Flexible Working,Individual Performance,and Employee Attitudes: Comparing Formal and Informal Arrangements

In the context of a wider trend to individualize human resource management, this article examines the relationship between flexible working arrangements and individual performance. Drawing on a range of theories, this article also examines potential indirect effects on employee performance via job satisfaction and organizational commitment and analyzes whether these relationships vary according to whether the arrangement was set up through a formal process or negotiated informally between the employee and his or her line manager. Extant research has tended to focus on formal arrangements, however, informal arrangements are widespread and may better accommodate work‐life preferences, thereby potentially fostering more positive attitudes from employees. Survey data from 2,617 employees in four large organizations with well‐established flexible working policies are analyzed. Results from structural equation models show average positive indirect effects from informal flexible working, but also negative direct effects from formal flexible working. When two forms of flexible working amenable to being set up by both formal and informal means are examined separately, formal arrangements for flexibility over working hours are found to be negatively associated with performance, but also a source of greater job satisfaction; informal remote working arrangements have positive indirect effects via organizational commitment and job satisfaction on worker performance. © 2016 Wiley Periodicals, Inc.     

A tool for analysing the interdependence of indoor environmental quality and reported symptoms of the hospitals’ personnel

The working environment and the working conditions can influence the well-being of hospital employees and consequently their performance at work. The present questionnaire-based study (737 valid questionnaires) developed and evaluated a quantitative structural equation model (SEM) that examines the interdependence between the indoor environmental quality (IEQ), the working conditions, the atopic constituents and the reported health complains of employees in three Greek hospitals. The results of the SEM reveal that IEQ could partially explain the employees’ symptoms in the hospitals. The working conditions proved to be a key factor in the relationship between IEQ and symptoms. Multi-group analysis has shown that this interdependence is affected by the building characteristics, by the gender, the smoking habits and the specialty of each participant, but not by their age.     

Three generations of Telework: New ICTs and the (R)evolution from Home Office to Virtual Office

‘New ICTs’, such as smartphones and tablet computers, have revolutionised work and life in the 21st Century. Crucial to this development is the detachment of work from traditional office spaces. Today's office work is often supported by Internet connections, and thus can be done from anywhere at any time. Research on detachment of work from the employer's premises actually dates back to the previous century. In the 1970s and 1980s, Jack Nilles and Allan Toffler predicted that work of the future would be relocated into or nearby employees’ homes with the help of technology, called ‘Telework’. Analysing technological advancements—the enabling forces of change in this context—over four decades sheds new light on this term: they have fostered the evolution of Telework in distinct stages or ‘generations’. Today's various location‐independent, technology‐enabled new ways of working are all part of the same revolution in the inter‐relationship between paid work and personal life.     

同属顾客干预时不良顾客的反应模式研究

基于关键事件法和解释学的研究方法,以不良顾客自身的消费经历作为研究对象,阐述在有同属顾客干预的情景下不良顾客的反应模式以及背后的机制。通过对于115个有效关键事件的分析,得出了4种不良顾客受到同属顾客干预时的反应模式,包括立即终止、渐变衰弱、变本加厉和继续放纵四种类别;并归纳出有4种解释机制影响着不良顾客反应模式的变化———社会规范、成本与收益效应、社会支持和面子机制。这些机制分别受到不同因素的影响,企业管理者可以通过操控这些因素来服务于自己的管理实践。     

Flexibility bites back: the multiple and hidden costs of flexible employment policies

Flexible labour markets are increasingly regarded as the answer to a wide spectrum of labour market and societal challenges from creating jobs to reducing segmentation and welfare dependency, improving public finances and supporting workforce diversity and innovation. The contention is that, contrary to these claims, flexible labour markets generate fundamental contradictions and unsustainable long‐term trends. The jobs miracle is exaggerated and based on low productivity jobs, outsiders often lose most from competition, claimants must work flexibly but still secure a full‐time wage, low‐wage employment is shrinking the fiscal base, jobs are not being adjusted to accommodate workers' changing needs and capacities and the disposable labour model is undermining long‐term productivity.     

初始就业状态、工作转换与农民工就业质量变动

有研究认为,工作转换是农民工群体为了提高其就业质量（工资水平）进行的主动选择,而现实中工作转换是否能够有效提升农民工就业质量有待深入考察。利用RUMIC2008—2010面板数据,在区分受雇就业和自营就业的基础上,进一步控制工作转换前的就业状态,考察工作转换对农民工就业质量变动的影响,分析表明：工作转换对农民工就业质量变动的影响与其转换前的就业状态有关,转换前就业质量越高,转换后就业质量提升空间越有限,工作转换对原本处于低质量就业状态的农民工的就业质量有更大的提升作用;参加养老了保险以及有固定或长期劳动合同的受雇就业者在工作转换中处于不利地位,相对于未转换者,工作转换反而使其就业质量变差。     

空想社会主义的和谐社会思想及其实践意义

西欧工业化初期,以圣西门、付立叶、欧文为代表的空想社会主义者系统阐述了构建和谐社会的思想。他们从批判剥削制度入手,设计了人类应该实现的和谐社会形态,提出了实现和谐社会的途径。虽然他们的思想过于理想化,在当时的社会条件下不具有现实可行性,因而被称为"空想",但是,随着社会的发展进步,其思想的闪光点越来越为后人所重视。在今天,空想社会主义思想家的和谐思想对我们构建社会主义和谐社会仍然具有十分重要的理论价值和实践意义。     

论不断增强党的阶级基础

中国共产党是中国工人阶级的先锋队,党的阶级基础决定党的性质,不断增强党的阶级基础是保持党的先进性的根本所在。改革开放多年来,工人阶级的内涵在深化,外延在扩大。中国共产党所肩负的历史使命要求我们党要不断增强党的阶级基础。     

我国农产品出口面对的贸易障碍透析

乌拉圭回合《农业协议》生效后,我国农产品出口面对的贸易障碍一是属于非关税壁垒的技术壁垒;二是属于关税壁垒类的关税高峰和关税升级。技术壁垒在我国入世之前就已存在,只是加入WTO后,技术壁垒形势日趋严峻,已成为制约我国农产品出口的最大障碍。关税高峰和关税升级是《农业协议》生效后新形成的贸易障碍。无论是技术壁垒还是关税高峰和关税升级对我国农产品出口的冲击都超过了入世之前,冲击带来的影响不容低估     

采用Gabor-Hough变换的自适应滤波人眼定位

人眼定位是人脸识别方法的第一步。传统人眼定位方法需要将人脸裁切,情况单一,对于复杂背景、倾斜等情况,精度低,宽容度差。指出将改进的滤波器与改进的定位方法相结合,首先对原图像进行Gabor变换,寻找图像凹陷,凹陷区域通过边缘像素向量改进的Hough变换检测瞳孔,得到参考坐标,经过训练得到滤波器并在角度\[-0.1,0,0.1\]旋转两次得到3个相关滤波器,通过相关滤波器滤出3个目标,选择最小误差位置作为最终的目标。相比传统方法,改进方法避免了矩阵盲目计算,具备传统方法的普适性,学习过程使定位误差减小为0.040 4,计算量减少为传统方法的1/5。该方法对不同光照、光照不均、不同表情、复杂背景、头部倾斜等情况有较好的鲁棒性,避免了单一方法定位不到和不准的情况。