新时代国有企业党建工作与业务工作深度融合的探索

论文主要介绍了国有企业的性质及党建的内涵,阐述了党建工作与业务工作深度融合的重要意义,分析了党建工作与业务工作深度融合现存的问题,探讨了党建工作与业务工作深度融合的实践路径,陈述了党建工作与业务工作深度融合的成效。     

Working to live or living to work? Work/life balance early in the career

This article reports the findings of research that explored relationships between work/life balance, work/non‐work conflict, hours worked and organisational commitment among a sample of graduates in the early years of their career. It concludes that, although graduates seek work/life balance, their concern for career success draws them into a situation where they work increasingly long hours and experience an increasingly unsatisfactory relationship between home and work. The article discusses the causes and potential consequences of this predicament and in particular how work/non‐work conflict is linked to hours worked, the state of the psychological contract and organisational commitment. It highlights the role of organisations' policy and practice in helping to manage the relationship between work and non‐work and the development of organisational commitment through support for younger employees' lives out‐of‐work and effective management of aspects of the psychological contract.     

Entrepreneurial orientation in work groups – effects of individuals and group characteristics

This study discusses how the perceived entrepreneurial orientation (EO) of individuals, and in particular that of the work group leader impacts the perceived EO of the work group, which in turn improves the work group’s performance. Using a sample of 356 individual employees of five companies operating globally in diverse industries, the results of our structural equation model and multiple linear regression analyses indicate that both the group members and work group leader’s EO decisively encourage the EO of the work group, with a significantly positively effect on its performance. Furthermore, while work group heterogeneity shows a small but significant positive influence, a shared vision in the work group is found to have a clearly positive impact on work group EO. Accordingly, this study has crucial practical implications for work groups and their leaders aspiring to ameliorate work group performance through EO increasing measures with reference to the specific individual and group characteristics. From a theoretical perspective, this research contributes to the academic debate on the EO concept at individual and work group levels.     

Flexible work arrangements in Greece: a study of employee perceptions

The purpose of this study is twofold: first, to explore factors that affect employees' perceptions towards flexible work options; second, to examine whether the perceived benefits and barriers associated with work flexibility predict one's decision to participate in flexible work arrangements or not. A total of 362 Greek employees participated in the study to determine their attitudes towards flexible work practices. Univariate analyses of variance and logistic regression analysis were conducted with the aim of exploring the research hypotheses. It is found that attitudes towards flexible work options are dependent on gender, sector of employment and prior participation in a flexible work scheme. In general, women, public sector employees and employees who have participated in flexible work arrangements are more likely to perceive more benefits and fewer costs with regard to the use of work flexibility. Further analysis provided evidence that work–life balance benefits are stronger predictors of participation in flexible work practices. These findings suggest that employee-centred organisations that view flexibility as a valuable management tool, should deal with specific barriers that discourage people from taking up flexible work arrangements. Given the dearth of empirical research on work flexibility in Greece, the findings of this study provide the wider academic community with new insights on employees' perceptions of flexible work options.     

浅谈事业单位会计基础工作规范化管理

在经济管理工作中,会计工作的地位不容小觑,而会计基础工作作为会计工作的根本,是决定会计工作能否高效、高质量完成的先决条件,只有将会计基础工作进行规范化管理,打好基础,才能推动其他会计工作的有序开展。论文对事业单位会计基础工作规范化管理进行了阐述,提出了现阶段事业单位会计基础工作的问题,并给予了相关对策建议,旨在推动事业单位会计基础工作有序、高效地开展。     

电力企业供电所人力资源建设与管理的探索

企业的所有生产工作、活动都是在班组中完成的,供电所作为电力企业综合性的班组,是电力企业生产、经营的最基层班组。对整体企业来说,由于班组担负的任务最基础也很关键,所以电力企业努力做好基层班组的建设对企业的发展十分重要。     

关于会计基础工作问题的探析

随着我国市场经济的发展,会计工作在社会经济管理活动中发挥的作用越来越大,而会计职能作用的有效发挥离不开规范的会计基础工作。会计基础工作是会计工作的重要环节,也是保障会计工作有序开展的关键。文章通过对会计基础工作中存在的主要问题的剖析,进一步探讨了存在这些问题的原因,最后提出了加强会计基础工作的对策。     

学校社会工作应对新时期高校学生问题的潜力

新时期高校学生工作中存在若干棘手的问题,文章通过对学校社会工作的工作理念、工作职能、工作方法等方面与目前高校学生工作进行对比,来剖析挖掘学校社会工作应对新时期高校学生问题的潜力。     

浅析思想政治工作在构建和谐企业中的作用

思想政治工作是经济工作和其他一切工作的生命线,思想政治工作在构建和谐企业中处于什么样的地位,发挥怎样的作用,这是新形势下企业思想政治工作面临的一项新的任务和所要研究的课题,本文结合企业管理工作实际,探讨在构建和谐企业中,思想政治工作所发挥的重要作用。     

Negative work–family/family–work spillover and demand for flexible work arrangements: the moderating roles of parenthood and gender

In recent years, companies have increasingly adopted flexible work arrangements (FWAs) to help company managers address negative work–family/family–work spillover (inter-role conflicts between work and family roles). Accordingly, we investigate the effects of parenthood and gender on the relationship between negative work–family/family–work spillover and demand for FWAs. Based on a sample of 1577 managers (967 females and 610 males) of South Korean companies, the results show that parenthood has a significant moderating effect on the relationship between negative work–family/family–work spillover and the demand for FWAs, regardless of gender. The present study highlights the importance of parenthood not only in addressing negative work–family/family–work spillover but also in expressing a demand for FWAs.     

Continuity and change in the evolution of work and human resource management

This essay is a brief review of the evolution of work and human resource management, an evolution that parallels the development of civilization. Both continuity and change are apparent in the role of work in society and in its management. There has been continuity and change down through the centuries in motivation to work, in the sense of equity, and in how work is organized. For instance, early on much of work was self-service; it is moving in that direction again. Tradition and sentiment shaped the work organization. Gradually, tradition and sentiment were replaced by rationality. Currently, we see in the sociotechnical design of work the continuity as well as a coming together of both the rational and the socioemotional aspects of work in organizations. Looking at the past may help human resource managers to frame the issues involved and the expectations of future developments.     

新时代建筑企业党建工作信息化管理策略的研究

信息化管理是党建工作提升的重点工作,提升党建信息化工作是推动建筑企业党建工作创新发展和企业经营工作稳步发展的有效手段,因此,正确认识新时代建筑企业党建工作的特点与信息化工作的重要性与必然性,推动信息化管理工作服务于企业生产经营,通过党建工作创新来推动建筑企业生产与经营管理工作迈入新时代,取得新业绩。     

Self-directed work teams: the wave of the future?

Although teams are currently a popular means of solving work force needs in health care, there has been little use of self-directed work teams--autonomous units without a front-line manager and empowered to control their own work. This article analyzes key differences between self-directed work teams and traditional teams, looks at three cases in which self-directed work teams were implemented, and discusses some of the barriers to the formation and use of self-directed work teams.     

Every flow has its ebb: The impact of flow on work–family conflict and adjustment in global careers

Despite an increase in research in psychology on the mental state of flow, little is known within the area of organisational studies about its “dark side.” Although prior organisational studies literature suggests that flow leads to generally positive work outcomes, we use conservation of resources theory to argue that expatriates in the state of flow can accumulate resources that lead to work adjustment but at the same time may experience unintended negative work–family conflict consequences. Specifically, we argue that being in the state of flow can improve expatriates' work adjustment because they can concentrate on the task at hand in an unencumbered way. Yet the exclusive concentration on work tasks and the distortion of time while in the state of flow may reduce psychological and time resources available to the family, resulting in work–family conflict. We explore whether flow theory needs to be altered to discover potentially negative work–family conflict outcomes inherent in the complex work regimes associated with global careers. Structural equation modelling analyses based on a sample of 230 expatriates in the United States and 169 expatriates in Brazil revealed that flow increased both work–family conflict and work adjustment.     

Making it work in free agent work: The coping practices of Swedish freelance journalists

Studies of post-industrial work have shown how workers are increasingly shouldering the risk of and the responsibility for social protection, work shortages, professional training, and securing a stream of continuous incoming work. This study of Swedish freelance journalists examines how these free agents cope with a situation whereby the need exists to actively bear the full responsibility for attracting and contracting, producing, and billing their work as journalists. The empirical material shows how freelancers engage in various coping practices to secure both sufficient amounts of work and the accompanying economic compensation. Freelancers who “make it work” are often those managing to embed themselves in long-standing relationships with clients and colleagues, thus ensuring a long-term work horizon and a steady income. Even so, the inherent “responsibilization” of contemporary work is amplified and intensified by the freelance work mode. This study makes two contributions: Firstly, it provides knowledge of free agent work in a Swedish context, a national setting that is often presumed to be a “role model” for good working conditions. Secondly, it highlights the specifics of managing work that entails a continuous stream of sequential and parallel assignments of limited duration and the ongoing “employment management work” this entails as regards making sure assignments keep “coming in”.     

Responses to work intensification: does generation matter?

Work intensification can be an organisational tool to increase the productivity of an existing workforce. We investigate employee reactions to three levels of sustained extensive work intensification (long work hours over two consecutive time periods) of the two most prevalent generational groups in the labour market: Generation X and Baby Boomers. Boomers have been characterised as ‘workaholics’ who ‘live to work’, while Gen Xers are ‘slackers’ who ‘work to live’. We investigate, using a nationally representative sample of employees, whether these generational differences in work attitudes impact employee reactions (measured by employee reports of job satisfaction and work–life balance) to sustained extensive work intensification. The results show that perceptions of job satisfaction and work–life balance are reduced by sustained extensive work intensification but the differences between the two generations are minimal, suggesting that organisations do not need to tailor their employment practices to fit the work values of different generations.     

Mechanisms for producing a working knowledge: Enacting,orchestrating and organizing

Given that knowledge (intensive) work takes place immersed in truly heterogenous networks of knowledge representations (codified, narrative, embedded in routines, inscribed in artefacts), our analysis is geared towards how the transformation of these resources are enacted in the practise of everyday, knowledge work. First, we discuss the work, strategies and mechanisms implied in rendering knowledge as credible, trustworthy and relevant. Second, we analyse how sediments of historically superimposed layers of knowledge representations need to be enacted through selective repetitions, omittance and highlighting to preserve it as ‘living’ knowledge. Third, supplementing the more cognitivelly oriented aspects of knowledge work, we discuss how codified knowledge representations organise, coordinate and delegate work. Empirically, we study clinical work in large hospitals, a type of work, we argue, that unduely has been left out of traditional listings of knowledge work.     

Work–life balance in Asia: A systematic review

A growing body of empirical work on the work–life interface in Asia has investigated the effects of various work–life constructs on work and non-work outcomes. However, scholars are also debating whether work-life constructs from the West must be conceptualized and operationalized differently when used in the Asian context. The present study reviews the literature on the work–life interface in Asia, identifies research gaps, and proposes an agenda for future research. This review contributes to the literature by developing a conceptual model that informs our theoretical understanding of work–life research in Asia. In doing so, it provides important insights into how cultural, economic and institutional factors influence employee perceptions of the work–life interface. The present review stresses the need for methodological advancement, multilevel analysis, and an extension of work–life constructs in Asia.     

信息时代财务会计工作的创新管理

企业财务会计工作在企业的经营和发展中起着重要的作用。在信息化时代下,财务会计工作的发展更需要引起重视。将先进的信息技术融入财务会计工作中,创新财务会计工作管理模式,为企业的稳健发展所护航。论文针对信息时代下财务会计工作的创新管理展开了一系列阐述。     

办公自动化发展对秘书工作的影响

自20世纪70年代以来,办公自动化在新技术革命浪潮的有力推动下迅猛发展,若干高新技术正迅速介入办公自动化领域。随着大量先进的办公自动化设备在秘书工作中的运用,秘书工作的效率和质量大大提高,给传统的秘书工作带来了极大的影响和冲击,促使秘书工作的内容、方式、思维、地点等都发生了改变,秘书工作正在由经验型管理向规范化、自动化和高效化的高层次管理发展。然而,任何事物都是一把"双刃剑",办公自动化的发展对秘书工作也存在一些负面的影响。