和谐劳动关系建设中政府对策研究

在构建和谐社会的背景下,首先明确了和谐劳动关系的内涵与意义,并阐述了政府在构建和谐劳动关系中的重要作用,接着分析了现阶段劳动关系存在的主要问题和影响,最后针对存在的问题提出了政府构建和谐劳动关系的对策。     

企业外部公关问题成因及其预警测评指标设置

企业在对外公关过程中 ,会产生许多程度不同的公关问题。而这些公关问题是完全可以通过企业公关预警管理体系的有效预警预控。本文在企业外部公关问题成因分析的基础上 ,建立起企业外部公关预警测评指标体系 ,构成了企业公关预警管理体系的重要组成部分。     

Investor relations on the Internet: a survey of the Euronext zone

This study investigates the investor relations activities on the Internet of companies listed on the Euronext stock exchange. For this purpose, the websites of the fifty largest listed companies in each of the countries Belgium, France and the Netherlands were screened for investor relations items. Results obtained by using a three-stage model show that most companies in the Euronext zone are at the second stage of Internet investor relations, i.e. where information available through other sources is combined to better inform investors. In the third stage companies use the full interactive possibilities of the Internet for investor relations purposes. French and Dutch companies use the Internet for investor relations purposes more widely and more intensely than Belgian companies. The study also revealed a size effect; large companies use the Internet for investor relations purposes more extensively than smaller companies. This conclusion holds for each of the three countries. The leading companies in France and the Netherlands are either at the third stage of Internet investor relations or are ready to move to this stage.     

论企业和谐劳动关系的构建

企业劳动关系和谐与否不仅与职工个人相关,而且与社会存在着极为密切的关系。我国的社会关系与劳动关系整体上是协调的,但也存在着一些不和谐的因素。文章就企业如何构建和谐的劳动关系提出若干观点。     

会计公共关系与财务公共关系探悉

会计公共关系与财务公共关系都源于现代公共关系,就微观意义而言其两者的涵义基本一致。因此,大都视财务公共关系与会计公共关系是同一概念,这种观点限制阻碍了会计学和财务管理学的学科建设及其实践活动。以“大会计”的观点,两者既有区别又相互联系。本文从两者的概念、范畴、特性入手分析了两者的区别和联系,提出了要树立良好的财务形象和企业形象,增强企业竞争力,必须协调好公共关系的观点。     

开拓公共关系资源增强医院可持续性竞争力

不断地维持和开拓关键公共关系资源是确保现代医院增强可持续性竞争力的关键。着重讨论公共关系资源的重要意义。     

网络对社会关系的异化

网络为社会关系的发展提供了一个全新的虚拟空间。今天,网络已成为社会关系发展的重要领域,但同时也带来人际关系、群际关系、代际关系的异化。文章就网络对社会关系各个方面的异化分别进行讨论。     

Comparative industrial relations theory: the role of national culture

This paper explores the use of national culture in comparative industrial relations theory to explain the cross-national pattern of industrial relations institutions. A critical review of the existing body of theory argues that it has not adequately explained cross-national differences in the main industrial relations variables. The review also establishes that, with few exceptions, national culture is currently given negligible weight as an explanatory variable. It is argued that a cultural theory of cross-national difference is required. Following a critical assessment of the work of Hofstede, a cultural model is developed based on his definition and specification of culture. Some hypotheses linking Hofstede's dimensions of culture with our industrial relations variables are derived. As an empirical test of the model, industrial relations variables are regressed on Hofstede's cultural indices. National culture is found to be significantly associated with all the major characteristics of industrial relations systems investigated. The paper concludes that national culture is the primary determinant of cross-national variations in industrial relations institutions and that culture is likely to be a force for ongoing diversity in labour market systems.     

网络对社会关系的异化

网络为社会关系的发展提供了一个全新的虚拟空间。今天,网络已成为社会关系发展的重要领域,但同时也带来人际关系、群际关系、代际关系的异化。文章就网络对社会关系各个方面的异化分别进行讨论。     

论文秘专业人才培养模式的构建及培养对策

为适应市场变化,拓宽办学思路,我校把公关与文秘合二为一,办成文秘为主、公关为辅的公关与文秘专业,这与秘书职业由传统的办文、办事、办会发展到公关策划、商务咨询、信息收集与传播、计算机文字处理相适应。本文就文秘专业在培养目标及课程设置方面探出了一条新思路,在此与大家分享。     

国有企业改制前后劳资关系的对比研究

随着国有企业改革的不断深化,国有企业中的劳资关系正从＂行政型＂转变为＂市场型＂,在这一过程中,劳资关系发生了巨大的变化,这主要包括劳资关系在基本面、劳资关系主体、利益分配模式、劳资纠纷类型、劳资关系处理方式等方面发生的变化。正确理解新型的国有企业劳资关系,对建立和谐、稳定的劳资关系,促进和谐社会建设具有十分重要的理论和现实意义。     

Revitalizing social dialogue in the workplace: the impact of a cooperative industrial relations climate and sustainable HR practices on reducing employee harm

Abstract

The purpose of the present study is to unravel the relationship between current forms and realities of social dialogue in the workplace, the industrial relations climate, HRM, and employee harm. We tested a model specifying associations between (1) indicators of revitalized social dialogue, (2) perceived cooperation within the industrial relations climate, (3) perceived sustainability in HR practices, and (4) management perceptions regarding employee harm. The test was based on a survey conducted among 356 (HR-)managers and CEOs in Belgium. The results support the idea that a cooperative industrial relations climate and sustainable HR practices can reduce employee harm. More specifically, efficiency in social dialogue fully mediated the relationship between cooperative industrial climate and employee harm. In turn, industrial relations climate partially mediated the relationship between sustainable HR practices and employee harm. Finally, sustainable HR practices correlated positively with a cooperative industrial relations climate, suggesting that HR and employee relations reinforce rather than weaken each other.     

推行工资集体协商机制 促进劳动关系和谐发展

工资集体协商是当前调整劳动关系、深化企业分配制度改革的重要手段。文章为基层工会推行工资集体协商,实现劳资双赢献策,以期促进企业劳动关系和谐发展。     

Industrial relations and the construction of the Channel Tunnel

This article looks at industrial relations on the Channel Tunnel construction project. Contrary to many other developments in the industry, industrial relations here followed a pattern of joint regulation, strong trade union organisation, and the restriction of the fragmentation of the labour force into a large number of self-employed individual sub-contractors, known in the UK as ‘the lump’.     

Industrial relations and the customer

This article examines the implications for industrial relations of the current enthusiasm for ‘customer care’. It does this by reviewing how the three main industrial relations actors; managers, government and trade unions, have responded to the customer service imperative and by considering some of the implications of a ‘customer focus’ for industrial relations theory.     

The dark side of solidarity: social norms and social relations in the aftermath of strikes

This paper studies how employees anticipate change in social relations after a strike in their organisation. We hypothesise that two group norms affect employees' fear that a strike deteriorates the social relations with their colleagues. We distinguish between two different norms associated with a collective action problem such as a strike. A ‘solidarity norm’ prescribes that workers should participate in collective protest when called for. A ‘free rider punishment norm’ describes whether and how violators of the solidarity norm should be treated. While the former itself theoretically does not impact intra‐group social relations, the latter one does. We test our hypotheses on a data set of 468 Dutch union members. Adherence to the free rider punishment norm significantly increases a fear for deterioration of social relations with colleagues after a strike, while adherence to the solidarity norm does not. We also find a moderating effect of expected proportion of strikers. The results are discussed with reference to industrial relations theory and mobilisation theory, further probing into mechanisms that relate social norms to the (anticipated) costs of participation and the quality of social relations after a strike.     

Organisational Change and the Tensions of Decentralisation: the Case of Royal Mail

Miguel Martinez Lucio and Mike Noon, who are Lecturers in Industrial Relations and Organisational Behaviour respectively at the Cardiff Business School, draw on a case study of Royal Mail to explore the reasons for decentralisation and the issues this poses for managers and employees. They argue that the restructuring of Royal Mail was the result of three different imperatives for change: market, technological and political – pressurising managers to decentralise the formal structures of management-trade union relations. Decentralisation of these structures, however, has been far from a straightforward process: it has led to considerable tensions in the management of industrial relations, created scope for the development of new workplace industrial relations institutions and agendas, and given rise to a constant process of management reform.     

晚清工业化进程中的城市化

工业化与城市化是任何一个国家在经济发展过程中都必须经历的阶段.中国工业化与城市化始于晚清时期,经历了三个持续的发展阶段.通过对三个阶段城市化与工业化的研究,本文分析了晚清城市化与工业化之间的特殊关系,阐释了由晚清工业化与城市化之间的特殊关系所决定的晚清城市化的特点.正确认识这些问题,对于我们把握和理解中国国情并进而解决城市化问题具有重要意义.     

从危机事件看企业公关管理

如何以巧妙的危机公关策略来妥善应对危机事件是企业亟待解决的问题。文章通过分析危机事件存在的主要问题和危机事件对企业危机公关的启示,研究和探讨企业应对危机公关的思路和策略。     

简论软件项目管理中的关系管理

本文从软件项目管理出发,列举了软件项目管理的主要角色,分析了软件项目管理中的五种重要关系,以及处理和协调这五种关系的要点。