运用工作分析的高职管理学课程内容选择探索

本文分析了当前高职院校管理学课程内容选择中存在的主要问题,从管理者的层次分类对高职学生进行岗位定位,通过岗位定位提出了高职管理学课程目标。在此课程目标的指导之下,运用工作分析基于基层管理岗位要求选择了课程内容;此外,对课程内容排序进行了科学性分析,并对所选课程内容与国家通用管理能力认证的衔接情况进行了分析;提出优化态度是必需的内容的观点。最后,根据经营与管理的差异提出了经营能力训练应以经营管理沙盘实训来实现的思路。     

工作家庭冲突对饭店女性员工顾客导向影响实证分析

工作家庭冲突对员工工作和家庭行为都具有显著的影响。针对高星级饭店女性员工的实证调查表明,家庭对工作的干扰和工作对家庭的干扰都会导致员工出现情绪衰竭和情感疏远的倾向,进而削弱员工的顾客导向。因此,饭店管理者需要从设计弹性管理策略和系统构建家庭支持方案入手,缓和员工工作和家庭之间的冲突,目的在于同时提升员工的工作绩效和主观幸福感。     

Flexibility at the Margin and Labor Market Volatility in OECD Countries*

We study the business‐cycle behavior of segmented labor markets with flexibility at the margin (e.g., just affecting fixed‐term contracts). We present a matching model with temporary and permanent jobs (i) where there is a gap in the firing costs associated with these types of jobs and (ii) where there are restrictions in the creation and duration of fixed‐term contracts. We show that a labor market with ``flexibility at the margin'' increases the unemployment volatility with respect to one that is fully regulated. This analysis yields new insights into the interpretation of the recent volatility changes witnessed in the OECD area.     

Job stress,coping strategies,and burnout among hotel industry supervisors in Taiwan

The complex and changing environment of the hospitality industry presents a never ending array of stimuli, pressures and demands which can become sources of stress for hotel supervisors. A focus on the identification of current and potential stressors in organizations, and the development of strategies which individuals and management may use to manage and reduce stress effectively, is imperative. This study is to investigate the perceived level of stress of hotel supervisors, to establish frequency of the use of various coping strategies, and to determine the burnout rate. This study also empirically examines the relationships among stress, coping strategies, and job burnout. A convenient sample of hotel supervisors of large hotels in Taiwan was selected. The return of 298 questionnaires represented 74.5% of the total supervisors surveyed. The study findings suggest that the major job stress of hotel supervisors originates from task characteristic and workload. Moreover, a direct action coping strategy may allow one to perceive the situations as opportunities and may, in turn, contribute to reduce job stress. Furthermore, hotel supervisors experience a lower level of burnout if they apply more direct action strategies in coping with the pressures of their job. The results of this study can be used as part of guidelines including what should be considered to reduce job stress and burnout in the work environment.     

陕西省高职院校体育生存现状调查研究

职业类院校的体育教学,是以提高劳动者的身体素质、预防不同的职业疾病为主要目标。高职院校体育,正是以提高职业身心素质,补偿职业差别所致的身心片面发展,防治职业病患,从而提高和保持劳动生产率与健康水平为目的的体育活动。     

Learning to choose a commodity-money: Carl Menger's theory of imitation and the search monetary framework

This paper studies Carl Menger's theory of the emergence of a commodity money. We propose an interpretation of Menger's learning by imitation process based on the search theoretical formal framework. We show that there exists a tension between the importance of intrinsic properties of commodities and the pure conventional self-fulfilling expectations of agents. This confirms the role of imitation in the emergence of monetary equilibria in search theory. We conclude that Menger's approach may support the idea that the fundamental property of a commodity-money (namely its great liquidity) is the result of its emergence process and not necessarily of its original intrinsic properties.     

构建适合高校发展的教师岗位绩效导向平台研究与实践

在分析了高校师资队伍建设内涵的基础上，指出由于缺乏战略导向使高校在发展中面临诸多问题，提出围绕“以人为本、公正和谐、共同发展”的主题，通过建立基于岗位绩效导向平台，将个人发展、部门发展、学校发展紧密联系，充分发挥教师在高校事业发展中的核心作用，推动高校全面、协调、可持续发展。     

基于职业高原的民营零售企业员工流失管理

引入职业高原理论,通过对民营零售企业员工的问卷调查,构建民营企业零售员工职业高原维度,分析职业高原与离职倾向的关系并提出相应的对策建议,从而帮助民营零售企业更好规划员工职业生涯,关注员工可能遭遇的职业高原现象,实现企业的可持续发展.     

Trust,individualism and job characteristics as predictors of employee preference for teamwork

Employee resistance has long been recognized as a key constraint on the success of organizational change initiatives. However, it is only recently that employee attitudes towards working in teams has been specifically investigated as a factor influencing team effectiveness. Using data from 218 employees in 40 self-managing work teams, we examined the relationship between trust, individualism, job characteristics and team members' attitudes towards teamwork. Providing a partial test of Mayer et al.'s (1995) relational model of trust, the results indicate that the two situational forms of trust (trust in co-workers and trust in management) were stronger predictors of an employee's preference for teamwork than propensity to trust. Trust in co-workers was found to partially mediate the relationship between a person's propensity to trust strangers and their preference for working in a team. The importance of considering the dispositional variables of propensity to trust and individualism as factors that influence an employee's preference for teamwork, as well as their trust in management, trust in co-workers and their opportunity for skill utilization are discussed.     

加强干部管理 提升企业核心竞争力

本文从岗位轮换、团委讲堂、拓展训练、公推直选、技术论坛几个方面论述了新桥煤矿干部管理的实际做法。