个性特征、劳动契约与员工劳动关系满意度--基于广州市花都区部分员工的问卷调查分析

基于广州市花都区部分企业员工的调查数据,通过探索性因子分析及验证性因子分析发现,员工劳动关系满意度由工资福利、工作特性与氛围和社会环境与服务三个维度构成。签订短期劳动契约的员工对工资福利的满意度最高,签订中长期劳动契约的员工对工作特性与氛围、社会环境与服务的满意度最高。年龄越大,其劳动关系满意度越高;劳动者工作转换次数与其劳动关系满意度呈负相关。由此,应该积极推进劳动契约全覆盖并鼓励企业与员工签订中长期劳动契约;严格工资管理,维护职工权益;强化职业认同,减少员工工作转换频率。     

Economic Causes and Cures of Social Instability in China

China＇s leaders have often expressed concerns about social instability, viewed as a threat both to the political order and to continued rapid growth. Slower growth might, in turn, further undermine social stability. Using survey data, the present paper examines the economic determinants of social instability. Four main determinants are identified.＇past and expected growth of income, income inequality, economic insecurity and misgovernance. The paper then considers possible policies to reduce social instability, examining each of the determinants in turn.     

Reducing perceptions of overqualification and its impact on job satisfaction: the dual roles of interpersonal relationships at work

A sizeable portion of the working population perceives that they are overqualified for their jobs. This is problematic, given that research consistently shows that such beliefs translate into lower levels of job satisfaction. Hence, it behoves human resource management (HRM) scholars to identify factors that influence perceptions of overqualification and also moderators that may reduce the negative effect of perceived overqualification on job satisfaction. In this study, we present a moderated path model that posits that the quality of the relationships that employees hold with their leader and with their team is not only antecedents of perceived overqualification but it is also hypothesised to weaken the negative relationship between perceived overqualification and job satisfaction. Survey data that were gathered from two organisations in the Netherlands (n = 183) supported the model. Implications for theory and practice in HRM are discussed. © 2015 John Wiley & Sons Ltd     

Work and social well-being: the impact of employment conditions on quality of life

This paper aims to extend our understanding of the impact of management practises and employment conditions in the contemporary workplace on the broader social realm. The study provides an analytic account of how these employment conditions impact on the social well-being of a representative sample of individuals and households. We assess the propensity of working arrangements that are manifested in various high performance work systems either to enhance or to diminish quality of life. The paper indicates that certain management practises and employment conditions have impacts that extend beyond the workplace and influence the broader well-being of individuals and families.     

Culture' Effects on Job Satisfaction and Performance in a Bicultural Context

Abstract

This study looks at culture' influence on employee job satisfaction and performance as it pertains to competitiveness. The researcher investigated whether INDSALES (a job satisfaction scale) is compatible with a Hispanic salesperson sample, focusing on automobile sales situations. The methodology relied heavily on field research and on an experimental design that applied different employee/manager combinations. Two hypotheses were proposed and subsequently tested. Results demonstrate that Hispanics and Anglo-Americans view job satisfaction somewhat differently. The study also found that there are significant differences in the levels of job satisfaction between mono-cultural and bicultural relationships. Managerial implications for better competitiveness are incorporated. Future research could investigate a different geographical region with Hispanic and Anglo automobile salespersons or other nations where different cultures work together     

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。     

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。     

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。