工作分享对促进工作—生活平衡的作用研究

本文在分析工作分享理论和实践的基础上,剖析了我国实施工作分享的现实需求,提出了中国实施工作分享对促进企业员工工作—生活平衡的理论设想,并进行了实证研究,验证了实施工作分享可以缓解工作—家庭冲突、促进工作—生活平衡,一定程度上降低工作压力。工作分享理论是“以人为本”的管理理论,有利于员工全面发展,实现员工从“经济人”向“社会人”,再向“自我实现人”的发展,有利于建设积极的员工与企业的协调关系。     

如何理解运用国标对管道取样起止时段的规定

输油管道采取试样时间的确定，是关系着油品运销中贸易结算的关键环节，国标为此特作了专门规定。针对目前在实际引用标准的过程中产生的两种不同的认识和操作对生产的影响，通过对标准的学习和理解，根据国标制定的基本原则和目地，对管道取样的开始和结束两个时间加以分析和论证，使计量交接双方达到对国标理论认识上的统一，从而达到执行上的统一，最终完成好油品计量交接工作。     

海德堡常用机型日常维修要点

判断准确，方法简洁 维修工作要求时间短，因此必须准确判别故障部位，采取最简洁的维修方法进行维修，在尽可能短的时间内解决问题。在更换配件时，应选择质量好的配件，安装工作精确到位，避免留下后患。     

用先进的理论引导青年

纪念中国共产主义青年团成 立八十周年大会上，江泽民同志高屋建瓴、语重心长地指出：党的事业离不开青年，青年的成长更离不开党。我们党要赢得青年，就必须用先进的理论引导青年，用光辉的事业凝聚青年，用良好的作风吸引青年。这段话对于我们从事党的理论建设工作的同志，特别对于我们高校从事党的思想政治工作的同志来说，感到心潮澎湃，更感到责任重大。江泽民同志的重要讲话，为我们高校的理论建设工作和思想政治工作指明了方向，那就是要用先进的理论引导青年。 一、 从党的历史和中国青年运动的历史来看，大学一开始就是先进…     

基于技术-行为系统的WBS改进方法研究

在分析常用WBS(工作结构分解)方法的基础上，提出了基于技术一行为系统的WBS改进方法，以期对WBS理论在实际工作中的应用提供一个整体思路，形成一套可操作的分析方法和实用流程。在改进方法中提出了WBS矩阵的概念，通过WBS矩阵的使用，既避免了常用分解方法的缺点，又保留了各自的优点。     

企业效能监察的理论基础和工作原理研究

效能监察工作在我国企业中开展十多年来，显示出了巨大的能量和潜力，有效地加强了企业管理，推动了企业经济的发展。但是，由于开展效能监察工作的工作原理还没有得到深入的研究，效能监察的理论基础等理论问题还没有解决，开展效能监察工作全凭借个人的理解、相互的学习和经验的传授，这直接影响了效能监察工作质量和工作水平的提高。由于效能监察在理论上的盲区，工作就容易引起失误，产生错误的认识。比如：行政效能监察是政府的事，与企业无关；用效能监察替代管理的做法；片面追求效能监察的直接经济效益等等，这些都是由于缺乏效能监…     

工作积分制在一线生产班组的实践与成效

为了推进绩效管理在生产一线的实际运用，帮助班组转变“干多干少一个样、考核不考核一个样”的管理困局，建立定量考核的管理模式，张家口供电公司2010年在生产一线班组推广工作积分管理理念，即根据每项工作任务的工作总量、工作环境、工作时间、工作风险和难易程度等因素，确定单项工作任务的分值，按照分值对员工在一定时间内完成的工作任务进行数量和质量的量化累计，反映和考核员工的综合表现和工作业绩。     

非劳动收入对家庭时间配置的影响——一个基于工作异质性的比较研究

本文在区分工作异质性的基础上,分析了非劳动收入对家庭时间配置的影响,认为非劳动收入的提高将减少家务时间的配置,增加市场工作刚性家庭的闲暇时间,但对市场工作非刚性家庭闲暇时间配置的影响却是不确定的。市场工作的异质性决定了一个家庭的社会和经济地位,利用CHNS2006年的数据所作的实证结果表明,非劳动收入水平的提高一致地减少了所有家庭的家务时间,同时导致在政府及国有集体企业、三资企业工作的家庭闲暇时间减少,但引起在家庭联产承包农业、私营个体企业工作的家庭闲暇时间配置的增加。     

牢牢掌握宣传思想文化工作主动权

习近平总书记在全国宣传思想工作会议上的重要讲话，深刻阐述了事关宣传思想工作长远发展的一系列重大理论问题和现实问题，进一步明确了新形势下宣传思想工作的方向目标、重点任务和基本遵循。深入学习领会、全面贯彻落实习近平总书记重要讲话精神，切实把思想和行动统一到讲话精神上来，对于进一步推动油田公司宣传思想文化工作融入中心、服务大局，牢牢掌握宣传思想文化工作的主动权，具有十分重要的意义。     

强化理论与实践结合 促进党建工作的长效机制

国有企业班子能否紧紧抓住落实长效机制的契机，强化理论与实践的结合，推进党建对企业经营工作的有机融入．增强国有企业党的领导力，使之在提高国有企业党组织工作能力和领导水平上开花结果，是发挥好国有企业党组织的政治核心作用的一个紧迫而重大的问题。应该认识到，长效机制不仅仅是一个活动的成果，一个理论的形态，更为重要的是它的实践性、制度性。如何在工作实践中，自觉把长效机制这一教育活动的成果运用、落实、融入到党建和企业经营管理的具体工作之中，并在落实上狠下功夫，真抓实干，抓出成效，是国有企业党组织必须深入思考的课题。     

Good to be home? Time‐use and satisfaction levels among home‐based teleworkers

Home‐based teleworking (HbTW) has the potential to provide significant benefits to both employer and employee, but also presents considerable challenges. This paper considers HbTW among UK employees, specifically exploring distinctions in the time‐use of men and women home‐based teleworkers and the impacts of HbTW on employee satisfaction levels, using cross‐section fixed effects panel regression analysis of the British Household Panel Survey. Findings reveal that total time‐use in work activities among men and women home‐based teleworkers is relatively comparable, but the distribution significantly different. For women, housework represents a particular time constraint, reflecting continued presence of the ‘double‐shift’. Homeworkers report greater levels of satisfaction, yet they are more pronounced in respect to paid work than leisure time. Extensive hours of housework reported among women may explain these differences. Nevertheless, home‐based teleworkers report greater levels of satisfaction than other workers, suggesting considerable benefits especially for working mothers.     

‘The Magnificent 7[am]?’ Work‐life articulation beyond the 9[am] to 5[pm] ‘norm’

This article focuses on the work‐life ‘balance’ challenges of those who work in organisations that operate beyond standard hours. The concept of work‐life articulation is utilised to examine the experiences and practicalities of attempting to reconcile the, often competing, demands of employment and family life. Qualitative research was conducted in two private sector businesses and one‐third sector organisation in the UK during the onset of the 2008 financial crisis. The findings reveal increasing competitive pressures, efficiency drives and work intensification. ‘Business needs’ are prioritised over care responsibilities, and in the private sector organisations there is declining flexible working with a reassertion of the management prerogative. This article contributes to current debates over work‐life ‘balance’ and highlights variable, changeable and unpredictable working time arrangements that permeate non‐standard hours, which creates additional complexities and challenges for family time schedules and routines.     

Remixing work,family and leisure: teleworkers' experiences of everyday life

This paper explores whether and in what ways telework is associated with a reconfiguration or remixing of daily work, family and leisure activities. Semi‐structured interviews were conducted with 51 teleworkers employed in a financial organisation in Canada. For some, telework was a condition of employment, while others negotiated part‐time telework arrangements with managers. Using interpretive thematic analysis techniques, intersections and inter‐relationships between experiences of work, family and leisure were identified. Three main themes emerged, including the need to not only protect, but also containing work time and space; the significance of family and being available for children; and, the relative devaluation of leisure. Although it was anticipated that differences between involuntary and voluntary teleworkers would be evident, gender and family stage were more influential in structuring daily life. The flexibility of telework was valued, but there was little evidence of a reconfiguration of life spheres except for women with children at home.     

Employee Response to Compulsory Short-Time Work

We surveyed 1, 500 workers at a large manufacturing firm who had experienced compulsory reductions in hours and earnings to discover their use of time off and their opinion of the company's short-time compensation program. We estimated time use using a three-way split among working for the firm without pay, nonmarket work, and leisure. In an ordered probit equation designed to explain worker opinion, time use emerged as significant, as did gender and marital status.     

Time‐use and well‐being impacts of travel‐to‐work and travel‐for‐work

This article contributes to our understanding of the complex patterns of travel‐to‐work and travel‐for‐work which increasingly characterise highly skilled employment, using 2015 data from a UK Midlands study comprising an online survey and follow‐up interviews. Travel‐to‐work essentially lengthens the working day, and is difficult to use productively, especially when commuting by car. Travel‐for‐work, by contrast, results in intense schedules especially when requiring overnight stays. Ownership of travel‐for‐work is ambiguous: it is employer driven, and travel time is often spent productively using mobile technologies, but is rarely rewarded with TOIL. While general dissatisfaction is reported with the commute, negative effects of travel‐for‐work (family, health, reduced leisure time) are mediated by positive impacts including experience of new working cultures, and infrequency of travel. Four factors appear central to the differing well‐being impacts: (1) frequency of travel; (2) ability to plan travel; (3) productive use of travel time, and; (4) reciprocal benefits of travel.     

关于发电设备利用小时数的分析

分析了1978年以来我国发电设备利用小时数的变化特点及影响因素，探讨了2009年发电设备利用小时数下降和电力供需偏紧共存的主要原因。发电设备利用小时的变化同电力需求增长、电源装机总量增长及其结构调整、网间交易电量增长、电网负荷特性等因素密切相关。随着市场竞争的不断激化、清洁能源的大力发展，拉动发电设备利用小时数上升和下降的因素并存，未来发电设备利用小时数仍将呈波动变化态势。对避免发电设备利用小时数大幅波动提出了相关建议     

‘Work always wins’: client colonisation,time management and the anxieties of connected freelancers

This article focuses on ‘connected freelancers’ as a category of teleworkers and examines the pressures placed on their work‐home balance by their relationship with clients. Based on diaries, questionnaires and interviews, it reveals that, while connected freelancers do not generally work excessively long hours, they do work irregular hours. This is because ‘work always wins’ in a conflict with domestic commitments, a phenomenon the article dubs ‘client colonisation’. Client colonisation was a source of anxiety for respondents, who found themselves continually thinking about the current and future projects on which their livelihoods depend. The article illustrates the porous ways in which they interleave work with non‐work activities and contrasts traditional ‘monochronic’ forms of work with emerging ‘polychronic’ forms, which erode work‐home boundaries. It concludes that a new model of work—one in which individual patterns of control over work‐home balance are paramount—already coexists alongside traditional models but is still insufficiently socially understood and accepted.     

Work–Life Balance and the Demand for Reduction in Working Hours: Evidence from the British Social Attitudes Survey 2002

Work–life balance policies aimed at reducing working hours are often assumed to be of particular interest to workers with family responsibilities such as young children. Although workers in Britain report the kind of time‐stress envisaged by the debate over a ‘long‐hours culture’, there is little relationship between workers’ family situation and preferences for working fewer hours. Women workers’ hours already reflect family commitments to some extent, while families with young children may need the income levels that only substantial working hours bring. Conversely workers without family commitments may have more capacity to swap income or career progression for increased leisure time.     

Freedom to surf: the positive effects of workplace Internet leisure browsing

It is commonly believed that for workers to browse the Internet for personal reasons during work hours is non‐productive. Contesting this belief, this study documents positive effects of workplace Internet leisure browsing (WILB) on employee productivity. It is argued that WILB is an unobtrusive interruption which enables restoration of mental capacity and fosters feelings of autonomy.