Joining the Dutch Civil Service

Abstract

This article focuses on the work motivation of employees who joined the Dutch civil service between 2000 and 2006. It relates changes in five distinct motives to the changing economic context and the recruitment campaign run by the Dutch civil service. Results show that both extrinsic and public service motivations of employees were greater when unemployment was higher. Surprisingly, the intensity of the recruitment campaign correlated with both intrinsic and extrinsic motives, and the campaign appears to have attracted workers with a higher level of public service motivation and with a greater attraction to the public sector.     

Performance pay in Canadian and Australian firms: a comparative study

Based on data from 315 Canadian and Australian firms, this study examines the incidence of 13 specific forms of performance pay, along with factors that may affect their incidence. Overall, Canadian and Australian firms showed similar incidences of most forms of performance pay, with employee profit sharing the notable exception. Depending on the type and form of performance pay, various factors predicted the incidence of performance pay. As expected, firm size and unionization were among the most important predictors of individual and organizational performance pay, but neither factor predicted group performance pay. The results also indicated that high involvement firms in both Canada and Australia used more organizational performance pay than other firms, but not more group or individual performance pay. This study provides qualified support for convergence in international pay practices, but also highlights the continued importance of contextual and firm-level factors.     

提高组织绩效沟通有效性的策略分析

薪酬结构中包含绩效工资的组织都面临着如何合理确定员工的工作绩效的问题。员工的绩效评价结果的好坏直接关系到绩效工资的高低,进而影响其工作积极性。要做出合理、公正的绩效评价,管理者就必须与员工进行有效的绩效沟通。掌握绩效沟通策略,提高组织的绩效管理水平。     

大理学院全面开设《公务员考试指南》课程的实施途径研究

本文就当前公务员报考热,结合目前大理学院开设《公务员考试指南》课程的现状,从师资力量等方面分析全面开设此课程的可行性,探讨在全校范围内以专业选修、公共选修课程等多种方式来开设课程。     

浅析宁夏A建设咨询监理公司薪酬体系

薪酬管理是企业人力资源管理的核心内容,有效的薪酬管理机制能够吸引优秀人才,激发员工的工作积极性,合理控制人力成本,提升企业绩效。如何使薪酬制度体系与企业的经营战略协调发展,在确保企业人力资源供应充足、配备合理的前提下把人力资源成本控制在企业能够承受的范围之内,是企业人力资源管理者亟待解决的一项重要课题。本文通过对宁夏A建设咨询监理有限公司现行薪酬体系分析,指出该结构体系的优点与不足之处,并针对存在的问题提出了相应的改进建议。     

浅谈绩效考核在绩效薪酬分配中的作用

本文主要就分析了绩效考核在绩效薪酬分配中的作用。     

非现役文职人员绩效管理的现状及建议

建立和完善非现役文职人员的绩效考核奖励机制是当前一个值得探讨研究的课题。概述了非现役文职人员绩效管理的现状,并指出了非现役文职人员绩效管理存在的问题,从制定非现役人员绩效考核的原则、规范绩效管理的具体内容和应注意的问题这三个方面,提出了针对非现役文职人员绩效管理的建议,以完善非现役文职人员制度,激发文职人员更好地为军队服务。     

社会治理能力建设——社区公共服务绩效评估研究综述

本文综合分析近年有关城市社区公共服务绩效评估文献,对社区公共服务绩效评估类型、理念、体系和指标设计、技术方法、实证研究等方面的主要研究成果进行了回顾和总结。认为我国城市社区公共服务绩效的研究以内涵、原则、分类等理论研究为主,实证研究、应用研究相对较薄弱,在已有研究的基础上提出了社区公共服务绩效评估问题未来研究方向的建议,也为社区公共服务实践部门提供决策依据。     

Tournament Compensation Systems,Employee Heterogeneity,and Firm Performance

Tournament compensation systems are widely used in practice and have been extensively analyzed theoretically. However, one major problem has hardly been studied in a company context so far: Although it is theoretically well understood that tournament compensation systems are only effective when employees are homogeneous, it has rarely been analyzed what companies can do when they are confronted with employee heterogeneity. In our article, we derive hypotheses on the performance effects of tournament compensation systems in a context of employee heterogeneity based on tournament and expectancy theory. Using personnel records from incentive travel contests, we are able to show that performance is lower in a situation with employee heterogeneity, but that in heterogeneous tournaments, incentives may still work for a subgroup of employees whom we term the “threshold group.” In addition, we also show how companies manage to design the information disclosure systems necessary to install effective “handicapping” or “league‐building” systems in order to increase the effort‐performance expectancy.     

Performance pay and changes in U.S. labor market dynamics

A shift in the design of labor compensation occurred at around the mid-1980s in the U.S. and deals with an increased role of performance pay in driving the cyclical movements of wages. Using a DSGE model we show that this structural change accounts at least qualitatively for many observed changes in the U.S. labor market dynamics. It generates the disappearance of the procyclical response of labor productivity to non-technology shocks and the reduction of the contractionary effects of technology shocks on hours. Moreover, it is conducive to a drop in the volatility of output, a parallel increase in the volatility of wages and to changes in unconditional correlations consistent with what documented in the U.S. between the pre- and post-1984 periods.     

服务型领导力差异对团队绩效的影响研究

现阶段,服务型领导力在社会中的作用愈渐突出、影响的范围愈广,主要表现在积极的领导力能给企业发展带来积极影响,有效调节领导和员工之间的关系,发挥着调节团队内良性竞争氛围的重要作用。即服务型领导力差异越小,团队的绩效水平会越高,团队成员越团结。论文就服务型领导力差异对团队绩效的影响进行了探讨。     

英国国家卫生服务体系（NHS）绩效评估及其实践评价

介绍了英国国家卫生服务体系（NHS）绩效评估的实施背景及绩效评估框架（PAF）和绩效示标体系,并对其在实践中的实施效果和局限进行了评价,以期对中国医疗机构绩效评估提供经验借鉴。     

High Performance Work Systems for Service Quality: Boundary Conditions and Influence Processes

Drawing on agency theory and the resource‐based view, this study examines the moderating effect of hotel ownership structure on the relationship between high‐performance work systems for service quality (HPWS‐SQs) and service performance as well as the curvilinear relationship between hotel service performance and hotel profitability. Results from surveys and archival data of 126 hotels showed that when hotels were owned and operated by brands, HPWS‐SQs had a positive effect on service performance. Moderated mediation analyses showed that service performance as a mediator accounted for the moderating effect of ownership and management structure on the relationship between HPWS‐SQs and hotel profitability. In addition, service performance demonstrated an inverted U‐shaped relationship with hotel profitability. These findings advanced the understanding of the boundary conditions and influence processes of HPWS‐SQs on financial performance in service settings. © 2016 Wiley Periodicals, Inc.     

基于服务质量的物流绩效模糊综合评价方法及应用

在回顾物流绩效评价相关研究成果的基础上,提出基于服务质量进行物流绩效评价的观点;并通过构建相关的物流绩效评价指标体系,结合模糊理论给出了物流绩效的模糊评价方法。最后,通过具体案例说明其在实际中的应用。     

高速公路沥青路面使用性能评价与预测研究

继沥青路面在高速公路中应用以来,公路养护相关工作所面临的问题也逐渐增多,如何预测和评价沥青路面的使用性能成为关注焦点。本文从路面损坏度、路面平整度、路面车辙、路面强度多个层面对高速公路沥青路面使用性能的评价方法进行具体分析,并在此基础上,通过组合法、模糊预测法等技术建立高速公路路面使用性能衰变预测模型,以指出高速公路沥青路面使用性能预测与评价工作的重要性,以期为我国高速公路的相关建设提供参考。     

软硬齐抓,服务提升——如何提高汽车经销商服务能力

上世纪90年代末引入中国的4S模式,经历了十余年的发展,成为汽车销售服务的主渠道。投资成本很高的4S模式,光凭销售新车无法满足经销商盈利和厂家渠道覆盖的要求。服务将成为另一个品牌核心竞争力提升的方向,本文通过投资人建店之初高标准严要求的设计与设备投入,聘请职业经理人合理搭建组织机构及对企业人员和培训、管理和流程多个方面的重点关注,采用C—APDC循环的改善思路,提升汽车经销商服务能力。对汽车企业及经销商应有借鉴意义。     

上市公司经营者报酬与公司绩效关系研究

本文通过对我国国有上市公司经营者报酬与公司绩效等指标的回归分析发现,经营者现金报酬与公司绩效、规模存在显著的正相关关系;经营者持股比例与公司绩效、规模虽存在相关关系但不显著。同时还发现,公司所在行业和地区因素影响经营者报酬水平。     

Incentive Pay and Firm Performance: Moderating Roles of Procedural Justice Climate and Environmental Turbulence

In connection with the literature on strategic reward and agency theory, this study investigates the effects of incentive pay on employee outcomes and firm performance. We identify employee outcomes, such as commitment and competence, as mediating processes that explain the effects of incentive pay on firm performance. We further propose procedural justice climate and environmental turbulence as boundary conditions that determine the strength of the effects of incentive pay on employee outcomes. The research model is tested using multisource data collected at three time points over a five‐year period from 227 Korean companies. Our analysis confirmed that incentive pay enhanced employee commitment and competence, which, in turn, improved the operational and financial performances of firms. The effect of incentive pay on employee commitment was negative for firms with a low procedural justice climate, but positive for firms operated under a highly turbulent environment. By contrast, the effect of incentive pay on employee competence was positive only for firms operated under a stable environment. This study enriches the literature by presenting and validating plausible underlying mechanisms and boundary conditions under which strategic performance–contingent incentive pay affects firm performance. © 2015 Wiley Periodicals, Inc.     

基于BSC的销售人员KPI考核方法及应用研究

对销售人员进行有效的绩效考核,直接关系到对销售人员的激励与约束,也影响着企业的内部管理。当前国内的企业在销售人员的考核中对绩效考核的内容考虑不全面,绩效考核结果没有充分利用。这些行为对绩效考核产生了消极的影响。企业应该从销售人员绩效考核指标入手,采用科学的管理方法,建立一整套销售人员的绩效考核体系,从而提高绩效考核在企业销售人员管理中的积极作用。     

区域物流服务绩效评价指标体系研究

在区域物流大力发展的同时，建立一套科学有效的区域物流绩效评价体系，对提高区域物流服务的绩效水平．促进区域经济产业升级，优化社会资源非常必要。本文通过对国内外物流服务绩效评价方法的比较，探讨了区域物流服务绩效评价指标体系的特点和构建原则，建立了区域物流服务绩效评价指标体系基本框架，