浅谈教师心理健康的自我调适

教师心理健康不仅是教师自身修养的课题,也是心理健康教育的主要组成部分。近几年虽然社会和学校对教师心理健康的维护做出了积极的努力,但教师的心理健康从根本上说还得由教师自己维护。本文在现有研究的基础上,试图从教师心理健康的重要性和教师心理健康的自我调适两方面展开论述,以期唤起社会的广泛重视,促进有关部门对教师心理健康教育工作的开展。     

学历院校一年级学员心理健康分析与对策

学员由一名高中生参加高考参军入伍,是人生经历的一次重大转折,面对身份和环境的改变,许多新学员在新鲜感和好奇感过后,常常会出现一些心理上的不适。为了配合"军事基础集中强化训练"任务的圆满完成,我们针对学员的心理健康问题进行了分析探讨。     

Innovation and performance in the hotel industry

The growing competition in the hotel industry is one of the main challenges of this segment, which increasingly depends on the ability to innovate. Thus, this article aims to analyze the impact of innovation on the performance of employees and hotel organizations. This is an exploratory study, with a quantitative approach using a structured computer-administered questionnaire to 73 managers of hotel chains, located in Brazil, which correspond to 792 hotels. Data analysis used multiple linear regression method with SPSS software to find out the relationship between the factors of innovation (communication, processes, leadership, and strategy) and the performance of employees and hotel organizations. Results show that the factors of communication, leadership, and strategy directly influence the performance of the employees. However, only the leadership factor directly affects the performance of hotel organizations.     

家族企业非家族员工利他行为的管理策略

利他行为是一种角色外行为,它能提高同事的工作绩效,最终有利于团队或组织的有效运作。本文研究家族企业非家族企业员工的利他行为。利他行为的影响因素包括个人特征、工作特征、动机、社会网络、领导行为、群体凝聚力和文化价值观等。针对这些因素,作者提出招聘员工时进行人格测试;加强员工培训和教育,奠定培养员工利他行为的基础;建立集体主义导向的管理策略。     

企业新生代员工幸福管理的思考

新生代员工泛指80-90后员工群体。智联招聘的职场调查数据显示,近三成80后出生的职场人已经担任主管以上管理岗位,新生代员工渐成企业发展的生力军,稳定了这个群体,就是稳定了企业的发展。本文在系统分析新生代员工职场特质的基础上,深刻剖析新生代员工目前幸福管理中出现的问题,并结合实际,就如何加强新生代员工幸福管理提出了一些建议。     

高职院校大学生心理健康教育活动调查与思考

高职院校大学生心理健康教育活动为大学生健康成长成才提供了良好的心理基础,是心理健康教育的有效载体和重要途径。根据高职院校大学生心理健康教育活动的问卷调查结果,本文展开了粗浅的思考,高职院校要充分重视心理健康教育活动对大学生的影响,充分发挥心理健康教育活动在培养高职院校合格人才上的作用。     

健身运动与心理训练

健康问题越来越成为社会关注的焦点,健身运动如何促进心理健康这一课题已经成为学界的热门研究领域,引起心理学、体育学、医学等相关学科的关注。随着这一领域研究的不断深入,我们会更深的理解体育运动的价值,探索出更加有效的研究方法和手段。     

Human capital enhancing HRM systems and frontline employees in Australian manufacturing SMEs

The current study seeks to answer a number of key questions concerning the strategic management of frontline employees (e.g. individuals who do not occupy an executive, managerial or supervisory role in functions such as production, maintenance, service and clerical functions) and their contributions towards the performance of small- and medium-sized manufacturing firms in Australia. This study adopts a human capital perspective to examine the employee and organisational performance of small and medium enterprises (SMEs) in Australia. We were also interested in seeking to examine the presence of the human resource management (HRM) function of SMEs in Australia and their contribution towards employee and firm performance. Findings from the partial least square analysis identified the antecedents and consequences of a human capital enhancing (HCE) approach for the strategic HRM of frontline employees in Australia's manufacturing industry. Strategic orientations of small- and medium-sized manufacturing firms mediate the contribution of the HRM function in adopting a set of HCE HRM systems. HCE HRM system was found to have a direct and indirect impact on manufacturing performance outcomes. Frontline employees' performance was found to mediate the impact of HCE HRM system on manufacturing performance outcomes. Theoretical and practical implications are discussed in relation to the management of frontline employees in enhancing perceived employee and manufacturing performance.     

Turnover intentions among repatriated employees in an emerging economy: the Indian experience

In the present global environment, liberalization of international trade and the intense international competition, it has become more important for multinational corporations (MNCs) to internationalize their business. In the course of the internationalization, it is imperative that MNCs need to offer their employees the possibility of working abroad (called expatriation). However, studies have shown that when expatriates return to the home organization, called repatriation, it is related to many problems and these problems are not always taken seriously. Therefore, this article describes several repatriation processes undertaken by Indian Information Technology (IT) MNCs and how effective they are at lowering repatriates' turnover intentions. To fulfill this objective, first, the article reviews the literature on turnover intention among repatriates and then an empirical quantitative study is developed with a sample of 292 repatriates who have recently returned to India. The results indicated that the surveyed repatriates believed that perceived support during international assignment and upon return from assignment are two most important variables to increase the repatriate's retention and lack of it thereof was likely to generate unfavorable attitudes toward the company and higher turnover intention.