https://ir.lib.ncu.edu.tw/handle/987654321/380 Search the Channel s https://ir.lib.ncu.edu.tw/simple-search https://ir.lib.ncu.edu.tw/handle/987654321/99656 title: High performance work systems and organizational service performance: The roles of different organizational climates abstract: 摘要： Prior research on high-performance work systems (HPWSs) has extensively examined their effects on establishment- or firm-level performance in manufacturing settings. This study extends the literature to how HPWSs relate to organizational performance in a service setting. Studies in strategic human resource management indicate that organizational climate plays a critical role when exploring the relationship between HPWSs and organizational performance. However, little research has examined the roles of different organizational climates on this relationship. Extending the prior research on the mediating effect of service climate on organizational practices and service performance, we examine flexibility climate of the management team as a moderating indicator on the HPWSs—service climate link. Data collected from multiple sources involving 203 store owners/store managers and 568 management team members for 203 food-service chain stores reveal that service climate constitutes the mediating role for the relationship between skill- and motivation-enhancing HPWS and organizational service performance. Moreover, flexibility climate has the moderating effect on the relationship between the two types of HPWSs and service climate. Interestingly, flexibility climate can complement the effect of skill-enhancing HPWS and, on the other hand, substitute for the effect of motivation-enhancing HPWS on service climate. Managerial implications and suggestions for future research are offered. 出版者： Elsevier Ltd 出版日期： 2016-05-01 出處： International journal of hospitality management, 2016-05, Vol.55, p.118-128 版權： 2016 Elsevier Ltd 識別號： ISSN: 0278-4319 識別號： EISSN: 1873-4693 識別號： DOI: 10.1016/j.ijhm.2016.04.005 <br> https://ir.lib.ncu.edu.tw/handle/987654321/99655 title: 個人職涯目標取向與傳統與無疆界職涯成功的關聯性－以主管支持為調節變項 abstract: 摘要： 本研究的主要目的在探討個人職涯目標取向對傳統與無疆界職涯的影響，並探討主管支持的調節效果，本研究以兩階段的方式蒐集163份主管與部屬配對問卷，迴歸分析的結果顯示不同職涯目標對於不同型態的職涯成功有不同的影響，個人職涯晉升目標取向與傳統向上晉升的職涯成功有正向關聯性，相反地，個人職涯精熟目標取向則與無疆界的職涯成功有正向的關聯性。而在調節效果的分析上，主管支持在職涯晉升目標取向與晉升力評分間，以及職涯精熟目標取向與移動力評分間具有正向的調節效果。 出版者： 中原大學企業管理研究所 出版日期： 2016-04-01 出處： 中原企管評論, 2016-04, Vol.14 (1), p.55-84 資源來源： Chinese Electronic Periodical Services (CEPS)_2025 識別號： ISSN: 1729-8822 <br> https://ir.lib.ncu.edu.tw/handle/987654321/99654 title: The Effects of Non-Expensed Employee Stock Bonus on Firm Performance: Evidence from Taiwanese High-Tech Firms abstract: 摘要： The choice of whether to expense broad‐based stock incentives has been a highly controversial debate in both academic research and practice circles. We provide insightful findings to reconcile certain debates regarding the effectiveness of non‐expensed, broad‐based stock incentives. Using a unique longitudinal dataset from Taiwanese high‐tech firms over the 1997–2008 period, our results indicate that non‐expensed employee stock bonus incentives exerted positive effects on short‐term organizational value added creation. The dilution effects of broad‐based stock incentives in Taiwan, however, exerted a negative influence on profitability and eroded share return. The negative effects were even more severe in the following year, and overexploitation of employee stock bonus also damaged the long‐term organizational performance of Taiwanese high‐tech firms. This negative aspect of non‐expensed employee stock incentives resulted in more evidence for changing the regulatory context of broad‐based stock incentives in Taiwan. 其他題名： British Journal of Industrial Relations 出版者： London: Blackwell Publishing Ltd 出版日期： 2016-03 出處： British journal of industrial relations, 2016-03, Vol.54 (1), p.30-54 資源來源： EBSCOhost - Business Source Premier 版權： John Wiley & Sons Ltd/London School of Economics 2014 版權： Copyright Blackwell Publishing Ltd. Mar 2016 識別號： ISSN: 0007-1080 識別號： ISSN: 1467-8543 識別號： EISSN: 1467-8543 識別號： DOI: 10.1111/bjir.12051 識別號： CODEN: BJIRAV <br> https://ir.lib.ncu.edu.tw/handle/987654321/99653 title: The Effects of Non-Expensed Employee Stock Bonus on Firm Performance: Evidence from Taiwanese High-Tech Firms abstract: 摘要： The choice of whether to expense broad‐based stock incentives has been a highly controversial debate in both academic research and practice circles. We provide insightful findings to reconcile certain debates regarding the effectiveness of non‐expensed, broad‐based stock incentives. Using a unique longitudinal dataset from Taiwanese high‐tech firms over the 1997–2008 period, our results indicate that non‐expensed employee stock bonus incentives exerted positive effects on short‐term organizational value added creation. The dilution effects of broad‐based stock incentives in Taiwan, however, exerted a negative influence on profitability and eroded share return. The negative effects were even more severe in the following year, and overexploitation of employee stock bonus also damaged the long‐term organizational performance of Taiwanese high‐tech firms. This negative aspect of non‐expensed employee stock incentives resulted in more evidence for changing the regulatory context of broad‐based stock incentives in Taiwan. 其他題名： British Journal of Industrial Relations 出版者： London: Blackwell Publishing Ltd 出版日期： 2016-03 出處： British journal of industrial relations, 2016-03, Vol.54 (1), p.30-54 資源來源： EBSCOhost Business Source Premier 版權： John Wiley & Sons Ltd/London School of Economics 2014 版權： Copyright Blackwell Publishing Ltd. Mar 2016 識別號： ISSN: 0007-1080 識別號： ISSN: 1467-8543 識別號： EISSN: 1467-8543 識別號： DOI: 10.1111/bjir.12051 識別號： CODEN: BJIRAV <br>