Abstract:The relationship between negative affect and creativity is ambiguous in previous literature. From the perspective of the contingency, the study examined the relationship between negative affects and creativity by considering organizational identification and professional identification. The study investigated 472 employees of high-tech enterprises. The results showed that: 1) Negative affect were negatively related to employee creativity; 2) Both organizational identification and professional identification enhanced the negative effect of negative affect on employee creativity. In the negative affect, the employee with highly organization identification or professional identification was less inclined to innovate. 3) Interaction between organizational identification and professional identification played moderate role in the relationship between negative affect and creativity.Under the “double high” ( high organizational identity of higher professional identity) conditions, negative affect has a significant negative impact on employee creativity; under the two “one high and one low”conditions, the relationship between negative affect and creativity is not significant; while under the “double low”conditions, the negative affect positively impacts the employee creativity and its impact is significant. The results indicated it was reasonable to study negative affect-creativity relationship from the perspective of organizational identification and professional identification. They can improve the performance of the model, and can help to clarify the relationship between negative affect and creativity. The study provided theoretical support for enterprise innovation management practice.

Abstract:Innovation is the driving force for sustainable economic growth. The employment of enterprises is the cornerstone of maintaining social stability. Under the background of Chinese economic development and transformation, the paper distinguishes product innovation from process innovation, and uses a mathematical model to separate the mechanisms of both direct and indirect effects of innovation on employment growth in small and medium-sized manufacturing enterprises. By using the World Banks survey data, which focus on the operating environment of small and medium-sized enterprises in China, this study empirically examines the impact of SMEs technological innovation on their employment growth. The results indicate that technological innovation will not only affect the employment growth of SMEs through four direct ways——which are referred to as “price effect”and “productivity effect”of process innovation and “market effect”and “substitution effect”of product innovation, but also through an indirect route which are referred to as “advancement of employee skill structure”. The difference of our study from foreign studies is that, for small and medium-sized manufacturing companies in China, the “productivity effect ” of process innovation and the “substitution effect”of product innovation are the main ways to hinder their employment growth. At the same time, unlike domestic research, the “advancement of employee skill structure”is an important way for technological innovation to promote the growth of employment in Chinese SMEs. The paper further finds that the impact of technological innovation on employment growth in low-tech manufacturing companies is more sensitive. From the micro level, the results of this study confirm the influence of skill-biased technical progress on the employment in Chinese SMEs and provide a policy basis for alleviating the structural problems of“employment difficulties”and “recruitment difficulties”in China.

Abstract:As an important corporate governance device, debt reduces agency problems among owners, managers, and employees, thus improves employee productivity. In the meanwhile, debt may increase bankrupt risk, decrease human capital investment and employee productivity. Using a panel of the listed manufacturing companies in China spanning from 1999-2014, we find that debt reduces employee productivity. The subsample analysis finds that, ceteris paribus, financial distress strengthens the negative effect of debt on employee productivity, and the negative effect is more significant in companies that are more dependent on human capital and in companies located in areas with better outside employment environments. Our paper suggests that the agency cost of debt will induce underinvestment of human capital, which depress employee productivity. Our research provides empirical evidences for the “Deleveraging” policy in China

Abstract:This paper examines the impact of language diversity on the precision of analysts’earnings forecast， which may show different results depending on the different level of employee’s education． This paper pro-vides empirical evidence that the diversity of language may reduce the precision of analysts’earnings forecast for the listed companies in China． However，this negative effect is weakened by the improvement of employee’ s education． Further results illustrate that the level of employee’s education may positively influence the rela-tionship between language diversity and the precision of analysts’earnings forecast when the analysts and CEOs are schoolmates． These findings will enrich the literature of information dominance and social relationship of analysts and help investors and regulators to understand the behavior of analyst． Also，these may help to im-prove resource allocation and the effectiveness of capital market．

Abstract:Encouraging employees to share tacit knowledge among organizations is critical to a firm’s success. Tacit knowledge propagates through direct contact among individuals. This process exhibits characteristics that are similar to those of spreading epidemic between individuals. The paper constructs a dynamics model of tacit knowledge transmission to describe the tacit knowledge spreading in two organizations with employee mobility applying the modeling thought of the infectious diseases transmission dynamic method. The paper also considers the introduction and departure of employees. A threshold that governs whether tacit knowledge can be shared among organizations exists. Numerical simulations are presented to support the aforementioned theoretical results. The paper confirms, from both theoretical and quantitative perspective, that encouraging employee mobility appropriately can effectively promote tacit knowledge sharing among employees between two organizations. Further, if employee mobility is unreasonable, it will play an inhibiting effect.

Abstract:Leadership effectiveness is viewed as a means of improving employee creativity, while less researches explain the mechanism between authentic leadership and employee creativity. From a Self-determination theory perspective, the paper develops a model explaining how authentic leadership affects employee creativity. Sampling 532 employees and 89 of their supervisors from two large-sized private enterprise groups, the paper tests the mediation and moderation of work passion and power distance in the relationship between authentic leadership and employee creativity by a mediated moderation model. The findings show that: 1) authentic leadership has significantly positive effects on both work passion and employee creativity; 2) work passion offers a total mediating effect between authentic leadership and employee creativity; 3) the higher the perception of power distance felt by employees, the stronger the positive effect of authentic leadership on work passion, and the more significant the subsequent fostering effect on employee creativity.

Abstract:Employees are the most vital resource of enterprises. Employee＇s voluntary turnover always causes unnecessary damage to enterprise. This paper reviews the studies about employee turnover, then give a process model of employee turnover behavior. The value of qualitative simulation and Kuipers＇ s QSIM is absorbed. Simulation rules are devised by common knowledge and expert knowledge. A program is devised with VB, simulating results accord with the reality. This indicates the method can be used as a virtual experiment tool for the study of employee turnover