职场无礼行为对雇员及组织绩效的影响研究

职场无礼行为因其变异程度较轻让管理者认为不值得关注及干预而变得非常盛行,然而职场无礼行为对雇员及纽织绩效产生的负面影响比管理者的预期要严重。文章分析了职场无礼行为主要通过影响雇员的情绪、工作满意度及组织承诺来影响雇员个体绩效;主要通过影响公司财务绩效与工作氛围来影响组织绩效。为了消除工作场所无礼行为的负面影响,文章提出了五点策略。     

中小企业员工工作投入影响因素及其提升对策

企业的发展与员工有着密不可分的关系,员工工作投入水平会影响企业绩效水平。文章从员工自身及工作与组织两方面分析了中小企业员工工作投入的影响因素,进而针对性地提出中小企业员工工作投入提升对策。     

工作偏差行为的影响因素及其治理策略

员工工作偏差行为不仅会影响自身,更会影响其他员工和整个企业绩效。本文试图寻找工作偏差行为及影响因素内在联系的理论逻辑,为企业实现员工的有效管理提供指导。     

贮木场木材产品质量检验方法探讨

改革开放以来,随着经济的不断发展,对木材质量的要求也越来越高,这对于贮木场是一个不小的挑战.因此,对于贮木场来说,要实现自己的经济利益最大化,就必须十分重视木材的检验工作.鉴于此,本文试从树木生长特性对木材质量的影响及控制、集材对未材产品质量的影响及控制、造材对木材产品质量的影响及控制、木材检验工作对木材产品质量的影响...     

刍议20kV及以下配电网工程造价的确定和控制

20 k V及以下配电网工程造价的确定和控制对于建设单位、施工单位等都有着非常重要的影响,一方面直接关系到电力运行过程中的相关运行成本和运行效益,对电力市场的繁荣程度也有着非常重要的影响;另一方面工作中包含着多项内容,很容易受到外界环境的影响造成无法获得预期的效果。因此,做好20 k V及以下配电网工程造价的确定和控制工作绝对不是一项简单的工作内容。文章将根据20 k V及以下配电网工程在不同阶段的工作内容,分别分析和探讨20 k V及以下配电网工程造价的确定和控制工作的主要内容和相关策略。     

组织内平行影响文献综述及研究展望

平行影响是指组织内部门成员在工作过程中影响其他部门成员的态度、观念和行为,是组织内伴随工作任务出现的一个日常事项,理解和掌握平行影响的过程和策略将有利于影响者的价值实现和作用发挥,对组织内部门地位提升的意义也很重大。本研究从影响的概念及相似概念的区分开始,梳理平行影响的概念及意义,并对平行影响的结果、过程及策略行为的研究进行整理,最后提出平行影响未来研究的展望。     

工作不安全感影响因素及对策研究

工作不安全感无论对于组织长远发展还是员工的身心健康及工作态度、行为都造成了极大的影响,这一难题已引起了学术界和企业界的共同关注,文章通过文献内容分析的方法对国外相关文献进行整理,从社会、组织、个人三方面对工作不安全感的影响因素进行总结,指出工作不安全感给个人及组织带来的负面影响,进而有针对性的提出了缓解对策。     

辱虐管理对工作绩效影响的实证研究——工作满意度的中介作用及核心自我评价的调节作用

基于中国高权利距离、高集体主义的文化特点,从双因素理论出发,运用SEM模型及层次回归法,探究辱虐管理对工作绩效的影响机制及作用路径,并以265名金融机构员工及高校MBA班学员为研究对象进行实证研究。研究结果表明:辱虐管理对工作绩效有显著负向影响;员工工作满意度在辱虐管理对工作绩效的影响中起部分中介作用;核心自我评价负向调节了辱虐管理对员工工作满意度的影响作用,即核心自我评价越高,辱虐管理对员工工作满意度的负面影响越高。企业可以通过开展领导力培训,完善信息反馈机制、制定奖惩制度降低辱虐管理行为的影响程度;管理者通过营造和谐、积极的工作氛围,对下属进行心理指导可以避免辱虐管理行为的产生;员工可以通过加强自我管理,多与人沟通或寻求心理咨询部门人员的帮助,减缓负面情绪的刺激作用。     

计量检测工作的概况及影响其工作质量的原因

从计量检测工作的基本概况出发,对影响计量检测工作质量的因素进行分析,又对计量检测工作在企业中的作用及地位进行扼要讲述.     

出口退税机制改革的影响及评析

正确认识和把握新的出口退税政策可能带来的各种影响,是外贸工作的当务之急,本文论述并评析了新出口退税机制的综合影响、行业影响、地区影响及企业影响。     

环境影响评价与排污许可制度的整合路径思考

在整个环保工作中,环境影响评价与排污许可制度对于环保工作意义重大。将环境影响评价与排污许可制度进行高效的整合,能够更好地开展环保工作。论文主要从环境影响评价和排污许可证制度整合的规范等方面论述了环境影响评价和排污许可证制度整合的对策,进而推动环保工作能够更加规范、高效。     

Searching for a balance: work–family practices,work–team design,and organizational performance

The crucial impact of work–family issues on employee's well-being has been recognized and responded with a variety of research in field of organizational behavior. However, few studies examine the impact of how work–family practices affect productivity at firm-level. Following the research stream of strategic human resource management, we proposed that work–family may form the norm of reciprocity, which is a more sophisticated and more critical, internal social-structure component to enable organizational performance. We also examine the contingent effect, work–team structure – on the extent to which the work–family practices are appreciated by employees – and then create complementarities. We conduct a longitudinal study and utilize a data set of 204 Taiwanese public-traded firms to test our hypotheses. The results show that, contrary to our prediction, utilizing work–family practices does not have a significant positive impact on organizational productivity. However, the most important finding of this study is that there are synergies between work–family practices and work–team design on organizational productivity. Work–team design is an important situation in which the returns of work–family practices can be enhanced.     

The Impact of Personal Resources and Job Crafting Interventions on Work Engagement and Performance

This study examined the impact of organizational interventions on work engagement and performance. Based on the job demands–resources model, we hypothesized that a personal resources intervention and a job crafting intervention would have a positive impact on work engagement and performance. We used a quasi‐experimental design with a control group. Primary school teachers participated in the study at two time points with six weeks between the measurements ( N = 102). The results showed that the personal resources intervention had a positive causal effect on work engagement. Additionally, the joint personal resources and job crafting intervention had a positive impact on self‐ratings of job performance. We discuss the implications of these findings for theory and practice. © 2015 Wiley Periodicals, Inc.     

论外部环境对思政工作的影响

外部环境对思政工作及其效果有着突出的影响,思政工作需要有一个良好的外部环境,才能取得理想的效果。文章从外部环境影响思政工作方法的指导思想、思政工作载体、思政工作方法选择、思政工作效果等四个方面展开了研究和探讨。     

Family background and gender: implications for interest in small firm ownership

This paper directly assesses the impact of family background, sex and work experience on interest in small firm ownership and employment. Additional exploration focuses on differentiating family background (parents-only versus extended-only) to assess the impact on small firm career interest. Results indicate that family background, sex and work experience are significant predictors of these interests. Specifically, males are more interested than females in someday owning their own small business. Small firm work experience enhanced interest in small firm employment. When comparing males and females with an extended-only family background, males are significantly more interested than females in small firm ownership. Implications for future research are discussed.     

500kV超高压送变电工程环境影响评价

“十一五”期间南方电网工程投资大大增加，而环境影响评价作为工程建设前期工作之一，其重要性越来越为人们所重视。地理、气候条件具有特殊性，相应的电网建设及环境影响评价也存在较为突出的特点，据此，根据云南、贵州等西南地区几个输变电工程环境影响评价工作及其评审经验，说明一下该类项目在环境影响评价中应注意的几个问题。     

组织文化认同内在层次与情绪工作的关联性分析

激发员工情绪工作是企业管理的重点.以服务行业工作人员为研究对象,依据社会认同理论,研究组织文化认同对情绪工作产生影响的机理,基于SPSS的回归分析,实证检验支持了组织文化认同是激发员工情绪工作的重要影响要素,其中组织文化认同的情感层能够有效地控制情绪工作中表层行为,认知层文化认同和行为层文化认同则能激发员工的深层行为,并且行为层认同更能激发员工的深层行为.     

Work‐life balance and the software worker

This article examines the impact of employer flexibility to work‐life issues and negative spillover from work to non‐work life on the attitudes of software developers. Software workers present an interesting case for work‐life balance issues – Ackroyd et al (2000) designate them the key occupation to examine in future studies of ‘knowledge workers’, and Barrett (2001) states that they are the ‘vanguard’ of new working practices, with the separation of work and life being substantially more ‘blurred’ than for more traditional occupations. Despite this general perception of the work‐life boundary, our results show that intrusion of work into private life for this group of workers still has a substantial impact on work‐related attitudes. Work‐life boundary variables affect trust in the organisation which plays a mediational role in these variables' relationship to job satisfaction and organisational commitment. Our results suggest that even within this industry, where employees are relatively individualistic in orientation, highly marketable and unlikely to show attachment to a single organisation, mutual gains for employee and employer can be attained by an accommodating approach to non‐work commitments which may lead to greater organisational attachment.     

The antecedents of overseas adjustment and commitment of expatriates

This study investigates the impact of corporate entrepreneurship, work role characteristics, emotional intelligence and locus of control on the adjustment and commitment of expatriates. Using data from 152 expatriates working in the Taiwanese subsidiary companies in China Mainland, structural equation modelling results indicate that work role characteristics is the most significant predictor for the adjustment and commitment of the expatriates. Emotional intelligence only has impact on commitment. External locus of control has a positive impact on the adjustment, but a negative impact on the stay commitment. The conceptual and empirical contributions of this study as well as the managerial implications are discussed.     

新时期建筑施工企业政工管理方式创新的探讨

企业政工管理是企业发展建设中不容忽视的关键,它对企业的生产、经营、管理、发展等具有较大的影响。笔者结合多年政工管理工作经验,从企业政工管理的意义出发,对新时期企业政工管理方式创新的措施做了简单介绍。