员工—配偶工作家庭边界分割偏好匹配对员工工作投入的影响机制研究

依据个体—环境匹配理论和平衡理论,基于320份员工与配偶的配对问卷调查数据,采用多元回归分析、响应面分析以及块变量分析方法,探讨了员工—配偶工作家庭边界分割偏好不同匹配/不匹配类型对员工工作投入及情感平衡的影响。结果表明:员工—配偶工作家庭边界分割偏好匹配有利于提高员工的情感平衡和工作投入水平;而员工—配偶工作家庭边界分割偏好不匹配则会降低员工的情感平衡和工作投入水平。具体而言,当员工—配偶工作家庭边界分割偏好匹配时,员工边界分割偏好高—配偶边界分割偏好高对员工情感平衡和工作投入的正向影响更强;当员工—配偶工作家庭边界分割偏好不匹配时,员工边界分割偏好低—配偶边界分割偏好高对员工情感平衡和工作投入的负向影响更强。无论员工—配偶工作家庭边界分割偏好是否匹配,情感平衡均在其对员工工作投入的影响中起中介作用。     

A geometric and semantic evaluation of 3D data sourcing methods for land and property information

Urbanisation, the development of high-rise apartments and the advent of complex building structures creates unique challenges that cannot be met by 2D land and property information. These include inter-related titles and complex plans relating to (i) the land parcel and (ii) the building, both internal (indoor plans) and external attributes (roof and façade). Incorporating the third dimension into the land development cycle can potentially address such challenges by providing data that describes both the land parcel and building in 3D. This move towards 3D data administration requires the development of new 3D data processes, including 3D data sourcing, which forms the focus of this research. Following an examination of current 2D methods in land and property information registration, a framework of the requirements for sourcing 3D land and property information is suggested and potential methods are discussed. Focussing on the geometric and semantic components an evaluation of the methods is developed and applied. The results highlight methods based on photogrammetry, laser scanning, mobile mapping, Unmanned Aerial Systems (UAS) and Building Information Modelling (BIM) to source integrated 3D information for both the internal and external attributes of a building and corresponding land parcel.     

趣味开展QC小组活动

总结太北作业区基层小队开展QC小组活动的好做法,将QC小组活动的程序步骤、方式方法、理论原则等以易于理解和记忆的韵文形式编写,摆脱僵化枯燥的培训方式,使小组成员乐于学习掌握;了解把握QC小组成员的心理,组织学习优秀的文化理念,并且让小组成员提出想法、拿出观点,激发参与企业质量文化建设的积极性和主动性,增强责任心,笃实团结协作意识,提高凝聚力、战斗力,使得QC小组活动与企业质量文化建设相辅相成,互相促进。     

Employee development and voluntary turnover: testing the employability paradox

The employability paradox is a concern among employers. It states that development activities enhancing employees' employability also increase the risk for employee turnover. This study examined this paradox and probed the relationship between six development activities and voluntary turnover mediated by perceived employability. We tested both a turnover‐stimulating path via perceived external employability (i.e. perceived job alternatives with other employers) and a retention path via perceived internal employability (i.e. perceived job alternatives with the current employer) by using two‐wave longitudinal data from 588 employees. The results put the turnover risk into perspective: only upward job transition positively influenced turnover via perceived external employability. Also, the retention path via perceived internal employability was not supported: several development activities were positively related with perceived internal employability, but perceived internal employability did not influence turnover. We did, however, find a direct retention effect of skill utilisation. Overall, the results downplay the employability paradox.     

Flexible work designs and employee well‐being: examining the effects of resources and demands

Advances in communication technology continue to expand the possibilities for redesigning work environments to allow for temporal and spatial flexibility. Although flexible work designs (FWDs) are typically launched with high expectations, recent research shows that FWDs also pose challenges to employees and can even impede employee well‐being. Based on the Job Demands–Resources model, we argue that FWDs offer both advantages (FWD‐related resources) and challenges (FWD‐related demands) to employee well‐being. The results (n = 999) show that FWDs are related to employee well‐being through several positive and one negative pathways. FWDs are positively associated with employee well‐being through enhanced work/life balance, autonomy, and effective communication and negatively associated with employee well‐being through increased interruptions. Thus, we introduce a framework that reveals the underlying positive and negative mechanisms in the relationship between FWDs and employee well‐being.     

基于多对象视角主管支持影响下属建言行为的机制

基于社会交换理论的多对象视角，探索主管支持影响员工指向组织的建言行为的内在机理和重要的边界条件。通过多地区和多行业的330套员工与主管的配对样本，实证研究结果表明：感知的主管支持对组织承诺具有跨对象的积极影响，组织承诺中介感知主管支持对指向组织的促进型建言和抑制型建言的影响；感知组织对员工发展的投入正向调节感知的主管支持对组织承诺的影响；工作卷入正向调节组织承诺对指向组织的抑制型建言影响。     

澳门外地劳工工作与生活处境:基于酒店业的实证研究

采用文献数据查询、问卷调查等方法,以酒店业为例分析澳门外地劳工对工作满意与生活处境的感知。研究发现,澳门外地劳工对工作总体属于一个"基本满意"的水平,对生活感知属于"轻微不困难"状态;尽管有一定比例受访者在一些工作满意度评价指标上持较强的负面评价,外地劳工在"子女就学"、"有效收入低"等方面总体上还存在一定困难,但较之早前研究发现"难融入澳门社会"、"受到澳门人排斥与歧视"、"劳动权益保障困难"、"生病就医困难"等,澳门外地劳工的处境有较明显的改善。     

高层建筑施工安全管理评价研究

随着经济、社会的不断发展，高层建筑越来越多，同时高层建筑施工引发的安全事故也愈发受到关注。文章结合主成分分析及BP神经网络，建立了高层建筑施工安全管理的评价模型，并赋予各指标动态的权重来衡量各项管理措施的重要程度。研究表明，该方法具有一定的客观性和有效性，有利于促进高层建筑施工安全管理目标的实现。     

Performance benefits of reward choice: a procedural justice perspective

Reward choice – employees' ability to exercise control over the formal rewards they receive from work – is an important part of many HRM strategies. Reward choice is expected to increase employee performance, but conflicting findings highlight the need to better understand how and when it will do so. Based on fairness heuristic theory, we predicted that procedural justice mediates reward choice's influence on performance, and that choice attractiveness moderates that influence. A field study and an experiment both had similar results, supporting our predictions. Reward choice can increase performance by as much as 40 per cent, but only when the available choices are attractive to employees.     

The study of building integration into the surrounding rural landscape: Focus on implementation of a Web-based MC-SDSS and its validation by two-way participation

Everyday people are tackling various decisions. Decision problems in the spatial planning sense often are involved with many alternatives because of their complicated characters and are evaluated on multiple-perspectives based. This paper deals with the implementation of a Web-based Multi-Criteria Spatial Decision Support System (MC-SDSS) and its validation by two-way participation aimed at assessing the suitability of new rural tourism buildings integration occurred in Spanish landscapes. The proposed system focuses on the methodology combined with Multi-Criteria Decision Analysis (MCDA) that borrows Geographic Information System (GIS) capabilities. Several parameters with an overlay and index method are used to evaluate the suitability of a case study area in Spain. Based on the results of a previous work where the authors defined the first phases of a conceptual framework implementation and prototype application with the methodology, this paper presents the final web implementation and its validation. The implementation was consisted of four consecutive sections with improvements from the previous one. Then, it showed the validated results with radar diagrams, reflecting the different perception of spatial models based on the qualitative two-way content and survey data, public and academic participation, according to the sense of place and field concept. The results contribute consensus on recommendation and new knowledge within the broader field of the analysis and interpretation of the building integration with the Web-based MC-SDSS, which is fundamental to support proper land-uses and decision alternatives through accurate and efficient tool, and to able to apply other destinations.