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1.
本文首先采用因子分析法从潜在雇员的角度对企业外部雇主品牌吸引力因素进行了实证分析,得出工作价值、文化氛围、企业实力、管理制度、工作特性五个公因子;其次通过独立样本T检验和单因素方差检验,发现不同性别、年龄、婚姻状况、工作年限的求职者对外部雇主品牌吸引力因素的感知存在显著性差异,并对产生差异的原因进行了分析。 相似文献
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In a dynamic business environment, human resource (HR) flexibility has emerged as a key factor in improving organizational performance and in potentially influencing employee outcomes. However, research on the complex cross-level effects of HR flexibility on employee outcomes remains underexplored. This study addresses this research gap by focusing on HR flexibility and its impact on employee creativity. Drawing on social information processing (SIP) theory, we present a novel model that elucidates the mechanisms through which HR flexibility promotes employee creativity and identifies the boundary conditions under which this effect is most pronounced. Specifically, we argue that perceived HR strength and career satisfaction play serial mediating roles in the relationship between HR flexibility and employee creativity, and that employer brand positively moderates this relationship. Our arguments are supported by a sample of 344 employees and 72 senior HR managers from financial services companies in China. Our work applies SIP theory to deepen the understanding of HR flexibility and contributes to the literature on HR flexibility and creativity. 相似文献
3.
Barbara L. Rau 《Human Resource Management Review》2012,22(1):27-42
Unions, like other service industry and/or nonprofit employers, are uniquely dependent upon the performance of their human resources to ensure organizational success. Consequently, unions have much to gain from adopting a more strategic focus in the management of their vital human talent. While some unions are moving toward greater sophistication in their internal HR practices (Clark and Gray, 2005), as a whole unions have been slow to embrace a strategic outlook on human resources and adopt HR practices that could improve union effectiveness and rejuvenate the union movement. In this paper, I identify and discuss internal organizational characteristics and external environmental factors that may influence the adoption of more sophisticated HR practices by labor unions. It is hoped that the framework that is suggested here can be used to launch research directed at understanding and improving the diffusion of good HR practices among unions that could subsequently improve both the efficiency and effectiveness of unions as institutions. 相似文献
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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。 相似文献
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我国高校行政管理专业近几年获得了较快发展,为适应发展形势,很多地方高校纷纷转型开设了应用型行政管理专业。但应用型行政管理专业应该怎么建,人才怎么培养,还在探索之中。 相似文献
6.
Rosemary Batt Mallika Banerjee 《International Journal of Human Resource Management》2013,24(9):1739-1762
Many have argued that the field of human resource (HR) management has successfully transformed itself from the functional orientation of personnel management to a strategic orientation that is more relevant to the goals and effectiveness of business in the current competitive landscape. In this article, we assess that proposition by reviewing almost 1000 award-winning papers and articles published in leading US and British management journals since the mid-1990s. We use this data to evaluate the scope of HR research in the field, the extent to which it has changed, and whether changes in this research have kept pace with changes that organizations face in the current global economy. Consistent with the strategic HR framework, we find that the question of the link between HR and performance has, indeed, become the dominant one among both micro- and macro-organizational scholars. Contrary to expectations, however, micro-level research continues to be more prevalent than macro-organizational studies; and we find little change in the subjects and sites of research or theoretical approaches adopted. These characteristics of HR research are in sharp contrast with the dramatic changes occurring in the world of work – suggesting a mismatch between what HR scholars study and what issues and dilemmas organizations face. Finally, by assessing similarities and differences between the American and British scholarship, we are able to suggest a research agenda, more relevant to the current global economy, which builds on the strengths of each tradition. 相似文献
7.
Dorothea Alewell Sven Hauff Kirsten Thommes Katrin Weiland 《International Journal of Human Resource Management》2013,24(7):1599-1617
This paper takes an explanatory approach to the triggers of Human Resource (HR) outsourcing decisions and evaluates them empirically. Our data show that many German firms have never explicitly considered outsourcing of HR functions. Obviously, explicit outsourcing decisions do not come into being automatically but have to be triggered. We analyze theoretically and empirically which triggers are relevant. In our definition, HR outsourcing includes a broad range of internal HR functions and the respective, externally procured personnel services (e.g., temporary agency work, payroll accounting, interim management, outplacement services, HR consulting, placement services and others). 相似文献
8.
人力资源开发与管理是现代企业管理的核心,影响和决定着企业活动的各个方面。目前,影响和制约农垦国有企业发展的关键因素之一是企业尚未形成人力资源开发和管理的理念。文章结合笔者在企业实践的经验,分析了农垦国有企业人力资源管理存在的主要问题,并重点提出观点：国有企业要发展,关键在于要将企业的人事制度管理向人力资源管理转变。 相似文献
9.
我国企业品牌管理的国际比较分析与对策 总被引：1，自引：0，他引：1
本文通过中国与国际企业品牌管理的对比研究,指出我国缺少强势品牌的原因在于缺乏品牌经营的环境和意识,缺乏战略性的品牌管理规划,缺乏以品牌核心价值为中心的品牌识别,缺乏品牌战略管理组织与管理人才等,找出了影响企业品牌成长与价值提升的关键因素,构建出适合我国企业实际的品牌管理模型,提出我国要通过政策导向和企业自主创新来加强品牌管理的政策建议。 相似文献
10.
Ahmed Mohammed Sayed Mostafa Paul Bottomley Julian Gould‐Williams Wessam Abouarghoub Sophie Lythreatis 《Human Resource Management Journal》2019,29(4):620-636
In this paper, we examine whether the relationship between high‐commitment human resource (HR) practices and two employee outcomes, quit intentions and organisational citizenship behaviours (OCBs), is contingent on organisational identification. Incorporating insights from both social exchange and social identity theories, we propose that the relationship between high‐commitment HR systems, intention to quit, and OCBs is attenuated when employees strongly identify with their organisation. This proposition was tested and supported with employees of a Swedish relocation company and a Greek shipping organisation. For high identifiers, as perceptions of HR practices deteriorated from high to low, they were associated with smaller increases in quit intentions and smaller decreases in citizenship behaviours. But overall, high identifiers always had lower quit intentions and higher citizenship behaviours than low identifiers, which is managerially reassuring. 相似文献
11.
人力资源开发与管理是现代企业管理的核心,影响和决定着企业活动的各个方面。目前,影响和制约农垦国有企业发展的关键因素之一是企业尚未形成人力资源开发和管理的理念。文章结合笔者在企业实践的经验,分析了农垦国有企业人力资源管理存在的主要问题,并重点提出观点:国有企业要发展,关键在于要将企业的人事制度管理向人力资源管理转变。 相似文献
12.
海南本科高校行政管理专业人才培养模式由学术型向应用型转变,既是国家中长期教育发展需要,也是提升本科高校行政管理专业学生就业核心竞争力的需要。立足海南国际智慧旅游岛建设,海南本科高校的行政管理专业人才培养模式要除旧革新,不仅要遵循人才培养规律,还要紧密结合地方经济社会发展需求,从培养目标、课程体系、教育教学、师资队伍等方面突出实践性,逐步构建起应用型导向的人才培养模式。 相似文献
13.
品牌经营,是企业一切工作的目的,能赢得顾客;文化管理是企业一切工作的保障,能凝聚人心。品牌经营与文化管理结合是企业长寿的秘诀,企业雇主只有明确其关系并谋划建设好,才能跑赢市场,使企业获得永续发展。 相似文献
14.
Cathy Sheehan Peter Holland Helen De Cieri 《Asia Pacific Journal of Human Resources》2006,44(2):132-152
The aim of this paper is to report on current developments in the area of human resource management (HRM) in Australia. The study analyses 1372 on‐line responses to a survey of Australian Human Resources Institute (AHRI) members. Results of the research indicate that although human resources (HR) has strengthened its strategic positioning, HR professionals face several challenges including: the potential narrowing of their career base; the need for improved HRM metrics; and a broader commitment to attraction and retention initiatives. Results also reveal that expectations of a more strategic business focus for HR are developing in the context of an industrial relations climate that has increased HR's responsibility for employee relations in the workplace. In the face of these complex expectations, Australian HR professionals report positive reactions to the changes that have occurred within the HR function; they remain optimistic about their future and their capacity to manage the shifting ground that HRM occupies. 相似文献
15.
Victor Y. Haines III David L. Patient Alain Marchand 《Human Resource Management Journal》2018,28(1):92-111
With the aim of extending organisational justice research to embrace significant and enduring aspects of the workplace context, this study examines organisational culture and human resource management (HRM) as constitutive dimensions of systemic justice and relates them to employee health. Bridging organisational justice, HRM, organisational culture, and occupational health research, we advance and test a multilevel model relating systemic justice to burnout. Data collected from 60 organisations; 89 employee groups; and 1,976 employees provide support for the hypothesised relationships between justice‐oriented culture, in terms of organisational values and group culture, and justice‐oriented HRM. In turn, justice‐oriented HRM related directly to employee burnout and indirectly through employee perceived job control and supervisor social support. 相似文献
16.
论文研究了工程研制单位的人才培养方案,通过分析高校和用人单位的各自特点,归纳总结了新员工从学生到员工的身份转变过程中,在学习方式、考核评价、责任义务、外部环境、能力要求等方面的差异。论文立足于用人单位,明确新员工培养需要重点强化的职业能力,从而有针对性地制定新员工培养计划,对其进行合理的引导,引导新员工较快地适应身份的转变、实现快速成长,使其成为工程研制单位的新生力量。 相似文献
17.
上世纪末至今,我国高等教育经历了一个高速发展阶段,各级各类学校都有了新的局面。为此,研究运用文献资料、专家访谈、逻辑分析等社会学研究方法对新升格普通本科院校的人事档案管理工作进行了初步研究。通过分析在新的形势下新升本院校人事档案管理工作中存在主要问题的根源,探讨解决之道,提出合理化对策,以期待新升格普通本科院校的人事档案管理工作更进一步。 相似文献
18.
随着现代企业的不断发展成熟,企业越来越重视其品牌发展战略。品牌与消费者具有一种天然的联系,具体表现在,消费者的需求使品牌得以诞生,品牌也给消费者提供了种种利益。本文主要研究了品牌与消费者行为之间的关系,并提出了自己的看法。 相似文献
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本研究通过问卷调查法,着重探讨人力资源三个阶段六种角色的期望和实效如何影响职能有效性。多项式回归与响应面分析结果表明,当战略层面人力资源管理人员（HR）角色期望和实效一致时,二者的联合效应与职能有效性呈正向曲线关系;而当角色期望与实效不一致时,只有支持者的二者联合效应与职能有效性呈负向曲线关系。运营层面的HR只有当伙伴角色的期望和实效不一致时,二者的联合效应与职能有效性呈负向线性关系。人员层面的HR角色期望与实效无论是否一致,二者之间的联合效应与职能有效性均呈负向曲线关系。研究结论丰富和拓展了人力资源管理角色的相关研究,对企业人力资源管理具有一定的指导意义。 相似文献