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六合宝典 2017-2018学年上财商学院高质量期刊论文发外回顾


点击:142 作者:六合采开奖结果 日期:2018-10-10 13:10:41

  Zhijun Chen, Bor-Shiuan Cheng, Jiing-Lih Farh, “Transformational leadership and organizational citizenship behavior: A moderated mediation model of leader-member-exchange and subordinates’ gender”, Applied Psychology,2018.

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  葛菲,

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  蔡亚华先生与配相符者在《管理世界》2017年第11期上发外了《从自利到德走:商业机关的制度逻辑变革钻研》一文,钻研了根植于自利主义制度逻辑会导致商业机关的“社会脱嵌” 题目。论文认为,以德走制度逻辑替代自利主义制度逻辑, 才是解决该题目的根本之道。为了回应机关如何变革成为德走制度逻辑及其变革过程, 论文构建了一个三层次、 五阶段进程的变革过程模型。德走制度逻辑替代自利主义制度逻辑既是突破、 说服、 扩散、 游说以及安详 5 个阶段在时间上的推进过程, 同时也是德走的商业实践从商业机关个体到商业机关群体, 再从商业机关群体到整个商业机关场域的层面跃迁过程。详细地六合宝典,矮认知嵌入并具有德走的商业机关在变革的突破阶段六合宝典, 高结构嵌入商业机关在变革的扩散阶段六合宝典, 高社会义务感的机关场域走为者在重新制度化、阶段,扮演主要角色。在变革过程中,变革走为者采取包含式而非对抗式的描述手段和整体走脱手段将会更容易促进变革过程的通顺进走。时间推进和空间跃迁的任一过程展现了题目,整个变革过程能够阻滞甚至搁浅。以德走来重构商业机关制度逻辑,是机关与社会共同蓬勃的基础。固然现在尚不存在正当德走制度逻辑发展的大环境,但是本文认为能够足够发挥企业家、企业、场域层面走为者的积极作用来创建云云一栽有好的环境。变革的道路固然是波折的,但是吾们的钻研外明,变革是能够实现的。

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  陈志俊先生与配相符者在国际学术期刊Applied Psychology发外“Transformational leadership and organizational citizenship behavior: A moderated mediation model of leader-member-exchange and subordinates’ gender”一文。以下是论文概要:

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  蔡亚华,郑雅琴. 从自利到德走:商业机关的制度逻辑变革钻研[J].管理世界,2017(11).

  This article explores the influence of power distance belief (PDB) on the evaluations of brand personality traits. It proposes that high PDB polarizes the brand personality evaluations of ingroup and outgroup brands. Specifically, results show that individuals with high PDB tend to evaluate an ingroup brand more positively and an outgroup brand more negatively than those with low PDB do. More importantly, brand social categorization tendency mediates the effect of PDB on brand personality evaluations of ingroup and outgroup brands. Furthermore, we find that temporal distance (near vs. distant buying conditions) moderates the effect of PDB on brand personality evaluations. Theoretical contributions and managerial implications are also discussed.

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  Haoyuan Ding, 那么 Haichao Fan, Shu Lin. “Connect to Trade”, Journal of International Economics,2018(1).

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  丁浩员先生与配相符者在国际学术期刊Journal of International Economics发外“Connect to trade”一文,钻研了“中国式”制度的特征如何影响中国企业出口。文章构建了一个浅易的理论模型,阐述政治有关能够影响企业出口的基本机制,并操纵2004 - 2013年中国制造业上市公司数据和中国海关数据,对模型的展望挑供了经验证据。

  Rick D. Hachett, An-Chih Wang,

  贺幼刚. 生产制造照样资本投资?中国工业企业国际创业资本的流向—基于制度距离的注释[J].管理世界,2017(11).

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  王晓玉先生与配相符者在国际学术期刊Journal of Business Research发外“Power distance belief and brand personality evaluations”一文。以下是论文概要:

  刘德鹏,贾良定,刘畅唱,

  Xiaoyu Wang, Xiang Fang, Qingyun Jiang. “Power distance belief and brand personality evaluations”,Journal of Business Research, 2018 (84) 8999.

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  2017—2018学年,上财商学院科研收获质量稳步升迁,收获隐微。除《2017—18学年上财商学院市场营销系师生已发外学术论文综述》一文的学术论文外,还有丁浩员等先生在国际、国内高程度学术期刊发外的数篇论文。   贺幼刚先生与配相符者在《管理世界》2017年第11期上发外了《生产制造照样资本投资?中国工业企业国际创业资本的流向—基于制度距离的注释》一文,突破出售周围的边界,钻研了中国工业企业国际创业资本的流向。钻研外明:随着制度距离顺差的增补,工业企业的国际创业资本倾向于流入资本投资周围,而制度反差的国家不具备卓异的制度珍惜和健全的资本市场,以至于进走资本投资的动机并不剧烈;在企业一切制性质的调节下,相比国有企业,民营企业随着制度顺差增补会有着更强化烈的资本投资倾向;在冗余资源的鼓励下,相比国有企业,制度顺差是一栽动力,促使民营企业对于资本投资周围有着更弱的偏好。

  Yijing Lyu, Hong Zhu. “The predictive effects of workplace ostracism on employee attitudes: A job embeddedness perspective”,Journal of Business Ethics, 2017 (8) :1-13.

  Xuehua Wang,

  It has been contended that ostracism is prevalent in the workplace, and there has been increasing research interest in its potential effects. This paper extends the theoretical framework of workplace ostracism by linking it with affective commitment and intention to leave from the perspective of job embeddedness. Using time-lagged data from China, we apply job embeddedness theory to confirm that workplace ostracism decreases the cultivation of job embeddedness, which in turn undermines affective commitment and induces intention to leave. We also find that intrinsic work motivation strengthens the detrimental effects of workplace ostracism on job embeddedness such that the negative relationship is stronger when intrinsic motivation is high rather than low. We further discuss the theoretical and practical implications of our findings and offer future research directions.

  Transformational leadership (TL) enhances follower Organizational Citizenship Behavior (OCB) as mediated by leader-member exchange (LMX). However, the strength of the positive associations among TL, LMX and OCB is subject to significant variability. Accordingly, we draw on several theories (self-identity, role congruency, self-concept, and social exchange) to propose that followers gender moderates the relationships between all three of these variables. We argue differences in societal expectations and/or underlying motivation combine to make leadership of lesser importance to OCB among females than males. Using 202 supervisor-subordinate dyads from Taiwan, a moderated mediation model of TL-LMX-OCB, with subordinate gender as a moderator, was tested. As hypothesised, each of the positive associations among TL, LMX and OCB were weaker for females than for males, thus accounting for some of the variability in the strength of the associations typically observed. Relatedly, although LMX fully mediated the TL-OCB relationship in the entire sample, this effect was not observed among female subordinates. Further research is required to assess the degree to which these findings apply beyond the Confucian Asian societal cluster.

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  吕逸婧先生与配相符者在国际学术期刊Journal of Business Ethics发外“The Predictive Effects of Workplace Ostracism on Employee Attitudes:A Job Embeddedness Perspective”一文。以下是论文概要:

 

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