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1.
工作已经通过网络渗入家庭,员工面临严重的工作一家庭冲突,影响组织绩效和生活质量。工作一家庭平衡作为企业家庭伦理理论的核心问题已成为制度设计的中心问题。对工作一家庭平衡制度安排的理论与实证研究发现.工作一家庭平衡还没有成为政府、企业和员工的共享信念。制度设计失去社会价值观基础:弹性工作制是有效的正式企业制度;家庭照顾福利是无效的正式企业制度;经理须持之以恒支持员工平衡工作一家庭需要、控制因享用工作一家庭平衡福利而带来的负面职业生涯后果。两者是有效的非正式制度安排。据此提出的政策建议是:政府要在全社会倡导、培育以工作一家庭平衡为核心的企业家庭伦理管理哲学、提供家庭照顾福利作为公共制度供给;企业进行系统的组织文化改造;员工培育照顾家庭的应得权利感。  相似文献   

2.
工作分享对促进工作—生活平衡的作用研究   总被引:1,自引:0,他引:1  
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。  相似文献   

3.
本文把工作—家庭冲突的管理战略分为个体、家庭和组织三个层面.个体层面的战略分为两大理论脉络,一是号霍尔提出的结构角色再定义、个人角色再定义和反应性角色行为;二是弗克曼等人提出的问题聚焦处理和情感聚焦处理.家庭层面的战略则包括双重承诺、交叉承诺、新传统主义和选择性承诺四种类型.而组织层面的战略是以家庭友好政策和项目的形式表现出来,具体有休假项目、弹性工作安排和受抚养者照顾.  相似文献   

4.
<正>管理,是平衡的艺术;有效的管理,是不断建立起有效的平衡体系。如果借用一个比喻的话,这种平衡,就像是一个跷跷板,在一边失衡时,就一定要控制好另一边,采取有效的方法使企业始终处于一种稳定、有序、平衡的状态。企业和员工的关系不外乎两大方面,一是企业之于员工,二是员工之于企业。随着市场经济不断深化,组织和个人已经不再是纯粹的单向发展关系了,员工需要与企业一起成长,企业必须与员工共同发展,已经成为企业科学发展的必然选择。掌握平衡的艺术最关键的是保持企业和员工关系的平衡,使企业和员工责、权、利实现对等。  相似文献   

5.
移动互联网对工作一家庭关系产生了重大影响,这使得已有的工作一家庭增益理论模型不再适用。据此,本文深入剖析了移动互联网时代工作—家庭关系的新特点以及现有工作一家庭增益理论模型存在的主要缺陷。基于边界理论,从人与环境匹配,即“供需均衡”的视角出发,分别以工作弹性意愿和工作弹性能力,以及家庭弹性意愿和家庭弹性能力为关键变量,构建了工作对家庭增益二维模型和家庭对工作增益二维模型。在这两个二维模型的基础上,本文构建了包括16种不同水平与不同质量的工作对家庭增益和家庭对工作增益组合状态的工作一家庭增益方格模型。员工在16个方格中所处的位置能够发生移动,而移动互联网增加了他们移动的契机和频率。基于工作—家庭增益方格模型,本文进一步认为,企业在对员工的工作—家庭增益进行干预时,应以帮助处于“非理想方格”的员工实现向“理想区域方格”的转化为着力点。  相似文献   

6.
本文在分析责任感相关理论的基础上,通过访谈、项目收集、多次预试等方法,发展了中国管理者工作—生活多角色责任感量表。通过对355份有效问卷数据的探索性因素分析,发现中国管理者工作—生活多角色责任感的四维度结构:自我责任感、工作责任感、家庭责任感、社区责任感。对另外554份调查问卷的数据进行的验证性因子分析确认了上述结构。信度和效度分析表明在中国文化背景下开发的管理者工作—生活多角色责任感量表具有良好的信度和效度。层次回归分析结果表明,工作—生活多角色责任感各维度对管理者的工作—家庭融合、任务绩效、积极情绪等有积极影响。本研究也有利于明确管理者的多重角色责任,改善企业人力资源管理实践。  相似文献   

7.
马欣 《华北电业》2011,(6):42-43
在企业管理中,激励就是激发员工的工作动机,引导、促使员工为实现组织的目标做出最大努力。作为企业人力资源重要组成部分——员工,是企业核心竞争力的载体。因此,构建并实施合理有效的激励机制,对于充分发挥员工工作积极性,进一步完善现代企业制度,建立和谐劳资关系,保证电力企业科学发展具有重要意义。  相似文献   

8.
本文从回顾人力资源开发理论发展历程入手,提出核心员工的概念,论证核心员工开发工作的重要意义,重点阐述企业开发核心员工的运营机制。文章重点从选人和留人两个维度阐述如何建立和完善企业核心员工开发机制,并认为有效整合人才招聘体系、员工培训体系、员工职业生涯规划体系和绩效考核制度是开发核心员工的应有内涵。  相似文献   

9.
心理契约理论认为组织和员工之间达成的心理契约会对员工的工作满意感、组织公民行为、组织承诺、离职倾向等产生显著影响,是员工工作态度和行为的深层激励因素,也是组织变革时代维持组织和员工之间平衡关系的重要力量。本文试图通过高科技企业人才与普通员工的心理契约差异来研究高科技企业人才的心理契约特征,以期为高科技企业人才激励提供新的途径和方法。  相似文献   

10.
薪酬病症是在日积月累中形成的,已经成为许多施工企业人力资源发展的瓶颈,严重制约了企业的进一步发展。可喜的是,越来越多的施工企业已经意识到这个问题,并试图改革,因为薪酬体系是企业人力资源管理的重要组成部分,灵活有效,全面科学的薪酬制度,对激励员工和保持员工的稳定性具有重要作用,对培育企业核心竞争能力和竞争优势具有重要意义。  相似文献   

11.
There are unique and distinct institutional processes associated with the Chinese government's support of the domestically developed third generation (3G) cellular standard, TD-SCDMA. After postponing several times, China awarded three third generation cellular licenses in January 2009: a TD-SCDMA license to China Mobile, a CDMA 2000 license to China Telecom and a WCDMA license to China Unicom. The Chinese government has demonstrated a clear bias in favor of TD-SCDMA. This article examines the role of formal and informal institutions in shaping the Chinese 3G landscape. This paper makes two contributions to the literature. First, this work extends studies on institutional theory focusing on standardization to the context of China. Second, unlike most ICT research which deals with standards originated in the West, this paper's focus on developing country-originated standard provides novel and unique insights related to institutional processes.  相似文献   

12.
In this paper, we investigate the entry mode choice of a leading Taiwanese food company in setting up regional distributors in China's 312 sales districts. Our study shows that, in entry mode decisions, the institutional factors are more important than transaction cost considerations. Both formal and informal institutions are considered. Formal institutions refer to government prescribed institutions (laws and regulations), while informal institutions refer to rules prescribed by the industry and the society. Both institutions are shown to affect the entry mode choices but one important type of institution, professional norms, is conspicuously missing in China. Professional norms exert peer pressures on the practitioners in the same profession, forcing their behaviors to conform to a common pattern. In the absence of professional norms, the roles of network ties and mimetic behaviors are heightened and they become a proxy for professional norms. As a foreign enterprise operating in China's local markets, the Taiwanese food company attained legitimacy by forming alliances with local wholesalers and by following its predecessors in selecting organization forms.  相似文献   

13.
Drawing on a nonrandom sample of 557 dual-earner white-collar employees, this article explores the relationship between human resources practices and three outcomes of interest to firms and employees: work-family conflict, employees' control over managing work and family demands, and employees' turnover intentions. We analyze three types of human resources practices: work-family policies, human resources incentives designed to induce attachment to the firm, and the design of work. In a series of hierarchical regression equations, we find that work design characteristics explain the most variance in employees' control over managing work and family demands, whereas human resources incentives explain the most variance in work-family conflict and turnover intentions. We also find significant gender differences in each of the three models. Our results suggest that the most effective organizational responses to work-family conflict and to turnover are those that combine work-family policies with other human resources practices, including work redesign and commitment-enhancing incentives.  相似文献   

14.
This study links workplace flexibility policies—formal, informal, and perceived usable—to organizational commitment and self-reported productivity. Professional and technical employees of biotechnology firms were surveyed. Where employees could freely use policies, a positive association with outcomes is found. The article contributes a new measure to capture employees' organizational experience, relevant to work and family research.  相似文献   

15.
Emerging economies are characterized by the presence of institutional voids which challenge and constrain the behavior of economic agents. In this paper we report on one set of agents, angel investors, in Malaysia, which investors fear is experiencing a middle-income trap whereby economic growth and new venture formation stalls due to persistent institutional voids. This research addresses this question through interviews with 19 Malaysian business angel investors in 2015, utilizing a mixed-methods approach. Results indicate that business angels in our sample generated strong returns, though they did find it a challenge to invest in and monitor new ventures in a highly uncertain and competitive environment where there is high political uncertainty, weak legal and financial support for investors and SMEs. In order to overcome weak institutional support, business angel investors develop informal institutions by co-investing and networking with family members and government officials. They also conduct careful due diligence before investing and closely monitor their investee companies after investing. This research provides several theory and practice contributions with respect to business-angel investing in emerging economies with weak formal institutional regimes.  相似文献   

16.
Applying institutional theory to look at the Program 74 (a universal service policy) in Vietnam, this paper concludes that the Vietnamese universal service policy was strongly affected by formal institutional factors (the international agreements and the directives of the Communist Party of Vietnam - CPV), in which the international agreements played a leading role and the CPV's directives played a guarantee role. The formulation and implementation of the universal service policy in Vietnam were mainly concentrated on action at levels 2 and 3 (formal and informal institutional arrangement, and formal institutional environment). The paper recommends that nations favouring a top-down approach not based on a market-oriented regime should deregulate and emphasize the role of provincial governments as well as encourage private sectors/social organizations and rural users to be more involved in the formulation and implementation of universal service policies. Moreover, the government should set up and force the contractual relations between governmental entities and telecom providers.  相似文献   

17.
How do firms make strategic choices in response to institutional transitions? The literature suggests that with more market-oriented institutional transitions, firms may move from relational exchanges to arm’s-length transactions. However, it remains unclear under what circumstances such strategic transitions would occur. We develop a model to predict that such transitions are contingent upon the multiple facets of a country’s institutional profile, including informal institutions such as national culture and formal institutions that encourage market competition. Our model also specifies industry- and firm-level contingencies affecting these strategic transitions.  相似文献   

18.
This paper argues that the role of informal institutions as well as formal ones is central to understanding the functioning of corporate governance. We focus on the four largest emerging economies: Brazil, Russia, India, and China—commonly referred to as the BRIC countries. Our analysis is based on the Helmke and Levitsky framework of informal institutions and focuses on two related aspects of corporate governance: firm ownership structures and property rights; and the relationship between firms and external investors. We argue that for China and some states of India, “substitutive” informal institutions, whereby informal institutions substitute for and replace ineffective formal institutions, are critical in creating corporate governance leading to enhanced domestic and foreign investment. In contrast, Russia is characterized by “competing” informal institutions whereby various informal mechanisms of corporate governance associated with corruption and clientelism undermine the functioning of reasonably well set-out formal institutions relating to shareholder rights and relations with investors. Finally Brazil is characterized by “accommodating” informal institutions which get around the effectively enforced but restrictive formal institutions and reconcile varying objectives that are held between actors in formal and informal institutions.  相似文献   

19.
Cloud computing is likened and equated to the Industrial Revolution. Its transformational nature is, however, associated with significant security and privacy risks. This paper investigates how the contexts provided by formal and informal institutions affect the perceptions of privacy and security issues in the cloud. This paper highlights the nature, origin, and implications of institutions and institutional changes in the context of cloud computing. A goal of the present work is also to gain insights into the mechanisms and forces that have brought about institutional changes in the cloud industry. Specifically, they investigate how contradictions generated at various levels by the technology, the formation of dense networks and relationships and the changing power dynamics have triggered institutional changes. Since the current analysis of the causes and consequences of institutions and institutional change is mainly concerned with more established industries and markets, this paper is expected to provide insights into institutions surrounding to this new and emerging technological development.  相似文献   

20.
This study examined the direct and moderating effects of perceived organizational support (POS) and gender on the relationship between work stressors and work-family conflict for a sample of Hong Kong Chinese employees. As predicted, we found that POS is negatively related to both FWC (family-to-work conflict) and WFC (work-to-family conflict), and that work stressors (including role ambiguity, role conflict, and role overload) are positively related to FWC and WFC. Additionally, the positive relationship between role overload and WFC was found to be weaker when POS was high, suggesting that POS can offset the adverse impact of role overload.  相似文献   

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