高新技术企业研发人员激励因素回顾与实证构想

高新技术企业研发人员激励因素主要体现为薪酬激励因素、知识分享激励因素和职业发展激励因素。这三种激励因素与研发人员工作满意度的关系可以通过构建概念模型、提出相关假设以及进行变量测度来进行实证研究。     

The Employer’s Responsibility to Maintain a Safe and Healthful Work Environment: An Historical Review of Societal Expectations and Industrial Practices

As early as 1200 A.D., it has been common English law practice for a master to protect his/her servant. Throughout time, this practice has been tested and has evolved into our modern day obligation of the employer to assure the health and safety of his or her employees. This historical analysis reviews specific events that influenced the expectation that employers are responsible for workplace safety and health beginning before the Industrial Revolution and leading up to and through the implementation of the Occupational Safety and Health Administration (OSHA) in the United States. This review is divided into three time periods covering the era of industrialization and early recognition of occupational hazards (late 1800s–1949), the era of voluntary industrial standards and controls (1950–1969), and the modern era of federal regulation (1970–present). Also outlined are the several approaches the law has taken to addressing employer responsibility shifting from fault-based injury compensation to disease-specific prevention strategies, and then to a no-fault workmen’s compensation system, and finally to a mandatory minimum-requirement national legislation. Furthermore, the growth of the occupational safety and health profession is addressed as these systems acted as drivers to promote employer responsibility, and many employers hired health and safety professionals to ensure that they were upholding their responsibility to their employees.     

Outsourcing occupational safety and health: An analysis of the make or buy decision

This paper investigates the factors affecting the outsourcing decision of occupational safety and health (OSH) services. I posit several hypotheses following the three main approaches to the make or buy question: (1) the transaction cost theory, (2) the resource‐based view of the firm, and (3) the behavioral decision‐making framework. The empirical analysis draws on microdata from 3,047 Spanish firms that are legally obliged to provide organized OSH activities but free to choose the option to outsource. Results show that informational symmetries and increasing transaction costs mainly explain the decision to outsource the OSH activity. Organizational behavior variables, such as management commitment to safety and workers' representation, also relate to the outcome of the decision but not necessarily as hypothesized. Finally, I did not generally observe the strategic value of safety in informing the make or buy decision. © 2009 Wiley Periodicals, Inc.     

我国医疗职业安全立法之调查分析

从医疗卫生工作人员面对自然环境中各种微生物的侵袭,阐述由于疾病及瘟疫给医务工作者带来的职业危害。面对医院内可能存在的医护人员的职业安全隐患,有必要采取一定的方式———职业安全立法,来保护广大医护人员的合法权益。     

Using the past to map out the future of occupational health and safety research: where do we go from here?

Abstract

The purpose of this study is to take stock of the extant research on occupational health and safety (OHS) with the aim of identifying gaps and mapping out a future research agenda for human resource management (HRM) scholars. A comprehensive review of OHS research from 1956 to 2019 was first conducted. A total of 564 articles from 17 leading journals were then identified and categorized into five distinct, yet inter-related, themes: (1) antecedents and work-related factors influencing OHS; (2) industrial policy and regulations surrounding OHS; (3) OHS management practices; (4) approaches to, and models of, managing OHS and (5) outcomes of OHS management. The review also discusses OHS research methodologies and design foci. Overall, we found that OHS research is poorly integrated into the field of HRM, and we identify a plethora of opportunities for HR researchers to add value to this field of research. A future agenda is formulated, encompassing new OHS theory-building, novel directions for empirical research, and innovations in research design and methodology.     

论建筑工程施工现场职业健康安全管理

建筑行业作为高危行业,其职业健康安全工作越来越引起人们的关注。文章介绍了建筑施工企业职业健康安全管理的基本概念、管理内容、管理体系,并提出了加强建筑施工企业职业健康安全管理工作的途径。     

知识型员工绩效的影响因素研究——基于货币激励方式与团队氛围的双重视角

本文通过实验研究的方法,研究了货币激励与团队氛围对知识型员工绩效的影响,并分析了内部动机在上述两组关系中的影响作用。研究结果表明:从货币激励的角度来看,货币激励并不一定会提高知识型员工的绩效,和固定工资相比,与绩效挂钩的薪酬有时反而不利于工作业绩的提高。从团队氛围角度来看,被试者感受到的团队氛围越浓厚,越有利于带来更高的绩效。进一步研究发现,任务绩效会随内部动机的提高而提高,并且,货币激励与团队氛围均会通过影响内部动机进而影响任务绩效。因此,当货币激励对知识型员工绩效产生负效应时,可以通过营造较好的团队氛围提高员工的内部动机进而提高其绩效水平,这为提高员工绩效提供了除货币激励外一种新的方法途径。     

如何正确理解和运用LEC风险评价法

文章讨论了如何正确理解和运用LEC风险评价方法,以建立并保持职业健康安全管理体系,避免评价结果脱离实际。     

论建筑工程施工现场职业健康安全管理

建筑行业作为高危行业,其职业健康安全工作越来越引起人们的关注。文章介绍了建筑施工企业职业健康安全管理的基本概念、管理内容、管理体系,并提出了加强建筑施工企业职业健康安全管理工作的途径。     

以人为本的铁路运输安全管理激励机制探讨

在当前铁路大发展的形势下,铁路运输安全管理激励机制是加强铁路运输安全管理的重要内容,对于国民经济的发展,具有十分重要的意义。构建＂以人为本＂的铁路运输安全管理激励机制,可以从铁路职工的工作和思想实际出发,确立＂以人为本＂的目标,建立科学可行的考核激励机制、培训激励机制、晋升激励机制、薪酬激励机制、监督激励机制,以激发铁路职工进行安全生产的自觉性和积极性,保证铁路运输的安全。     

如何准确把握OHSAS18001：2007的新要求

本文结合IS014001：2004新版标准要求的变化,解析新版OHSASl8001标准要求的变化。同时就组织和审核员如何理解和实施新版标准要求进行探讨。     

浅谈激励在人力资源管理中的应用——通过内激和外激降低企业员工离职率

激励是人力资源管理中重要的一部分,有效的运用激励手段可以鼓舞员工士气,提高员工工作效率,甚至降低离职率。目前我国企业员工离职率不断增高,形势不容乐观,对此,该篇从激励角度进行探讨,试图通过综合运用内激与外激的激励手段,增加工作的吸引力,提高员工的成就感,适当增加薪酬等,从而使员工在精神和物质上得到激励,最终达到降低离职率的目的。     

综合管理体系及其实施指南的研究

依据ISO9001、ISO14001及OHSAS18001标准,对企业中的质量、环境及职业安全卫生要素进行了系统的整合,提出了综合管理体系模式及实施指南。