Based on cognitive dissonance theory, this study aims to test good soldier syndrome regarding the relationship among compulsory citizenship behavior, job engagement, emotion regulation, and job performance so as to promote sustainable Human Resource Management (HRM). The sample, which applied the purposive sampling method, comprised 89 supervisors and 304 subordinates who work from 4-star and 5-star hotels in Taiwan. The results showed that the relevantly negative effect of employees’ performance is caused by compulsory citizenship behavior, that job engagement mediates the relationship between compulsory citizenship behavior and job performance, and that the indirect effect between compulsory citizenship behavior and job performance via job engagement is moderated by emotion regulation. Based on the findings of this study, this paper provides managerial implications, limitations of the current study, and future research suggestions.
In terms of training evaluation, most human resource development (HRD) or training professionals as program suppliers are usually limited to course-level trainee satisfaction. The training evaluation practice framework can be originally linked to Kirkpartrick (1959). The purpose in this study was to explore the key important factors that affect the relationship between HRD professionals and training evaluation by establishing a decision-making model of training evaluation practices using fuzzy concept (Van Laarhoven & Pedrycz, 1983) and grey relation analysis (Deng, 1982), that is, a quantitative method. This could guide HRD or training professionals when making the decisions about which evaluation level can be viewed as the priority to be implemented by looking at their own organizational characteristics.
Migrant workers returning home to start businesses has played a strong supporting role in promoting regional poverty alleviation and rural revitalization. How to enhance return migrants’ entrepreneurial intention is of vital importance. Using survey data on return migrants from many places in China, this article analyzes the mechanism of entrepreneurial resilience, perception of entrepreneurial opportunity and entrepreneurial intention, and the moderating effect of entrepreneurial atmosphere. The results show that entrepreneurial resilience has a significant positive impact on entrepreneurial intention; entrepreneurial opportunity perception plays a partial mediating role between entrepreneurial resilience and entrepreneurial intention. In addition, entrepreneurial atmosphere negatively moderates the relationship between entrepreneurial resilience and entrepreneurial intention, and between entrepreneurial resilience and perception of entrepreneurial opportunity. Therefore, we suggest that while creating a good entrepreneurial atmosphere, local governments at all levels in China must also pay attention to avoiding excessive intervention that aggravates the vulnerability of return migrants to entrepreneurship.
PurposeThe purpose of this research is to explore how knowledge source and knowledge recipient influence knowledge transfer performance through political skill and partnership quality, and in so doing to make up for the lack of research on the political skills of knowledge sources in the process of knowledge transfer.Design/methodology/approachThis research used paired-sample questionnaires to conduct a survey. One direct supervisor was paired with 1–4 subordinates; 224 other-reported questionnaires were sent out to supervisors and 896 self-reported questionnaires to subordinates. A total of 171 valid supervisor questionnaires and 511 valid subordinate questionnaires were collected. Hierarchical regression analysis was used to analyze the data.FindingsThis empirical research demonstrated that knowledge sources with political skills can promote partnership quality and influence the success of knowledge transfer.Research limitations/implicationsThis study was a cross-sectional design. Therefore, in our future research, self-report and non-self-report data will be collected in the process of questionnaire administration, and a multi-group questionnaire method (time/field isolation method) will be adopted to avoid having the same source of data. Supervisors and employees will be divided into different groups to collect sources, and the results from two different sources will be used to reduce the negative impact of common method variance.Practical implicationsExternal knowledge sources with political skills can impact recipient' knowledge transfer performance in the workplace, which means that external knowledge sources can provide the organization with innovative ideas and implementation skills.Originality/valueThe study presents a valid model that comprises the antecedents (characteristics of the source of knowledge), mediators (partnership quality), moderators (political skill) and consequences of knowledge transfer performance of firms.
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