工作特征影响员工情绪幸福感的机制研究:心理脱离的中介效应

情绪幸福感一直是国内外学者与管理者探讨的关键问题.本研究基于工作要求-资源模型和压力源——脱离模型,通过分阶段收集834名在职工作人群样本,构建并检验了工作影响情绪幸福感的双变量模型.研究发现:(1)工作要求和情绪幸福感呈显著负相关,即工作要求越高,情绪幸福感越低;(2)工作资源与情绪幸福感呈显著正相关,即工作资源越高,情绪幸福感越高;(3)心理脱离在工作要求和工作资源与情绪幸福感关系中起到中介作用.研究从理论上揭示了工作影响员工情绪幸福感的内在心理机制.这些研究发现对于管理实践如何提升员工的情绪幸福感也提供了理论指导.     

亚里士多德幸福观的当代价值——兼论对当代大学生幸福观形成的作用和启示

幸福是合德性和完满自足的实现活动,幸福是最高善,思辨是最大的幸福;幸福的实现需要各种外在条件为补充,主要是身体的、灵魂的和外在的善。亚里士多德幸福观为当代大学生追求幸福实现自己的崇高价值提供了坚实的理论依据。     

Workplace Religious Displays and Perceptions of Organization Attractiveness

Workplace religious expression has become an intensely debated topic across news outlets and social media. However research on what constitutes acceptable vs unacceptable workplace religious display is sparse. At a time when EEOC claims involving religion are on the rise there is a clear need for study in this area. In this study participants in two samples read 27 scenarios where an interviewer engaged in a Christian religious display during a job interview. We used Christian religious displays for their ease of recognition in an American sample. Participants rated each workplace religious display in terms of likelihood of occurrence and organization attractiveness. In both samples organization attractiveness ratings were more negative than expected in a predominantly Christian sample signifying that while individuals may value their ability to express their religion they may not appreciate such displays from those who represent an organization. Verbal and physical religious displays received more negative ratings compared to scenarios that spoke to shared experiences such as displaying pictures of one’s children in a religious ceremony. Application in organizations and HR implications are discussed.     

内部审计:组织价值的增加者

内部审计以增如组织的价值为目的。内部审计应当通过评价和改善组织的风险管理、内部控制和管理过程的有效性，帮助组织改善经营管理，实现价值最大化。为此，必须改变“内部审计是国家审计的基础”的观念，真正实现内部审计内部化和职业化，大力提高内部审计人员的素质；组织也要高度重视和充分利用内部审计。     

感知快乐:一种顾客价值决策模型的新认识

传统经济学的消费理论是基于收入假说的行为理论对顾客决策过程的论述,认为顾客购买决策的决定性影响因子是收入差异。然而,这些消费行为理论在解释一些消费现象时存在不足,因为顾客的消费行为在更基础的层面上受顾客感知快乐决定。基于生命成本消费函数假说,文中提出生产者应以顾客感知快乐为出发点,分别解释和验证了攀比效应,柠檬市场,绿色消费等现象的形成机理,重新认识顾客价值决策模型,以树立消费决定生产的基本理念。这样,才有利于生产与消费的良性循环,从而实现经济运行的可持续发展。     

Cultural Discrimination: The Reasonable Accommodation of Religion in the Workplace

Reasonable accommodation of religious practices continues to be a problem in the workplace. Recent Supreme Court decisions have enabled employers to exclude employees from the decision-making process of what constitutes a reasonable accommodation of their religious beliefs through the de minimis standard. In this article it is argued that, in most cases, the reason employers have been allowed to discriminate against these employees is the contentious nature of minority religious beliefs with the mainstream religious culture. Because judges view discrimination based on religious beliefs as distinct from the other reasons for discriminatory practices, such as race, sex, or national origin, it appears unlikely that adherents to minority faiths will face any abatement of discrimination in the workplace.     

价值工程在隧道施工组织设计中的应用探讨

本文根据隧道的施工特点,系统地分析了价值工程在隧道施工组织设计中的应用,阐述了在隧道施工组织设计中推广价值工程活动的必要性、可行性及其注意事项。     

查尔斯·汉迪:新秩序的预言者(一)

查尔斯·汉迪是新秩序的预言者,这不仅表现在管理方面,在社会新秩序的建立上也散发着他的光辉思想.他具有极强的想象力,看问题全面广泛,这也是他的书如此畅销的主要原因.他书中的"组合式职业"(Portfolio Career),"油炸圈饼的内外理论"(The Inside-out Doughnut)和"三叶草式组织"(the Shamrock Organi-zation)都渗透着管理思想,它们描绘出了组织和个人工作方法变革的一些主要发展方向.     

查尔斯·汉迪:新秩序的预言者(二)

编者按: 科学的管理思想对于经营者,创业者是方法、是勇气、是力量、是宝剑……要经营,耍创业,想赢,光敢拼还不够,敢拼、会拼才能赢.怎样才能会拼呢?<荀子·劝学>"吾尝终日而思矣,不如须臾之所学也.吾尝口而望矣,不如登高之博见也.登高而招,臂非加长也,而见者远.顺风而呼,声非加疾也.而闻者彰.假舆马者,非利足也,而致千里.假舟楫者,非能水也,而绝江河.君子生非异也,善假于物也."要学习.还善于学习,在学习中得翻方法:"登高而招""顺风而呼"、"假舆马"、"假舟辑"瞢假于物也.     

The Rules of the Game: Union Solicitation in the Twenty-First Century Workplace

Even though union membership has declined steadily over the last 20 years, unions are dramatically increasing their efforts to organize the workplace. As a consequence, union solicitation drives are on the rise. While the case law in this area is relatively settled, many managers in nonunion environments are generally unfamiliar with the federal case governing union solicitations. This article examines the federal case law surrounding union solicitation and provides some practical guidelines for managerial conduct for dealing with union solicitation drives. It also discusses future directions in an interconnect world.     

高科技企业组织价值链体系与优化

本文结合高科技企业的产品和价值链的特点,提出企业组织价值链体系。在此基础上,分析价值链体系的优化方法。     

独立学院的拉格朗日中值定理的课程组织

本文详细说明了关于高等数学中的拉格朗日中值定理的教学组织,根据独立学院的本科生和专科生的层次不同采用分层教学,教学过程分为引入、证明和定理应用三部分。     

AMD痛并快乐着

AMD似乎陷入了泥潭之中。这家野心勃勃的芯片巨头，连续五个季度出现亏损，已经超出了华尔街分析师们的忍耐程度。但AMD的高层们却给出了最乐观的答案。     

Ingratiation in the Workplace: The Role of Subordinate and Supervisor Political Skill

Over two decades, social influence researchers have called for a study that would examine how, why, and when influence tactics are effective. Informed by balance theory, the present study proposes that subordinate and supervisor political skill impacts the effectiveness of ingratiation attempts. The results from a survey of 228 supervisor–subordinate dyads in Chinese firms indicated that subordinates with high political skill are less likely to have their exhibited ingratiation behaviour perceived by their supervisors; however, supervisors with high political skill are likely to perceive ingratiation behaviour demonstrated by their subordinates. Moreover, the most successful condition for enabling subordinates to hide ingratiation from their supervisors is when the subordinates are politically astute and the supervisors are not. Furthermore, when supervisors perceive ingratiation behaviour, they rate low on the job performance and promotability of their subordinates; these low ratings are explained by the undermined personal reputation of the subordinates due to their ingratiation detected.     

幸福感本土化研究现状分析

幸福是一个历久弥新的研究主题,学者们持续和深入的探索旨在帮助我们更好的理解幸福、感知幸福以及获取幸福.基于文化与价值观的差异,中国人的幸福观念与西方存在很大不同,而幸福感的本土化研究也呈现出不同层次的情境特点.本文在回顾梳理西方幸福感相关研究的基础上,对幸福感的本土化研究现状及存在的问题进行剖析,试图为后续研究的开展指出方向,从而推动幸福感本土化研究的进展.     

Workplace performance: a comparison of subjective and objective measures in the 2004 Workplace Employment Relations Survey

Understanding what determines workplace performance is important for a variety of reasons. In the first place, it can inform the debate about the UK's low productivity growth. It also enables researchers to determine the efficacy of different organisational practices, policies and payment systems. In this article, we examine not the determinants of performance but how it is measured. Specifically, we assess the alternative measures of productivity and profitability that are available in the 2004 Workplace Employment Relations Survey (WERS). Previous WERS have been an important source of data in research into workplace performance. However, the subjective nature of the performance measures available in WERS prior to 2004 has attracted criticism. In the 2004 WERS, data were again collected on the subjective measure but, in addition, objective data on profitability and productivity were also collected. This allows a comparison to be made between the two types of measures. A number of validity tests are undertaken and the main conclusion is that subjective and objective measures of performance are weakly equivalent but that differences are also evident. Our findings suggest that it would be prudent to give most weight to results supported by both types of measure.     

旅游价值网组织特性研究

以价值链为理论起点,结合旅游业特点提出旅游价值网概念。通过对旅游价值网的生成原理和组织特性的分析,对旅游价值网这种组织创新模式在中国的形成和发展进行初步探讨。     

价值创新战略:基于组织学习矩阵影响的效用模式分析

运用组织学习矩阵,构筑了组织学习对企业价值创新的影响模式,指出单环学习是组织价值创新的重要基础,双环学习是实施组织价值创新的重要手段,混合学习通过促进学习来保证组织价值创新得以实现,最终揭示出单一的学习方式并不能保证企业获得持续竞争优势,只有采用与环境特性适配的战略学习组合才是企业基业常青之道。