河北省艺术类大学生复原力状况及探因

调查显示,与普通类大学生的复原力状况的研究结果相比,艺术类大学生的复原力状况差于普通类大学生,而且受性别、是否独生、专业等因素的影响显著:本文对调查结果进行了初步探因,希望对艺术类大学生的教育工作有所帮助.     

职场灵性对和谐劳动关系的影响研究

根据职场灵性和和谐劳动关系的三维度结构划分,分析影响和谐劳动关系的因素,提出职场灵性对和谐劳动关系的影响模型,采用Enter回归法实证验证职场灵性对和谐劳动关系的影响.研究表明,基于个体灵性体验、团队灵性联系、个体与组织灵性氛围的职场灵性均对基于劳动权益保障、员工幸福感提升、企业绩效提高的和谐劳动关系有显著正向的影响作用.因此,实现和谐劳动关系必须重视职场灵性的良性发展,打造以人为本的企业文化,实现员工与组织的有效沟通,建立合理的心理契约,将员工自我价值实现与企业发展有机融合,促进劳动关系和谐稳定发展.     

意外是新常态,而韧性是新技能

成功者与失败者的区别在于,他们如何处理失败。动荡时期会带来破坏、中断与挫折,即使是最成功的人也不能幸免。对高效能的领导者而言,没有人能完全避免碰到困境,潜在的陷阱无处不在,所以真正的技能是要善于脱离困境,培养出反弹回来的韧性或复原力(resilience)。     

数字图像复原技术中运动模糊图像相关问题研究

随数字图像复原处理技术是当前数字图像处理领域的重要研究课题之一,运动模糊图像的复原是数字图像复原处理技术中较常见也是较难解决的一类问题。本论文的研究工作正是围绕运动模糊图像复原技术展开。分析运动模糊图像的成因以及成像过程;建立运动模糊退化模型;用维纳滤波复原方法对模糊图像进行复原;根据维纳滤波运动模糊图像复原方法中的不足之处,引入介绍了一种新的方法,降低了原有算法的复杂度,改进了维纳滤波。本文主要研究了维纳滤波复原方法并对其进行了改进,其他复原方法有待我们进一步研究。     

导游员的复原力及其开发

一、复原力对于导游员的重要性 导游是一项充满压力和挑战，需要投入大量情绪和生理等方面的精力，工作强度大、持续时间长、服务对象要求高的特殊职业。导游员在职业生涯中长期处于高体力消耗、复杂人际关系、高流动性的高危工作环境中，要经常处理突发事件，其面临的压力、承受的挫折、感受的失败要比一般职业大得多，多得多。同时，作为一个导游员，在任何时候都不能把自己的情绪带到工作中去。无论心里有多少委屈和压力，都必须以轻松愉快的形象出现在游客的面前。要面对这些挑战，导游员必须具备及时摆脱不良情绪，从逆境中快速自我调整的复原力。     

岩土锚固要素分析

本文分析了岩土锚固结构及其组成要素,并通过锚固力的计算,提出锚固力为多个载荷中的最小值观点,在锚固设计中需根据锚固岩土强度进行锚固剂、锚杆以及方式的选择,并分析了各个要素对岩土锚固载荷的影响。     

企业面对疫情需要“三力”

我国全面抗击疫情已经有一段时间。这段时间正好赶上了我国的春节假期。现在元宵节过完了,企业开始陆续复工复产。在下一个阶段,企业的任务是:一方面仍要把抗击疫情工作放在首位,确保抗击疫情战役的全面胜利;另一方面要努力复工复产,保障医疗和人民生活必需品的供应,为全面恢复经济做出积极的贡献。在这个关键时刻,也考验着我国企业应对特殊灾难的能力、面临灾难和危机的抗压力与复原力。     

领导胜任力研究述评

胜任力理论是当前人力资源管理领域研究的热点问题。领导胜任力模型是组织区分优秀领导者和普通领导者的关健标准,成功的领导胜任力模型对选拔和任用领导者有着重要意义。文章阐述了胜任力的概念、构成要素以及通用模型,分析回顾了国内外领导胜任素质要求的研究状况。在此基础上,又提出了目前胜任力理论研究面临的问题和未来的研究方向。     

电力企业领导学习力培育研究

领导干部是电力企业的核心力量,领导干部的学习力与企业的绩效密切相关,本文通过研究领导干部学习力内因和外因要素,提出提高领导学习力的途径和具体措施,对各企业建设学习型企业具有一定的借鉴意义。     

中小物流企业中层管理人员胜任力模型研究

以中小型物流企业中层管理人员作为胜任力模型的研究对象,通过查阅文献得到企业中层管理人员的胜任力要素并以中小物流企业为例进行实证研究,从而建立适用中小物流企业中层管理人员胜任力模型.     

Impact of high-speed railway on urban resilience in China: Does urban innovation matter?

Based on calculating the urban resilience index from five aspects of economy, society, institutions, infrastructure, and ecology by adopting the entropy method, this study applies the time-varying DID model to systematically examine HSR's impact on China's urban resilience, on basis of which its heterogeneities and the mediating effect of urban innovation are also quantified. The findings reveal that: (1) HSR can significantly promote China's urban resilience, as supported by various robustness tests. (2) HSR can significantly improve economic and institution resilience of cities, but does not play a significant role on social resilience and infrastructure resilience, and has a negative effect on ecological resilience. (3) The driving effects of HSR on the resilience of core cities, large cities, and non-resource-based cities are more significant. (4) Urban innovation is an important channel through which HSR impacts urban resilience. The conclusions of this study can offer useful insights for China's future HSR planning and resilient cities construction.     

An examination of factors influencing the application of mechanisms of organizations' resilience to weather extremes

The ability to resist and respond to an external shock and recover once it has occurred is called resilience. The present paper discusses mechanisms of organizations' resilience to weather extremes. The objective of the study was to determine factors influencing the application of resilience mechanisms by European organizations. The paper presents the frequency particular mechanisms are applied in and determinants of their employment. We tested a model in which individual, organizational, community‐specific, and extreme‐related factors influence application of resilience mechanisms, which in turn influence adaptive resilience. The present study revealed that some of the selected resilience mechanisms are applied more frequently than others. The mechanisms include disposition and administration of resources, self‐organization, intraorganizational communication, damage assessment, review of previous events, and the acquisition of external information. The significance of 10 factors impacting the using of resilience mechanisms was verified in the course of the study. Findings are intended to facilitate a better understanding of resilience to weather extremes in organizations.     

Well‐being‐oriented human resource management practices and employee performance in the Chinese banking sector: The role of social climate and resilience

Drawing upon positive psychology and a social relational perspective, this article examines the relationship between well‐being‐oriented human resource management (HRM) practices and employee performance. Our multilevel model examines relationships among collectively experienced well‐being‐oriented HRM practices, social climate (characterized by trust, cooperation, and shared codes and language that exist among individuals within the organization), employee resilience, and employee (in‐role) performance. Based on the two‐wave data obtained from 561 employees and their managers within 62 bank branches in 16 Chinese banks, our multilevel analyses provide support for our four hypotheses. First, we found a positive relationship between well‐being‐oriented HRM practices and social climate. Second, social climate mediated the relationship between well‐being‐oriented HRM practices and employee resilience. Third, we found a positive relationship between resilience and employee performance. Finally, employee resilience mediated the relationship between social climate and employee performance. This study is one of the first to unpack the social mechanisms through which well‐being‐oriented HRM practices increase development of resilience and subsequent employee performance at the workplace, namely through influencing group feelings of social climate.     

Resilience,wellbeing and HRM: a multidisciplinary perspective

Abstract

Research on resilience has accumulated a vast body of knowledge which has assisted in comprehending complex HRM issues in diverse organizational settings. Yet, the existing studies have hitherto not paid sufficient attention to the multifaceted aspects of resilience and occupational contexts. We join the conversation with resilience, wellbeing and HRM by suggesting that investigating resilience from a multidisciplinary perspective situated in varying occupational contexts can advance our collective understandings of the phenomena in important ways. This paper has three general objectives. First, we show that resilience has been a long-standing issue in organizational behavior and organization studies and provide an overview of the puzzles that underpin and trigger this special issue. Second, we highlight the key insights and contributions of the papers included in this special issue by reviewing their theoretical underpinnings, methodological approaches and findings. Finally, we outline a future research agenda on resilience in organizations that can help advance international HRM research.     

Mapping the relationships between high-performance work systems,employee resilience and engagement: a study of the banking industry in China

Abstract

There is now growing interest in employee resilience in the organizational context and its contribution to organizational performance. However, little is known the extent to which high-performance work systems (HPWS) contributes towards enhancing employee’s resilience as well as their levels of engagement. This study examines the relationships among HPWS, employee resilience and engagement, using a sample of 2040 employees in the Chinese banking industry. Drawing on the job demands-resources model and strategic/high-performance human resource management theory, we develop three hypotheses to test the relationship between HPWS and employee resilience, resilience and employee engagement, and the mediating effect of resilience on the relationship between HPWS and engagement. All hypotheses are supported and suggest that HPWS can be used as a job resource to positively affect resilience and subsequently employee engagement. The key message of the paper is that employee resilience can be viewed as a set of skills and attributes that can be developed through the effective use of HPWS to benefit both individuals and the organization.     

Analytically comparing disaster resilience across multiple dimensions

It is important to compare the resilience of complex human systems to different types of disasters, in order to assess their inherent vulnerabilities and take appropriate actions to strengthen them. Resilient behavior can be complicated and multi-dimensional, however, and one must be able to characterize the different ways in which that resilience actually exhibits itself in practice. With this in mind, this paper discusses creating a multi-dimensional indicator for the resilience of a complex human system, and it explores an approach for visualizing and analyzing the relationships between each of the individual resilience dimensions. Because decision makers may differ on the relative contribution of the different dimensions to overall resilience, the paper further discusses the issue of weighting the different dimension values and the impacts that such a weighting scheme can have on the relative ranking of different scenarios. We illustrate the ability to characterize the complexity of multi-dimensional resilience by analyzing an empirical data set that measures the relative resilience of the New York metropolitan area to seven different natural disasters between 2010 and 2012.     

应急物流网络弹性初探

首先,从弹性的定义和内涵出发,结合应急物流的特性,可以把应急物流网络弹性分成柔性、可靠性来研究。通过对这两种属性的研究,总结出弹性的概念和内涵,找出影响应急物流网络弹性的规律。接着,分别研究了这两种属性的概念及度量方法,并针对应急物流特性提出了参考的度量方法,这为应急物流网络弹性研究作好了铺垫。最后,根据应急物流网络性质,提出了一些应急物流网络弹性的研究方向和方法。     

The effect of cross-organizational governance on supply chain resilience: A mediating and moderating model

This study examines the effect of a novel antecedent, namely cross-organizational governance (which can be further divided into contractual and relational governance), on supply chain resilience. Additionally, it explores the mediating and moderating effects of supply chain collaboration and institutional environment, respectively, on the relationship between cross-organizational governance and supply chain resilience. Accordingly, a research model, together with four hypotheses, is constructed based on institutional theory. These are further tested based on data collected from a single-respondent survey of 358 Chinese manufacturing companies. The results reveal that contractual and relational governance have significant positive effects on supply chain resilience; supply chain collaboration plays a partially mediating role and institutional environment plays a moderating role in the effects of contractual and relational governance on supply chain resilience. This study enriches the understanding of the relationships between cross-organizational governance, supply chain collaboration, supply chain resilience, and institutional environment. It also provides a reference for supply chain managers’ decision-making activities.     

Building traits for organizational resilience through balancing organizational structures

This paper describes and explains how balancing organizational structures can build traits for organizational resilience. Organizational resilience is a holistic and complex concept. In this paper, we move beyond focusing on sudden and disruptive events in favour of anticipating the unexpected in daily organizing. Organizational resilience is understood here as building traits of risk awareness, preference for cooperation, agility and improvisation and is analysed by means of a longitudinal qualitative case study. The paper contributes to the field by showing how balancing organizational structures can foster organizational resilience traits. We show that power distribution and normative control can create preparedness for unexpected events and foster action orientation at the same time as supporting organizational alignment.     

Resilience of sustainability‐oriented and financially‐driven organizations

To answer key questions concerning how negative and positive financial performance gaps motivate organizations to build more resilient systems, we develop a conceptual process model to reveal the process by which financially and sustainability‐driven organizations can translate these negative and positive financial performance gaps into organizational resilience. We specify the different modes of search behaviors that these organizations pursue when encountering negative and positive financial performance gaps. We then expand on group engagement model to theorize that vicarious search is likely to encourage limiting behaviors, whereas internal search is likely to foster promotion behaviors. Finally, we explain how both promoting and limiting behaviors can be helpful in improving organizational resilience. In this way, we hope to advance research that connects and integrates relatively disparate realms and, more specifically, to contribute to the sustainability, resilience, and performance feedback literatures.