Benefits and Disadvantages of Individuals’ Multiple Team Membership: The Moderating Role of Organizational Tenure

Many employees in today’s organizations are involved in more than one team at the same time. Building on the challenge-hindrance stressor framework, this study investigates potential benefits and disadvantages of such multiple team membership (MTM) for individual employees. Furthermore, we extend this framework with insights from the job demands-resources model to propose that, depending on an employee’s organizational tenure, individual MTM will differentially shape his or her perceptions of work challenge and role ambiguity, subsequently influencing the employee’s job performance and absenteeism. We tested our conceptual model using time-lagged multi-source data from a large organization of applied research (N = 1211). Our results demonstrate that, for employees with relatively low organizational tenure, MTM was negatively associated with perceived work challenge and positively associated with perceived role ambiguity, which in turn associated with lower job performance and higher absenteeism. For employees with higher organizational tenure, by contrast, MTM associated positively with their work challenge perceptions and subsequent performance outcomes, whereas MTM was unrelated to perceived role ambiguity as well as absenteeism. These findings identify relevant psychological mechanisms and a key contingency factor that explain when and why MTM may have positive or negative individual-level consequences.     

Supply chain management: new organisational practices for changing procurement realities

How does the implementation of SCM strategies affect the organisation of procurement? Based on case study material of 15 Danish companies, this article develops a set of statements concerning the organisational role and job assignments of procurement in the light of SCM practice. For this purpose, we use an analytical technique known as the degree-of-freedom analysis. It is suggested that new organisational practices, such as key supply management, team-based management and changing skill requirements of purchasing personnel, may be an outcome of implementing SCM practices towards suppliers. Implications for theory and practice.     

环保工程项目管理中的供应商评选研究

层次分析法因其简洁明晰,使用方便而得到广泛应用,但在环保工程项目领域的研究应用相对较少,基于环保工程项目的特点,本文建立有针对性的符合项目实际需求的指标体系,利用层次分析法求解,从而为工程项目采购一线的管理者提供一种快速有效的科学决策方法,评选出可靠的供应商,降低潜在的风险,对环保工程项目采购管理而言是一个很重要的环节。     

Exploring the circular economy paradigm: A natural resource-based view on supplier selection criteria

The paradigm of circular economy and the transfer of its principles to supply chain management has recently received much attention from researchers and practitioners. Limited natural resources, governmental legislation, and social responsibility for environmental preservation are the main factors for the development of circular supply chains. Especially in the automotive industry, critical materials are used to produce electric vehicles, reinforcing the importance of circularity for the industry. As the first stage of the supply chain, suppliers have a considerable influence on creating self-sufficient production systems, and in the automotive sector, a low level of vertical integration is important. Therefore, selecting suppliers is an enabler for circular supply chains, but this decision is a complex process due to multiple, partly conflicting criteria. To contribute to the knowledge in this research area, this study applies a fuzzy decision-making trial and evaluation laboratory approach for supplier selection in a circular supply chain in a case study of electric vehicles. First, a set of criteria for supplier selection in circular supply chains was identified based on a literature review and was systematically categorized based on the natural resource-based view. Afterward, the criteria were assessed and refined by experts with a strong procurement background in the automotive industry. Second, the experts were interviewed for value collection, and finally, the mutual influence of the criteria was determined. The results show that the most important criteria for circular supplier selection in electric vehicle supply chains are environmental standards, environmental-related certifications, resource consumption, and waste generation. Regarding the natural resource-based view, short-term focused criteria addressing the capability of pollution prevention have a higher importance compared to long-term criteria that drive sustainable development. In addition, this study classifies the criteria into the categories of causes and effects, discusses the prominence of the criteria, and presents a strategic map showing the mutual influences of the criteria. The results contribute to the theoretical and practical discussion on circular supply chains by identifying the key criteria for circular supplier selection and providing decision-making support for procurement managers.     

Job congruence, academic achievement, and earnings

This study combines a widely held view of how earnings are related to education and job tenure (The Mincer model¹) with the notion that earnings are associated with the quality of an employer–employee job match. The quality of an individual's occupational choice is measured using job congruence, a commonly-used construct in the psychometric literature. Better-matched individuals should be more productive and, as a result, have higher earnings. Previous studies were unable to address the importance of job preferences to earnings because available data do not include both job congruence and individual earnings. The Alumni Outcomes Survey, recently produced by ACT Inc., is among the first data sets to include both variables. We use these data to estimate the importance of job congruence on earnings after controlling both for job tenure and for academic achievement, measured by an individual's ACT score. Results indicate that job congruence is positively correlated with earnings, and has effects on earnings that are of almost equal magnitude with years of education.     

基于神经网络的模糊综合评判在传输网建设中的应用

本文以某地市传输网建设可行性研究报告为例,使用基于模糊神经网络的模糊综合评判方法对三个可研方案进行综合评价。提出了一种对传输网建设鉴定的新方法,该方法采用了人工智能技术来减少鉴定的主观性,由于对建设可行性的认识存在一定的模糊性,采用了模糊综合评判进行可行性鉴定。并且提出了模糊综合评判和模糊神经网络的集成对通信工程建设和网络评估时的指导作用。     

Unions and involuntary job separations

In contrast to the extensive literature on the effects of unions on wages, productivity and voluntary job endings, the effect of unions on involuntary job endings has received relatively little attention. This article demonstrates how unions alter involuntary job separation (redundancies, temporary job endings and dismissals) rates at different tenure levels using the British Household Panel Survey data from 1991 to 2008. A novel finding is that being a union member reduces a person's redundancy probability at low‐tenure levels, relative to an employee of a non‐unionised firm, but has no significant effect at high tenure levels. Union membership and union recognition are not related to different rates of temporary job endings.     

人文理念在培养高技能人才模式的实践

文章主要探讨利用校内校外实训基地这个个平台,实施"工学交替"校企"内涵人文六方融合"的人才培养方式,在提高学生岗位技能采用"154培训模式"的同时,发挥企业与学校零距离接触的的六大功能,全面提升学生的职业综合素质。依托实训基地,充分发挥人文理念对学生实训的有效功能。     

The Relationship Between Task Interdependency and Role Stress: A Revisit of the Job Demands–Control Model*

abstract Drawing from Karasek's job demands–control model, this study investigated how perceived amount and clarity of interdependency in managers’ jobs affect role stress, and the extent to which job control moderates these relationships. Results show that amount of interdependency was positively associated with role conflict, and clarity of interdependency was negatively associated with role ambiguity. There was also support for the job demands–control model as greater job control reduced role ambiguity when clarity of interdependency was low. Although higher job control produced lower role ambiguity when both clarity and amount of interdependency were low, higher job control did not produce lower role ambiguity when clarity of interdependency was low and amount of interdependency was high, suggesting that the buffering value of job control on reducing role stress is contingent on the task interdependencies that managers confront.     

Career plateauing: reactions and moderators among managerial and professional employees

Questionnaire data obtained from managerial and professional employees in Singapore (N = 141) were used to examine reactions to and moderators of career plateauing. Zero-order correlation coefficients revealed that the perceptual measure of career plateauing was more significantly negatively related to the work attitudes and behaviours than was job tenure. Moderated regression analyses results also revealed that, in general, the perceptual measure of career plateau explained more of the variance in the work attitudes and behaviours than did job tenure. Further, the moderated regression analyses revealed that of the three moderators (job tenure, supervisor support and job characteristics) and the six work attitudes and behaviours examined, supervisor support and job challenge significantly positively moderated only the effects of career plateauing on in-role behaviours. Limitations of the study, directions for future research and implications of the findings are discussed.     

电力建设施工企业物资招标合规性探讨

作为电力建设施工企业，以投标并中标的形式成为电力工程施工项目承包方，其在项目施工建设过程中的物资采购活动，是否受国家相关招标投标法律法规的约束？加强对此的理解与研究，进而按照正确合法的程序开展物资招标采购活动，对电力建设行业依法治企具有重要意义。     

高职公路工程检测技术专业人才市场需求调研

对企业类型、人才结构与岗位分布、岗位能力要求以及校企合作等方面进行调研,了解公路交通行业对公路工程检测技术型人才专业知识、岗位技能和职业素养的要求,定位人才培养目标,为科学合理地构建课程体系,进一步优化人才培养方案提供依据。     

Perceptions of high‐involvement work practices and burnout: the mediating role of job demands

This study examined the impact of perceived high‐involvement work practices on job demands (role conflict, role overload and role ambiguity) and burnout (emotional exhaustion and depersonalisation). The study was conducted in a Canadian general hospital. Findings from structural equation modelling (N = 545) revealed that perceived HIWPs were significantly and negatively related to job demands and burnout. Role conflict and role overload have a significant positive association with emotional exhaustion and depersonalisation. Finally, role conflict and role overload partially mediate the relationship between perceived HIWPs and burnout. We discuss the theoretical and managerial implications of these findings for our understanding of how HIWPs influence the job demands and burnout of employees.     

Exploring Organizationally Directed Citizenship Behaviour: Reciprocity or ‘It's my Job’?*

ABSTRACT This study sets out to examine two explanations for why employees engage in organizational citizenship behaviour (OCB). The first explanation views OCB as a form of reciprocation where employees engage in OCB to reciprocate fair or good treatment from the organization. The second view is that employees engage in OCB because they define those behaviours as part of their job. The research methodology consisted of survey data from 387 hospital employees on their perceptions of procedural and interactional justice, mutual commitment, job breadth and OCB. The results suggest that procedural and interactional justice are positively associated with mutual commitment that in turn, is related directly to OCB and indirectly through expanding the boundaries of an individual's job. These findings suggest that together the reciprocation thesis and ‘it's my job’ argument complement each other and provide a more complete foundation for our understanding of OCB. The difference between the two perspectives lies in the process by which individuals respond; that is, role enlargement and role maintenance. Implications and directions for future research are discussed.     

Promotion dynamics the Peter Principle: Incumbents vs. external hires

The “Peter Principle” (Peter and Hull, 1969; Fairburn and Malcomson, 2001; Lazear, 2004) suggests that individuals are “promoted to their level of incompetence”. A corollary of the “Peter Principle” prediction is that external hires should have an advantage when competing with incumbents for a higher position. Using five years of personnel records from a single large U.S. corporation, this paper contributes to the literature on internal labor markets and intra-firm job mobility by testing this prediction for career advancement. Results support the idea of differences in promotion dynamics among incumbents and external hires, since past career advancement within the firm result in a lower probability of subsequent promotion, even after controlling for workers' heterogeneity and tenure on the current job. The advantage for external hires does not hold once other job changes (lateral transfers, task reorganizations) are considered, highlighting that promotions are a very different job placement mechanism than transfers. Overall, the evidence points out towards declining performance following promotion, as opposed to alternative competing hypothesis of probation placement or “handicapping” external candidates.     

浅谈工程项目管理模式与工程承发包模式的区别

针对目前将工程项目管理模式与工程承发包模式混淆的状况,阐述了工程项目管理模式及工程承发包模式的涵义,分析了两者的关系以及对业主项目组织结构的影响.     

Innovation and HRM: Absences and politics

This article analyses the role of HRM practices in the implementation of an innovative cross-functional approach to new product development (concurrent engineering, CE) in Eurotech Industries. Contrary to CE methodology stipulations, and despite supportive conditions, HRM received scant attention in the implementation process. Organizational power and politics were clearly involved in this situation, and this article explores how their play created such HRM ‘absences’. The article builds on a four-dimensional view of power in order to provide a deeper understanding of the embedded, interdependent and political nature of HRM practice and innovation.     

The search for success: do the unemployed find stable employment?

We use discrete time proportional hazards regressions to model the impact of previous unemployment incidence and duration on job tenure. We find that jobs that follow an unemployment spell have shorter mean duration than other jobs. Only one half of jobs that follow unemployment last for 12 months. Multivariate results suggest that an unemployment spell has a severe penalty on subsequent job tenure, and that it is unemployment incidence rather than duration which has the major impact.     

Mutual fund managers: Does longevity imply expertise?

We analyze the performance of 1,042 mutual funds from 1986 to 1995 to measure the relationship between manager tenure and performance. Funds whose managers' have at least ten years tenure do not generate significantly higher excess returns than funds with less experienced managers. The excess returns of the best managers are not greater than those of their less experienced colleagues. Regardless of tenure, managers producing positive risk adjusted returns for three years are not likely to repeat their performance in subsequent periods. Our results provide further evidence that tenure should not be a factor in selecting mutual funds.     

Supply chain variability,organizational structure,and performance: The moderating effect of demand unpredictability

Supply chain process variability is the level of inconsistency, or volatility, in the flow of goods into, through, and out of a firm. The research investigates the links among organizational structure (formalization and integration), supply chain process variability, and performance as moderated by environmental uncertainty. We found that in a predictable demand environment, only formal control affects supply chain process variability, leading to improved financial results; but in an unpredictable demand environment, only cross-functional integration affects supply chain process variability, leading to improved financial performance. We also examined whether supply chain process variability is a complete or partial mediator of the relationship between organizational structure and performance, and found that: (1) in a predictable demand environment, supply chain process variability completely mediates the relationship between formal control and performance and (2) in an unpredictable demand environment, supply chain process variability partially mediates the relationship between integration and performance. Supply chain process variability has an inverse relationship with financial performance, regardless of the demand environment; and organizational structure provides managers with the mechanisms to mitigate this variability's detrimental impact on financial performance.