DEA方法在员工绩效评价中的应用

员工绩效管理是促进员工个人发展、提升组织整体战略的重要途径,科学、有效的员工绩效评价方法和及时、确切的反馈是保证绩效管理有效实施的关键。我国企业在员工绩效评价中缺乏科学的定量评价方法,将DEA方法运用到员工绩效评价中不仅能客观、合理地给出各被评价单元的相对效率,还可以提供非DEA有效的被评价单元提高到DEA有效的改进方案,为绩效反馈和改进提供有力依据,提高员工绩效管理的可信度和有效性。     

论企业知识型员工的全面薪酬激励策略

企业知识型员工具有专业特长和较高的个人素质、较高的流动性、较强的自主性和参与意识,更重视自我价值得到社会的认可和尊重。当前我国大部分企业仅重视货币性薪酬的常规内容,不太重视非货币性薪酬,显示不出知识型员工的特殊性,而实行全面薪酬激励,对满足员工尊重和自我实现的需求具有重要意义。在对企业知识型员工实施全面薪酬激励时,应建立"二叉树"结构薪酬激励模型,重视货币性和非货币性薪酬相结合,个人成就激励和组织激励相结合,薪酬激励和人才培养的长期性相结合。     

员工外部薪酬差距与股价崩盘风险

本文基于2008年至2018年信息传输、软件和信息技术服务业上市公司的经验数据,研究发现非国有企业员工外部薪酬差距与股价崩盘风险显著正相关。进一步研究发现,员工外部薪酬差距与股价崩盘风险的显著关系只存在于业绩中等的企业。本文的结论有助于扩展关于股价崩盘风险影响因素的研究,为防范股价崩盘风险和制定合理的员工薪酬政策提供经验数据支持。     

Are Employee Selection and Incentive Contracts Complements or Substitutes?

There is a debate in the literature as to whether employee selection is a substitute or complement to incentive contracting. We argue that incentive contracts and selection can be both complements and substitutes conditional on the contracting difficulty faced by the firm. We examine these control choices in a setting where contracting difficulties arise due to the firm's choice of strategy and from the volatility created by the firm's external environment. We select a firm's commitment to organizational learning (OL) as our strategic choice variable as this provides a useful proxy for identifying settings where explicit incentive contracting is difficult. The results show that, as firms become increasingly committed to OL, incentive contracts and employee selection operate as complements. However, with a high commitment to OL and an increasing level of external volatility, contracting on performance measures will become less effective. In this context, our results indicate that there is a substitution effect toward employee selection.     

Concentration and Inefficiency in the Defense Sector: Policy Options

This article, which is a part of a larger comprehensive study of the effects of employee ownership and worker participation on productivity in the United States, focuses on and documents the lack of worker participation in employee-owned firms [Rooney 1987]. It is estimated that more than 7,000 U.S. firms covering some 10 million employees have some degree of employee ownership [Rosen, Klein and Young 1986, p. 15]. By employee ownership, we simply mean that most of the employees own some shares of stock in the company in which they work. While most employee-owned firms have less than a majority ownership stake, several hundred U.S. firms are majority emp10yeeowned, and are the target of this study.     

如何提高员工培训有效性

如何提高员工培训有效性一直是企业培训的关注点,同时也是难点。本文从思想认识、培训的重要性与必要性的辩证关系、培训管理等几个环节入手,分析了提高培训有效性的方法。     

Corporate environmental responsibility,employer reputation and employee commitment: an empirical study in developed and emerging economies

Employer reputation is relevant not only to attract but also to retain qualified employees. While in the past financial incentives have been the most important instrument, corporate environmental responsibility (CER) is becoming more and more relevant as a determinant for employer attractiveness and employee commitment. On the basis of signaling theory, we conducted an empirical study among 215 firms in China, Germany, India and the USA. Our results reveal that green strategy & culture, green technology & products, green recruitment & evaluation and green communication positively influence the environmental reputation of a company as an employer and in turn employee commitment. The signaling effects of these CER activities are similar in Germany and the USA (developed economies) as well as in China and India (emerging economies). An exception is green communication, which has a more positive effect on environmental reputation in developed economies. We conclude with managerial and theoretical implications as well as recommendations for future research.     

基于管理心理学视角的企业员工忠诚度研究

当前,企业员工忠诚度已成为令企业管理者身心疲惫的"公关"难题,想要的人留不住,留下的人不卖力。从管理心理学角度出发,界定了员工忠诚度的内涵,并对员工忠诚度进行现状分析,给出员工忠诚度下降的原因,最后运用管理心理学理论,从了解特长、营造宽松环境、加强沟通与激励、做好培训和职业生涯规划四个方面入手,给出提高员工忠诚度的策略。     

服务员工品牌内化及影响因素的探索性研究

随着服务经济和体验经济的发展，服务企业面临的市场竞争日趋激烈，服务品牌的建设已经成为品牌管理的一个新兴主题。对于服务企业而言，构建强势品牌不仅仅在于品牌的外部传播，必须从平衡的视角，致力于品牌的内部建设，通过与顾客接触的员工的品牌态度和行为，塑造良好的品牌形象。本研究基于扎根理论对服务员工品牌内化及其影响因素进行了探索性研究，通过文献分析和质性研究相结合的方法，构建了服务员工品牌内化的概念模型。研究认为服务员工品牌内化体现在服务员工品牌态度和品牌行为两个层面，驱动服务员工品牌内化的要素包括品牌形象、品牌定位和工作特征三个方面，研究为服务员工品牌内化的定量研究打下了坚实的基础，对品牌管理具有重要的实践意义。     

工作嵌入：一种员工自愿离职的分析视角

工作嵌入理论是近年来员工离职影响因素研究的新领域，它从非工作因素的角度深入探讨员工离职问题产生的根源，为组织行为学及人力资源管理实践提供了全新的理论框架，受到国内外学者的广泛关注。本文通过回顾和整理该理论提出以来的国内外相关文献，对工作嵌入理论的提出及相关研究进行梳理，并在此基础上探讨该理论对于我国企业员工离职管理实践的启发。