基于主管忠诚的组织任用分析

在中国企业中,员工对主管的个人忠诚在组织任用的过程中扮演着很重要的角色。不同类型关系的下属对主管的忠诚路径是不同的,而且主管对下属忠诚的感知路径也是不同的,但是主管对下属忠诚的确认是关键。组织应该规范主管的价值准则,并且引导员工的主管忠诚导向组织忠诚,以便做出更合理的用人决策,从而更好地促进组织的发展。     

Comparing operationalizations of dual commitment and their relationships with turnover intentions

This study evaluates the meaning behind the different approaches to measuring dual commitment in a sample of 2568 unionized South Korean electronics employees. Results show that individuals can be simultaneously committed to both the union and the organization. We then examine the utility of dual commitment by examining its prediction of intention to stay. Analysis of variance provides support that individuals who are dually committed have significantly higher intentions to stay within the organization than those who are uncommitted or unilaterally committed. A new direction to reinvigorate the future of dual commitment research is offered.     

The effect of strike militancy intentions and general union attitudes on the Organizational Citizenship Behavior of university faculty

Using a sample of unionized faculty, this study investigated whether faculty members' militancy intentions and general union attitudes affected their level of organizational citizenship behavior (OCB). OCB was divided into three dimensions (OCB-teaching, OCB-faculty, and OCB-university), and separate predictions were made for each. Results indicated weak relationships at best between the predictor variables and OCB, suggesting that unionization is not likely to affect this important aspect of job performance.     

The role of management and trade union leadership on dual commitment: The mediating effect of the workplace relations climate

This article examines the effect of transformational and laisser‐faire leadership on the part of local union leaders and immediate supervisors on the dual commitment of unionised workers. Building on the social information processing perspective, it is suggested that these leadership styles are linked to commitment through the workplace relations climate (WRC). Based on a sample of 834 unionised workers, our results suggest that WRC represents an important mechanism explaining the effect of the immediate supervisor's leadership in unionised settings. Results also show that transformational leadership on the part of union representatives is positively linked to union and organisational commitment. This article contributes to the WRC and dual commitment literatures by going beyond structural and institutional explanations and considering relational and actor‐related variables, such as leadership styles.     

The relationship between career plateauing,employee commitment and psychological distress: the role of organizational and supervisor support

This research examines the role played by an employee's supervisor and organization in the relationship between structural and content plateauing, affective commitment to the organization, and psychological distress. Our analyses, based on data taken from a sample of 575 hospital employees, reveal that there is a significant relationship between the two forms of plateauing and perceived supervisor support, whereas only hierarchical plateauing is related to perceived organizational support. Our results also highlight the mediating effect of perceived organizational support in the relationship between hierarchical plateauing, perceived supervisor support, and the consequences examined.     

工作家庭冲突和上司支持对蓝领工人工作满意度影响的研究

工作家庭冲突是一个包含工作干扰家庭(WIF)和家庭干扰工作(FIW)两个方向的构念。本研究以来自国内制造业某公司的166名一线蓝领员工为研究对象,考察了工作家庭冲突和上司支持对工作满意度的直接效应,以及上司支持对工作家庭冲突和工作满意度关系的调节效应。结果表明,WIF和FIW都与工作满意度显著负相关,而上司支持不仅是员工工作满意度的重要影响因素,而且还能缓冲WIF对员工满意度的负面影响。     

The consequences of dual and unilateral commitment to the organisation and union

This article examines the pattern and consequences of commitment to organisation and union amongst union members in a UK National Health Service Trust. Those who perceived the industrial relations climate as positive were more likely to be dually committed to both organisation and union. As anticipated, union commitment predicted union citizenship behaviours and intent to quit the union. However, organisational commitment predicted intent to quit the organisation but not organisational citizenship behaviour, which was predicted by union commitment. Findings suggest that those with a unilateral commitment to the union are more likely than the dually committed to engage in citizenship behaviours aimed at helping fellow members and colleagues, perhaps because they feel unconstrained by any strong loyalty to the organisation.     

Coupling High Self-Perceived Creativity and Successful Newcomer Adjustment in Organizations: The Role of Supervisor Trust and Support for Authentic Self-Expression

This study addresses how supervisors can facilitate the socialization of newcomers with high self-perceived creativity into their new jobs. We combine self-verification theory and current literature on socialization in a dual-stage moderated mediation model where a) newcomer self-perceived creativity interacts with supervisor trust in the newcomer to trigger supervisor perception of newcomer creativity; and b) supervisor perception of newcomer creativity, in turn, interacts with supervisor support for newcomer authentic self-expression to impact newcomer adjustment outcomes (i.e., task performance, job satisfaction, and stress symptoms). A two-wave, multisource study of 146 newcomer–supervisor dyads provides support for our predictions, suggesting that high levels of supervisor trust and support for authentic self-expression serve as moderating conditions allowing supervisor perception of newcomer creativity to positively mediate the relationship between newcomer self-perceived creativity and newcomer adjustment.     

Organizational commitment in the context of multinational corporations: a critical review and directions for future research

Abstract

The antecedents and outcomes of organizational commitment (OC) have been studied extensively over the last three decades. While the majority of research has focused on the OC of employees working in organizations based in a single country or region, studies have also emerged examining the OC of employees working in multinational corporations (MNCs). However, there has been no attempt to comprehensively review and synthesize the literature in this area, limiting our understanding on how to effectively manage OC in MNCs. The present study conducts a systematic review of empirical literature on OC in the MNC context. We review literature on the theoretical foundations, antecedents and outcomes of OC in MNCs, and evaluate empirical papers that expand our understanding of the nomological network of constructs to which OC is related in the MNC context. Building on the review, we then present a future research agenda, which targets opportunities for empirical and theoretical advancement of research on OC in the MNC setting.     

对监理在建筑施工阶段的质量控制措施的探讨研究

本文对我国建筑工程监理的现状进行了分析同时提出建议,并对建筑施工过程中如何做好质量形成的五个要素的监理工作提出了措施,对监理在建筑施工阶段的工作提出了方法。     

如何发挥导师在研究生培养中的作用

在研究生教育中,导师的作用发挥如何,是影响研究生培养质量的关键因素。只有在研究生自入学到毕业全过程教育中,针对不同对象,不同阶段在制定完善的培养计划的基础上,适度的科学研究指导,以"身教"为主的育人教育,才能达到高质量人才培养的目标要求。     

企业人力资源主管人员胜任力模型实证研究

基于某企业人力资源主管人员岗位,首先运用行为事件访谈法,根据访谈结果,进行编码,确定胜任特征,建立胜任力过渡模型;然后通过抽样调查,进行科学分析,完成人力资源主管人员胜任力模型。并将其与通用模型做比较,发现二者的差异。研究结果表明:企业人力资源主管人员胜任力模型由知识、技能和素养三个维度八个胜任特征组成,与通用模型有不同的侧重。     

个人组织价值观匹配对新生代工作积极性的影响

论文基于社会认定理论、匹配理论以及计划理论分析了个人组织价值观匹配如何影响新生代员工工作积极性,并探索组织承诺在两者之间所发挥的作用。研究结果表明,当个人组织价值观匹配程度越高时,新生代员工工作积极性越高,且组织承诺在两者之间存在着中介的作用。此结论丰富了论文的相关理论,同时对企业提高新生代员工积极性有一定的参考价值。     

The role of organizational culture in the relationship between leadership and organizational commitment: an empirical study in a Greek organization

The aim of this paper is to explore the nature of relationships between organizational culture and leadership behaviours in affecting employees' commitment to their work organization. Building on organizational commitment literature, this study used a survey methodology. Empirical evidence was obtained from 300 employees working in a large Greek service company. The analyses indicated that the culture orientations examined served as mediators in the relationship between leader behaviour and followers' affective and normative commitment to the organization. The findings also indicated that continuance commitment is a two-dimensional construct; the ‘personal sacrifices’ dimension was found to be related to organizational culture and transactional contingent reward. This research paper has key messages for practitioners contributing to the fields of commitment, organizational culture, leadership and human resource management.     

以宅基地置换为抓手,深化三个集中,推进外冈三化融合发展

上海地区外冈镇通过推行三个集中(农民向城镇集中、产业向园区集中、农业向规模化集中)和宅基地置换政策,在推进新型城镇化、新型产业化和农业现代化三化融合发展方面取得了丰硕的成果。本文在研究过程中,从价值工程理念中政府功能和政府管理价值的角度出发,分析了外冈镇在落实上述相关政策后取得的实际效果,结果证明,其社会经济效益得到了明显的提升。     

Lessons from Lowell, Massachusetts (1821–62): The Shifting Sands of Managerial Beneficence

Far more than a mechanism to voyeuristically delve into the past to satisfy trivial interests, management history can be used to provide insight into contemporary practices and guide us away from repeating past mistakes. Using historiography, this paper offers a glimpse into the nature of the employer–employee relationship, comparing events from the earliest days of industrialization to the present. Set in the historical site of Lowell, Massachusetts, the birthplace of the American Industrial Revolution, this research addresses the progression of events that seem to predictably occur when well-meaning entrepreneurial enterprises face environmental turbulence and subsequently alter their labor philosophy from paternalism to social Darwinism. In the early 1800s, Lowell's textile mills represented a progressive environment. A close-knit, planned community was created which allowed the women opertives to grow socially and intellectually. However, economic downturns resulted in cycles of wage-cutting and cost-saving efforts. Eventually, the women were replaced with immigrants who were willing to tolerate substandard working conditions. By the 1860s, the owners had completely abandoned their concept that corporations should have souls. In history, market forces are continually in flux and often so is management's perception about whether the worker is a valuable asset or an easily discarded econom ic liability. Reactions to this unpredictability are addressed.     

预应力混凝土连续刚构钢筋替换分析

预应力混凝土连续刚构桥以其结构简洁、造价经济、施工方便等优势,在我国高速公路建设中得到了广泛应用。目前正在大规模建造的预应力混凝土连续刚构桥大多采用了HPB235和HRB335热轧钢筋。然而近期我国将逐步淘汰这两种钢筋。本文以云南省在建的一座连续刚构桥为例,分别按钢筋等面积替换和等强度替换方法进行了结构计算和经济分析,为钢筋牌号过渡期间该类桥梁建设的钢筋替换提供参考。     

完善导师责任制 提高研究生培养质量——以江西财经大学为例

随着我国高等教育的不断扩招,研究生的招生规模也不断扩大,使得研究生的培养质量近年来成为高等教育中的重点问题。文中以江西财经大学为例,通过分析目前在研究生培养过程中,导师责任制下影响研究生培养质量的原因,并提出相应的对策建议。     

The relationship between perceived compensation,organizational commitment and job satisfaction: the case of Mexican workers in the Korean Maquiladoras

Expatriate literature has generally favoured home country factors to understand expatriate success. In this paper, we contribute to the field by shifting our focus to the host country workforce (HCW). We use equity theory to examine the effects of perception gaps in compensation between HCW and expatriates on organizational commitment and its impact on job satisfaction and job performance. Based on field surveys and in-depth interviews of Korean expatriates as well as Mexican workers, results provide support for our hypothesis that significant perception gaps exist in compensation. The finding that compensation gap was significantly related to affective commitment only is of crucial importance. Our results also suggest that only affective commitment is positively related to job satisfaction and performance. We discuss research as well as managerial implications.     

HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia

This study examined the mediating effects of organizational commitment (OC) and organizational engagement (OE) on the relationship between human resource (HR) practices (career management, performance appraisal, compensation, person–job fit and job control) and turnover intention. A total of 457 employees working in various sectors in a selected region in Malaysia participated in this study. It was found that all the variables used to measure HR practices have significant effects on OC and OE. However, multiple regression analyses indicated that career management and job control did not have any significant influence on turnover intention. OC and OE were discovered to give partial mediating effects on the relationship between HR practices and turnover intention.