人本主义理念下的员工情绪管理

人本主义理念下的情绪管理是指在尊重人、无条件积极关注人、培养自我实现感的条件下,不断观察员工的情绪变化,不否认不压抑真实情绪,分析负面情绪产生的原因,从组织层面和员工层面采取措施,增强情绪管理,从而营造一个和谐、向上的组织氛围,提高员工工作的积极性,激发员工工作潜能,最终达到企业效率的提升。     

Emotional intelligence and its relationship to transformational leadership and key project manager competences

Key dimensions of project manager behaviors considered to be associated with successful project outcomes have included both appropriate collaborative behaviors and transformational leadership. More recently, emotional intelligence has been suggested as a unique area of individual differences that is likely to underpin sets of behaviors in this area. Based on a sample of 67 UK project managers, it was found that emotional intelligence ability measures and empathy explained additional variance in the project manager competences of teamwork, attentiveness, and managing conflict, and the transformational leadership behaviors of idealized influence and individualized consideration, after controlling for cognitive ability and personality.     

从制图教学中培养学生的三大能力

培养学生识图和绘图的能力是《机械制图》课程的主要目标。《机械制图》课程实践性强、抽象、复杂。文章从教学方法入手阐述了如何在教学过程中培养学生的专业能力、综合能力和创新能力,以此提高学生的专业技能,使其更能适应现代社会的需要。     

价值工程原理在民办高校学生情商教育中的应用

现代社会竞争不仅是知识与智力的较量,更多的是综合素质的较量,而情商作为综合素质的重要内容,在国外已被纳入课程体系,但我国特别是民办院校在情商教育方面还很不到位。本文从民办大学的实际出发,运用价值工程的理论,对加强民办大学生情商教育的途径进行了初步的探索,以期对民办大学生情商教育尽绵薄之力。     

The joint effect of leader–member exchange and emotional intelligence on burnout and work performance in call centers in China

We examined the joint effect of LMX and emotional intelligence (EI) on burnout and work performance. Results based on data collected from 493 leader-member dyads in the call center of a large Chinese telecommunication company indicated that LMX was negatively related to burnout, yet was not significantly related to objective work performance. Moreover, we examined the effects of the four dimensions of EI (self-emotion appraisal, other-emotion appraisal, use of emotion, and regulation of emotion) on burnout and performance, and found that burnout mediated the link between use of emotion and work performance. Results also showed that LMX was associated with burnout and work performance more strongly for service workers with lower levels of self-emotion appraisal. More surprisingly, the link between LMX and work performance was stronger for service workers with higher levels of use of emotion.     

浅论企业核心竞争能力的战略管理

文章认为,中国企业欲在经济全球化大潮中立于不败之地,最有效也是最关键的一点就是提升企业的核心竞争力,企业家们也逐渐意识到企业的核心竞争力是企业生存和发展的关键。     

基于“3Q”人才标准的高职学生学习评价方法的研究

借鉴现代企业3Q人才标准以及相关考核员工的方法,构建了新型高职学生学习评价方法。该评价方法注重考核学生的学习全过程以及综合素质,不仅能较为科学地评价出学生的学习水平;还能促进高职人才培养更加贴近社会的实际要求;更重要的是能有效地引导学生更加全面的发展自己,为以后的职业发展奠定良好的基础。     

Antecedents of well-being: a study to examine the extent to which personality and emotional intelligence contribute to well-being

In the debate surrounding the relationships between HRM and performance, there is an argument suggesting that a focus on understanding the role of employee attitudes and behaviours may elicit valuable insights into performance drivers. In examining individual behaviour and performance links, there is evidence that well-being plays a significant role. Other notable performance antecedents are personality and emotional intelligence (EI). This paper explores the relationships between these variables and reports the findings from a study of 156 managers. Results show relationships between well-being and EI as well as with personality, although EI explained variance beyond personality dimensions. The implications for HR of these findings are discussed.     

运用情绪智力提高领导力:文献分析与评价

越来越多的研究表明,情绪智力与有效领导之间存在积极的关系。本文首先介绍了20世纪90年代以后出现的几种主要的情绪智力理论,对近年来西方学者关于情绪智力和领导力关系的研究进行了系统综述,分析了情绪智力与变革型领导、交易型领导、放任型领导之间的关系,讨论了该领域的研究现状和进一步发展的方向。     

Taking charge and employee outcomes: the moderating effect of emotional competence

This study examined how taking charge was related to job satisfaction, affective organizational commitment, and job performance among Hong Kong Chinese newcomers, and how emotional competence moderates the latter relationships. The results of a two-wave survey involving 137 newcomers supported the proposition that taking charge would be positively associated with job satisfaction and affective organizational commitment, but not with job performance. In addition, emotional competence significantly moderated the relationship between taking charge and job performance, such that taking charge was positively related to job performance only when newcomers’ emotional competence was high.     

Do project managers' leadership competencies contribute to project success?

This article explores the following hypothesis: There is a statistically significant relationship between a project manager's leadership competencies and project success. Two proven questionnaires, the leadership dimensions questionnaire (LDQ) and the project success questionnaire (PSQ), were used to gather data from 52 project managers and project sponsors from a financial services company in the United Kingdom. The results from the LDQ and PSQ are presented in this article. A factor analysis of PSQ revealed three independent factors: usability, project delivery, and value of output to clients. The last factor is not related to project leadership or management, so the article concentrates on correlations between the other two factors and project leadership. Eight separate leadership dimensions were found to be statistically significantly related to performance, so the hypothesis was largely supported. Identifying such relationships provides managers with guidance on possible selection and project improvement models, whereby increased capability in leadership dimensions can lead to increased success in project management.     

Organizational Cultural Intelligence: A Competitive Capability for Strategic Alliances in the International Construction Industry

Cultural intelligence (CQ) on the organizational level is an organization's capacity to reconfigure its capability to function and manage effectively in culturally diverse environments and to gain and sustain its competitive advantages. This study aims to present a model, examining how organizational CQ through competitiveness framework might potentially affect the strategic alliancing ability of contracting firms operating abroad. The research involves a questionnaire survey conducted with the contracting firms. The research findings support the contracting firms leveraging their cultural intelligence as their main cross‐cultural competence for establishing and increasing the performance of international strategic alliances.