attenuate the costs of the overtime level and accentuate its potential benefits. 相似文献
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总结了国内外著名跨国石油公司海外员工健康管理的方法和实践,对当前海外员工管理进行综合研究、分析,以某典型石油公司为例,提出海外员工健康管理平台的构建方法。 相似文献
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通过引入因果图法和层次分析法,将影响心理安全的因素用因果图进行分析和表示,然后根据一定的内在机理将因果图转换成AHP的层次结构模型,求得个因素事件的权值,得出个因素事件的重要程度,从而确定关键因素,即为预防的重点。 相似文献
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In studying the effect of employment‐relationship practices on employees, research has largely ignored individual differences, both cross‐culturally and within cultures. In this study, the authors examine the moderating effect of middle managers' traditionality, a within‐culture value orientation regarding submission to authority and endorsement of hierarchical role relationships, on their responses to an organization's employee–organization relationship practices. Based on social learning and social exchange theories, the authors expect the more traditional middle managers to respond less positively in terms of their performance and commitment to high levels of expected contributions and the associated psychological empowerment but respond more positively to high levels of offered inducements. Using a sample of 535 middle managers from 40 companies in China, the authors find support for all hypotheses except the moderating effect of traditionality on the relationship between offered inducements and performance. Additional analysis reveals that less‐traditional managers responded to economic rewards (but not developmental rewards) with higher job performance. The paper concludes with a discussion of implications for research and the practice of employment relationships. Copyright © 2014 John Wiley & Sons, Ltd. 相似文献
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Chad T. Brinsfield 《组织行为杂志》2013,34(5):671-697
In four studies, I examine the motives for employee silence. In Study 1, I examine open‐ended survey responses to determine the nature and scope of silence motives. Study 2 develops measures of these motives and explores their factor structure. Study 3 refines the measures and provides confirmatory evidence of factor structure. Study 4 examines relationships between the new measures and related factors (employee voice, psychological safety, neuroticism, extraversion). Results indicate that six dimensions of silence motives (ineffectual, relational, defensive, diffident, disengaged, and deviant) emerged from the data, which can be reliably measured and provide incremental value for understanding and assessing employee silence. Copyright © 2012 John Wiley & Sons, Ltd. 相似文献