基于专业建设项目化的高职院校管理模式探讨

《国家中长期人才发展规划纲要（2010-2020年）》明确提出取消学校实际存在的行政化管理模式,因此学校管理模式改革势在必行。高职院校推行以专业划分项目组的负责制管理模式具有完善校长负责制、扁平化组织结构、实施全过程管理、培养复合型干部、提高教师积极性的意义。     

员工隐性人力资本的形成及对工作绩效的影响——基于我国民营制造企业的调查

本文旨在探讨员工隐性人力资本的形成及其对工作绩效的影响,并基于OLS和有序Probit模型进行实证检验。通过对我国民营制造企业员工的调查发现,个人教育程度、人力资源管理状况、组织结构特性和企业文化影响员工隐性人力资本的形成和工作绩效;教育程度与工作绩效负相关,沟通机制与工作绩效正相关,这意味着如果要提高员工中较高学历劳...     

专业社会工作者需求结构研究——基于衢州市社区工作的实证分析

在构建和谐社会的现实背景下,社会工作在实现社会关怀、缓解社会矛盾等方面的重要性日益凸显,对社会工作者队伍的建设也提出了全新的要求。衢州市虽属浙江省欠发达地区,但从人均GDP来看,位居我国同期人均GDP中值,具有较强的代表性。专业社会工作者的需求结构研究是对未来社会工作者需求的一种研判,其分析断不能脱离现实。本报告对现阶段衢州市社会工作者队伍进行了充分调查,系统地分析了专业社会工作者需求结构的影响因素,在此基础上,探索了推进专业社会工作者队伍建设的基本途径。     

Towards an understanding of social networks among organizational self-initiated expatriates: a qualitative case study of a professional services firm

Drawing on a qualitative case study of 51 organizational self-initiated expatriates (OSIEs) in a professional services firm, this article investigates the role of networks during expatriation and, specifically, in the development of learning that is beneficial to both the individual expatriate and the global operations of the firm. First, we investigate the extent to which individual motivations to engage in OSIE impact on the development of networks. Second, we investigate individual's experiences of network development. Third, we investigate individual perceptions of the benefits of networks for both organizations and individual actors. The paper will report that professionals initiating their own expatriation develop continually expanding and composite networks such that mobility and networks evolve in a seemingly symbiotic relationship. In doing so, it contributes to our understanding of the role of agency in network development and extends our understanding of organizational self-initiated expatriation as a relatively under-researched phenomenon.     

CEO political ideologies and pay egalitarianism within top management teams

Research summary : We examine the influence of CEO and compensation committee liberalism on top management teams (TMT ) pay arrangements. Given that politically liberal individuals tend to value egalitarianism, we test whether firms with liberal CEO s tend to (1) reduce pay dispersion among non‐CEO executives; and (2) reduce pay gaps between CEO and non‐CEO executives, and whether compensation committee liberalism moderates these relationships. We find some evidence of a direct effect of CEO liberalism on TMT pay arrangements as well as some interaction between CEO and compensation committee liberalism on the pay arrangements. This study provides a better understanding of the antecedents of TMT pay arrangements and empirical evidence showing the influence of values at the top of organization . Managerial summary : Do the values of the CEO and compensation committee influence the pay of other top managers? Our study provides evidence that political ideology affects top manager pay. We examine whether CEO liberalism produces more egalitarian pay arrangements among top managers, and whether the liberalism of the compensation committee affects that relationship. We find that CEO liberalism reduces differences in the total pay among top managers, but does not influence the difference between CEO total pay and the total pay of top managers. We also find that compensation committee liberalism strengthens the negative influence of CEO liberalism on differences in total pay among top managers. Finally, we find that CEO liberalism reduces the difference between CEO bonus pay and the bonus pay of other top managers . Copyright © 2016 John Wiley & Sons, Ltd.     

HR managers in five countries: what do they do and why does it matter?

The 1980s saw the need for change in the organizational role of human resource (HR) professionals, from the traditional employee champion and administrative expert to strategic business partner and change agent. The argument posited was that a more challenging environment compels organizations to turn to managing their HRs as a source of competitive advantage and that means an increasing business partnership for HR professionals. However, very few studies examine the execution of these multiple, sometimes contradictory roles, despite the risk that neglecting traditional roles endanger organizational performance in the long term. This five-country comparative study finds that multiple roles are at least moderately executed, and that these HR roles have different impact depending on the aspect of organizational performance. As well, a more challenging environment, defined here as legal constraints and industry challenges, generally does not have a significant moderating effect on the impact of the different HR roles on organizational performance.     

大学生职业幸福感教育探索

职业幸福感教育是高校思想政治教育重要的一部分,它是培养大学生形成良好品德修养社会能力的重要基础,也是培养大学生生活充满信心和对职业价值追求的内在精神链条。本文从大学生思想政治教育注入职业幸福感教育的意义出发,指出了提升大学生职业幸福感需要从加强团队精神教育、加强职业价值感教育和加强感恩教育等途径来实现。     

从人才国际化视角评析中国高校商务英语专业建设架构

面对21世纪日益突出的人才国际化的培养需求，中国高等院校肩负着不可推卸的历史使命。商务英语作为一个为国家对外往来提供智力资源的重要领域，其建设与发展直接关系到未来该专业输出人才的质量。在专业的体系设置上，需要照顾到知识与技能双方面的提升；在教材的选编方面，应该重视语料的真实性及结构的系统性；加强师资培训的力度在很大程度上也能为培养国际化人才提供坚实的保障。     

学校社会工作视角下高校转专业学生适应性研究——基于对N大学全体转专业学生的普查

通过对学生转专业前后的适应情况和需求进行研究,探讨学生转专业的原因,评价转专业政策,并运用学校社会工作的相关理论和方法提出对策和建议。     

Are multinational teams more successful?

Teams have become increasingly multinational in many sectors. The impact of national diversity on team performance is, however, controversial. On the one hand, multinational teams may have access to a greater variety of task-relevant expertise, which should increase the team performance. On the other hand, national diversity may complicate team collaboration and increase team conflict. Applying panel econometrics to 4284 team observations in a globalized sector, we find evidence that multinational teams perform worse than teams with less national diversity.