The relationship between principals’ configuration of a bundle of HR practices for new teachers and teachers’ person–organisation fit

Abstract

Based on studies in the private sector showing the positive effects of strategic human resources management (SHRM) on performance, many stress the value of adopting SHRM in the public sector. However, until now, the argument for applying SHRM in the public sector remains largely theoretical. Especially in educational contexts, it is unclear through which mechanisms SHRM affects performance. Therefore, this paper zooms in on the relationship between the configuration of a bundle of human resources (HR) practices and person–organisation (P–O) fit. A mixed methods design was used to collect both qualitative and quantitative data from principals and teachers in 56 Flemish primary schools. The qualitative data, which provides insight into principals’ configuration of HR practices, were converted into numerical scores and analysed, together with the quantitative teacher data, using multilevel analysis. The results show that both principals’ strategic and HR orientation are associated with teachers’ P–O fit. This study contributes to the research field of SHRM in education by studying a bundle of HR practices and how this relates to the fit of teachers’ own values with the school culture. The practical implications for schools are discussed.     

People,Actors, and the Humanizing of Institutional Theory

In much contemporary institutional scholarship, the term ‘actor’ is used as a shorthand for any entity imbued with agency. Talking about actors in institutions thus serves the necessity of allocating agency before returning to the analysis of institutional structures and processes. We find this approach to actorhood limiting, conceptually and normatively. Grounded in the perspective of pragmatist phenomenology, we assert the need for distinguishing between persons and actors, and the value of integrating the person into institutional analysis. We conceive of persons as humans with a reflective capacity and sense of self, who engage with multiple institutions through the performance of institutional roles. People may acquire actorhood by temporarily aligning their self with what is expected from a particular actor-role in an institutional order. Conversely, institutions enter people’s lifeworld as they are personified in people’s social performances. We outline this perspective and examine conceptual and normative implications that arise from the integration of human experience in institutional analysis.     

Selecting people based on person‐organisation fit: Implications for intrateam trust and team performance

Teamwork is widely adopted in organisations. Although much evidence indicates that using person‐organisation (P‐O) fit as a selection criterion benefits individual employees, little is known about how this practice influences team functioning. Drawing on the input‐mediator‐outcome model and the research on value congruence, this study built and tested a model that links P‐O fit in recruitment to work teams' performance. Based on data collected from team members, team leaders, human resources managers, and chief executive officers in 96 firms, we found that P‐O fit in recruitment had a positive relationship with team performance and that intrateam trust mediated the relationship between P‐O fit in recruitment and team performance. Further, this mediated relationship existed only when the organisation had a weak, rather than strong, respect‐for‐people culture. This study contributes to the P‐O fit and team literature and has practical implications for human resources practices and team management.     

书院制人才培养：逻辑架构与系统创新——以南京审计学院为例

越来越多的高校继承中国古代书院精神和传统,借鉴西方寄宿制经验,探索符合时代精神的书院制人才培养模式,推进高等教育教学改革。南京审计学院在遵循学生成长规律的基础上,借鉴国内外高等教育教学改革的成功经验,逐渐形成了书院改革思路,提出了在全人教育理念统领下的两种机制（学院、书院）协同、三全模式（全员育人、全过程育人和全方位育人）优化、四要素（通识教育、导师制、学分制、住宿制）联动、五大体系（人才培养体系、学业辅导体系、综合素质提升体系、自主管理体系、“三务联动”支持体系）整合的人才培养创新系统。     

浅析新时期我国高技术产业自主创新能力

由于我国教育制度落后于高技术产业发展,资金来源不足、知识产权保护的法律制度和产权制度的缺陷等原因,使我国高技术产业自主创新能力不强。应培养造就富有创新精神的人才队伍,建立以创业投资为核心的创新投资支撑体系,完善科技资源配置方式,调整高科技园区发展思路,以尽快提升高技术产业自主创新能力。     

High-Performance HR Practices,Work Stress and Quit Intentions in the Public Health Sector: Does person–organization fit matter?

Drawing on the attraction–selection–attrition (ASA) framework, this paper examines a mechanism, namely person–organization (P–O) fit, through which high-performance HR practices (HPHRPs) affect two negative employee outcomes: work-related stress and quit intentions. Using a sample of Egyptian public health sector workers, a mediation model is tested empirically using structural equation modelling. The study results show that HPHRPs positively affected P–O fit, which in turn had significant negative associations with work stress and quit intentions. P–O fit also explained a high proportion of mediation in the relationship between HPHRP and both outcomes.     

保险公司个人代理营销体制发展方向思考

上世纪90年代,个人保险代理人(下称营销人员)制度引入中国,为中国保险业的发展做出了巨大贡献,但随着保险业的快速发展,保险营销制度的缺陷日益凸显,已进入瓶颈状态。2009年4月,保监会下发了《关于改革完善保险营销体制机制的意见》(征求意见稿),确立了保险营销体制改革的目标、重点和路径,这是中国保险业发展史上关于营销体制改革的第一个权威性官方文件,代表了官方层面对于现行保险营销体制的立场和未来的发展期望,笔者以财险公司的工作经历,提出了对我国保险营销体制发展方向的一些看法。     

基于背景补偿的跟人AGV系统人物检测研究

提出一种基于背景补偿的动态目标检测方法来解决跟人AGV的物流运输系统中的人物检测问题。为减少目标检测所花费的时间,在不影响图像细节的情况下,首先缩小图像,检测SIFT特征点并进行特征点之间的匹配;其次,用随机一致性算法(RANSAC)去除运动目标的特征点匹配与两幅图像的特征点误配,从而构建仿射模型进行背景补偿;最后,运用图像的差分并对差分后的图像进行形态学运算从而检测出运动区域,并在原始图像中标记。     

对公路施工企业信用评价的几点建议

对《公路建设市场信用信息管理办法》、《公路施工企业信用评价规则》中有关施工企业信用评价的规定进行简要介绍,并对其存在的问题进行分析,认为只有强化对项目法人的管理才能保证公路建设市场健康发展,结合实际情况,提出一些改进建议。     

论“互惠性”假设对“经济人”假设的非理性冲击——基于委托代理模型的分析

互惠性偏好是行为经济理论中的一个重要研究领域,对传统的理性＂经济人＂假设提出了现实性的挑战。借助于激励理论中的委托--代理模型,通过互惠性假设下与＂经济人＂假设下的博弈均衡解的对比分析可知,新古典体系中的最优契约均衡存在着帕累托改进的可能。互惠性行为下的经济收益可以大于自利性行为下的经济收益,经济个体可以通过经济行为的调整与分配机制的变更来获取更大的利益,并促进组织利益、群体利益与社会利益的扩张。研究表明,长期在经济理论中居于主导地位＂经济人＂假设在现代经济社会中的实践性日渐衰退,包括＂互惠性＂假设在内的非理性假设存在着较高的现实意义。互惠性理论的提出不仅动摇了传统经济理论的基础,也促进了管理理论与管理行为的变革。互惠性理论从一个侧面为行为经济学提供了坚实的理论基础,巩固了行为经济学在现代经济理论中的卓越性地位。