关于建筑施工阶段监理工作的探讨

施工单位的精心施工是保证工程质量的前提,监理单位的严格监理是工程质量的有力保障.本文阐述了监理工作对建筑施工阶段控制的意义和作用,提出了施工各阶段质量控制应遵循的原则.     

关于加强工程监理在房屋建筑节能中质量控制的探讨

现代建筑施工中,对节能的要求越来越高,不但要求节能,还要满足实用和保证质量,建筑节能的控制贯穿于建筑建造的全过程。建筑节能工作的重要性已受到广泛重视,如何做好建筑节能工程的监理工作至关重要。本文在阐述我国建筑节能监理现状的基础上,从建筑施工角度出发,分析了建筑节能施工不同阶段的监理要点以及质量控制的主要内容,提出了相应的节能监理要点,为提高建筑节能工程质量提供了经验。     

浅谈建筑工程施工监理中的组织协调措施

为了保证建筑工程的质量和安全,我国实行建筑工程监理制度.建筑施工监理的重点是做好施工过程中的组织协调工作,本文介绍了监理组织协调工作的内容,并提出了具体的组织协调措施,对于提升建筑工程施工监理工作的质量和效率具有指导意义.     

刍谈建筑施工中工程质量的问题与措施

建筑施工过程中的监理工作是对施工企业的工程施工质量进行全程监督的一项工作,但是目前却出现一些监理工作敷衍了事的现象,甚至一些施工单位和监理单位私下交易来损害业主方,笔者就建筑施工过程中工程质量的问题进行简单的阐述。     

对提高住宅小区工程施工监理措施的分析

本文从住宅小区建筑施工监理的投资控制开始分析,分析了安全技术资料的日常管理,制定监理程序、规范,实施安全工作检查和监督,及时反馈信息进行工作调整,最后提出针对平行检验及安全隐患的处理措施,旨在为住宅小区建筑监理工作提供建议。     

浅谈施工阶段的测量监理

建筑施工测量作为工程施工的基础性工作,对工程质量的形成起着关键作用。文章阐述了测量监理的方法、内容,全面分析了测量监理要点。     

建筑工程施工现场监理管理策略分析

近年来建筑行业取得了较快的发展,建筑结构越来越复杂,这也对建筑施工质量提出了更高的要求。因此需要加强对施工现场的监理工作,强化施工现场监理管理,及时发现施工现场安全隐患,确保工程的顺利实施。从现场监理管理概述入手,分析了进行监理管理的意义,并进一步对完善施工现场监理管理的具体策略进行了具体的阐述。     

建筑工程施工技术和工程监理的相互作用

文章重点论述了施工技术和工程监理之间的关系。首先,结合工程项目的实际情况分析了施工技术作为工程项目监理工作的核心内容;其次,分析了施工技术和工程监理二者之间的关系,并在此基础上阐述了建筑工程项目监理工作中存在的突出问题;最后分析了提升建筑施工技术和监理技术的有效对策,期望对同行有所启发。     

监理如何按程序对现场控制管理

近年来,随着我国基础设施建设事业的迅速发展,对我国建设工程监理行业提出更高、更新的要求.加强建筑工程监理工作是提高建筑过程质量的重要手段之一.在建筑施工过程中,任何一个环节和部位出现问题,都会给工程的整体质量带来不可估量的后果,加强监理工作程序是确保建筑工程质量的重要保证.     

对建筑施工监理在实施中存在的问题分析

随着科学技术的不断进步,国民经济水平的飞速提升,人们对建筑工程质量的要求也越来越高。做好建筑工程各个环节的施工监理工作,有助于使工程整体质量得以提高。本文通过对建筑施工监理在实施中存在的问题进行粗浅的分析,并针对这些问题提出一些有效对策,以供大家参考。     

业主浅谈监理如何做好施工阶段的规范化监督管理

自建筑行业逐渐与国际接轨,国内实行工程强制监理以来,国家建设部就工程责任主体做了明确规定,作为责任主体之一的业主,如何对委托的监理单位的监理人员在工程施工过程中充分调动、发挥监理人员对工程全面实施监督管理,如何做好监理的规范化管理与工程质量的事前、事中控制相结合,是现场监理工作中的突出问题.也是工程质量得到有效控制的关键,使工程业主在工程中控制目标能够圆满完成.     

Is coworker feedback more important than supervisor feedback for increasing innovative behavior?

A growing body of research explores human resource management practices that encourage employees to innovate. In this study, we examine the links between different sources of feedback (supervisor and coworker) and employees’ innovative behavior. Drawing on social exchange theory and the job demands‐resources theory, we first propose that work engagement and psychological contract breach mediate the relationship between supervisor feedback and employees’ innovative behavior. Second, we propose a moderated mediation model in which coworker feedback attenuates the relationships between supervisor feedback and employees’ innovative behavior through the mediating mechanisms of both work engagement and psychological contract breach. Using three waves of multisource data from 300 Chinese employees and their 64 supervisors, we found a dual‐mediation pathway by which employees’ work engagement and perceptions of psychological contract breach mediate the influence of supervisor feedback on innovative behavior. Our results also show that coworker feedback can be used to supplement the lack of supervisor feedback when required. Organizations are advised to ensure that employees obtain regular feedback from multiple sources because such feedback can promote employees’ work engagement and perceptions that the organization is upholding its side of the psychological contract, which fosters employees’ innovative behavior.     

Constructive Supervisor Feedback is not Sufficient: Immediacy and Frequency is Essential

In the present study, we investigated the relationship between perceived constructiveness and perceived immediacy and frequency of supervisor performance feedback and work performance. In two pilot studies, we obtained support for the two‐dimensionality of our measure of supervisor performance feedback. In the main study, perceived constructiveness of supervisor performance feedback and work performance was positively related when perceived immediacy and frequency of supervisor performance feedback was high. We discuss theoretical and practical implications and directions for future research. © 2016 Wiley Periodicals, Inc.     

Where hukou status matters: analyzing the linkage between supervisor perceptions of HR practices and employee work engagement

This paper highlights the interaction between intended human resource (HR) practices as perceived by supervisors and status similarity between supervisors and employees as a key source of variation in employee work engagement among 298 employees reporting to 54 supervisors at a luxury Chinese hotel. Using a multi-level, process-oriented approach to examine the relationship between intended HR practices by supervisors and engagement as perceived by employees, we show (1) that the interaction of supervisor perceptions of HR practices and supervisor–subordinate hukou (place of origin) status similarity is positively related to employee reports of Leader–member exchange (LMX), HR practices and work engagement; (2) that the interaction of supervisor perceptions of HR practices and hukou status similarity influences employee perceptions of HR practices through LMX; and (3) that the interaction of supervisor perceptions of HR practices and hukou status similarity influences work engagement through employee perceptions of LMX and HR practices. Theoretical and practical implications are discussed.     

The effects of family-friendly practices and gender discrimination on job attitudes: the moderating role of supervisor support

This study examined the effects of family-friendly practices and gender discrimination on female employees' job attitudes and the moderating role of supervisor support. The results of our analysis, based on a sample of 1556 female employees in Korea, indicate that family-friendly practices and workplace environments reflecting gender discrimination are significantly related to their job satisfaction and workplace benefits stress. In addition, supervisor support moderated the effects of family-friendly practices and workplace environments reflecting gender discrimination on Korean female employees' job satisfaction and work stress. These results suggest that perceived organizational support has considerable influence on the job attitudes of Korean female employees through its interactions with supervisor support. Therefore, firms should consider the ‘fit’ between organizational support and supervisory roles to enhance Korean female employees' job satisfaction and to reduce their work stress.     

Work outcomes of relational demography in Chinese vertical dyads

Relational demography refers to the demographic differences (such as gender, age, race, and tenure) between supervisor and subordinate. This study examines its impact on employees' work outcomes in the setting of a foreign-invested enterprise in China. We hypothesize that dissimilarities on demographic attributes between supervisor and subordinate affect subordinate's leader–member exchange, trust in organization, in-role performance, and organizational citizenship behavior. The hypotheses were tested on 239 supervisor–subordinate dyads via a questionnaire survey. The results of regression analysis showed that dissimilarities in gender and organizational tenure had negative effects on the outcome variables. In particular, a female supervisor with male subordinate displayed the lowest level of leader–member exchange and trust in the organization. Implications of these findings on human resource management are discussed.     

It Takes Three to Tango: Exploring the Interplay among Training Intensity,Job Autonomy,and Supervisor Support in Predicting Knowledge Sharing

This study explored whether the relationship between perceived training intensity and knowledge sharing is prone to combined moderating influences. We operationalized perceived training intensity as a challenge stressor, in accordance with the challenge‐hindrance framework of work stressors. The results of a study of 129 employees from three Norwegian service industries revealed a positive relationship between perceived training intensity and supervisor‐rated knowledge sharing for employees reporting high levels of perceived job autonomy and high levels of perceived supervisor support. In contrast, we found a negative relationship between perceived training intensity and supervisor‐rated knowledge sharing for employees reporting high levels of perceived job autonomy and low levels of perceived supervisor support. These findings suggest that supervisors are of vital importance in facilitating knowledge sharing among employees in settings where developmental challenges are prevalent and perceptions of job autonomy are high. Implications for future research and practice are also discussed. © 2014 Wiley Periodicals, Inc.     

Why Do I Feel Valued and Why Do I Contribute? A Relational Approach to Employee's Organization‐Based Self‐Esteem and Job Performance

Drawing on the relational perspective and self‐consistency theory, we theorize how relationships involving work‐centric, off‐work‐centric, and/or personal components can affect an employee's organization‐based self‐esteem and job performance in Chinese organizational contexts. Matched data were collected from a multi‐source sample that included 219 employee–supervisor dyads from a Chinese bank. Results based on hierarchical regression analyses reveal that a high‐quality relationship with a supervisor through work and off‐work domains (leader–member exchange and guanxi) is positively related to organization‐based self‐esteem. Organization‐based self‐esteem plays a mediating role in the relationship between guanxi and job performance. Additionally, career mentoring from a supervisor (a work‐centric relationship involving personal components) moderates the relationship between organization‐based self‐esteem and job performance.     

绿色施工过程中有效预防施工方与监理方合谋行为的博弈分析

当前的工程建设中施工企业对绿色施工的重视程度较低,在绿色施工中仍存在很多的问题。由于既得利益的驱使,我国的某些绿色施工项目中仍存在有施工企业与施工监理人员的合谋行为。为了改善这种状况,运用博弈论理论和方法对如何预防这种合谋行为进行了分析,通过建立混合策略博弈模型,分析出政府核查力度对合谋行为影响,以及政府惩罚力度与合谋行为发生的关系,并以此制定防范机制,进行规范管理,以期达到促进绿色施工健康快速发展的目的。     

Career plateauing: reactions and moderators among managerial and professional employees

Questionnaire data obtained from managerial and professional employees in Singapore (N = 141) were used to examine reactions to and moderators of career plateauing. Zero-order correlation coefficients revealed that the perceptual measure of career plateauing was more significantly negatively related to the work attitudes and behaviours than was job tenure. Moderated regression analyses results also revealed that, in general, the perceptual measure of career plateau explained more of the variance in the work attitudes and behaviours than did job tenure. Further, the moderated regression analyses revealed that of the three moderators (job tenure, supervisor support and job characteristics) and the six work attitudes and behaviours examined, supervisor support and job challenge significantly positively moderated only the effects of career plateauing on in-role behaviours. Limitations of the study, directions for future research and implications of the findings are discussed.