A meta‐analysis of the non‐monetary effects of employee health management programs

This study was undertaken to review the literature on employee health management programs (EHMPs). We explored the history and characteristics of systematic organizational efforts to improve workforce health and well‐being. We believe that a historical perspective provides some insight into the economic, political, and social factors that have influenced the trend toward organizationally sanctioned health‐promotion efforts. Further, we investigated the likely effects of these programs on valued‐behavioral organizational outcomes such as employee performance, employee satisfaction, absenteeism, and voluntary turnover. Our findings show that voluntary general‐focus programs are unrelated to job performance, and voluntary programs are negatively related to absenteeism, but effects on absenteeism wane when the program is not voluntary. Moreover, EHMPs are minimally related to job satisfaction and slightly related to turnover. These results, examining behavioral outcomes of EHMPs, question the ability of EHMPs to provide desired behavioral changes in employees, changes that organizations seek to maximize such as increased performance. Are EHMPs more than just socially acceptable programs that help individuals with health problems? © 2003 Wiley Periodicals, Inc.     

Effects of the workplace social context and job content on nurse burnout

Job burnout is a continuing concern for human resource management, as it affects employee productivity and well‐being. In particular, the nursing profession is widely recognized as a stressful occupation that leads to burnout. The present study examines the relative significance of workplace social context in a health care setting and the job content of the nursing profession for influencing the three dimensions of job burnout: emotional exhaustion, depersonalization, and personal accomplishment (Maslach & Jackson, 1981). Data were collected through a questionnaire survey of a random sample of 1,190 nurses working in 43 public hospitals in Hong Kong. The results indicate that although both the workplace social context and job content have significant effects on burnout dimensions, the effects of the workplace social context were significantly stronger. In addition, the workplace social context had a significant negative effect on personal accomplishment, whereas job content influenced personal accomplishment positively. Implications of these findings are discussed in the context of devising management interventions for dealing with job burnout in the nursing profession. © 2011 Wiley Periodicals, Inc.     

Self-managed work teams: an enabling or coercive nature

The paper analyses self-managed work teams (SMWTs) of two Portuguese industrial firms, using the case-study method. It examines the nature of SMWTs, by discerning a double enabling and coercive face. The enabling features are related to high levels of job enrichment, broad employee participation, and extensive communication. The coercive features are related to incidental job rotation to optimize technology, asymmetries of technical knowledge between supervisors or industrial engineers and team members, economic cohesion based upon the group-performance system and peer pressure toward self-discipline. An enabling face of SMWT has greater chances to prevail under an organizational infrastructure based upon management commitment regarding economic, cultural and social objectives of SMWTs, management ability to develop a set of complementary and mutually reinforcing HR practices and production programs aligned with SMWTs, as well as a past history and employees' past experience in tune with present changes.     

Accounting for the Influence of Overall Justice on Job Performance: Integrating Self‐Determination and Social Exchange Theories

Grounded in self‐determination and social exchange theories, this study examined two pathways through which overall justice influences job performance. Specifically, we hypothesized need satisfaction as a mediator of the influence of overall justice on intrinsic motivation and trust in organization which, in turn, relate to job performance. Results of structural equation modelling using Mplus revealed that need satisfaction mediated the overall justice–intrinsic motivation relationship as well as the overall justice–trust in organization relationship. We also found that intrinsic motivation mediated the respective influence of need satisfaction and trust in organization on job performance. We interpret our findings as suggesting an integration of need‐based theories of motivation into explanations of the performance implications of justice.     

A social information processing approach to job attitudes and task design.

This article outlines a social information processing approach to explain job attitudes. In comparison with need-satisfaction and expectancy models to job attitudes and motivation, the social information processing perspective emphasizes the effects of context and the consequences of past choices, rather than individual predispositions and rational decision-making processes. When an individual develops statements about attitude or needs, he or she uses social information--information about past behavior and about what others think. The process of attributing attitudes or needs from behavior is itself affected by commitment processes, by the saliency and relevance of information, and by the need to develop socially acceptable and legitimate rationalizations for actions. Both attitudes and need statements, as well as characterizations of jobs, are affected by informational social influence. The implications of the social information processing perspective for organization development efforts and programs of job redesign are discussed.     

The environment is free: The quality analogy

This paper argues that quality improvement approaches can be applied in the environmental context. Although environmental issues can occasionally negatively impact an organization's core business, most environmental programs, if properly channeled, can lead to both improved profitability and increased social responsibility. It is argued that time-proven techniques that have helped reduce quality costs and improve market share can provide similar results when applied to many environmental problems. Techniques based on the Total Quality Environmental Management (TQEM) philosophy (which is based on integrating Total Quality Management (TQM) methods and environmental management methods) are already being used by many organizations. This paper builds upon the TQEM concept (which emphasizes four basic elements: customer identification, continuous improvement, do the job right the first time and a systems approach to work) by showing how other principles used in quality management can also be applied to environmental management. The issues are then illustrated through a case study of a leading German manufacturer, Bosch-Siemens Hausgeräte GmbH.     

企业人力资源效率的影响因素研究

企业人力资源效率的影响因素是管理研究领域探讨的一个重要问题。企业人力资源效率影响因素内容由四个纬度构成:员工管理、个人与组织契合、工作条件及员工责任。其中,员工管理对管理人员的任务效率影响是负向显著,对专业/技术人员的任务效率水平的影响是正向显著;个人与组织契合对整合效率有显著方向影响;工作条件对企业员工的任务效率有显著正向影响,对组织潜效率有强显著负向影响;员工责任对企业员工的任务效率、整合效率、组织潜效率水平都有显著正向影响。     

How do industrial relations climate and union instrumentality enhance employee performance? The mediating effects of perceived job security and trust in management

In this study, we examine the effects of two key variables associated with union effectiveness on the job performance of employees, and the mechanisms that explain such effects. More specifically, we investigate whether employees' perceptions that their union has a constructive relationship with management (industrial relations climate) and is able to act as an agent for their concerns (union instrumentality) promotes their job performance by enhancing their perceived job security and trust in management. Drawing on three waves of data from 303 employees and their immediate supervisors within 17 private enterprises in China, we find employees' perceptions of union effectiveness influence their job performance by enhancing both their perceived job security and trust in management. These findings are consistent with social exchange theory and conservation of resources theory. This article contributes to the literature by improving our understanding of how unions influence employees' work performance and by explaining how employees' perceptions of the industrial relations climate and union instrumentality influence their job performance. It also sheds light on the important issue of the effectiveness of unions in China, a country where the centrality of the Chinese Communist Party is often considered to have reduced the instrumentality of unions.     

The Strategic Integration of Assessment and Development Practices: Succession Planning and New Manager Development

Christopher Mabey and Paul Iles review various dimensions of the ‘strategic’ integration of human resource policies and explore ways in which such integration might be promoted through a career management focus. the argument is illustrated with reference to the use of development centres in the National and Provincial Building Society and a new management development programme at Rank Xerox respectively. Christopher Mabey is Head of the Centre for Human Resource and Change Management at the Open University Business School and Paul Iles is Professor of Human Resource Development at the Liverpool Business School and Director of its Centre for Human Resource Development.     

基于认知和价值观视角的高管团队（TMT）社会集成影响因素研究——一个典型群体决策情景下的探索

高管团队社会集成的质量明显地影响团队决策,然而已有的文献未能有效地解释影响社会集成的深层次原因。本文选用了高度群体决策的极端环境企业,采用扎根理论的分析方法和理论构建方法,对H公司的四个高管团队进行了追踪式观察等多种证据材料的收集、分析,发现高管团队的认知和价值观分别制约着社会集成的有效形成,并发现团队领袖和一般高管成员在团队集成中发挥不同作用。本文归纳出团队认知渴求、领袖的开放性、团队合作意识、团队成员责任感、领袖对才能的尊重五个影响社会集成的要素;并进一步结合相关文献构建出基于认知和价值观视角的理解社会集成的理论模型。本研究丰富了高管团队理论及社会集成理论,且对企业实践具有启发意义。     

基于JDCS模型的项目变更管理浅议

工作需求—控制—支持(The job demand-control-support,JDCS)模型是工作压力研究领域一个影响广泛的组织压力模型。项目变更管理是执行项目变更,管理工作压力的过程。基于JDCS模型的三个工作心理因素,阐述项目变更管理的成功三因素:工作需求之领导间协同一致;工作控制之计划和行动的协调与执行一致;社会支持之全员参与。     

做好南疆富余劳动力转移就业安置工作的几点见解

为履行企业社会责任,做好南疆富余劳动力转移就业安置工作,五建党委认真落实新疆维吾尔自治区党委、政府及集团党委要求,认真谋划、精心准备、积极行动。公司党政领导亲自挂帅成立专门领导小组,召开多次专题会议落实用工单位和就业岗位,相关部门做好宣传引导、培训教育,各基层单位做好就业人员接收上岗、管理服务等工作,以保证圆满完成任务。     

乡镇企业税收负担、利润水平与农民非农就业——基于协整分析方法

利用1978年至2009年的乡镇企业有关数据,采用协整检验方法、误差修正模型和Granger因果关系检验方法,对乡镇企业税收负担、利润水平与农民非农就业三者之间的相互关系进行实证研究,结果表明:三者之间存在显著的长期均衡关系;安置就业和税收负担在短期内影响企业盈利情况;安置就业与企业盈利在长期内互为Granger因果关系.因此,国家应综合采取税收优惠、金融支持与政府培训等政策,以提高乡镇企业盈利水平和扩大农民非农就业.     

Selection versus development assessment centers: an international survey of design,execution, and evaluation

No recent survey documents differences in assessment center (AC) practices for selection and development in organizations in diverse countries. We analyze the design, execution, and evaluation of AC selection programs compared to development programs in a sample of 144 organizations in 18 countries. Our comparison identifies similarities and differences in job analysis techniques, dimensions (job requirements), observer pools, methods of assessor training, exercises and psychometric testing procedures, information provided to participants, and areas of evaluation of the program by participants. Results show important differences between selection and developmental programs which may be explained by economical, legal, and social factors. We also point out features of ACs that should be designed differently to optimize objectives.     

客服部培训方案设计——以XX物流公司为例

美国知名管理学者托马斯.彼得斯曾说":企业或事业唯一真正的资源是人,管理就是充分开发人力资源以做好工作"。企业的竞争归根结底是人才的竞争,而物流行业也是一个需要人才的行业,人才不是天生的人才,而是需要经过很多的培训,所以本文以物流行业为大背景以XX公司为例设计了一套培训方案。     

首都城乡一体化进程中创新社会管理的着力点探析

创新社会管理是推进城乡一体化进程的助推器。本文认为,在首都城乡一体化进程中,应从创新社会管理的理念,明确社会管理的方向,增强社会管理的活力,实现社会管理的科学化,营造和谐的社会环境,提升社会的"软"管理等方面努力探寻创新社会管理的着力点,积极构建与中国特色世界城市相适应的社会管理体系,把首都构建成繁荣文明、和谐宜居的首善之区。     

将党建工作与经营管理融为一体是企业健康发展的重要保证——关于企业改制后加强党的建设的体会

国有企业改制为职工持股的民营企业后，如何把党建工作与经营管理结合起来成为一个重大课题。文章从组织建设、工作安排、解决具体问题三个方面对此展开了阐述。     

地方院校经管类本科生职业能力的构成与特点

地方院校经管类本科生职业能力,有其公共能力、专业能力、行业能力、岗位能力和职业道德能力等静态构成,有其理论支撑、实际操作、交流融合、应变拓展、变革创新等动态构成。这些构成总体上有支撑的厚实性、技能的先进性、操作的熟练性、运作的规范性、应对的灵活性、应用的创新性等基本特征。     

How to turn workplace boredom into something positive. A theoretical framework of the ‘bright sides’ of boredom

The management literature describes workplace boredom and related behaviors mostly as counterproductive. However, within the psychological literature, boredom is studied as a functional emotion, stressing a positive aspect in this unpleasant state. This article introduces this positive approach toward boredom to the management literature. Specifically, we provide a comprehensive theoretical model and testable propositions regarding how to foster the positive effects of employees' boredom in the workplace. Based on Job Demands-Resources (JD-R) theory, we argue that boredom is the result of job demands. However, in combination with the right job resources, boredom can actually lead to productive coping behaviors (i.e., task-unrelated thought, changing task engagement, and other task engagement). We identify three traditional and three boredom-specific job resources presenting managerial measures that facilitate positive outcomes of boredom. These job resources are located at the level of tasks, work organization, interpersonal and social relations, as well as the organizational level.     

The Efficiency of Public Employment Services: A Nonparametric Matching Function Analysis for Switzerland

This study develops a methodology for assessing the efficiency of job placement services based on the matching function. Unlike most previous estimates of the matching function, based on aggregate time-series regressions and parametric functional forms, this study employs micro cross-sectional data and uses nonparametric frontier estimation techniques (DEA). The methodology is applied to 126 regional placement offices operating in Switzerland in the period 1997–98. In contrast to time-series regressions, our results point to sizable increasing returns-to-scale. Our findings also suggest that counseling is more effective than other active labor market measures or disciplining actions in increasing matching efficiency.