Influence of high performance work systems on employee subjective well-being and job burnout: empirical evidence from the Chinese healthcare sector

Over the last two decades, high performance work systems (HPWSs) research has been dominated by examining the effects of these systems on firm performance. Research on the impact of HPWSs on employees has been marginalised. This study examines the impact of HPWSs on two psychological outcomes for employees, namely, subjective well-being (SWB) and workplace burnout, by utilising data collected from 1488 physicians and nurses in 25 Chinese hospitals. It also examines the moderating effects of employees' organisational based self-esteem (OBSE), as an individual intervention and physician–nurse relationships, as an organisational intervention, on the relationship between HPWSs and employee outcomes. HPWS is found to increase employees' SWB and decrease burnout. Such well-being-enhancing and burnout-relieving effects are stronger when employees have high OBSE. The positive effect of HPWS on SWB is also stronger when there is a collaborative relationship among employees in an organisation. The major contribution of this study is to unpack the ‘black box’ of how HPWS influences employee well-being in the Chinese healthcare sector context.     

How do industrial relations climate and union instrumentality enhance employee performance? The mediating effects of perceived job security and trust in management

In this study, we examine the effects of two key variables associated with union effectiveness on the job performance of employees, and the mechanisms that explain such effects. More specifically, we investigate whether employees' perceptions that their union has a constructive relationship with management (industrial relations climate) and is able to act as an agent for their concerns (union instrumentality) promotes their job performance by enhancing their perceived job security and trust in management. Drawing on three waves of data from 303 employees and their immediate supervisors within 17 private enterprises in China, we find employees' perceptions of union effectiveness influence their job performance by enhancing both their perceived job security and trust in management. These findings are consistent with social exchange theory and conservation of resources theory. This article contributes to the literature by improving our understanding of how unions influence employees' work performance and by explaining how employees' perceptions of the industrial relations climate and union instrumentality influence their job performance. It also sheds light on the important issue of the effectiveness of unions in China, a country where the centrality of the Chinese Communist Party is often considered to have reduced the instrumentality of unions.     

Job Security Rights: The Effects of Specific Policies and Practices on the Evaluation of Employers

The effects of specific policies and practices regarding employee job security rights on the evaluation of employers was investigated in two contexts. First, an experimental design was used to investigate the effect of explicit at-will and explicit good-cause policies on future job seekers' evaluation for a company's attractiveness and their willingness to sign up for an interview. The results support the argument that the kind of rights employers offer, or expressly deny, can significantly effect recruitment outcomes. Second, the potential role of formal employment at-will agreements as a source of inferences about the employer was investigated using open-ended questions that were responded to by currently employed managers and future job seekers. The results indicate that the use of formal at-will agreements may lead to a variety of negative inferences, giving employers reason to be concerned about the effect of such practices on employee relations.     

讲究求职策略 实现人生价值

本文简要介绍了当前我国大学生就业特点,探讨了三国时代著名政治家诸葛亮的求职过程和求职策略,为当代大学生设计职业生涯、谋划求职策略、实现人生价值提供了粗浅的见解。     

Use of work–nonwork supports and employee well-being: the mediating roles of job demands,job control,supportive management and work–nonwork conflict

Abstract

This paper examines the impact of the use of work–nonwork supports on well-being. It first develops hypotheses regarding how a reduction in job demands, and an increase in both job control and supportive management may explain this relationship. We then test these hypotheses using data from Britain’s Workplace Employee Relations Survey of 2011. The research reveals that the use of work–nonwork supports has a positive association with job control and supportive supervision. These in turn mediate a relationship between the use of supports and three dimensions of employee well-being, job satisfaction, anxiety-contentment and depression-enthusiasm, some of the effect being through their reducing work–to–nonwork conflict. Use of work–nonwork supports is, however, positively associated with job demands, but this effect of use on job demands does not affect well-being. Since job autonomy and supportive supervision are major mediators, and have a direct influence on work–nonwork conflict and well-being, policy should focus on integrating job quality and work–life balance issues.     

保障功能分化：中国共产党对职业福利的认知与实践逻辑

职业福利是社会保障体系的重要组成部分,中国共产党在综合判断社会、经济发展阶段性特征以及基本社会保障体系构建完成度和保障水平的基础上,对职业福利的认知与实践沿着保障功能分化的逻辑,阶段性、多维度地推进和深化。从建党到计划经济时期,中国共产党将职业福利与公共福利混合为一体来推进,之后在市场经济条件下实现了两者保障功能定位的分化并明确了职业福利的补充保障功能;进而在基本社会保障制度构建完成的基础上,推动职业福利保障功能从微弱补充到实质补充的层次分化;同时协调推进公私部门间的职业保障功能分化进程,从公私分立到公私“可比较”。最终通过对职业保障功能分化的推进,建构起更加可持续的社会保障体系,满足人民对美好生活的需要。     

高质量:企业技术创新持续发展的保障

没有贯穿于企业生命周期的高质量保障,企业的技术创新之路就会屡屡受挫,甚至遭致"毁灭"。我们试图绕开"用技术创新提高产品质量"的传统命题,探讨高质量对企业技术创新持续发展的重要作用,从而使企业在生存、发展的道路上始终立于不败之地。     

“QEO一体化管理”与企业管理的有效对接——浅谈“质量、环境、职业健康与安全管理体系”如何有效运行于企业的目标与绩效管理中

随着我国企业从传统经验管理模式向现代科学管理模式的不断改进,目标管理这种科学而系统的管理方法正逐渐应用于企业的绩效考核之中。文章结合笔者的内审工作实践,剖析了石化改制企业如何将QEO管理体系核心内容有效运行于企业目标与绩效管理中的一个成功案例。     

多指标决策方法在社会管理综合治理中的应用

基于几个基本原则构建了社会管理综合治理指标体系,然后通过层次分析法(AHP)对治理指标进行了单层排序和总排序,根据排序结果,选取几个主要指标,代入理想法(TOPSIS)多指标决策模型中,利用所采集的数据,对五个省市进行了实证研究。结果证明该方法简单易行,并对社会管理工作具有实际的指导意义。     

实现航空职院毕业生高质量就业途径的探讨

就业是民生之本,高质量就业,核心是高质量,通过对当前航空高职大学生就业现状的分析和调研,建构起航空高职学院毕业生就业基地的策略路径。     

施工企业安全管理工作质量的模糊评价

本文根据施工企业安全管理工作的特点及要求,从业主、监理及承包商三个角度分别建立了安全管理工作质量的评价指标体系,提出"模糊择优叠代"评价方法,并通过实例验证了方法的可行。     

企业社会资本及其对知识管理绩效的影响

随着全球竞争的日趋激烈,持续的创新和能够提供创新的知识日渐成为企业获得竞争优势的关键性资源。本文基于企业社会资本的概念及知识管理的过程,探讨了企业社会资本对知识管理绩效的影响。并提出:企业社会资本通过企业的知识存量,对企业知识管理的绩效施加影响。     

基于JDCS模型的项目变更管理浅议

工作需求—控制—支持(The job demand-control-support,JDCS)模型是工作压力研究领域一个影响广泛的组织压力模型。项目变更管理是执行项目变更,管理工作压力的过程。基于JDCS模型的三个工作心理因素,阐述项目变更管理的成功三因素:工作需求之领导间协同一致;工作控制之计划和行动的协调与执行一致;社会支持之全员参与。