基于职业高原的民营零售企业员工流失管理

引入职业高原理论,通过对民营零售企业员工的问卷调查,构建民营企业零售员工职业高原维度,分析职业高原与离职倾向的关系并提出相应的对策建议,从而帮助民营零售企业更好规划员工职业生涯,关注员工可能遭遇的职业高原现象,实现企业的可持续发展.     

领导干部离任环保审计探析

改革开放以来,我国经济济总量和人均GDP实现了质的飞跃.在看到可喜成绩的同时,也应看到不少地区的领导干部存在以环境污染、资源浪费和唯GDP是从的政绩观.在环境保护问题日益突出和领导干部离任审计广泛开展的今天,应与时俱进地推行领导干部离任环保审计,从审计主体、审计原则、审计要素、审计证据和审计信息披露机制等着手,通过领导干部离任环保审计制度的创新来遏制领导干部的短期行为.     

The “I quit” syndrome

Managements, unions, and arbitrators have been plagued by a very simple but long-standing problem involving what might be termed a routine human resource action. The problem stated simply is: When is a quit a quit? Where employees are represented by a bargaining agent, the company cannot always be sure that a “quit is a quit.” It is clear that employers who do not understand the “I quit” syndrome are in an uncertain position with respect to handling such problems. The authors have also discovered that unions do not understand the “I quit” syndrome either and at times go to arbitration with all of its attendant costs when the employee has actually “quit.” The purposes of this article are to study how arbitrators have ruled, to establish the principles involved in this little-known area of union/management relations and to provide parties to such cases with information to guide them. Arbitrators have upheld grievances and reversed company actions often enough that there is a need to clarify what is a “quit” as well as a need to clarify what the rights are of both parties under the collective bargaining agreement. The authors found that many managements use the “I quit” syndrome as a substitute for disciplinary action. It is clear from arbitral decisions that it is best from the company point of view to allow the disciplinary system to handle problem employees. The authors also found that reasonable resignations by employees were upheld by arbitrators. If employers carefully handle and document employee resignations, the resignations will stand. Further, it is clear that employers must issue clear policy statements concerning resignations; this includes avoiding resignations under duress. Finally, parties to collective bargaining agreements need contract language defining a quit.     

非处罚性监管、审计师辞聘及后任审计师行为——基于年报问询函证据的分析

交易所监管问询是否导致审计师主动辞聘,后任审计师在审计定价方面是否与前任存在显著差异,是值得研究的问题。基于此,以2014—2019年我国沪深两市A股上市公司年报及问询函数据进行实证分析。结果表明：（1）年报问询函与审计师辞聘存在显著正相关关系;（2）相较于国有企业,收到问询函的非国有企业更容易发生审计师辞聘;（3）收到问询函且发生审计师辞聘的企业,后任审计师会收取更高的审计费用。研究结果一方面丰富了问询函的监管效用理论,另一方面拓展了前后审计师行为研究边界,对审计师审计定价具有现实意义。     

广西国有企业青年员工诉求渠道不畅与离职相关性研究

随着“90后”成为职场新生代,青年员工离职的案例也越来越多,国有企业青年员工诉求渠道不畅、现代企业制度不健全依然是保证国有企业青年员工队伍稳定的绊脚石,畅通和拓宽青年员工诉求渠道对于国有企业稳定人才队伍愈发重要。     

浅论中国移动通信集团开展青年工作的特点和规律——以中国移动通信集团广西有限公司柳州城中分公司为例

随着电信产业重组时代的到来，未来中国三大电信运营商全业务的竞争格局将会愈演愈烈。在外部因素发生巨大变化的历史条件下，中国移动通信集团进行了相应组织架构的调整，因此其人力资源管理也需顺应市场发展趋势作出相关调整，尤其要调整对青年员工的管理工作。文章以中国移动通信集团广西有限公司柳州城中分公司为个案，在对其青年员工现状统计分析的同时，对青年工作的开展、组织及特点、规律进行提炼，从而探索出更有利于提升员工素质的方案。     

基于人性假设的“闪辞族”管理探析

人性假设是管理理论、管理模式形成的逻辑前提。从回顾西方管理理论的角度梳理了不同人性假设的演进,认为各种假设都契合于当时的社会形态、经济状况。在此基础上,对"闪辞族"的群体特征与职场特质进行分析,提出了"有限理性的复合人"假设,并运用资质模型、柔性管理、组织沟通的方式对"闪辞族"的管理进行了探析。     

知识型员工离职预警管理研究

以知识型员工离职过程分析为基础,根据设计的知识型员工离职预警模型,可以构建有效的离职预警管理系统,以有效地控制、防范知识型员工离职风险,从而促进企业又好又快地可持续发展。     

上市公司独立董事选择和退出机制现状分析——以河北上市公司为例

独立董事多由熟人推荐、任命受上市公司大股东控制、出于风险和薪酬等因素选择主动辞职，完善独立董事选择和退出机制需逐步解决上市公司股权问题、扩展独立董事的来源渠道和改善股东大会的表决机制，这已成为新的课题。     

股权激励,到底是谁的“盛宴”?——对上市公司高管辞职套现行为的反思

最近一年多来,上市公司高管辞职套现的事件不断出现。这类现象的发生,一方面在于股票市场的低效和相关政策法规存在漏洞,更根本的是在于公司股权激励机制的不完善。要防范此类行为,首先必须要完善股权激励机制,强化激励机制的约束性,此外还需健全法制法规和培养成熟的股票市场。