Using technology to let your voice be heard

Creating e-mail audio messages can add a more personal touch to your communications with staff and possibly build loyalty while affirming your interest and concern for your employees. A 5-minute flash demonstration of this process, which should play in any Internet browser, can be viewed at http://tigger.uic.edu/~mcassey/neja07/neja07.html. Learning to use high tech to promote an experience of high touch is a frequently missed opportunity in the business of health care delivery.     

Doing what only you can do: the challenge to the promoted leader

An offer of an executive-level promotion is not without risk. The transition to an effective executive is a continual journey, not a destination. Designing a roadmap with effective skills and strategies will help make your professional and personal life journey more rewarding and successful.     

When worlds collide: elder caregiving poses new challenges for balancing work and life

Nearly one in four U.S. households (an estimated 22.4 million) are caring for elderly family members or friends; as the nation's population ages, more and more workers will take on elder caregiving responsibilities. As this trend continues, employers will face increasing concerns about lost productivity and many employees will struggle to balance the demands of work and caregiving responsibilities. To help resolve the situation, many employers may look to a comprehensive work/life program, which incorporates an intensive focus on elder-care issues, to help boost morale, improve employee productivity and job performance, and reduce stress and absenteeism associated with caregiving.     

资源型城市转型期人口发展问题研究——以甘肃省嘉峪关市为例

资源型城市转型是世界普遍性问题,当资源型城市发展成综合性工业城市后,人口结构最终呈现老年型结构,三产从业人员知识和就业结构单一,城市下岗失业人员和隐性失业人口增加。同时,第二产从业人员比重扩大、性别比失调,最终产生"婚姻拥挤"现象。资源型城市转型期必须考虑协调城市资源与人口、环境、经济社会等各因素。     

Taking the pulse of personalized and online employee communication strategies: the second annual survey of major employer trends

In their efforts to build workforce commitment, many employers are using personalized communication to reach out to employees. Benefacts, the personalized communication service of Aon Consulting, recently surveyed employers nationwide regarding their uses of personalized communication, especially in the online environment. The survey looked at organizations' current online and print communication strategies as well as their future plans. This article describes the needs of employees to understand organizational purpose and to find a balance between work and their personal lives. This examination of the uses of personalized communication to meet these needs and the analysis of current industry trends will help benefit professionals focus on their own communication plans as they strive to meet the challenges of today's workforce.     

家成业就：家庭支持型主管行为对科技型员工个体繁荣的影响机制研究

基于资源—获取—发展理论和资源保存理论，以567名科技型企业员工问卷调查数据为基础，探讨在中华民族传统的“家成业就”观念下家庭支持型主管行为(FSSB)对个体繁荣的影响机制。研究结果表明：FSSB正向作用于员工个体繁荣；工作—家庭增益(WFE)在FSSB对个体繁荣的影响中发挥中介作用；工作繁荣在FSSB对个体繁荣的影响中发挥中介作用；当模型同时引入WFE和工作繁荣时，二者具有链式中介效应，即FSSB通过促进员工的WFE进一步促使员工实现工作繁荣，进而帮助员工实现个体繁荣。这一结果揭示了FSSB对科技型企业员工实现个体繁荣的作用机制“黑箱”，进一步拓展了FSSB的作用范围。     

国有商业银行员工的普适价值信仰建构研究——基于经济学普适原理的文化管理实践运用视角

文章针对国有商业银行企业文化建设中对外经营文化与对内员工管理文化不分、企业核心价值体系对员工个体的吸引力不足等问题,从经济学与哲学理念相互结合的视角,重点研究以"求员工自利之道,循人生成功之路"为基础的企业文化管理理念。提出了企业员工价值信仰的内容应该以符合人类根本利益的普遍价值为基础,通过经济学的渗透性来系统认知员工的利益性行为导向文化理念、规则性行为导向文化理念和利他性行为导向文化理念,根据员工在认识、接受和权衡实现自身利益最大化的约束条件基础上,采用经济学普适原理,构建"员工价值信仰"的基本内容,从而指出了深化国有商业银行企业文化的落地路径。     

变革中多渠道信息传递对员工绩效的影响机制

面对日趋复杂的外部环境,组织变革成为企业获得竞争力的重要方式。员工参与是组织变革成败的关键,充足的组织变革信息有利于员工积极投入变革。本文以社会信息加工理论为基础,对来自被兼并企业的36个工作团队185名员工进行研究,探索多渠道变革信息传递对员工的影响机制。基于多层次线性模型的数据分析结果表明:(1)变革情境下,组织正式渠道进行信息沟通和变革氛围包含的非正式信息,均能正向促进员工变革绩效;(2)员工所持有的积极变革期望,在多渠道信息传递和变革绩效间起到中介作用;(3)变革氛围跨层调节变革信息沟通对员工积极变革期望的正向作用,相比于低变革氛围情景,具有高变革氛围的团队,通过变革信息沟通更能显著提升员工对变革的积极期望。研究结论对企业变革实践中信息传递和沟通工作具有现实指导意义。     

个人主动性:21世纪的新型工作模式

当前，对组织中雇员积极行为的研究，是人力资源管理领域的一个新的潮流。而个人主动性作为一种积极的工作模式，正是其中的一个焦点。本文系统地介绍了个人主动性的内涵、维度（自发性、前瞻性和克服困难）及其行动系列。在此基础上，本文探讨了个人主动性对于个人、组织绩效的重要意义，并提出了提升个人主动性的有效策略。     

Social Security must be reformed

Today's Social Security system must be reformed not only because it will soon be in financial crisis but also because it is simply a bad deal for most Americans, this author believes. She argues that it should be transformed into a system of personal retirement accounts and uses the example of San Diego, which opted out of Social Security in 1981 and replaced it with a mandatory defined contribution program for city employees, to show the benefits of private accounts.     

Creating your own leadership brand

Building equity in a brand happens through many encounters. The initial attraction must be followed by the meeting of expectations. This creates a loyalty that is part of an emotional connection to that brand. This is the same process people go through when they first meet a leader and decide if this is a person they want to buy into. People will examine your style, your competence, and your standards. If you fail on any of these fronts, your ability to lead will be severely compromised. People expect more of leaders now, because they know and recognize good leaders. And, predictably, people are now more cynical of leaders because of the well-publicized excess of a few leaders who advanced their own causes at the expense of their people and their financial future. This will turn out to be a good thing, because it will create a higher standard of leadership that all must aspire to achieve. When the bar is raised for us, our standards of performance are also raised.     

Life satisfaction and self-employment in different types of occupations

In this research, we investigate whether a positive relationship between life satisfaction and self-employment (versus paid employment) exists while simultaneously considering two occupational dimensions: white-collar versus blue-collar work and high-skilled versus low-skilled work. Using Eurobarometer data for a large number of European countries (2008–2012), our findings confirm that self-employed workers are more satisfied with their lives than paid employees are. A life satisfaction premium is also found when the self-employed and paid employees are compared within similar occupations in terms of collar type and skill level. Finally, self-employment can help to overcome low life satisfaction scores associated with blue-collar and low-skilled work.     

Your employment brand: is it working for or against you?

The ability to attract and retain hard-to-find professionals is vitally connected to the perceptions of your organization both internally and externally. Many organizations confuse their employment brand with branding and all too often put considerable effort and often scarce resources against ineffective initiatives. Most health care organizations do not consistently allocate the necessary resources needed to build and sustain a strong employer brand. The relationship between employers and employees to and among each other and the values you strive for collectively are the cornerstones of your employment brand. It is imperative for nurse leaders to create and sustain an environment where employees are inherently positive and connected to their organization.     

Reading and understanding employee benefit plan financial statements

If your employee benefit plan has more than 100 participants, chances are you've had to work your way through the audited financial statements you're required to include with your Form 5500 filing. These statements contain a wealth of information about the financial health of your plan, and understanding them is an important fiduciary responsibility. To strengthen your grasp of financial statements, this article gives an overview that will make a plan's financial statements more informative, explains their basic structure and provides information on some of the more arcane aspects (such as actuarial tables). While this article focuses on Taft-Hartley (multiemployer) plans, much of it applies to other types of employee benefit plans.     

领导—员工目标导向匹配对员工越轨创新行为与创新绩效的影响

基于493份领导—员工配对问卷，采用多项式回归与响应面分析技术，探讨领导—员工4种目标导向匹配模式对员工越轨创新行为以及创新绩效的影响机制。研究结果表明，与领导—员工目标导向差异性匹配相比，领导—员工目标导向一致性匹配对员工越轨创新行为的影响更显著；在领导—员工目标导向一致性匹配情形下，与领导绩效目标导向—员工绩效目标导向匹配相比，领导学习目标导向—员工学习目标导向匹配对员工越轨创新行为与创新绩效的影响更显著；在领导—员工目标导向差异性匹配情形下，与领导学习目标导向—员工绩效目标导向匹配相比，领导绩效目标导向—员工学习目标导向匹配对员工越轨创新行为与创新绩效的影响更显著；越轨创新在领导—员工目标导向匹配与员工创新绩效之间发挥中介作用。     

Evaluating cost center productivity

The monthly and yearly productivity summaries were developed and applied to a computer spreadsheet to aid the nurse manager in better understanding and communicating budget issues for diverse ambulatory care departments. A computerized spreadsheet using a commercially available personal computer program, such as Lotus, Quattro Pro, or Excel, can be used to more quickly and accurately track and summarize monthly budget reports. The data can be entered into the spreadsheet either manually or imported by query from the financial mainframe system. Contact your agency's finance or information department for information on how to accomplish this. Periodically acuity and resources should be measured and compared with quality monitors to maintain standards. For the past 10 years, our facility has successfully used this tool to make more informed decisions by identifying trouble spots early, and taking corrective action to avoid crisis management.     

信息沟通技术（ICT）的休闲使用对员工工作冲突的影响：休闲溢出和重塑的中介作用

随着信息沟通技术的迅猛发展,信息沟通技术被广泛应用于员工的工作和生活之中,对员工的工作绩效与身心健康的影响日益受到研究者的重视。此次研究基于边界理论,以员工休闲重塑与休闲溢出为中介机制,探讨信息沟通技术的休闲使用对员工工作和家庭冲突的影响机制。通过对300名员工的调研数据分析,结果表明,信息沟通技术的休闲使用正向影响休闲重塑,休闲重塑正向影响员工休闲溢出,休闲溢出负向影响员工的工作-家庭冲突、任务冲突、关系冲突;休闲重塑在信息沟通技术的休闲使用和休闲溢出之间起中介作用;休闲溢出在休闲重塑与工作-家庭冲突、任务冲突、关系冲突之间起中介作用;此外,休闲重塑、休闲溢出在信息沟通技术的休闲使用和工作-家庭冲突之间起链式中介效应。本研究对员工应对家庭和工作中的冲突提供一定理论指导。     

History of Thought as Ceremonial Genealogy: The Neglected Influence of Herbert Spencer on Thorstein Veblen

Large corporations are invariably structured as formal institutions, and this formality is reflected in organizational charts. These charts depict a multilevel managerial hierarchy of authority within the organization typified, in the simplest case, by a pyramid. Many economic and business researchers attribute formality to a desire for greater efficiency, although I do not take this position in the present paper. Instead, I agree with researchers who connect formality with organizational legitimacy. I further argue that personal interests are at work in bigness and formalization. Top managers are motivated by desire for power and prestige. Formality furthers these objectives by rigidly fixing relations and ranks within the organization. Widespread belief in efficiency and legitimacy converge with personal motives to encourage and entrench formality. Corporate size and structure are seen as having deleterious effects on employees and society at large. But they also have some negative impacts on those at the top.     

Innovation and skills from a sectoral perspective: a linked employer–employee analysis

Science and engineering skills as well as management and leadership skills are often referred to as sources of innovative activities within companies. Broken down into sectoral innovation patterns, this article examines the role of formal education, actual occupation and work experience in the innovation performance in manufacturing firms within a probit model. It uses unique micro data for Germany (LIAB) that contain information about corporate innovation activities and the qualification of employees in terms of formal education, actual professional status and work experience. We find clear differences in the human capital endowment between sectors according to the Pavitt classification. Sectors with a high share of highly skilled employees engage in above average product innovation (specialised suppliers and science-based industries). However, according to our estimation results, across as well as within these sectors a large share of highly skilled employees does not substantially increase the probability of a firm being innovative.