CEO compensation by nonprofit organizations is controversial. Higher-qualified CEOs should be compensated more than lesser-qualified individuals because of better performance regarding organizational goals and missions. Alternatively, an ethical issue may exist if CEOs are overcompensated resulting in a negative impact on the operations of their organizations. Donors have the incentive to monitor nonprofit organizations, but their role is limited to their ability to acquire nonprofit organization information. However, charity rating agencies make information more accessible and understandable, thus reducing information asymmetry (...) between donors and nonprofit organizations. This study examines whether charity rating availability is associated with negative pay-to-performance sensitivity. Using a sample derived from the IRS Form 990 s and Charity Navigator ratings, this study provides evidence that rating availability is negatively related to pay-to-performance sensitivity in nonprofit organizations. Additional tests provide evidence that the overall rating score and its financial rating component are negatively associated with pay-to-performance sensitivity. (shrink)

Extant literature has documented mixed findings concerning the relationship between abusive supervision and employee performance. While most studies show a negative relationship, others reveal that abusive supervision can be motivating and performance-enhancing, and still others find no effect. To advance our understanding of this relationship, the present study examines employees’ objective and quantifiable key performance indicators (KPIs) as an outcome, while investigating employment contract type as a critical boundary condition. This study also explores an alternative outcome of abusive supervision by (...) examining whether its effects extend to employees’ behavior towards customers, specifically in the form of customer-directed sabotage. A two-wave multi-source field study was conducted with 1,331 customer service representatives from 139 call-center teams. Findings suggest an alarming phenomenon: for probationary employees, an inverted U-shaped relationship exists between abusive supervision and employees’ KPIs, such that low to moderate levels of abusive supervision increase, but moderate to high levels of abusive supervision decrease, their job performance. For permanent employees, KPIs are less affected by abusive supervision. However, abusive supervision is positively related to employees’ customer-directed sabotage behavior, and this effect is stronger for permanent (vs. probationary) employees. The theoretical and practical implications of the findings for leadership and business ethics are discussed. (shrink)

The evolution of Web 2.0 and social networks has led to the increased use of enterprise social media platforms, making online interactions more common in organizations. However, few studies have researched online interactions in organizational context. This study addressed this gap using two research phases: a qualitative phase and a quantitative phase. The qualitative study phase identified two dimensions of online interaction: employee–employee online interaction and employee–platform online interaction. The employee–employee online interaction assessed responsiveness and suitability. The employee–platform online interaction (...) assessed usefulness, applicability, and ease of use. The quantitative study phase applied a proposed conceptual framework derived from the qualitative study to create and validate measures for a new online interaction scale. This was done using a systematic scale development process. Measuring online interaction can help drive future quantitative research, providing an instrumental basis for further exploring the scientific management practice elements that govern employee psychology and behavior in cyberspace. (shrink)

Unsustainable HR practices impose illegitimate tasks on employees due to a shortage of resources. These illegitimate tasks bring counterproductive work behavior in terms of workplace incivility that creates a sense of ostracism in employees. To address these issues, the study examined the relationship among unsustainable HR practices in terms of illegitimate tasks and workplace ostracism. Whereas workplace incivility is defined as an underlying reason through which this association exists. Adopting a theoretical framework from earlier research, the study used cross-sectional data (...) and subsequently a method of quantitative research, and the sample comprised permanent faculty members of private universities in Pakistan working in different departments with different role titles. Smart PLS was applied to run multiple statistics analyzed on the obtained data. The results from the study supported the hypothesis by depicting a positive and significant association between illegitimate tasks and workplace ostracism. Further, workplace incivility was playing the mediating role between illegitimate tasks and workplace ostracism. The results from the study carry significant implications for managers and researchers. Recommendations and future research directions are also discussed in the paper. (shrink)

E-commerce conceivable future trade, consumption, and service is a new digital employer mode. Therefore, in order to decorate the customary natural environment of operation, it is quintessential to get rid of the preferred desktop in the true field, create a social logistics and transportation administration computing device with commodity agents and distributors as the key features, and mix freight logistics, business enterprise approach waft and data waft advertising and marketing, and advertising and marketing organically. The notion of e-commerce logistics looks (...) alongside the enchantment vogue of neighborhood technological knowledge and social demand. It is an integral part of ending e-commerce authentic economic value. All kinds of cell networks clear up the problem of data flow communication; in the technological know-how of telephone network, digital cost solves the bother of capital flow; at present, logistics is however a long-standing problem of e-commerce. Logistics has grown to be the last and entirely bottleneck of e-commerce. If logistics cannot adapt to the enchantment of e-commerce, it may also additionally lead to the slow enchantment of e-commerce. The purpose of this paper is to supply an Internet of things e-commerce logistics cloud provider platform based totally absolutely on cell communication, which can be combined with e-commerce and beautify the transport tempo of e-commerce. This paper moreover optimizes the e-commerce logistics system, so that it can combine with e-commerce to increase out the distribution of goods, the distribution tempo of e-commerce is doubled, and e-commerce can in a similar fashion develop rapidly. (shrink)

本书阐述了教师职业道德建设的基本理论,对教师职业道德的本质、作用、特点、内容以及教师职业道德修养的方法途径,教师职业道德的评价等,作了较准确的评价等。.

COVID-19 has caused significant damage globally, including tourism. This study adopts the quantitative research method, selects 588 samples from tourists watching short videos to investigate the antecedents and effects of parasocial interaction between tourists and short video tourism Vloggers, and analyses them with partial least squares. Based on parasocial relationship theory, this study investigates the antecedents of parasocial relationships between tourists and short video tourism Vloggers and their willingness to share short video tourism. Results show that the consistency of values, (...) entertainment motivation, and emotional engagement positively impact the parasocial relationships between tourists and short video tourism Vloggers and affect the online sharing intention through the parasocial relationship. The consistency of values can directly affect sharing intention. As an intermediary variable, parasocial relationship positively impacts value congruence, entertainment motivation, emotional engagement, and sharing intention. This study introduces parasocial relationship into the research of tourism short video Vloggers, which enriches the literature. Furthermore, this introduction provides new marketing strategies and suggestions for the sustainable development of tourism. (shrink)

Extant literature has documented mixed findings concerning the relationship between abusive supervision and employee performance. While most studies show a negative relationship, others reveal that abusive supervision can be motivating and performance-enhancing, and still others find no effect. To advance our understanding of this relationship, the present study examines employees’ objective and quantifiable key performance indicators (KPIs) as an outcome, while investigating employment contract type as a critical boundary condition. This study also explores an alternative outcome of abusive supervision by (...) examining whether its effects extend to employees’ behavior towards customers, specifically in the form of customer-directed sabotage. A two-wave multi-source field study was conducted with 1,331 customer service representatives from 139 call-center teams. Findings suggest an alarming phenomenon: for probationary employees, an inverted U-shaped relationship exists between abusive supervision and employees’ KPIs, such that low to moderate levels of abusive supervision increase, but moderate to high levels of abusive supervision decrease, their job performance. For permanent employees, KPIs are less affected by abusive supervision. However, abusive supervision is positively related to employees’ customer-directed sabotage behavior, and this effect is stronger for permanent (vs. probationary) employees. The theoretical and practical implications of the findings for leadership and business ethics are discussed. (shrink)