培训对知识员工组织承诺的影响——基于职业承诺的中介与内部可雇佣性的调节作用

知识员工大多具有较强的职业承诺和较弱的组织承诺。如何一体化提升知识员工的职业承诺和组织承诺一直困扰人力资源管理。以培训作为切入点,以385名知识员工为样本,将职业承诺作为中介变量、内部可雇佣性作为调节变量,探讨培训对知识员工组织承诺的影响机制。研究结果表明,培训正向影响知识员工职业承诺和组织承诺,职业承诺在培训与组织承诺之间起部分中介作用,内部可雇佣性正向调节培训与组织承诺、职业承诺与组织承诺之间的关系。     

Training and commitment in a German manufacturing company during the post-2008 crisis: a case of internal flexicurity

Studies on the links between training and organizational commitment have only looked at professional and managerial workers, mostly in the U.S. This paper focuses on a German manufacturing company that employed many blue-collar workers and offered generous training opportunities during short-time work in the post-2008 crisis. In an analysis based on employee survey data, only training in job-specific skills and training in skills usable outside of work were found to be associated positively with organizational commitment. The findings suggest that employer-provided training programs may be part of a model that achieves internal flexicurity in economies such as Germany.     

An analysis of teaching strategies designed to improve written communication skills

Accounting instructors can embed effective writing into the curriculum, but how much instruction is enough to make a significant improvement in students’ written products? In this quasi-experimental study, we compare the effect of three levels of minimal instructional intervention: all students in the study received a rubric outlining the evaluation criteria and graded feedback on the use of effective business writing (low instruction level); for the medium instruction level, students also received handouts on effective written communication; the high instruction level students received classroom instruction in addition to the handouts, rubric, and feedback. We find that all students show significant improvement in written communication skills in the areas of organization, development, and expression. Students who received the high instruction level show the most improvement. Providing students with the scoring rubric and grading for effective business writing is beneficial to student self-awareness and encourages students to significantly improve their written products.     

浅谈大连软件园对计算机专业大学生就业的启示

当今社会大学生就业面临诸多问题,大连软件园通过就业能力培养和发展区域性就业模式为以计算机专业的大学生就业提供了新的思路。本文通过研究大连软件园的先进经验,探讨其对计算机专业大学生就业的启示。     

基于教学过程的大学生可雇佣性能力培养途径研究

提高可雇佣性技能是解决大学生就业难问题的重要途径之一。地方性高校人才培养中必须重视课堂教学中可雇佣性技能开发,建设＂双师型＂师资队伍,创新可雇用性的教学方法和教学内容,并积极探索校企合作课堂教学,强调校内的课程实验、案例课堂教学、课程作业、毕业论文与设计、社团活动、职业资格证书考核等内容,管理好校外的专业见习、专业实习、毕业实习等环节,将可雇佣性技能有效融入实践教学和课堂教学之中,以求提高大学生可雇佣性能力。     

无边界职业生涯时代的就业能力

无边界职业生涯时代来临,雇员从追求终身就业保障转而追求终身就业能力保障。文章通过访谈、现场问卷调查的方法,得出无边界职业时代的就业能力主要包括：环境适应力、意志力、专业技能、自我学习能力和人际沟通能力。自我学习能力的认同程度在性别上存在显著差异,其他4个指标在性别上差异不显著。环境适应力、意志力、专业技能、自我学习能力的认同程度在职位上存在显著差异,人际沟通能力在职位上的差异不显著。     

The use of business simulation games in teaching and learning

The use of business simulation games plays a crucial role in teaching and learning even though it has been used for 60?years since the modern business simulation games started in 1955. Even previous studies have demonstrated the effectiveness of business simulation games used in teaching and learning; however, the major concerns that need to be addressed are related to sustainability issues. In the future, there is a requirement to embed the stages of employability into the curriculum, as well as in organizations, to bridge the gap between possessed skills and industry-required skills.     

Graduate attributes in higher education: Examining academics' perception in the Middle East

Higher education institutes are facing increasing pressure to ensure that graduates are equipped with the right set of attributes that will make them desirable to potential employers. To deal with this pressure, universities have for some time been embedding employability attributes into their curriculum through classroom-based teaching and external programs. Yet, little research exists into examining academics' perception of graduate attributes and the potential challenges they face in delivering these attributes. The authors examine graduate attributes that are perceived as most important by academics. The findings suggest that communication, teamwork, problem solving, creativity, critical thinking, time management, and research skills were all seen as important for the employability.     

The probability evaluation game: an instrument to highlight the skill of reflexive listening

This paper describes the development of the Probability Evaluation Game (PEG): an innovative teaching instrument that emphasises the sophistication of listening and highlights listening as a key skill for accounting practitioners. Whilst in a roundtable format, playing PEG involves participants individually evaluating a series of probability terms and then calling out their evaluations amongst fellow players who have done the same. When listening to peers’ responses, any difference in evaluation of the same term confronts players with the knowledge that without skilled, reflexive listening conversations are dangerous playgrounds of miscommunication. The PEG presents a valuable learning opportunity where the potential impact of this issue for accounting and business world can be discussed. This paper details how PEG was developed, its format and how it has been used with students and accounting practitioners. Furthermore emergent, and often intriguing, learning points are discussed and related to accounting and the workplace more generally.     

Employability and Wage Compensation in an Asian Economy: Evidence for Female College Graduates in Taiwan

The purpose of this study is to analyze the influence of employability skills on wage compensation for female college graduates in Taiwan. We find that employability skills can explain some variation in wage compensation whether we include conventional human capital variables or not. For example, the career management skills category exhibits a consistent and significant influence on wage compensation and could raise the earnings level by 5–6 percent. In addition, employability skills have more diverse effects on wage compensation across various occupations, while conventional human capital variables are shown to have more consistent effects on wage compensation across occupations.