关于企业工作标准体系建立与实施的思考

随着现代社会、技术、经济的不断发展,标准化建设作为现代企业管理的基础性工作,对企业确保安全生产、提高工作质量和效率具有重要的作用,它也逐步成为企业在发展壮大过程中必须经历的阶段,可以帮助我们降低成本、提高经济效益,加强科技创新力量。企业工作标准体系是企业标准体系中三大标准体系的一部分,是企业在生产、经营、管理的工作依据和支撑,本文主要从企业工作标准体系表和工作标准体系实施两方面分析在建立企业工作标准体系中应注意的问题。     

Visibility in the workplace: still an essential ingredient for career success?

This article explores the extent to which a variety of different absences from the workplace affect perceptions of employee commitment and loyalty, and ultimately, how this ‘temporary invisibility’ might affect career success. Data were derived from 40 interviews (12 women and 28 men) in a public sector agency in Australia. Findings reveal that absences attract substantial career penalties for many employees, not only in relation to gendered flexible work options such as part-time employment and parental leave, but also traditionally uncontested entitlements such as annual and long service leave.     

External workers’ perception of leadership behaviour – a study of Swedish temporary agency workers and contractors

The increasing prevalence of externalised work arrangements in industrialised countries has brought with it ever greater managerial complexity in the workplace. This article explores how leadership behaviour is perceived by internal and external workers within a public authority in Sweden. Questionnaire data from 505 temporary agency workers (TAWs), contractors and internal employees have been analysed. Multinomial logistic regression analyses indicate that external workers such as TAWs and contractors are more likely than internal employees to notice leadership profiles, including pronounced, task‐oriented leadership behaviour. These results hold true when controlled for demographic and socio‐economic variables and organisational tenure. A practical implication is that explicit attention should be paid to the need for leadership training in developing HRM strategies with regard to external employees.     

Methodological choices in work-life balance research 1987 to 2006: a critical review

This study reviewed methodological choices (sampling frames, constructs investigated and measures used) in 245 empirical work-life balance papers published in a range of discipline-based peer-reviewed journals between 1987 and 2006. Results show that work-life balance studies need to establish greater consistency between the conceptualization of constructs and the operationalization of measures. There is also scope for well-designed field experiments to establish clear causal relationships between variables. Sampling choice in previous literature is somewhat constrained and may be enhanced by targeting single and same-sex parent families, manual and lower-skilled service workers, and employees providing eldercare. Researchers should also be more transparent in providing rationales for their choices of organizations or group lists used to target respondents. The findings have significant implications for understanding, interpreting, and utilizing the contemporary work and family literature.     

计算机网络技术人才培养体系建设

本文是根据社会对计算机网络技术岗位人才的需求,结合作者实际调研,设计了计算机网络技术人才培养体系。文章从计算机网路技术职业岗位分析和职业能力分析,规划了基于工作任务的和基于工作过程的人才培养开发体系。     

对培训机构思想政治工作和人事工作的一些思考

思想政治工作是我们党团结和凝聚广大人民群众的有利法宝,中国共产党之所以能够取得革命事业的胜利,就是因为重视思想政治工作。在如今事业单位分类改革的大背景下,培训机构和学协会的人事管理问题日益凸显,加强思想政治工作,有利于人事工作的推进和开展。论文首先阐述了培训机构人事思政工作中存在的一些问题,然后对加强思想政治工作对人事工作的推进作用进行了分析,最后对加强培训机构思想政治工作提出了建议和对策。     

Line Managers’ Rationales for Professionals’ Reduced‐Load Work in Embracing and Ambivalent Organizations

This study examines line managers’ rationales regarding reduced‐load work (RLW), an emerging talent management practice allowing professionals to reduce their workload and take a pay cut, while actively remaining on a career path. Unlike flextime and telework, RLW addresses professionals’ core problems of rising work hours and workloads. Interviews with 42 managers in 20 North American employers suggested that managers were more likely to support RLW for employees whom they saw as (1) high‐performers, (2) flexible in their use of RLW, and (3) doing conducive jobs. Interviews with 20 HR experts and 24 senior executives revealed four dimensions of organizational support, two cultural (senior management support and discourse on career penalties) and two structural (adaptation of HR systems and organizational diffusion). In embracing organizations there was a higher frequency of more supportive managers than there was in ambivalent organizations. Managers’ rationales were connected to their organizational contexts, albeit loosely, suggesting managerial implementation agency. The same rationales were more likely to be used in supportive ways in embracing contexts and in less supportive ways in ambivalent contexts. This study suggests that managerial and organizational support for flexible talent management practices dovetail in nuanced and important ways. © 2015 Wiley Periodicals, Inc.     

高校学生工作网络化的利与弊

信息化网络给高校学生工作者带来工作便利的同时也带来了新的挑战。学生工作网络化既有有利的一面,同时也存在一些弊端。作为高校学生工作者,一方面要与时俱进,紧跟时代步伐,利用网络管理技术,牢牢把握学生工作的主动权,进行学生管理工作的创新;另一方面也不能忽视学生工作网络化所存在的弊端及传统学生工作模式在学生工作管理中所发挥的作用。     

The Dark Side of Deeply Meaningful Work: Work‐Relationship Turmoil and the Moderating Role of Occupational Value Homophily

How are close personal relationships experienced by people in deeply meaningful work? Drawing upon in‐depth interview data with 82 international aid workers, I offer three distinct contributions. First, I find that people who experience their work as deeply meaningful have high work devotion. I identify boundary inhibition as a mechanism to explain why they participate more willingly in overwork and erratic work, despite giving rise to time‐ and trust‐based conflict in their relationships. Second, I find that people with high work devotion often also experience emotional distance in their personal relationships when their close others don’t value their work – a context I call occupational value heterophily. This disconnection‐based conflict compounds the time‐ and trust‐based conflict and engenders an emotionally agonizing situation, which I call work‐relationship turmoil. Third, when close others do value their partner’s work – a context I call occupational value homophily – it fosters an emotional connection and offers an avenue for work‐relationship enrichment. These findings draw upon deeply meaningful work to detail the multi‐faceted work‐relationship experience among those with high work devotion.     

The Reciprocal Relations of Pressure,Work/Family Interference,and Role Satisfaction: Evidence from a Longitudinal Study in Taiwan

The aim of this longitudinal study was to explore reciprocal relationships between work/family pressure, work/family interference, and work/family satisfaction among Taiwanese employees (N = 310). All study variables were assessed three times. We found that within the work domain, earlier work pressure caused later work‐to‐family conflict (WFC), while earlier WFC reduced later job satisfaction. We also found that earlier WFC caused later work pressure, while earlier job satisfaction reduced later WFC. Similarly, we found that within the family domain, earlier family pressure caused later family‐to‐work conflict (FWC), while earlier FWC reduced later family satisfaction. We also found that earlier FWC caused later family pressure. In addition, family pressure and family satisfaction had reciprocal relationships over time. Together these longitudinal and reciprocal relations strongly support our hypothesized feedback loops linking pressure, work and family conflict, and role satisfaction, within each of the work and family domains. We made specific suggestions on breaking these vicious cycles to effectively manage both the work and family roles.     

BIM技术于总包管理的应用现状分析

借用互联网平台和数据分析,对BIM技术综合管理,以实现总包管理部分工作的简化和有效化,施工组织、安全识别、图纸问题及资料管理等工作为此将形成一个新的逻辑链,将总包管理工作的难度在一定程度上有效的降低。BIM在总包管理的运用即是给总包管理工作减负。通过实现动态、集成和可视化的4D施工管理。将建筑物及施工现场3D模型与施工进度相链接,并与施工资源和场地布置信息集成一体,建立4D施工信息模型。实现建设项目施工阶段工程进度、人力、材料、设备、成本和场地布置的动态集成管理及施工过程的可视化模拟。     

浅谈政工干部的“内功”锻炼

文章从思想观念的转变、思想政治工作科学性的理解、良好的学习环境等3个方面探讨了如何加强政工干部的“内功”锻炼。     

Work experiences,work adjustment and psychological well-being of expatriate employees in Hong Kong

This study replicated and extended research on expatriate work adjustment by examining the antecedents of work adjustment and its outcomes in terms of psychological well-being. Data were obtained from a nationally heterogeneous sample (N = 184) of expatriate employees in Hong Kong using a structured questionnaire. Results of regression analysis revealed role conflict to be significantly negatively related to work adjustment, while role discretion, co-worker support and work-method ambiguity (clarity) were significantly positively related to work adjustment. Of the three hypothesized outcomes, work adjustment was significantly positively related only to job satisfaction but not to quality of life and marital adjustment. Though not the focus of this study, interaction adjustment was found to be significantly positively related to quality of life. Limitations of the study and implications of the findings are discussed.     

车架厂贮气筒焊装线研究与改善

运用工作研究的操作分析和动作分析方法,对某汽车焊装线流程和节拍进行了详细的测定与分析,对有关不规则操作和不合理动作等问题提出了改进优化方案,实践证明改进效果明显。     

Debugging the system: the impact of dispersion on the identity of software team members

This paper looks at the impact of dispersion of groups of software workers on team and organizational identification. The paper examines at two case studies of software organizations operating in Scotland. One case study is drawn from a software division of a large national telecommunications company, the other from a medium-sized indigenous software firm. Within each organization we examined groups of employees based within and outwith their employing organizations. Our results were broadly consistent with established work within other sectors in finding that the team largely replaced the organization as a focus for identification. However, we also found that there was no difference in the salience of organizational identification between dispersed employees and those based within their employing organization. For many employees the focus on the team as opposed to the organization was a way of reducing subjective uncertainty within a changing corporate environment. Finally, we established that it is team identification rather than organizational identification for software workers that is a greater determinant of affective outcomes such as job satisfaction. The results of this study impact upon contemporary theories of HRM, which promote the design of work systems in order to engender commitment to, and identification with, the organization.     

军休老干部工作研究及思考

新形势下,老干部工作出现了许多新情况和新问题。本文首先阐述做好军休老干部工作的重要性。再结合实际工作,针对在新形势下如何做好军休老干部工作,提出来了几点思考和建议。     

高校中的学院机关工作态度和工作效能评价方法的探讨

高校要加强和改进学院机关作风建设、提高机关整体工作水平,展现良好的精神风貌,必须科学合理的评价学院机关工作态度和工作效能,本文探讨一种评价方法以及这种方法对人事部门制定相应监督机制的指导作用。     

Working While the World Sleeps: A Consideration of Sleep and Shift Work Design

The evolution of society and economic pressure has provided the impetus for operating on a 24-hr basis in many industries. This has occurred with relatively little attention toward sleep deprivation and related problems facing shift workers and the organizations employing them. This paper first documents the move toward shift work and some sleep problems associated with it. We then describe sleep disorders that impact job performance. Next, we describe alternative schedules and give suggestions for shift work implementation. Finally, we offer some normative advice regarding the treatment of shift employees.     

Responses to work intensification: does generation matter?

Work intensification can be an organisational tool to increase the productivity of an existing workforce. We investigate employee reactions to three levels of sustained extensive work intensification (long work hours over two consecutive time periods) of the two most prevalent generational groups in the labour market: Generation X and Baby Boomers. Boomers have been characterised as ‘workaholics’ who ‘live to work’, while Gen Xers are ‘slackers’ who ‘work to live’. We investigate, using a nationally representative sample of employees, whether these generational differences in work attitudes impact employee reactions (measured by employee reports of job satisfaction and work–life balance) to sustained extensive work intensification. The results show that perceptions of job satisfaction and work–life balance are reduced by sustained extensive work intensification but the differences between the two generations are minimal, suggesting that organisations do not need to tailor their employment practices to fit the work values of different generations.     

Negative work–family/family–work spillover and demand for flexible work arrangements: the moderating roles of parenthood and gender

In recent years, companies have increasingly adopted flexible work arrangements (FWAs) to help company managers address negative work–family/family–work spillover (inter-role conflicts between work and family roles). Accordingly, we investigate the effects of parenthood and gender on the relationship between negative work–family/family–work spillover and demand for FWAs. Based on a sample of 1577 managers (967 females and 610 males) of South Korean companies, the results show that parenthood has a significant moderating effect on the relationship between negative work–family/family–work spillover and the demand for FWAs, regardless of gender. The present study highlights the importance of parenthood not only in addressing negative work–family/family–work spillover but also in expressing a demand for FWAs.