当前中国政府购买社会工作的情况分析

在中国,政府购买社会工作服务是一个新的研究领域,也是一种新的实践,它反映了我国当前以及今后一个时期内提供社会工作服务的基本发展趋势。当前我国政府购买社会工作尚处在探索阶段,存在缺乏实际工作经验、认识不够、参与程度不高和体制机制还不完善等问题。     

社会工作视角关注留守儿童问题探究

农村留守儿童问题是我国社会转型时期不可回避的一个重大问题。本文为解决农村留守儿童问题提供参考,有利于农村教育的均衡发展和和谐农村社会的构建。社会工作是促进留守儿童问题解决的有效途径之一。本文在了解留守儿童问题及其现实状况的基础上,以社会工作理念为指导,研究怎样应用社会工作方式、方法促进留守儿童问题的解决,具有一定的理论意义和现实意义。     

浅谈对外籍员工专业培训

随着中国加入WTO,标志着中国开始进入了世界经济全球化,意味着中国将在更大程度上开放了国内外市场,这给中国国有企业的改革与发展起到了一个根本变化,给处于发展阶段的国有企业带来了接受国外先进技术和把中国的先进技术向国外交流的机遇,国有企业在做好国内市场的前提下,又开辟了海外市场,使培训工作向外籍员工培训发展。     

社会工作实验的伦理问题研究

社会工作研究由于其研究时象,研究目标和研究对象等不同于一般的科学研究,因此经常会陷入"伦理困境".而在研究主要类型中,在实验研究方法中伦理问题表现的更加明显.本文就在社会工作实验研究中的伦理问题加以探讨,笔者从伦理角度入手,追溯了在实验中涉及到的伦理问题及其具体表现,对引发的伦理道德问题进行了分析,并对社会工作实验伦理道德的实现作了初步构想.     

企业社会工作服务的现状与对策研究

当今社会,社会工作在为社会服务方面起着越来越重要的作用,越来越不能被替代,为建设社会主义和谐社会,促进社会共同繁荣发展,社会工作也占了很大的比重.本文章旨在研究最近几年一些企业社会工作服务的现状,了解企业社会工作服务在开展中所遇到的困境以及困境的成因,针对这些困境研究出适合的对策,以期在该困境下企业社会工作的各项服务的顺利开展,争取政府也在企业社会工作的服务中发挥影响力.     

浅议汽车驾驶员职业素质专业培训

汽车驾驶员的职业素质和技能水平是影响交通事故的重要因素,从汽车驾驶职业的特殊性要求和优秀汽车驾驶员的素质要求出发,阐述了汽车驾驶员接受专业培训的必要性和驾驶员应具备的职业素质,对于提高驾驶员的职业素质具有一定借鉴意义。     

社会工作介入农村留守儿童问题研究

农村数量庞大的留守儿童已经引起了社会各界的广泛关注.社会工作介入农村留守儿童问题是十分必要的,能够帮助留守儿童解决一些生活学习问题,培养其积极健康的心态.本研究根据农村留守儿童的现状,分析了社会工作介入农村留守儿童问题的可行性,指出了当前农村留守儿童中普遍存在的问题,并给出了相应的对策.     

中小企业财务会计若干问题研究

随着改革开放以来我国经济的迅猛发展,中小企业已成为社会经济生活中不可缺少的部分。本文从中小企业的概述出发,运用财务管理方面的理详细地分析我国中小企业的现状及其在财务会计方面存在的问题,并分别从外部环境和内部自身上找出解决问题的对策,以促进我国中小企业的改革与发展。     

社会工作介入农村留守儿童问题的路径分析

目前我国正处于社会转型期,随着农村剩余劳动力向城市不断的转移,农村留守儿童问题作为一个新生的社会问题开始凸现,需要社会各界的关注。而社会工作的价值理念、工作方法等在帮助留守儿童解决问题,协助留守儿童健康发展方面具有独特的契合性。     

农民工流动子女教育问题的社会工作援助

依民工这个词汇,在社会上曾经引起过很多的争议,不管其称谓如何。我们都不得不承认：这个群体为中国社会的经济发展做出了巨大的贡献,同时他们也做出了一定的社会牺牲和家庭牺牲。在这诸多问题当中,首当其冲的莫过于农民工子女教育问题。由于篇幅有限,本文仅从农民工流动子女教育入手探讨其在教育方面存在的主要问题,并结合相关专业提出一些可行性建议。     

Client organizations and the management of professional agency work: The case of English health and social care

A growing reliance on agency workers can lead to significant risks for client organizations, especially in core organizational roles. It has been suggested while these risk can be mitigated through investments in human resource management (HRM) directed at agency workers, in reality these will be hard to implement. This article draws upon Lepak and Snell's (1999) HR architecture model and uses a comparative case study method to explore this issue, focusing on agency working in core nursing and qualified social worker roles. The findings illustrate how client organizations can become more involved in the management of agency workers than has previously been acknowledged. Our analysis also identifies the conditions that shape this client‐side involvement, including the nature of agency worker contracts, the role of temporary work agencies, competing organizational cost‐control priorities, and perceptions of the regulatory context. These conditions are brought together in a general model for understanding the largely neglected role that client organizations play in the HR management of agency workers.     

Assessing social identity and collective efficacy as theories of group motivation at work

The increasing reliance globally on teams raises the question whether existing theories of work motivation remain applicable as bases for inspiring people to perform. There is some support for the view that well-known theories of work motivation were conceived with individuals as the unit of analysis, and that they may not apply for groups at work. Some authors have added a cultural dimension to this argument, contending that existing theories have ignored cultural practice in eastern countries, where collectivism at work is the normal mode. In light of arguments of this nature, this article critically examines the merits of two theories, social identity, and collective efficacy, as bases of group work motivation, and provides a model that can serve to organize studies on teamwork processes and outcomes, and for designing studies that compare the two types of groups, or that look individually at the workings of a particular type. The model includes four types of variables, namely contextual, independent, moderator, and dependent.     

高职高专信管专业信息安全人才培养研究

主要探讨高职高专院校信息管理专业对于信息安全人才的培养模式问题，文中从高职高专信管专业的特点和我国信息安全人才需求状况入手，探讨一条适合高职高专学生特点的信息安全人才培养方式。     

Managerial skill utilization: work environment,gender, and training incentive

Past studies have demonstrated that a supportive work environment can positively influence managerial skill utilization. Adopting the instrumentality-expressiveness perspective, the present study extended the past research by illustrating the moderating effect of gender on this relationship. It found that the relationship between the work environment and managerial skill utilization is stronger among female managers than among male managers and further, that this interactive effect is more pronounced in a low incentive situation than in a high incentive situation in terms of reaching a high level of training performance. The theoretical and practical implications of the results are discussed.     

Translating corporate social performance into financial performance: exploring the moderating role of high-performance work practices

The purpose of this study is to examine the role of high-performance work practices (HPWPs) in helping to translate corporate social performance (CSP) into corporate financial performance (CFP). We employ arguments from the behavioral view of human resource management to highlight the vertical connection between a firm's proclivity for CSP and the management practices it adopts. Furthermore, we examine the moderating influence of HPWPs on the CSP–CFP linkage. Results suggest that HPWPs moderate the relationship between CSP and financial outcomes, and suggest that human resource practices may play an important role in enhancing a positive CSP–CFP relationship by helping to vertically align the behaviors of employees with the values and orientation of the organization.     

Encouraging employees to co-operate: the effects of sponsored training and promotion practices on employees' willingness to work overtime

The ‘mutual-investment’ model argues that when employers invest more in the social exchange relationship between them and their employees, their employees will show more effort. In this paper we relate the ‘mutual-investment’ model to training and promotion (possibilities) and examine if these kinds of career-enhancing measures influence the willingness of employees within organizations to work overtime. To test this hypothesis, a vignette experiment was conducted in five organizations (N = 388; 1,531 vignettes). Multilevel analyses show that employees are more willing to work overtime when their employer has provided for training, when the employee recently was promoted, when the supervisor was supportive in the past and when co-workers approve of working overtime and behave similarly. But we did not find that future promotion chances affect willingness to work overtime.     

基于“延迟订单”的中职物流专业培养模式探讨

针对中职物流专业人才培养中出现的学校教育与企业需求脱节的矛盾,根据物流行业人才培养的特点,借鉴供应链延迟策略,文中提出一种中职物流专业人才培养新模式——延迟订单人才培养模式。     

The relationship between perceived training and development and employee retention: the mediating role of work attitudes

Abstract

This paper considers how utilizing a model of job-related affect can be used to explain the processes through which perceived training and development influence employee retention. We applied Russell’s model of core affect to categorize four different forms of work attitude, and positioned these as mediators of the relationship between perceived training and development and intention to stay. Using data from 1191 employees across seven organizations, multilevel analyses found that job satisfaction, employee engagement and change-related anxiety were significantly associated with intention to stay, and fully mediated the relationship between perceived training and development and intention to stay. Contrary to our hypotheses, emotional exhaustion was not significantly associated with intention to stay nor acted as a mediator when the other attitudes were included. These findings show the usefulness of Russell’s model of core affect in explaining the link between training and development and employee retention. Moreover, the findings collectively suggest that studies examining employee retention should include a wider range of work attitudes that highlight pleasant forms of affect.     

The power of support in high-risk countries: compensation and social support as antecedents of expatriate work attitudes

This study analyzes the antecedents of expatriate work attitudes in terrorism-endangered countries. Applying a social exchange perspective, the study empirically analyzes which measures are qualified to achieve and maintain positive work attitudes among expatriates. Hierarchical regression analysis is applied to investigate this relationship, using data from 143 expatriates in high-risk countries. Data show that social support from co-workers as well as from the organization itself is essential. Moreover, the study investigates the expatriate's sensitivity to terrorism as a moderator and finds that companies should incorporate the sensitivity in their considerations for corporate measures.     

Innovation in work practices: a practice perspective

Dynamic capability theory argues that organizations' internal capabilities enable sustained competitive advantage. Innovations in work practices (commonly termed ‘high performance’, ‘high commitment’ or ‘high involvement’ practices) are an important source of these internal capabilities but research evidence shows low levels of penetration. Using a practice perspective, case study analysis of 7 establishments in the aerospace sector identifies three themes that are under-attended to in current research on innovations in work practices: industry and production context; distributed nature of management activity, and social embeddedness. Implications for future research are discussed.