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1.
现代社会中较物质资本而言,人力资本在经济活动中更活跃更具发展特性,从而使其成为现代经济增长的主要因素,甚至是首要因素。随着企业竞争的日益激烈,如何留住、用好人才,已成为人力资源管理面临的重大挑战。由此员工关系管理的重要性和必要性越来越凸显出来,在一定程度上,我们甚至可以说员工关系管理的和谐与否决定着企业经营的成败。 相似文献
2.
John F. O’Brien 《Employee Responsibilities and Rights Journal》1996,9(1):23-39
The goal of this study is to stimulate thought and provide initial direction for theory development and empirical investigation
in regard to proposed linkages between employee rights concerns in the work environment and organizational forms. A review
of pertinent literature on the subjects of organizational forms and employee rights is presented, in which a summary and critique
of the current state of theory and research is emphasized in relation to those components of the two subject areas that are
most relevant to the aims of the study. Following this review, the article undertakes a synthesis and integration of existing
work, bringing together two scholarly fields of inquiry that have not been incorporated previously, and providing suggestions
to establish critical associations and fill conceptual gaps. In this respect, the study constitutes a “first step” in the
development of an orientation that accentuates the complementarity of perspectives concerning employee rights and organizational
forms. 相似文献
3.
Sully Taylor Orly Levy Nakiye A. Boyacigiller Schon Beechler 《International Journal of Human Resource Management》2013,24(4):501-527
This article tests a model of organizational commitment in multinational corporations (MNCs). According to the model, organizational culture and human resource management (HRM) affect employee commitment directly as well as indirectly through top management team orientations. Szpecifically, we examined the effect of top management team global orientation and geocentric orientation, which are seen as contributing uniquely to employee commitment in MNCs. The model was tested on a sample of 1664 core employees working in 39 affiliates of 10 MNCs. We found strong overall support for the model. In particular, organizational culture characterized by high adaptability and a HRM system characterized by high performance work practices were found to have a significant and direct effect on employee commitment. In addition, we found that the effect of these traditional elements of the human organization is partially mediated through top management orientations, specific to international firms. The validity and generalizability of these results are reinforced by the control of a set of demographic variables as well as nationality of parent company. 相似文献
4.
Kathryn Joseph Timothy O’Brien Henrique Correa 《International Journal of Logistics Research and Applications》2017,20(2):105-128
Communication is a key component of operational efficiency which in turn contributes to a firm’s profitability by reducing costs. In addition taxes are a significant expense for profitable firms. Multiple methods for tax avoidance have been developed by firms and their advisors but the effects on operations are rarely considered. Evidence was found that tax avoidance decisions are made in isolation at the head office and operational monetary and cultural costs are not fully accounted for. Better communication can mitigate these disruptions but it is not a primary concern of central management. Depending on its operational intrusiveness, there is variation in levels of organisational disruption caused by the tax avoidance method implemented. These effects can be far reaching. Careful consideration of organisational costs for each tax avoidance method should be made prior to any being adopted. A framework to help practitioners focus on total costs versus tax savings, is proposed. 相似文献
5.
Sophia Su Kevin Baird Bill Blair 《International Journal of Human Resource Management》2013,24(12):2494-2516
The importance of enhancing employee organizational commitment (EOC) is highlighted by the extensive literature revealing its positive impact on employees' job performance, reducing absenteeism and turnover rates, and improving employees' adaptability to organizational change. This study provides an insight into how EOC levels can be enhanced by examining the contextual factors that can influence EOC. Specifically, the study examines the association between cultural, organizational, and demographic factors with the level of EOC in the Australian manufacturing industry. Data were collected by a survey questionnaire from a random sample of 500 managers with the results revealing that two cultural factors (outcome orientation and stability) and three organizational factors (organizational size, perceived organizational support and job satisfaction) were found to be significantly associated with the level of EOC. Further analysis provides a preliminary insight into how to enhance the EOC of specific managers with different cultural and organizational factors found to be associated with the EOC of managers at different levels in the organizational hierarchy. The findings have important implications for practitioners attempting to improve the level of EOC of their employees with the subsequent enhancements in the level of EOC likely to contribute to improvements in productivity and growth in the Australian manufacturing industry. 相似文献
6.
当前,我国建筑企业越来越多地参与国际工程承包和管理,制定程序化、规范化和制度化的当地雇员管理制度很有必要。文章阐述了对国际工程当地雇员管理的心得体会,供同行参考。 相似文献
7.
寿险业是一个承担着巨大风险的行业,这就要求它对危机要具有很强的敏感性。寿险业的诞生、成长和发展历程,证明了它在不断地应对危机和规避风险。近年来,基层公司面临的公共危机日益增多,对寿险从业人员特别是基层管理者提出严峻的挑战。文章分析了基层寿险公司产生公共关系危机的原因,阐述了正确认识公共危机的重要意义,提出处理公共危机一般性策略。 相似文献
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刘寻 《中小企业管理与科技》2020,(4):146-147
由于现代社会发展极快,所以需要现代企业不断调整与改革。在这种情况下,社会各界开始注重员工的创造力,并将创造力作为人资管理的重点内容。基于此,论文针对工作与家庭支持对员工创造力的影响展开全面探究。 相似文献
9.
员工招聘是提高人力资源效率的重要途径。科学、有效的员工评估方法是保证有效招聘的关键。文章针对传统招聘方法存在的不足,提出在员工招聘中运用DEA方法对应聘者进行评估,并以实例证明此方法是有效可行的。 相似文献
10.
Jennie Sumelius Adam Smale Sachiko Yamao 《International Journal of Human Resource Management》2020,31(4):511-538
AbstractGiven the sensitive nature of communicating talent status in an ‘exclusive’ talent management system and the complexity involved in simultaneously sending signals of exclusivity and inclusivity, some organisations avoid open communication and instead opt for ‘strategic ambiguity’ – intentionally maintaining an element of secrecy and information asymmetry. However, we know relatively little about the effects of this communication approach as a feature of the organisational context on the reactions of employees. Drawing on signalling theory, we examine the reactions of both talents and ‘B’ players on finding out about their talent status in the context of a company that adopts strategic ambiguity in its communication about talent. The data consists of 24 in-depth, qualitative interviews with individuals with experience of TM in a Finnish subsidiary of a large, US-based multinational corporation. The findings reveal that the contextual effects of strategic ambiguity in talent communication affected the reactions of talents and ‘B’ players in distinctly different ways, but had few long-term positive effects on the attitudes and behaviours of either group. These findings present important theoretical and practical implications for the role of communication and organisational context in employee reactions to talent pool inclusion and for talent management more generally. 相似文献
11.
Developing employee engagement has been one of the major areas of interest in the field of human resource management (HRM), and research identifies the positive effect that engagement has on both employee and organizational performance. However, while research on engagement has been substantial, there have been limited studies on key variables such as supervisor support, voice, and trust. We examined the role of supervisor support and direct voice on engagement experienced by nurses and the mediating role trust plays in those relationships. Data were collected though an online survey of 1,039 Australian nurses and analyzed using structural equation modeling. As hypothesized, results showed that both supervisor support and direct voice are positively associated with employee engagement, and these relationships are mediated by supervisory and senior management trust, respectively. The implications of the results for human resource (HR) practitioners are discussed and include the challenge of resourcing effective direct voice systems and enlisting the support of supervisors in order to impact on the engagement of nurses who are the “front line” of the health sector. © 2016 Wiley Periodicals, Inc. 相似文献
12.
At the direction of the U.S. Senate subcommittee on Governmental Affairs, the general Accounting Office (GAO) conducted a survey of employee involvement practices within American companies. The population consisted of top management within Fortune's 500 largest manufacturing and 500 largest service companies. An analysis of the data examined three broad areas relating to employee involvement: (1) the existing organizational programs and processes such as personnel practices, information sharing, and training; (2) the degree of corporate participation in specific employee involvement programs including the reasons for undertaking employee involvement programs, and the perceived barriers to the implementation of employee involvement programs; and (3) the perceived effect of employee involvement on organizational operation as measured by changes in indicators of performance and activities within the internal business environment. 相似文献
13.
李娜 《中小企业管理与科技》2022,(1)
在现代管理中,人力资源被认为是最宝贵的财富之一,对事业单位的发展发挥了重要作用。其中,员工激励是推动事业单位参与社会管理、提高服务质量的关键,薪酬管理是员工激励中的有效手段。论文结合河北省粮食和救灾物资储备中心的管理实践,阐述了薪酬管理与员工激励之间的关系,分析了薪酬管理对员工激励的作用以及存在的不足,提出了改进措施,以期为存在相似问题的企事业单位提供借鉴与参考。 相似文献
14.
Work Values and Preferences for Employee Involvement in the Management of Organizations 总被引:1,自引:0,他引:1
Jai Ghorpade Jim Lackritz Gangaram Singh 《Employee Responsibilities and Rights Journal》2001,13(4):191-203
This study has 3 objectives: to develop a scale to measure preferences for involvement in management (PIM), to examine if PIM are related to work values (altruism, pride in craftsmanship, collectivism, and individualism), and to examine if PIM are affected by a bundle of work values. Data are taken from 749 participants to develop a psychometrically appealing scale for measuring PIM. Using the universalistic perspective, we predict a positive relationship between PIM and altruism, pride in craftsmanship, and collectivism, and a negative relationship between PIM and individualism. Using the synergistic perspective, we hypothesized that PIM are likely to be positively affected by a bundle of work values. Our results support the universalistic perspective because PIM are positively related to altruism, pride in craftsmanship, and collectivism, and negatively related to individualism. Our results did not support the synergistic perspective. In the final section of the paper, we outlined the implications of our results for organizational practice and public policy. 相似文献
15.
知识经济时代,知识型员工是企业的核心员工,对知识型员工的管理是企业的核心管理内容。与非知识型员工相比。知识型员工在个人需求、心理特征、能力特征及工作方式等方面有着诸多的特殊性。因此,要有效管理知识型员工,应采取充分发挥员工自主性和创新性、积极为员工创造个体发展空间、让员工参与管理企业、创造良好的软环境等措施。 相似文献
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文章分析了高校员工关系管理的定义、内容及维度,并从技术和方法上提出了高校员工关系管理策略,在一定程度上满足了当前高校员工关系管理的实际需要。 相似文献
18.
介绍了管理人员素质模型的建立,将物流企业员工流动管理中员工流入、内部流动和员工流出管理各环节有机地联系在了一起,可以有效地解决我国物流企业员工流动管理的困境. 相似文献
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在现代企业中,组织的发展主要依靠员工的主动投入与积极创新。这使得企业越来越重视对员工关系的改善,如何协调员工关系已经成为大多数组织面临的重要课题。作为员工关系的主导者,企业应该根据人才对组织的相对价值将员工分为四类,然后针对不同类型人才的特征与属性采取差别化的员工管理方式,促进员工关系的和谐发展。 相似文献