中国国企高管人员的薪酬与激励:总结与思考

从制度成本的角度出发,关注中国国企高管人员薪酬制度的效率问题,并认为好的薪酬制度有助于实现国有企业剩余索取权的顺利复归。在这个基础上,着重探讨高管人员薪酬决定因素、过度投资与在职消费、年薪制及股权激励等重要题域,并对新的激励制度保持审慎乐观的态度。     

上市公司管理层薪酬与公司绩效的关系研究--以电子行业为样本

我国上市公司高层管理人员的激励问题一直是各方关注的焦点。本文运用我国电子类上市公司连续三年的经验数据来考察高层管理人员薪酬与公司经营绩效的关系。研究结果表明,我国电子类上市公司高级管理人员的年度货币薪酬与公司经营绩效并不存在显著的正相关关系,与第一大股东是否为国有股也无相关性,但与企业规模存在显著的正相关关系。     

基于员工维度的旅行社业绩评价体系研究

业绩评价是旅行社进行科学管理的重要手段。智力密集型、服务型和相关型的旅行社行业属性,使员工人力资本体现出能动性及与内外部高度合作协调性的特征,成为旅行社竞争能力的核心资本。缺乏员工维度的业绩评价就会在一定程度上导致员工流失率上升和行业中＂柠檬市场＂现象的出现。文章从旅行社业绩形成动因的逻辑分析入手,构建了以员工满意度和员工服务效率结果指标为核心的旅行社业绩评价体系,并以此为基础从成本指标、时间指标及质量指标等过程指标角度进行了具体细化衡量。     

Gender differences in the relationship between justice perceptions and job insecurity in hotel outsourcing

Discrimination against women, injustices, and job insecurity are three issues in hotel outsourcing that have not been examined together. This study uses conservation of resource (COR) theory to investigate whether male and female internal staff have lower job insecurity when they perceive external peers’ fair treatment by management or when they perceive such treatment for themselves. Using a pen-and-paper survey, data were collected from 215 internal staff who worked side by side with external peers in 14 Spanish hotels. Results indicate that female internal staff reduce their job insecurity when observing acts of interpersonal justice towards external peers, and male internal staff reduce their job insecurity when perceiving themselves as recipients of acts of procedural justice. No results were found for internal staff who observed acts of distributive justice towards external peers. Findings suggest that job insecurity threatens outsourcing’s success unless different kinds of justice are managed according to gender.     

The strange case of the Matthew effect and beauty contests: Research evaluation and specialisation in Italian universities

The paper aims to determine whether the distribution of funds that prizes the best-performing institutions relatively more has the effect of replicating the Matthew effect within them in terms of personnel policies and allocating proportionally more resources to the best departments to strengthen their output considering the prospect of future assessments. Data from the Italian public university system between 2011 and 2016 as well as the outcomes of the national evaluation of research produced between 2004 and 2010 and between 2011 and 2014 in 14 disciplinary research areas are used. The empirical evidence shows that Italian universities have tended to increase their specialisation in the research areas in which they ranked below or slightly above the national mean, revealing that they chose to try to strengthen the weak sectors through both promotions and new recruitments. The results suggest the existence of a dual policy. When the Ministry of Education, University and Research tries to foster a Matthew effect mechanism, allocating more resources to the best-performing universities, the latter seem to opt to implement a beauty contest strategy to make their weak areas converge towards the national mean. When considering the effects of the recruiting strategies following the national evaluation of research, the results indicate the existence of some Matthew effects, showing that increasing specialisation is more fruitful for the best than for the worst universities.     

“211工程”大学图书馆馆员继续教育的对策与措施

文章结合江苏省“211工程”大学图书馆的自身建设、职能变化、员工结构等现状,指出“211工程”大学图书馆应以强化职业道德培训,加强新知识新技能学习,注重创新能力培养为员工开展继续教育的主要内容,并制订人员培养计划,建立培训质量评估体系,让继续教育与评聘挂钩,从而建立继续教育的长效机制。     

新时期人民银行女职工问题研究——以人民银行西安分行为例

本文以人行西安分行为例总结了新时期人民银行女职工的现状,并在此基础上分析了女职工的主要诉求,提出了新时期人民银行女职工工作应由＂三项创建＂、岗位建功等单一的工作要求发展向工作业绩与个人幸福并重、单位与家庭兼顾上来,为破解制约新时期人民银行女职工工作发展的瓶颈,促进人民银行女职工工作发展提供参考。     

对公司人力资源管理工作的现实思考——以中煤平朔煤业有限责任公司为例

文章从分析中煤平朔煤业公司的人力资源管理现状入手,指出了存在的问题与不足,并从管理理念、员工招聘、绩效考核、薪酬管理、员工激励、员工培训与开发等方面,提出了相应的解决对策与建议,以提高公司的人力资源管理水平。     

企业文化模式创新研究

在现代企业中，发展的动力取决于企业内部的活力，尤其是员工的内部潜力是否得到有效的挖掘。要深挖企业员工的潜力，我们就要创新企业文化的新模式，依靠企业文化推进思想政治工作，使二者相互作用，相互促进。通过亲情感化，企业员工能充分感觉到自身地位被认可、被尊重，员工主人翁责任感油然而生，企业员工的工作热情将得到极大的激发，企业活力进一步增强，企业发展的动力将会不断得到提升。     

浅析高校知识型员工的培训与开发

本文根据高校知识员工的特性,分析了高校员工培训过程中存在的问题,提出了基于能力的、以"学习型组织"为目标,以能力建设为核心的高校员工深度素质培训与开发的体系建设,并提出了相关的建设措施。