Managing work–life boundaries with information and communication technologies: the case of independent contractors

In the light of the increasing use of information and communication technologies (ICTs), it is important to gain a better understanding of their influence on work–life boundaries. This study examines how individuals manage their work–life boundaries by using ICTs. The findings of a qualitative study with independent contractors show that individuals actively use multiple ICT‐mediated tactics to shape their temporal, spatial and psychological work–life boundaries. Furthermore, findings suggest that individuals cannot simply be classified as ‘integrators’ or ‘segmentors’, as they may have diverse preferences with regard to both the dimension (temporal, spatial or psychological) and direction (work‐to‐life or life‐to‐work) of boundary permeability. A framework that takes account of these aspects is derived based on the empirical results.     

加强党内文化建设 树立党员“四种”形象

加强党内文化建设是加强企业党建工作的必然要求,是推进企业可持续发展的有力法宝。文章论述了加强"对党忠诚、公道正派、务实创新、团结和谐"的党内文化建设,以树立党员干部"可靠、可信、可用、可亲"的四种形象,对推动企业党内文化管理,提升党员干部队伍素质,促进企业长足发展具有一定的借鉴作用。     

做好大学生思想教育与管理工作的思考

培养适应新形势下的合格人才，适应企业需要的大学生，在校期间学生的管理教育非常重要。首先要在学生管理教育上定好位，学生管理教育工作要科学、系统、具有知识含量。学生管理工作要有创新意识，要采取多种形势对学生进行教育管理，使学生认清形势，明确目的，找到差距，树立市场观念，保持良好心态。解决了思想问题，管理就会顺理成章。     

浅谈如何做好医院思想政治管理工作

本文结合新时期医院思想政治工作的实际,就进一步做好医院思想政治管理工作提出了一些有益的见解,指明了做好新时期医院思想政治管理工作的思路和方向。     

建构中专班主任与学生心灵沟通的桥梁

作为中专班主任应了解新时期职高生的特点,根据其角色意识的觉醒,建构心灵沟通的桥梁,并总结新时期中专班主任工作应具备的理念。     

Farewell to the salaryman? The changing roles and work of middle managers in Japan

The 1990s and 2000s witnessed significant organizational change in Japanese firms and accompanying readjustments to the employment system. Such changes potentially have major implications for middle managers, or salarymen, in Japanese corporations. A survey of human resource managers and middle managers in eight medium sized Japanese organizations pointed to fairly significant, if not radical, change. This did, indeed, impact upon middle managers in those organizations. While the middle managers felt reasonably secure in their jobs, the nature of their jobs had reportedly changed, with a greater range of tasks, work intensification, longer hours, greater stress, more accountability, and a worsening work–life balance.     

高校师资工作亟需处理的四大关系及其对策

当前,高校师资工作面临着新的契机与挑战。做好师资工作亟需处理好数量与质量、教学与科研、全面提高与重点培养、校内培训与校外进修的关系。     

Determining the property ownership on cadastral works in Turkey

The transformation process from state to civil ownership in Turkey was started at the end of the Ottoman Empire and continued until after the formation of Turkish Republic. In this process, in accordance with the Civil Code legislation, most land users who had been using state lands were regarded as owners of those lands. These parcels of real estate were used in various ways and it became necessary to register these properties by using a process called ‘written cadastre’. The initial process was slowed down during World War II but an intensive cadastral program was begun after the war in both urban and rural areas, particularly in 1950s. The cadastre work had two components called technical and legal. The definition of land ownership is the legal foundation of the cadastre. If properties have their titles, land ownership can be defined based on the title; otherwise the ownership can be defined according to statements by experts chosen from local people. However, without title or written evidence, determining the land ownership is more problematic. In this context, this study explains how the ownership of properties, with or without a title, is determined in cadastral work in Turkey.     

浅论休闲经济

在经济休闲化及休闲经济化的趋势下，在启动内需鼓励消费、增加公众假日的背景下，休闲经济已成为一个新的热点，国内对休闲的研究相对匮乏，使其无法对实践进行有效的指导，以经济学为主要分析工具，对休闲这一社会现象进行分析，并结合我国目前经济生活实际，呼吁加强对休闲经济的研究。     

Test of a multidimensional model linking applicant work experience and recruiters' inferences about applicant competencies

Previous research have shown that applicants' work-experience information influences recruiters' hiring recommendations. This study extends previous research by proposing and testing the relationship between applicants' work-experience dimensions (i.e. job tenure, job breadth, leadership experience and challenging job experience) and recruiters' perceptions of applicants' job competencies (i.e. professional knowledge, interpersonal skills, general mental ability and trait conscientiousness). Results from a policy-capturing experiment partially support our hypotheses and show that recruiters use different aspects of applicant work experience to infer different dimensions of applicant job competencies.