Cross‐boundary working: Implications for HRM theory,methods, and practice

Major changes have taken place in work organisation, which originate predominantly from working across organisational boundaries. This paper argues for a more sophisticated approach to HRM that includes three types of cross‐boundary working, that is, intraorganisational, interorganisational, and transorganisational. Herein lies the contribution of our paper; we argue that we cannot assume a transition from one type of working to another because cross‐boundary forms of working coexist. We also need to understand the tensions of this simultaneity at the levels of the organisation/network, HRM systems, and the individual. We consider the impact of the simultaneous existence of these types of cross‐boundary working for the following: (a) theory, especially the development of HRM systems; (b) methods, including an activity‐based unit of analysis; and (c) practice, where we pay attention to the challenges of control, collaboration, and consistency.     

The Causal Effects of the Minimum Wage Introduction in Germany – An Overview

In 2015, Germany introduced a statutory hourly minimum wage that was not only universally binding but also set at a relatively high level. We discuss the short‐run effects of this new minimum wage on a wide set of socioeconomic outcomes, such as employment and working hours, earnings and wage inequality, dependent and self‐employment, as well as reservation wages and satisfaction. We also discuss difficulties in the implementation of the minimum wage and the measurement of its effects related to non‐compliance and suitability of data sources. Two years after the minimum wage introduction, the following conclusions can be drawn: while hourly wages increased for low‐wage earners, some small negative employment effects are also identifiable. The effects on aspired goals, such as poverty and inequality reduction, have not materialised in the short run. Instead, a tendency to reduce working hours is found, which alleviates the desired positive impact on monthly income. Additionally, the level of non‐compliance was substantial in the short run, thus drawing attention to problems when implementing such a wide reaching policy.     

“备自投装置”、“厂用电快切装置”比较分析

厂用电切换装置作为电厂厂用电系统的一个重要装置,它的性能好坏对电厂来说尤为重要,本文结合山西阳煤集团发供电分公司第三热电厂实际情况,就微机备自投装置、微机厂用电快切装置进行了全面比较和深入分析。     

综放面提高回采率的技术研究

综放工作面煤炭回收率低,不仅是对煤炭资源的浪费,而且对矿井的安全生产带来一系列不利因素。如:加剧矿井采掘接续紧张的矛盾;采空区残留煤体会产生应力集中,不利于顶板管理;采空区内残留煤体较多,容易引起煤体的自燃发火等。因此,提高综放工作面煤炭资源回采率对增加工作面产量、降低煤炭自燃发火条件、保护煤炭资源有着重要的意义。     

汽车防撞毫米波雷达系统参数优化设计

通过分析汽车间相对速度和安全距离的关系,提出线性调频连续波（LFMCW）雷达距 离和速度测量指标。根据测量范围及分辨率要求,制定了信号处理指标。分析了雷达前端工 作参数与测量指标及信号处理技术参数间的制约关系。通过分析差拍频率和多普勒频率的范 围 及耦合关系,讨论了前端中心频率和调频频率应满足的关系。通过时频分析研究了测量 分辨率指标与频域分辨率间的关系。协调修订关键参数,采用CZT算法优化信号处理过程。 给 出了系统参数制定的方法和步骤,该方法可准确快速制定LFMCW雷达系统工作参数。     

Landowner valuation of a working wetlands program in the Prairie Pothole Region

Wetlands conservation within agricultural working lands is currently incentivized by land retirement programs and farm program eligibility criteria. Private ownership of the majority of agricultural lands within which these wetlands reside and growing opportunity costs facing landowners put wetlands at risk and motivate consideration of alternative policy options. A choice experiment was used to estimate likelihood of enrollment in a hypothetical working wetlands program. Landowners preferred shorter contract lengths, higher rental rates, midterm adjustment rather than a fixed‐rate contract, the right to conduct managed burning on their lands‐containing program wetlands, and no conservation practice requirement. Landowners with higher expressed valuation of conservation and who favor protecting wetlands, believe that small wetlands are important for their farms, who would not drain any of their wetlands, and raise ruminant animals are more inclined to participate in the program. Recommendations include consideration of program targeting during program design, practicing creative thought regarding program promotion, and exploration of no‐loss wetlands solutions, especially those market based.     

火力发电冷却塔工程

阐述火力发电冷却塔的工作原理。同时,说明冷却塔施工作业方案及安全设施。     

工程项目管理软件功能分析

章介绍工程项目管理、工程项目管理软件及其分类，分析了工程项目管理系统，包括工程项目管理的目标、过程和职能。在此基础上对工程项目管理软件进行了功能分析，如工期计划和控制、成本计划和控制、资源计划与控制、质量管理、合同管理等，工程项目管理软件的发展前景十分广阔，主要有集成化工程项目管理系统软件，基于网络平台工程项目管理系统，项目的实施过程和管理过程可视化等。     

Affective commitment,home-based working and the blurring of work–home boundaries: Evidence from Germany

Analysis of data from the representative German Linked Personnel Panel revealed that, overall, the use of home-based working is associated with a higher affective organisational commitment on the part of employees. However, this is less often the case when the use of home-based working involves the blurring of work–home boundaries. Perceived trust and fairness on the part of supervisors mediates the association between employees' experiences with working from home and their affective commitment. These results show that experiences with home-based working shape employees' perceptions of trust and fairness in their exchange relations with supervisors and thus their affective commitment to the organisation. Employees' experiences with home-based working that reflect its supportive implementation by their employers and supervisors are critical for their commitment. Our results provide the first evidence that in exchange relations between employees and supervisors, perceived fairness is as important as perceived trust.     

Good to be home? Time‐use and satisfaction levels among home‐based teleworkers

Home‐based teleworking (HbTW) has the potential to provide significant benefits to both employer and employee, but also presents considerable challenges. This paper considers HbTW among UK employees, specifically exploring distinctions in the time‐use of men and women home‐based teleworkers and the impacts of HbTW on employee satisfaction levels, using cross‐section fixed effects panel regression analysis of the British Household Panel Survey. Findings reveal that total time‐use in work activities among men and women home‐based teleworkers is relatively comparable, but the distribution significantly different. For women, housework represents a particular time constraint, reflecting continued presence of the ‘double‐shift’. Homeworkers report greater levels of satisfaction, yet they are more pronounced in respect to paid work than leisure time. Extensive hours of housework reported among women may explain these differences. Nevertheless, home‐based teleworkers report greater levels of satisfaction than other workers, suggesting considerable benefits especially for working mothers.