精益思想指导下的员工健康管理模式探究

在当今世界经济、科技、人才激烈竞争的背景下,人才的健康素质逐渐成为企业间主要的竞争因素.对员工的健康进行有效管理,不仅需要被动反应式的EAP和压力管理,还需要进行前瞻性和系统性的精益管理.基于此,本文提出用精益思想来指导员工健康管理,使员工健康管理系统减少缺陷和浪费,以期对员工的健康需求做出快速反应,最终使企业的竞争力得到提高.     

企业员工健康管理存在的问题与解决途径探讨

随着市场竞争的加剧,人们生活节奏的加快,工作压力的增加,企业员工的健康问题越来越突出。本文从健康和健康管理的概念出发,分析了企业进行健康管理的作用和意义,针对目前我国企业员工健康管理存在的问题,从五个方面提出了改善员工健康管理的途径。     

办公室员工职业健康情况调查与分析

我国职业健康形势十分严峻,职业健康已经严重影响了企业员工的身体健康和心理健康。国内对于职业健康的研究已有大量的相关成果,但是大多集中在煤炭业、建筑业、医疗卫生、化工等领域,本文从办公室员工职业健康的角度,调查和分析企业在员工职业健康管理中存在的问题,并提出建议。     

论企业员工的健康管理——基于外部支援环境视角

随着现代社会工作以及生活节奏的加快,在不断竞争的环境中,员工的身心都承受着巨大的压力,这就导致了员工的情绪低落、满意度不高甚至亚健康等一系列问题,对企业和员工都产生了不利的影响,员工身心健康问题也成为人们关注的一个焦点,在这个过程中外部环境对员工健康管理的影响也逐步凸显出来。本文从政策环境、补充医疗保险与第三方机构这三个方面解读外部支援环境是如何推动员工健康管理发展的。     

论我国企业员工健康管理

随着未来竞争越来越激烈,企业员工健康管理必须受到重视.健康管理重点不是治疗疾病,而是对管理对象进行全面监测、分析、评估、预测、预防疾病,维护健康.健康管理可以降低医疗费用,提高企业生产力和凝聚力.所以,企业要树立健康投资理念,确定合理的员工健康管理模式,制定有效的健康管理计划,强化健康管理流程,加强企业健康管理.     

有效的组织管理须重视员工需求

如巴菲特所记录的管理定律"没有满意的员工,就没有满意的客户"。组织为实现既定的组织目标,就必须建立以注重员工需求为组织管理制度,就必须在组织管理中重视员工,才能使组织成员之间以最大程度的协作实现共同目标,才是最有效的组织管理模式。本文以海底捞和美国西南航空两个典型的案例进行分析,结合马斯诺需求层次理论,探索有效的组织管理模式。     

基于文化契合度的规范外员工不当行为管理

规范外的员工的不当行为会破坏组织的持续和健康发展,损耗组织的凝聚力和创造力,存在极大的潜在危害。而传统管理工具忽视员工的感情因素和精神价值驱动,对其缺乏有效管理。当前,规范外的员工不当行为形式多样,问题严重。组织要基于文化契合度视角,从社会、企业、员工等多个层面审视和分析原因,并在组织文化建设、实施柔性管理、员工甄选、成员培训、职业生涯管理、维护组织公平等环节采取有效措施,实现个人与组织价值观的高度契合,消除制度规章无法解决的"规范外员工不当行为"。     

浅谈“80后”员工的管理与发展

企业的竞争就是人才的竞争,作为企业未来发展的主力军,"80后"的成长成才是我局人力资源管理中需要重点予以关注的内容。本文通过分析"80后"员工管理与发展的现状,提出了促进"80后"员工健康发展的政策与措施。     

健康也是企业资产

西方国家有一个普遍承认的成本核算:即在健康管理投资1元钱,将来在医疗费用上可减少8至9元钱关于深圳华为25岁员工胡新宇"过劳死"的报道引发了人们对于企业员工健康管理的极大关注。华为是一家很出名的企业,也是一个发展相当快速的高科技企业。华为在人力资源管理方面有很成熟的经验,虽说有     

知识型员工职业生涯管理浅析

知识型员工作为现代企业人力资源管理的重心,受到企业广泛的重视,如何激励知识型员工成为现代管理的重要方面。职业生涯管理是一种基于满足组织和个人需要基础之上的新的管理手段,对知识型员工实施职业生涯管理能实现"双赢",是知识经济时代的必然选择。本文从分析知识经济时代知识型员工职业生涯管理的特点入手,尝试性地探讨了其成功实施的策略。     

The Business Value of Health Management

For organizational development that is future-oriented, enterprises increasingly need qualified, motivated and efficient workers who are able and willing to contribute actively to technical and organizational innovations. Furthermore, customers and consumers are increasingly interested in healthy products and services. Therefore, health has become a (potential) business value of strategic importance. In interaction with all relevant stakeholders, an approach was developed for companies that want to manage their health impact in a proactive and preventive manner. The approach was termed Integral Health Management (IHM). IHM forms a strategic approach for reducing the costs of sickness absence and working disability, while the productivity and resilience of the company and its employees are increased. This brings the company direct economic benefits. Finally, it is of prime interest for employees to remain physically and mentally healthy and employable. The IHM approach distinguishes seven lines of development: (1) health as a strategic company interest; (2) the realization of a healthy primary process; (3) a safe and sound physical (work) environment; (4) an inspiring social (work) environment; (5) vital people; (6) a sound relationship with the immediate organizational environment and local community, and (7) healthy products and/or services. The inter-relationships between the seven development lines are essential for combining an improvement of the business impact on health with a strategic interest of companies and organizations. The seven lines of IHM development can easily be linked to the European Foundation for Quality Management's European Excellence Model.     

企业成功实施TQM的影响因素分析

企业要成功地实施TQM,其中有很多的影响因素,如:是否进行ISO9000认证、企业规模、导入全面质量管理(Total quality management,TQM)的时间、对实施TQM目的的理解、高层管理者的重视程度与员工的参与程度、TQM是否能成为一种提高组织绩效的重要路径、企业的经营目标及对TQM作为一种战略问题的认识程度、培训、奖励、TQM导向的企业文化和人力资源管理体系构建等10方面。所以要对影响因素进行分析。     

Help! Lonely at work: Managerial interventions to combat employee loneliness

Loneliness is a rampant and modern epidemic that affects the majority of employed adults and shows no signs of subsiding. Loneliness not only contributes to numerous health problems—including anxiety, depression, heart failure, and suicide—but can also cause greater employee stress, cynicism, distrust, and decreased job performance, as well as higher turnover and absenteeism. Loneliness-prompted absenteeism singlehandedly costs employers billions of dollars a year in lost productivity. Consequently, understanding and managing workplace loneliness is of paramount importance for leaders. A review of the causes and outcomes associated with workplace loneliness is provided in this article, as well as three evidence-based interventions that can help reduce workplace loneliness: (1) fostering opportunities for relationship building, (2) increasing support around evolving work contexts, and (3) fortifying a people-focused organizational culture. By presenting research-based guidance, we help leaders combat on-the-job loneliness faced by employees, as well as managers; generate healthier work environments; and cultivate improved individual, team, and organizational performance.     

A conceptual model of the impact of advertising on service employees

Although the importance of the service employee in providing satisfying service encounters has frequently been noted, the effects of organizational marketing actions on employees has been virtually ignored. The purpose of this article is to examine the impact of advertising on service employees. Ads can have positive impacts on employee organizational commitment by depicting roles which will encourage congruent expectations among the organization, the employee, and the customer; by clarifying workers' roles in the organization; by communicating the degree to which the organization values employees; and by being accurate in their messages about services, organizational policies, and treatment of employees. This employee organizational commitment is critical to the provision of quality service to consumers.     

Relationship between employees’ beliefs regarding training benefits and employees’ organizational commitment in a petroleum company in the State of Qatar

The study examined the relationship between the beliefs of senior staff Qatari national employees regarding training benefits as measured by the benefits of employee training, and employees’ organizational commitment as measured by the three‐component model of organizational commitment. This relationship was assessed through a quantitative associational research design. From the study site, Qatar Petroleum, a total of 283 responses were analysed using stepwise regression analysis. The findings suggest that there is a positive relationship between employees’ beliefs regarding training benefits and employees’ organizational commitment.     

Employee Reactions to Leader-Initiated Crisis Preparation: Core Dimensions

Crisis prevention plans are usually evaluated based on their effects in terms of preventing or limiting organizational crisis. In this survey-based study, the focus was instead on how such plans influence employees’ reactions in terms of risk perception and well-being. Five different organizations were addressed in the study. Hypothesis 1 tested the assumption that leadership crisis preparation would lead to lower perceived risk among the employees. Hypothesis 2 tested the conjecture that it would also lead to a higher degree of well-being. Both hypotheses were supported. The results and their implications are discussed.     

Computer users’ ergonomics and quality of life – evidence from a developing country

This study is aimed at investigating the quality of workplace ergonomics at various Pakistani organizations and quality of life of computer users working in these organizations. Two hundred and thirty-five computer users (only those employees who have to do most of their job tasks on computer or laptop, and at their office) responded by filling the questionnaire covering questions on workplace ergonomics and quality of life. Findings of the study revealed the ergonomics at those organizations was poor and unfavourable. The quality of life (both physical and mental health of the employees) of respondents was poor for employees who had unfavourable ergonomic environment. The findings thus highlight an important issue prevalent at Pakistani work settings.     

The Impact of Internal Corporate Social Responsibility on Organizational Commitment: Evidence from Vietnamese Service Firms

This study examines the relationship between internal corporate social responsibility (CSR) and organizational commitment in the service sector in Vietnam. Results from a survey of 256 employees indicate that internal CSR has a positive and significant correlation with organizational commitment. More specifically, labor relations, health and safety, and training and education had a significant effect on organizational commitment whereas work–life balance and social dialogue have no significant association with organizational commitment. The authors also provide implications, limitations, and recommendations for future research.     

Employee emotional response toward healthcare organization’s service recovery efforts and its influences on service recovery performance

Previous studies on service recovery performance of frontline employees have focused primarily on the direct relationship with the organizational efforts for service recovery. However, based on the reformulation of attitude theory (appraisal-emotional response-behaviour), we believe that the emotional responses (work engagement and burnout) toward organizational efforts for service recovery of frontline employees mediate the relationship. Thus, the purpose of this study is to examine how healthcare frontline employees show their emotional response toward the organizational efforts for service recovery and it influence on actual recovery performance. This study uses two conflicting emotional responses, burnout and work engagement, to examine how employees react toward organizational efforts, helping better understand employees?? evaluations of the efforts. Research model and hypothesis were tested using a sample of frontline employees who perform none-clinical activities in hospitals. The results showed that teamwork and empowerment have positive effects on work engagement. In addition, customer complaint management, empowerment, and teamwork influenced negatively on burnout. Lastly, work engagement and burnout showed statistically significant impact of service recovery performance of frontline employees. Among the organizational efforts for service recovery, teamwork was the most important factor in improving frontline employees?? work engagement and lessened their burnout, respectively. Interestingly, customer service training had a negative effect on burnout. Besides, by comparing our research model to two alternative models, we confirmed the validity of the research model.     

自我决定理论与积极组织管理

积极组织管理的目的是帮助员工自我实现,自我实现源自于员工强烈的内在动机。根据自我决定理论,组织应当满足员工的三大心理需要,同时促使员工采取自主定向归因才能使员工产生内在动机。所以积极组织管理的重点应当包括重视员工能力培养、进行合理的工作设计、构建和谐的人际氛围、提高员工心理资本四个方面。