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This study draws upon the theory of eudaimonic motivation to develop a model that explains job performance in high-tech industry. This study aims to clarify through what mediating mechanism employees' social interaction and self-efficacy can substantially influence their job performance. At the same time, competence enhancement is examined as a moderator that influences the effects of social interaction and self-efficacy.

The hypotheses developed in this study were empirically tested by collecting three-source data from a leading international business company in Taiwan's high-tech industry. The survey data of this study were first analyzed using confirmatory factor analysis and hierarchical regression analysis for testing the hypotheses of the study. Post hoc tests were then performed using structural equation modeling and bootstrapping analysis for the purpose of double verifications.

This study finds that social interaction and self-efficacy relate to job performance via the full mediation of occupational commitment and achievement striving. Besides, the relationship between social interaction and occupational commitment is positively moderated by competence enhancement, while the relationship between self-efficacy and occupational commitment is negatively moderated by competence enhancement.

This work shows important findings that complement previous research on personnel performance and competence. First, this work confirms that social interaction and self-efficacy play critical roles for indirectly influencing job performance through the full mediation of occupational commitment and achievement striving among engineers in high-tech industry. Second, the moderating effects of competence enhancement on the relationships between social interaction and occupational commitment and between self-efficacy and occupational commitment are confirmed by this study.

The feeling of a low quality of life is not an inevitable aftermath of industrial progress, but the two phenomena may become linked in conditions of heavy competitive behaviour stemming from strong achievement orientation. Study of the relationship between quality of life and objective vocational success, and achievement motivation and spiritual values, conducted among new immigrants from the USSR, Romania and South America, shows that quality of life feeling is more determined by the value orientation of the individual's reference group than by personal objective achievements and failures. The general progress of industrial society is feasible without the stimulating effect of competitive achievement motivation, if spiritual community values are fostering hard labour. Industrial progress should be considered not as an end in itself, but as a means to live a life of high quality, both as an objective situation and as a feeling of satisfaction.

This study suggests that while gender differences in work values exist (as measured by task‐oriented, contextual and job involvement scales), the magnitude and significance of the observed differences between men and women decrease as occupation and length of socialisation are partialled out.

Chinese face refers to reputation, others’ respect or compliance which is gained through self-representation and role-playing. The purpose of this paper is to identify and distinguish the four dimensions of face construct: personal identity-face, family identity-face, friend identity-face and occupational identity-face. Based on this, the authors discuss and investigate the influence of four different face dimensions on a consumer’s need for uniqueness (CNFU).

This research uses a questionnaire survey method and convenience samples. Subjects are students from a university in Wuhan operated directly under the Ministry of Education. A total of 730 questionnaires were distributed mainly in libraries and study rooms. After eliminating invalid questionnaires, 690 questionnaires were obtained. In sum, 44.1 percent research subjects are males, and 59 percent of them are undergraduate samples; 92.5 percent subjects’ monthly disposable consumption was less than 2,000 yuan.

The result shows that the influence paths and directions are different. Specifically, personal identity-face and family identity-face restrain CNFU through promoting interdependent self-construal, and friend identity-face and occupational identity-face facilitate CNFU through enhancing the consumer’s susceptibility to normative influence.

These findings are useful for clarify contemporary Chinese individuality-seeking consumption and conformity consumption behavior, and will shed light on form strategic practices, such as brand positioning and product communication.

This study investigated the influence of ambiguous customer expectations and customer demandingness, which reflect hindrance and challenge demands, on the boundary spanning behaviors (BSBs) of frontline bank employees (FBEs) through person-job fit and work engagement. It also examined the moderating effect of customer stewardship between job demands and work engagement.

Data of 296 FBEs in the retail banking industry in the Republic of Korea were collected through an online survey and analyzed.

Ambiguous customer expectations acted as hindrance demands and negatively affected FBEs' psychological process. Additionally, customer demandingness positively affected FBEs' psychological process as challenge demands. Moreover, person-job fit and work engagement improved the BSBs of FBEs as a psychological motivation process. Lastly, customer stewardship buffered the negative influence of ambiguous customer expectations on work engagement while strengthening the positive influence of customer demandingness on work engagement.

This study contributes to the marketing literature by presenting customer-related characteristics influencing the BSBs of FBEs and exploring the psychological response processes. First, this study presents empirical evidence that ambiguous customer expectations and customer demandingness play the role of hindrance and challenge demands, respectively. Second, it confirms that customer-related characteristics affect the BSBs of FBEs through psychological processes. Finally, it enriches the authors' understanding of customer stewardship as a job resource by exploring the role of customer stewardship in moderating the relationship between different types of job demands and work engagement.

Some of the work on managerial skills and traits is reviewed. This covers the problem of establishing the traits and skills involved in effective management and the difficulties encountered when attempting to measure them. The work of Ghiselli is used as the main reference for managerial traits, and that of Mintzberg for managerial skills. Problems of assessing these qualities when selecting managers at entry and higher levels are discussed and some comments on cross‐cultural differences are also included. The work on traits and skills can help those involved in management development to design more effective training programmes to develop or enhance a particular management skill.

Not just in low-wage and low-skilled jobs but also further up in the corporate ladder, Australian corporations have culturally diverse workforces. Due to talent shortages in fields such as medicine, engineering, and education, the Australian economy is reliant on skilled immigrants. As a result, the demand to increase and diversify the workforce is growing, and Australia’s government has focused its efforts on attracting a diverse pool of skilled immigrants. As Australia’s ethnic diversity grows, businesses that want to stay competitive will find that having a diverse workforce provides them an advantage.

The purpose of this paper is to investigate how work and family aspirations relate to occupational achievements and gender differences herein.

Using data from 2009 the authors examined the relationship between career and childrearing aspirations and occupational achievements of Dutch parents. Using path modeling in Mplus, the authors investigated both direct and indirect pathways where aspirations were related to occupational achievements via time allocations.

The authors found that ranking being promoted instead of a non-career aspiration as the most important job aspiration was positively related to occupational achievements. Surprisingly, the authors also found that ranking childrearing as the most important life role aspiration was positively related to earnings among fathers.

Investigating aspirations in multiple domains simultaneously can provide new information on working parents’ occupational achievements.

The results imply that parents who want to achieve an authority position or high earnings may need to prioritize their promotion aspiration among their job aspirations in order to increase the likelihood of achieving such a position. Moreover, this is likely to require sacrifices outside the work domain, since spending more time on paid work is an important way to achieve this aspiration.

This paper adds to previous research by explicitly taking life role aspirations into account instead of focussing solely on job aspirations. Moreover, this study extends previous research by investigating indirect pathways from aspirations to occupational achievements via family work in addition to the previously found pathway via paid work.