劳资和谐对公营事业民营化推动的影响

文章主要论述了劳资和谐对公营事业民营化推动的影响,通过对台湾地区中钢公司资深员工的深入调查,并经调查资料分析,证明中钢公司民营化顺利原因主要在于劳资和谐,而且中钢公司民营化最重要的做法是保障员工的权益,最后文章提出可行性建议,供有关单位及人员参考。     

台湾公营事业民营化的发展及其对大陆的启示

台湾自1953年公布"公营事业移转民营条例"正式推动民营化政策至今,其历史已超过50年,文章从民营化法令修订更迭历程分析其趋势,发现台湾公营事业民营化的政策朝加强员工权益保障、容许部分民营化、重视公股管理等趋向发展,据此对大陆公营事业民营化政策推动提出5项启示供参考。     

人力资源管理的有效途径——转变员工的态度

一、引言 员工态度是指员工在社会生活中通过经验积累而形成对某一现象所持有稳定的评价与行为倾向.通常心理学家认为,员工态度包括认知、情感及意向三个成分,一般认为员工的态度具有社会性、针对性、协调性、稳定性、间接性、价值性的特征.转变员工态度是指管理人员把员工消极的态度转变成积极的态度及把员工较弱的积极态度转变为较强的积极态度或把员工较强的消极态度转变为较弱的消极态度的过程.转变员工的态度是人力资源管理的一条有效途径,它对提高人力资源管理的效率具有重要的意义,同时也有助于企业建立良好的企业文化,建立企业内部和谐的人际关系.为了有效地转变员工的态度,我们不但需要了解影响员工态度转变的因素,而且还需了解转变员工态度过程中应注意的问题.     

公共行政民营化研究

公共行政民营化是把国家任务交由民间运营,即由一切私人、私部门参与履行行政任务的现象,狭义的说认为公共行政民营化指本属于公共部门的财产转移给私人部门,以求达到公共部门的公共任务转移给私人部门的目标;广义上说公共行政民营化指,一切由私人、私部门参与履行行政任务的现象,也就是如果从国家的角度来观察,民营化指国家利用或透过民间。私人的资源以达成其行政任务的现象。     

对企业国有产权民营化途径的分析

我国企业国有产权民营化有三种途径：出售给企业员工、MBO和出售给民营企业。通过对各种途径的原因及障碍进行分析，可以寻找到当前企业国有产权民营化过程中的症结所在。     

创新不能指望态度型员工

只有在氛围是自由和适当时,企业成员才有可能贡献他们最大的脑力和技能。     

民营化对企业绩效影响的相关研究

本文对研究民营化后企业绩效的文章进行了综述,主要从民营化后企业绩效变化的度量、民营化对于企业绩效的影响以及其他因素对民营企业绩效的影响三个方面展开了具体分析。     

民营化对企业绩效影响的相关研究

本文对研究民营化后企业绩效的文章进行了综述,主要从民营化后企业绩效变化的度量、民营化时于企业绩效的影响以及其他因素对民营企业绩效的影响三个方面展开了具体分析.     

城市水务民营化绩效评价研究

文章以2007年～2011年多家城市民营化水务上市公司为研究样本,结合行业统计数据,运用DEA分析法,测算样本民营水务公司经营效率,并在此基础上运用差异性分析,计算样本公司能够有效经营的指标数值。研究表明：第一,总体而言,我国上市民营水务公司整体绩效水平偏低;第二,东部地区水务公司绩效水平较好于西部地区,南方地区的水务公司较好于北方地区;第三,公司绩效与所处地经济发达程度有正相关关系;第四,公司地域经营范围广与窄直接影响公司绩效。     

论国外公用事业民营化经验及对我国的借鉴意义

随着科技的发展,社会分工的扩大以及组织机构的变迁,公用事业民营化已是大势所趋。本文通过剖析英、法、德以及台湾地区公用事业民营化的成功经验,来探索其对我国公用事业民营化的借鉴意义。     

Electronic mail,privacy, and the public sector: Guidelines for public employees and organizations

What privacy rights are public employees entitled to when using their electronic mail systems? Are they entitled to privacy rights in the messages they send or receive? The setting, public or private, is crucial to determine what privacy rights exist for the employee. Unfortunately, no public sector electronic mail privacy case has been considered by the courts. Nevertheless, E-mail privacy guidance does exist. This article investigates previous privacy considerations provided in other workplace situations—cases that involve technologies other than E-mail—in search for common rules established by the Supreme Court. With this foundation, the article then applies the same rules to an electronic mail environment and provides guidelines intended to assist public managers in the creation or reevaluation of their organization’s electronic mail privacy policy.     

On bank privatization: The case of Egypt

This paper discusses the controversy regarding the privatization of the banking sector in Egypt. It provides an overview of the structure and evolution of the banking system, in the context of the series of reform measures undertaken by the Egyptian authorities over the past decades. The paper assesses the performance of the state-owned banks versus private banks over the period 1995–2005. Microprudential indicators, such as capital adequacy, asset quality, earnings, and profitability, reveal that state-owned banks lag behind in terms of efficiency and performance, compared to their private counterparts. Results also suggest that retaining government ownership can adversely affect banks performance. The paper explores the factors hindering the smooth implementation of bank privatization. The authors indicate that the financial sector reform currently adopted is comprehensive; however it is confronted with various political, social, and economic risks, which raise concerns regarding its sustainability. The paper then draws on the existing literature to provide guidance to policy makers, regarding effective and successful implementation of bank privatization.     

The influences of new employee development practices upon role stressors and work-related attitudes of temporary employees

Understanding what influences temporary employee attitudes toward their work is becoming an increasingly significant managerial concern in organizations employing temporary workers. In this empirical study, we examine the relationship between new employee development (NED) practices, role stressors and employee work-related attitudes. It was hypothesized that NED practices will be negatively related to the role stressor variables and that the role stressor variables will be related to employee work-related attitudes. It was further hypothesized that role stressors will mediate the relationship between NED practices and temporary employee work-related attitudes. Since temporary employees receive new employment practices at both the client organization and the temporary agency, the relationships were hypothesized to exist for both the client organization and temporary agency. Data were collected from temporary employees (N = 1,261) across the United States. Results indicate that NED practices at the temporary agency and client organization were both negatively related to role ambiguity and role conflict. Role stressors were positively related to intention to quit and negatively related to job satisfaction and organizational commitment in relation to both client organization and temporary agency. Role ambiguity and role conflict partially mediated the relationship between NED practices and temporary employee work-related attitudes for both the client organization and temporary agency. Theoretical and practical implications for managing temporary employees are discussed.     

浅论我国公用企业反垄断

文章通过对公用企业垄断弊端的分析和对公用企业合法垄断理论的质疑,来说明我国公用企业反垄断的必要性和可行性,并对我国公用企业反垄断规制提出了相应的法律对策。     

Held captive in the office: an investigation into long working hours among Korean employees

Although working long hours is a common practice, scholars still know little about what really causes employees to work long hours. Drawing on social information processing and social learning theory, this study examines the role of social contextual antecedents (i.e. supervisor working hours and the perceived overtime climate of one’s workgroup) in influencing employee working hours, after controlling for individual background and job characteristics. Further, we examine whether such relationships are contingent on employees’ individual differences in their identification with leader and a collectivist tendency. A field study of 200 supervisor-subordinate dyads in South Korea revealed a strong positive relationship between the contextual antecedents and employees’ working hours, as well as the moderating effects of the two individual difference variables. Specifically, we found that the relationship between supervisor working hours and employee working hours was more positive for low identifiers than for high identifiers, while the relationship between the perceived overtime climate and employee working hours was more positive for those low in collectivism than for those high in collectivism. Finally, we found that working long hours was associated with lower job satisfaction, higher psychological distress, lower in-role performance, but not with organizational citizenship behavior.     

信息化时代企业员工健康体适能现状及对策研究

文章采用文献资料法、体能测试法、数理统计等研究方法,对企业员工的体脂成分、心肺功能、肌肉力量、柔韧度的现状进行了分析与研究,得出影响员工健康体适能现状的原因,并提出了改进措施。     

被遗忘的新进知识型员工

在组织中,新进知识员工的吸收和培育是企业未来发展的保障,对新进知识员工进行轮岗和基层锻炼也是必须要走的程序,但是越来越多的企业开始关注“被遗忘的新进知识型员工”这一特殊的群体。这类员工自进入组织之后开始进行基层的锻炼,而后便一直停留在基层,缺少了必要的上升机会。本文认为这主要是由于人力资源战略部署部门与具体用人部门在用人目标上的差异所造成的。而且经过调查发现,在人力资源战略部署部门发生变革的情况下,新进员工被遗忘的可能性更大;获得晋升的新进员工更多地依靠非正式渠道;被遗忘的新进员工的离职是企业离职率居高不下的主要原因。在此基础上,本文认为应该从战略的高度来考虑部门的用人,同时努力畅通职业发展渠道。