激励机制在人力资源管理中的应用

随着经济的不断发展,人力资源也逐渐发展成为了一种企业资源,企业想要不断的稳定发展,就必须做好人力资源管理工作,其中激励是人力资源进行管理的一个重要手段,有效的利用激励,不但可以提高员工的工作积极性,还可以有效的提高员工的工作效率,甚至还可以有效的降低离职率。     

结果公平还是过程公平？———基于薪酬激励对员工离职的实证分析

基于薪酬公平理论,本文从薪酬分配的结果公平和过程公平角度分别研究了薪酬激励对员工离职率的影响。研究发现:员工工资和工资溢价与员工离职率呈显著负相关,内部薪酬差距与员工离职率呈显著正相关;在业绩下降时,当高管的薪酬增加比例显著高于员工薪酬增加比例时,员工离职率显著升高。由此可见,员工不仅注重薪酬分配的结果公平,同时薪酬分配的过程公平对员工离职行为也有显著影响。     

零售企业如何有效激励一线员工?——基于永辉超市的案例研究

近几年来,由于消费者购买习惯的改变以及受到电商平台的冲击,实体零售业的生存环境日益严峻.长期以来,零售业存在一线员工的高流动率问题,如何提高员工的工作满意度、稳定员工流动率,这是摆在零售企业人力资源管理者面前的迫切问题.本文以永辉超市“合伙人”制度为例,运用案例研究方法,从心理契约和社会交换视角揭示了员工激励、心理授权和工作满意度之间的关系,同时构建了一个有效激励一线员工以提高其工作满意度的理论框架.研究发现,(1)组织采取的激励措施必须符合一线员工的偏好和心理诉求,形成员工激励契合,实现激励效果最大化,提高员工的工作满意度,降低离职率;(2)员工激励契合通过调整一线员工心理授权结构这一中介影响工作满意度.本研究丰富了零售企业一线员工管理文献的理论思路,为有效激励一线员工贡献了新的想法,同时为解决一线员工流动性难题提供了新的启示.     

论通信研发项目中的劳务派遣员工离职问题

我国通信行业正处于飞速发展的过程,劳务外包成为通信行业应对发展过程中成本增加、竞争日趋激烈的手段之一。然而,劳务派遣员工通常具有较高的离职率,如何降低这类员工的离职率成为各大通信公司重点关注的问题。文章基于现有离职研究成果,通过具体调研,发现员工心理契约破裂、工资薪酬、工作压力以及工作环境是通信行业研发项目员工离职的主要原因。在此基础上,提出相应对策,以期对我国通信行业解决劳务派遣员工离职问题具有一定借鉴作用。     

物流企业员工流失实证研究——以某地区物流企业为例

随着我国物流市场竞争环境的不断加剧,物流企业的管理水平也亟需提高。在物流企业快速发展的过程中,培养和引进高素质人才是提高物流企业提升核心竞争力的重要手段。目前物流企业面临员工主动离职率居高不下的现象,如何降低核心员工的离职率,这成为物流企业发展中亟待解决的问题。本文以某地区为例,围绕物流企业人才流失现状,结合离职研究理论,在借鉴前人的研究基础上,     

国内外胜任力模型构建方法的研究综述

“胜任力”的研究,是当代人力资源管理领域热点之一。胜任力模型的构建和使用可以更好地激励员工,降低员工离职率,节约招聘企业经营成本。更重要的是,它可以激发员工的潜、提高绩效。本文对国内外构建模型的研究方法进行了归纳总结,提出了我国科技人力资源胜任力模型研究的重要性。     

员工“宽薪”企业开心——J公司宽带薪酬设计实践

作为人力资源管理的一个重要工具，薪酬体系如果设计得好，便有助于企业吸纳、保留、激励员工，提升企业竞争力；反之则容易引起企业经营成本增加、员工满意度下降、离职率上升等一系列严重后果。那么，如何才能使薪酬发挥应有的激励作用呢？宽带薪酬体系可谓一剂良药，这种将薪酬等级压缩，将每个薪酬级别所对应的薪酬浮动范围拉大的宽带模式能起到更大的激励作用。文中J公司的案例便再现了激励导向的宽带薪酬体系的设计运用过程。     

员工"宽薪"企业开心——J公司宽带薪酬设计实践

作为人力资源管理的一个重要工具．薪酬体系如果设计得好,便有助于企业吸纳、保留、激励员工,提升企业竞争力;反之则容易引起企业经营成本增加、员工满意度下降、离职率上升等一系列严重后果。那么．如何才能使薪酬发挥应有的激励作用呢?宽带薪酬体系可谓一剂良药．     

机械流体复合激振技术的研究与应用综述

文章分析了振动利用工程中单一激振方式（机械激振、流体激振）的原理及特性,介绍了国内外机械激振、流体激振的研究概况及振动机械的发展现状,阐述了单一激振方式在应用方面的不足;结合应用实例,提出了对机械流体复合激振技术的研究与开发,并指明了未来振动机械的发展方向。     

机械流体复合激振技术的研究与应用综述

文章分析了振动利用工程中单一激振方式(机械激振、流体激振)的原理及特性,介绍了国内外机械激振、流体激振的研究概况及振动机械的发展现状,阐述了单一激振方式在应用方面的不足;结合应用实例,提出了对机械流体复合激振技术的研究与开发,并指明了未来振动机械的发展方向。     

Towards A Better Understanding of Public Service Motivation and Mission Valence in Public Agencies

Abstract

Research has not fully considered how public service motivation (PSM) and mission valence may work together to influence job satisfaction, extra-role behaviours, and turnover intentions. As a result, a causal model was developed and tested on local, state, and federal government employees in the United States. The results indicate that PSM had a direct effect on mission valence and extra-role behaviours. They also revealed that mission valence fully mediated the relationship between PSM and job satisfaction and partially mediated the relationship between PSM and extra-role behaviours. On the other hand, mission valence did not mediate the relationship between PSM and turnover intentions. These findings are thoroughly discussed in this article.     

领导激励理论在部队驾驶员管理中的应用研究

领导激励可以最大限度地激发下属工作的积极性、主动性和创造性。新时期,在汽车部分队中出现的一些新情况,迫切需要管理理论的创新,领导激励理论作为当代最先进的管理理论,必将为汽车部分队的管理开辟新的气象。     

Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation

The purpose of this study was to explore alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment and turnover intention. A cross-sectional survey of 593 employees from 64 Norwegian savings banks showed that performance appraisal satisfaction was directly related to affective commitment and turnover intention. The relationship between performance appraisal satisfaction and work performance, however, was both mediated and moderated by employees' intrinsic work motivation. The form of the moderation revealed a negative relationship for employees with low intrinsic motivation and a positive relationship for those with high intrinsic motivation. Implications for practice and directions for future research are discussed.     

HR practices for enhancing sustainable employability: implementation,use, and outcomes

Abstract

With the aging of the workforce, organizations need to maintain or improve the sustainable employability of their workforce throughout their working life. This raises the question which HR practices increase workers’ sustainable employability at work. The aim of this study is to investigate the extent to which organizations implement HR practices for enhancing sustainable employability in terms of workers’ health, motivation, and skills and knowledge from the employer’s perspective. In total, 312 owners/directors or HR managers (response rate 13%) filled out the questionnaire. The findings showed that most organizations implemented a range of HR practices to improve the health, motivation, and skills and knowledge of their employees. Perceived effectiveness of these practices were dependent on the number of HR practices that were implemented, employees’ use of and participation in designing these practices. Implementation of HR practices was also related to higher satisfaction with the current employability of employees, and to increased productivity of the organization. Implications for practice and examples of HR practices to enhance sustainable employability are given.     

Graduate Recruitment In the Australian Public Sector

ABSTRACT

Service orientation in the HRM system is a lever for public employees to serve the public even beyond their work roles. Our research seeks to understand how work engagement links service-oriented high-performance work systems (HPWSs) to public employees’ service-oriented behaviours. Employees and their managers from public legal service agencies in the Vietnamese context were recruited as participants in our research project. The research results demonstrated the role of employee work engagement in mediating the relationships between service-oriented HPWSs and service-oriented in-role performance as well as service-oriented organizational citizenship behaviour (OCB). The interactions were also found between service-oriented HPWSs and HRM system strength, as well as between service-oriented HPWSs and public service motivation in catalysing work engagement.     

企业激励因素分析

企业激励是一个由多种相互作用的因素组成的复杂系统,企业要取得良好的激励效果,需要综合考虑多方面因素。本文构建了包括实施激励的主体、接受激励的客体、激励手段组合、激励力量、激励频度、社会比较、控制和反馈、激励强度及辅助系统等因素在内的激励模型。作者编制和发放了问卷,用主成分法对问卷结果进行因素分析,验证了以上激励模型的有效性;在因素分析的基础又进行回归分析,回归分析结果表明各因素对激励强度的贡献程度由大到小分别为激励手段组合、激励力量、社会比较、辅助子系统和激励频度。总之,为了获得较好的激励效果,不同企业应采取不同的激励方式,同一企业针对不同的员工或同一员工的不同职业发展阶段也应采取不同的激励策略。     

浙江省高新技术企业知识型员工的创新激励问题研究

本文首先指出了对知识型员工的激励研究对企业发展的重要意义和企业目前激励知识型员工的现状,介绍了知识型员工的基本概念和特征以及管理激励理论和制度激励理论,其次,通过大量的文献阅读、以及问卷调查等方法对企业知识型员工的激励因素进行了实证研究,最终得出究竟哪些因素对知识型员工的被激励程度具有显著的影响。最后,针对这些激励因素构建完善的高新技术企业的激励模式。     

Perceived competence mobilization: an explorative study of predictors and impact on turnover intentions

The present study explores predictors of perceived competence mobilization, as well as their direct and indirect impact on turnover intentions. Findings from a survey of 840 employees of a public civil service organization support the predictions that perceived competence mobilization is positively related to intrinsic motivation, peer support and supervisor support, career system satisfaction, and pay system satisfaction. Moreover, findings indicate that there is a curvilinear relationship between self-efficiacy and perceived competence mobilization, and that medium levels of self-efficiacy are associated with higher levels of perceived competence mobilization compared to very low or very high levels of self-efficiacy. Furthermore, findings indicate that turnover intention is best predicted by intrinsic motivation followed by career system satisfaction, followed intrinsic motivation, and that perceived competence mobilization partly mediate the effects of some predictors.     

Validating the Construct of Public Service Motivation in For-profit Organizations: A preliminary study

Delineating the theoretical link between individuals’ discretion and motivations in the private sector and their public service behaviours in Chinese society, this study explored public service motivation (PSM) in for-profit organizations. A survey of 348 employees from three engineering consulting organizations in China validated the construct of PSM in for-profit organizations. Besides the positive correlation between conscientiousness and PSM, the current study demonstrated that a positive correlation exists between PSM and community citizenship behaviour (CCB) with love of money (LOM) as a marginal moderator: the positive relationship between PSM and CCB is marginally stronger when LOM is higher, vice versa.     

地方高校大学生英语学习动机调查的初步研究

本研究采用高一虹编制的大学生英语学习动机问卷,以陕西省某地方高校中307名大学生为研究对象,探讨地方高校大学生英语学习动机的类型与动机强度。研究结果表明:地方高校大学生英语学习动机主要有七种类型,其强度由大到小依次为:个人发展动机、社会责任动机、信息媒介动机、内在兴趣动机、成绩动机、出国动机和学习情境动机。