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911.
912.
随着我国科教兴国战略的大力实施,科研院所运行机制发生了相应的变化,科研档案工作占有越来越重要的位置。但是在这一新形势下,科研档案管理工作也显现出诸多与之不相适应的地方,文章就其中问题进行了探讨。 相似文献
913.
柴世钦 《湖南经济管理干部学院学报》2008,(3):137-139
电脑网络是高校德育工作的新途径,当前高校学生网络道德失范既表现在心理上,也表现在外在行为上,必须从高校网络德育的基本目标、基本任务、基本原则、基本内容、基本方法等方面构建起有效模式。 相似文献
914.
和谐社会是一个美好的蓝图,是政通人和、国泰民安的社会状态,是我们党治国理政的理想,也是我们海事全体人员的理想。 相似文献
915.
既有建筑物钢筋混凝土受弯构件,经检测通常存在超筋和少筋的现象,其承载能力是否满足要求,现有的教材中,没有提出明确的校核方法.根据钢筋混凝土受弯构件的实际工作情况和应力-应变关系,提出了其正截面承载力校核的方法,从而为其准确确定加固方案,或在可靠性和安全性评估中准确为其定级,提供了理论依据和计算方法. 相似文献
916.
刘广桦 《中小企业管理与科技》2020,(3):42-43
企业统计管理工作在企业的整个管理过程中都发挥着非常关键的作用,使企业决策者能够根据实时的经营数据制定更好的管理方案,帮助企业健康持续地发展。因此,正确对待企业统计管理工作是非常重要的。论文简单分析企业统计管理工作中存在的问题和改进对策。 相似文献
917.
YingFei Héliot Ilka H. Gleibs Adrian Coyle Denise M. Rousseau Céline Rojon 《人力资源管理》2020,59(2):153-173
We conducted a systematic review of relevant literature to address how religious and occupational identities relate to each other in the workplace. We identified 53 relevant publications for analysis and synthesis. Studies addressed value differences associated with religion and occupation, identity tensions, unmet expectations, and the connection of religious identity to well-being and work outcomes. Key variables in the connection between religious and occupational identities included personal preferences, the fit between religious identity and job-related concerns, and the organization's policies, practices, and expectations. We highlight the personal and organizational consequences of being able to express religious identity at work and the conditions that promote high congruence between religious identity and its expression in the workplace. From these findings, we develop a research agenda and offer recommendations for management practice that focus on support for expression of religious identity at work while maintaining a broader climate of inclusion. 相似文献
918.
Maciej Beręsewicz 《Spatial Economic Analysis》2018,13(3):338-355
The main goal of our article is to bridge the gap in the regional analysis of informal employment in Poland and in particular to indicate the propensity for informal work in the working-age population, to test if informal activities are typical for marginalized people (less educated, unemployed, older) and to identify the regional and spatial heterogeneity in the propensity. We use data from the ‘Human Capital Balance 2010–2014’ survey. Results indicate a strong relationship between the probability of informal work and age, sex and labour force status. Moreover, a strong spatial dependency can be observed. 相似文献
919.
This paper presents novel evidence on the impact of temperature on daily indoor worker productivity in a non-climate-controlled manufacturing environment in China. Combining individual worker productivity data from personnel records with weather data, it documents an inverted-U shaped relationship between temperature and labor productivity. Workers do not increase avoidance behavior. The findings suggest that the economic loss from reduced manufacturing labor productivity due to ambient temperature is quantitatively important, providing new insights into the biological effects of climate factor on human labor. Further, back-of-the envelope calculations indicate that the estimated welfare gains from preventing extreme temperatures are substantial. 相似文献
920.
《Journal of Retailing》2022,98(2):315-334
This study investigates how customer requests, a common phenomenon, influence frontline employee (FLE) job outcomes. We propose and demonstrate that (1) FLEs possess tendencies to appraise customer requests in both positive (i.e., challenge appraisal tendency) and negative (i.e., hindrance appraisal tendency) ways, (2) higher levels of challenge appraisal tendency result in higher levels of FLE performance and lower levels of turnover (mediated through job engagement), (3) higher levels of hindrance appraisal tendency lead to increased FLE turnover (mediated through job stress), (4) the effects of FLE appraisal tendencies on situational engagement and stress are magnified when a specific customer request is deemed to be more (rather than less) demanding, and (5) customer request appraisal tendencies are shaped by the interaction between FLEs’ level of prosocial motivation and intrinsic motivation. These results are very encouraging for managers as they imply that FLE responses to customer requests are not determined by the nature of the requests themselves (which is beyond their control) but, rather, they are a function of how FLEs construe customer requests, a process that can be influenced through organizational human resource practices. 相似文献