The impact of employment equity regulations on psychological contracts in South Africa

This article will show the impact of employment equity legislation on the psychological employment contracts of the three main employee groupings in South African society. This study is important in that it fills the gap in the literature that identifies labour market regulations as an important shaping influence on the psychological contract. More than 500 managers from across South African industry and from all ethnic groups were surveyed to identify differences in psychological contracts and attitudes towards the social transformation regulations. We found that the legislation has impacted differentially on the three groupings mainly in terms of their loyalty to stay with their organizations, the focus on their career development in terms of the external labour market and the degree to which they felt they had been affected by the legislation. Additionally we find that the perceived linkage between job satisfaction and labour turnover is significantly weakened by labour market legislation in the case of the beneficiaries of the legislation, but that this may not be the case for those negatively affected by the legislation. The findings have significant implications for the HRM practices of multinationals operating in societies with significant labour market regulatory interventions.     

Management strategies in the Czech telecommunications sector: a comparative study of Český Telecom and T-Mobile

This article compares employment relations (ER) strategies at the incumbent fixed line Czech telecommunications company (TelCo), ?eský Telecom (?T), and the T-Mobile subsidiary, T-Mobile Czech Republic (TMCZ). It considers the extent to which the firms were able to introduce Western-style HRM practices within the context of three changing dynamics. First, the collapse of communism in the former Czechoslovakia was followed by rapid economic liberalization and privatization in the Czech Republic. Second, telecommunications sectors worldwide were subject to deregulation and the rapid diffusion of new technologies. Third, fixed line and mobile TelCos were subject to differing challenges and opportunities. The article uses path dependency, institutionalist and strategic human resource management (SHRM) related theories to assist in this analysis. It concludes that by 2005 the introduction of Western-style HRM practices into the Czech telecommunications sector appeared less constrained by former institutional and historical constraints. TMCZ's ER policies were further influenced by its parent firm's transnational strategies that sought to coordinate better its subsidiaries and create a ‘global’ brand. Despite the differing circumstances of the fixed line and mobile sectors, by 2005 ER practices and strategies at the two firms were to an extent converging, as ?T continued to cut costs and TMCZ adjusted its strategies to better accommodate a saturated market. Given these changes the article postulates that the Czech telecommunications sector has now shifted towards a mature transformation stage, as ER strategies increasingly reflect Western-based SHRM practices and concepts.     

新时期群众美术工作者实现素质提升的探索

群众美术工作做为群众文化工作的重要组成部分,美术活动的组织创作、辅导、展览,是群众美术工作的重点。如何提高美术专业人员素质,增强服务意识,发挥美术专业人员的作用,是提升群众美术工作的关键。     

美的孕育与绽放——音乐教师的课堂语言美

音乐教师作为美的课堂的组织者需要有美的语言来为课堂增添魅力。音乐教师的课堂语言应该准确地表达音乐作品的创作意图,要生动、形象、富有感染力。除这些,还要有美的文学语言,有恰到好处的形体语言,注重语言简练、美。     

现代多媒体技术在高校美术教学中的应用价值

现代多媒体技术以其先进的功能分类在教学信息的传播过程中具有很大的优越性,在美术教学的各个环节也起着重要的积极的作用,同时在教学过程中也应该看到其某些负面的影响,我们应该加以注意并为之改进,总之以最好的方式去发挥其在高校美术教学中的应用价值。     

高职AutoCAD课程实践教学改革探索

美国Autodesk公司开发的AutoCAD(Computer Aided Design)软件,具有可视化界面和交互式绘图功能的工程图绘制平台。同传统的手工绘图相比,用它绘图速度更快,精度更高,便于修改,是目前全球用户最多的数字化设计工具,怎样提高高职艺术设计专业学生的职业素质和动手能力,树立职教意识,以学生为中心,结合就业岗位,实施项目化教学,强化技能培养,在现有教学条件和模式的基础上寻找适合高职艺术设计类专业cad课程的教学方法,成为我们AutoCAD教学工作的关键。     

2011年北京高校本科毕业生就业地选择意向及原因调查分析

为了解本科毕业生就业地域选择意向和有关影响因素,自编调查表,对北京八所高校的356名本科毕业生进行调查,通过SPSS软件进行统计分析,发现了一定的特点和趋势。本文旨在为促进毕业生就业提供一定的参考依据和政策建议。     

大学生弱势群体就业愿景调查的经济学分析

在对大学生弱势群体就业愿景状况调查的基础上,综合运用"卓越绩效评价准则"和"SWOT"分析法,确认大学生弱势群体与非弱势群体在就业的认知与主观期望方面没有明显差别,且随着高等教育的层级推进,还会不断缩小弱势群体和非弱势群体间综合素养与就业期望值的差距,并最终趋于同向、同步。     

理工科大学生就业心理研究

理工科大学生目前在就业上存在的一些心理问题,主要包括对就业存在焦虑、恐惧等心理,存在性格缺陷、欠缺良好心理素质的学生和女生更是理工科大学生就业中的弱势群体,高校在理工科教学中实践性课程不足,创业教育落后等原因也导致理工科大学生就业不理想。针对这些问题,本文初步提出了一些建议,以期为理工科大学生在就业上提供帮助。     

Globalization,employment relations and human resources indicators in ten developed market economies: international data sets

This paper provides statistical information on internationalization, human resources and labour market outcomes in ten important developed market economies (DMEs). Such data are useful for practitioners and academics who are interested in international HRM. The article's aim is to provide easily accessible statistical tables of selected characteristics, which can be used to draw initial comparisons between countries and to test competing accounts of the impact of globalization on national patterns of employment relations. It includes standard sources so readers can elaborate and update these data.