企业员工工作压力与工作态度关系研究

一、研究内容概述 (一)研究主题与研究方向 现代社会竞争激烈,组织成员的工作压力越来越大,造成许多心理和生理上的不良反应,从而也很可能影响到员工工作态度的消沉.然而,组织要应对激烈的市场竞争,离不开组织成员的不懈努力,因此对于员工工作压力与工作态度的关系研究极为必要,本研究旨在通过实证研究方法对目前工作人员的压力状况和工作态度进行调查,试图找出压力引发工作态度消沉的种种原因,并给出一些管理建议以利于企业缓解员工工作压力,增强员工工作积极性,提高组织效益,增强竞争力.     

工作压力理论模型述评

现代社会的飞速发展,企业竞争的日益激烈,员工承受的工作压力越来越大。工作压力管理问题已是我国企业界和管理学界急需探讨的重要课题。有效的工作压力管理能预防或减轻过重的工作压力对员工造成的生理、心理的伤害,维护和保持企业的人力资源。文章在对相关理论进行评述的基础上,从组织行为学的视角对工作压力管理模型的构建进行了理论探讨。     

建设检测公司员工工作压力问题的研究

员工压力研究现在已经是一个热点问题,针对员工进行有效的压力管理将对金融危机环境下建设检测有限公司更好地生存产生重要影响。本文从压力的概念、来源分析了员工压力的具体情况及现代企业实施压力管理的必要性。从工作绩效角度分析了工作压力与出勤率、流动率和生产率,工作压力与工作事故,并从人力资源管理的角度提出了工作的物理及心理环境的管理,工作内容管理,职业生涯管理,组织文化等符合建设检测公司特色的员工压力管理的策略。     

浅谈企业对员工的压力管理

压力是现代人面临的最严重的问题之一。2010年,富士康员工12连跳事件引起社会广泛关注,使企业对员工的压力管理成为热点。员工的压力可能来源于工作本身,可能来源于工作中的人际关系,也可能来源于家庭和日常生活。北京易普斯企业咨询服务中心的调查发现,     

浅析组织对程序员工作压力的应对策略

当前我国IT企业的程序员面临着高度的工作压力,本文针对工作压力的特点,提出建立降压机制、进行人员合理配置、实施职业生涯管理制度、开展压力管理培训和心理疏导等四个方面的压力管理措施,探讨组织在管理中对程序员工作压力的应对策略。     

对员工工作中的压力管理和引导的初探

文章阐述压力的概念,并说明了压力对工作的影响以及可能造成的损失,通过分析工作压力产生的原因,提出了消除工作中压力的方法,另外文章就如何管理和引导积极的压力作了初步的探讨。     

论如何进行工作压力的有效管理

随着就业竞争的加剧、生活节奏的加快、工作负担的加重、工作与家庭之间的冲突日益明显,工作压力正在成为颇受个体和组织关注的焦点。过度的压力会严重干扰个体和组织的绩效水平,危害员工身心健康。既然过度压力对员工和组织存在严重的负面影响,个人和组织都应采取积极有效的措施进行压力管理。     

效率与和谐的均衡——谈组织结构扁平化与压力管理

近年来，人性化的管理方法越来越受到理论界的重视。工作的压力会直接影响员工个人的身心健康和组织的工作效率。本文在以提高组织效率为目标的前提下，对组织结构扁平化与工作压力之间的影响进行研究，试图寻找到组织结构与工作压力之间的平衡。     

压力管理--领导者的重要职能

随着科学技术的飞速发展和经济全球化浪潮的冲击,当今世界的政治、经济、文化各领域的竞争日趋激烈,激烈的竞争对人们的心理造成越来越大的压力。行为科学研究表明,个体的绩效与压力程度密切相关。作为组织的领导者,如何对部属面临的压力进行有效地管理,对于提高个体及组织的绩效,实现组织目标具有十分重要的意义。一、压力、绩效与压力管理压力是一种在个体感到对自己的感知要求与自己满足那种要求的能力之间有不平衡时所产生的感受。压力形成后会产生各种各样的后果,其中主要包括心理反应、生理反应和行为反应。对个体的绩效而言,有的压力是有益的,有的压力可能是起负作用的。在感知能力超过感知要求的情况下可能根本不会有压力。与此同时,也可能没有足够的压力来刺激绩效。如果组织的要求超过个体的能力,但不平衡的情况并不严重,     

企业人力资源管理个体工作压力形成机制与应对研究——以矩阵制组织结构角色冲突为例

现代人力资源管理不仅关注组织整体的人力资源管理问题,而且越来越关注组织中的关键员工。在个体员工的相关人力资源问题中,压力管理以及如何恰当运用压力管理的工具以有效改善组织成员的绩效,成为当前人力资源管理领域的突出问题。本文以矩阵制组织结构下投资经理角色冲突为例,探讨企业人力资源管理个体工作压力形成机制与应对策略。以某集团公司的一次秘密并购为例,从角色冲突的角度,以定性的方法,探讨了投资管理总部投资经理职位的工作压力形成机制,指出多头领导、非正式群体、内外期待差异(视角)和保密是造成工作压力的主要原因。另外,根据工作压力的形成机制,提出了相应的应对措施。     

Stress and turnover intents in international organizations: social support and work–life balance as resources

Abstract

This study investigates whether work opportunities have an impact on stress and the related turnover intentions of employees working in intergovernmental international organizations (IOs). It contextualizes the job resources and demands model within IOs’ specific work conditions. The empirical test is based on original data from a survey administered in four major organizations of the United Nations system. Results demonstrate that social work opportunities and work–life balance are organizational levers reducing stress and willingness to quit for employees who are facing red tape or the stresses of being an expatriate. In this context, the relationships between these work opportunities and turnover intention are partially mediated by stress. Contextualized HR management propositions are made to help organizations coping with these management challenges.     

营利性行为与非营利组织财务规制研究

文章根据非营利组织营利性行为趋势,结合中国社会组织网公布的非营利组织工作报告,指出我国非营利组织的营利性活动仍存在一些不规范行为,应当在财务管理上加以规范,以保证非营利组织营利性行为有章可依,有章必依。     

对基层农机管理服务问题的若干思考

基层农机组织,特别是乡镇农机管理服务站,是联系机手和广大农民的桥梁和纽带,是农机部门从事农机管理服务工作的重要依托和前沿阵地,应统一思想认识,切实加强对基层农机组织的指导和管理。促进农村经济健康、稳定、持续发展,已经成了管理部门的历史使命。笔者根据多年的基层农机管理工作经验探讨我国基层农机管理存在的问题及对策。     

基于新发展理念的新时代机关事业单位团委工作创新模式研究

机关事业单位团委工作弱化、虚化、边缘化问题严重,即使团委开展活动,存在团员青年参与积极性不高、活动影响力和效果有限等问题。为此,基于新发展理念,构建新时代机关事业单位团委工作创新模式,通过制定工作规划、塑造品牌活动、寻找工作载体、构建分形化管理模式、利用新媒体手段、强化情景体验、构建宣传工作联盟、开展团员积分管理、开启“素质+”活动、组建“青社”培养工程等,努力开创机关事业单位团委工作新局面。     

The Impact of Work–Family Programs on the Relationship between Gender Diversity and Performance

Work–family programs signal an employer's perspective on gender diversity to employees, and can influence whether the effects of diversity on performance are positive or negative. This article tests the interactive effects of nonmanagement gender diversity and work–family programs on productivity, and management gender diversity and work–family programs on financial performance. The predictions were tested in 198 Australian publicly listed organizations using primary (survey) and secondary (publicly available) data based on a two‐year time lag between diversity and performance. The findings indicate that nonmanagement gender diversity leads to higher productivity in organizations with many work–family programs, and management gender diversity leads to lower financial performance in organizations with few work–family programs. The results suggest different business cases at nonmanagement and management levels for the adoption of work–family programs in gender‐diverse organizations. © 2014 Wiley Periodicals, Inc.     

Perspectives on the Formal Authority Between Project Managers and Change Managers

Project management and change management both contribute to the management and delivery of changes to organizations; however, they are based on distinct bodies of knowledge, and practitioners of these disciplines have disparate views on how change should be managed. There is a lack of consensus about how these disciplines should work together to deliver organizational change projects, which may result in conflict. This research delves into practitioners’ perspectives on formal authority, the reporting relationship between these disciplines, and also reveals the fundamental differences in how practitioners of these disciplines view the practice of organizational change.     

Nepotism as a Dilemma for Managing Human Resources Overseas

This exploratory study explored the impact of nepotism practices on employees, management, and organizations in two overseas countries: Egypt and Jordan. Results indicated that nepotism practices have a negative impact on employees, management, and organizations. This negative impact has led to employees' absenteeism/turnover, management disappointment/frustration/stress, and organization ineffectiveness.     

A risk management model for research on expatriates in hostile work environments

Abstract

Although much has been written about the causes of expatriate adjustment, more research is needed on managing the fear and anxiety experienced when expatriates work in hostile environments. The perceived risks of terrorism, kidnapping, crime, and civil unrest can have negative effects on the performance of expatriates and the organizations that employ them. While research has begun to examine expatriates’ stress in hostile environments, there is comparatively little research on the effectiveness of management practices that can reduce such stress. We integrate the expatriate adjustment, psychological contract, and risk management literature to develop a model that can guide efforts to reduce environmental stress and its negative effect on expatriate adjustment. Specifically, we build on recent work by Bader and colleagues to develop propositions to guide future research with the aim of improving the conditions of expatriates working in hostile environments.     

一线管理者在员工绩效管理中的角色探讨——以M公司A销售处某主任为例

文章以M公司A销售处主任为例,通过分析指出,绩效改进不应是一线管理者的附加工作,也不应是组织在特殊情况下追加给一线管理者的特殊任务,它应该成为一线管理者日常管理工作的一个重要组成部分。一线管理者是员工绩效管理的主体,在员工绩效管理过程中要扮演好合作伙伴、辅导员、记录员、公证员和诊断专家五种角色。     

Job stress,coping strategies,and burnout among hotel industry supervisors in Taiwan

The complex and changing environment of the hospitality industry presents a never ending array of stimuli, pressures and demands which can become sources of stress for hotel supervisors. A focus on the identification of current and potential stressors in organizations, and the development of strategies which individuals and management may use to manage and reduce stress effectively, is imperative. This study is to investigate the perceived level of stress of hotel supervisors, to establish frequency of the use of various coping strategies, and to determine the burnout rate. This study also empirically examines the relationships among stress, coping strategies, and job burnout. A convenient sample of hotel supervisors of large hotels in Taiwan was selected. The return of 298 questionnaires represented 74.5% of the total supervisors surveyed. The study findings suggest that the major job stress of hotel supervisors originates from task characteristic and workload. Moreover, a direct action coping strategy may allow one to perceive the situations as opportunities and may, in turn, contribute to reduce job stress. Furthermore, hotel supervisors experience a lower level of burnout if they apply more direct action strategies in coping with the pressures of their job. The results of this study can be used as part of guidelines including what should be considered to reduce job stress and burnout in the work environment.