基于激励的IT企业员工需求特征分析

本文以奥尔德弗的生存、关系、成长需求理论的基本观点为基础,得出针对IT企业员工的主要工作激励因素,从工作激励因素角度对IT企业员工的需求特征进行分析。在此基础上,提出IT企业员工工作激励因素调查问卷,采用聚类分析方法,对成都市某IT企业的员工进行实证研究。     

产品质量监督检验工作在名牌战略中的地位和作用

加入世界贸易组织后,我国经济开始在全新的平台上与世界各国竞争。名牌产品代表着一个国家的经济水平,乃至代表着整个国家的先进生产力。而质量监督检验工作是国家实施名牌战略的关键环节,其地位和作用极其重要。     

Parsing Work Environments Along the Dimensions of Sexual and Non-Sexual Harassment: Drawing Lines in Office Sand

Laws addressing harassment at work have evolved considerably since court systems first recognized that (sexual) harassment is illegal. Now, managers must worry about protected classes other than sex (e.g., race, age, etc.), and the effects of harassment on bystanders as well as victims (i.e., ambient harassment). Understanding these newer conceptualizations of workplace harassment is critical for mangers dealing with an increasingly complex array of possible work environments, only some of which are illegal. Toward this end, we present a taxonomy of eight possible work environments, created by parsing the legal definition of sexual harassment (i.e., the first-recognized type of hostile work environment). The taxonomy illustrates the evolution of law in this area, and highlights the multidimensional nature of workplace harassment. Also discussed are potential complications arising from how a reasonable person and a victim might interpret behavior. Managers using the taxonomy may better assess whether their work environments have crossed the line, or facilitate movement from less- to more-desirable work environments.

高校高水平运动队教练员素质的构建

教练员素质是影响高校开展高水平竞技体育的重要因素之一。高校教练员应转变思想,树立终身学习的观念,强化创新和超前意识,努力提高自身素养和训练水平。     

新世纪党建工作的战略制高点

加强党的建设,巩固党的执政地位,必须深化对共产党执政规律的认识。党应从实际出发,加强执政能力建设,完善党的领导方式,坚持依法执政、依法治国。     

试论秘书工作的辩证关系

秘书工作作为一种社会职业,具有其内在的规律和特点,即被动性与主动性、机要性与群众性、综合性与专业性、常规性与突击性、思想性与事务性、原则性与灵活性等矛盾的对立统一。掌握这些矛盾的辩证关系,有助于正确认识并更好地开展秘书工作。     

悖论式领导对员工工作绩效的影响：二元工作激情和角色认同的作用

依据企业员工调查问卷数据,基于自我决定理论,考量悖论式领导对员工工作绩效的作用机制和边界条件。结果表明：悖论式领导与员工角色内绩效、角色外绩效均显著正相关,和谐型工作激情在其中发挥中介作用,强迫型工作激情仅中介悖论式领导与角色内绩效之间的关系;角色认同削弱了悖论式领导与和谐型工作激情的正向关系,但会强化悖论式领导对强迫型工作激情的负向影响。     

THE IMPACT OF GREATER AUTONOMY ON EFFICIENCY OF WORK AND QUALITY OF SERVICES IN PUBLIC SERVICE PROVIDERS: A CASE OF VOCATIONAL EDUCATION INSTITUTIONS

ABSTRACT: The paper analyses impact of greater autonomy on efficiency of work and quality of services in public service institutions. Autonomy is one of the key principles of New Public Management that, according to the theory, increases performance in public service providers. However this assumption has been scarcely researched in practice. To narrow this gap, the experimental reform that implemented greater managerial and financial autonomy in 13 Lithuanian state vocational schools was chosen for research. In order to analyse the impact of autonomy after the reform, maximally similar institutions (those that underwent the reform and that did not) are compared using quantitative (incl. counterfactual analysis) and qualitative methods. The results indicate that institutions that have been reformed tend to have better efficiency and quality of services, even though this relationship is not causal. Moreover, the research challenges the notion that such results came from greater autonomy. Finally, the logic of the NPM of as to why more autonomous institutions perform better is also challenged.     

Do German Welfare‐to‐Work Programmes Reduce Welfare Dependency and Increase Employment?

Abstract. During the last decade, many Western economies reformed their welfare systems with the aim of activating welfare recipients by increasing welfare‐to‐work programmes (WTWP) and job‐search enforcement. We evaluate the short‐term effects of three important German WTWP implemented after a major reform in January 2005 (‘Hartz IV’), namely short training, further training with a planned duration of up to three months and public workfare programmes (‘One‐Euro‐Jobs’). Our analysis is based on a combination of a large‐scale survey and administrative data that is rich with respect to individual, household, agency level and regional information. We use this richness of the data to base the econometric evaluation on a selection‐on‐observables approach. We find that short‐term training programmes, on average, increase their participants' employment perspectives. There is also considerable effect heterogeneity across different subgroups of participants that could be exploited to improve the allocation of welfare recipients to the specific programmes and thus increase overall programme effectiveness.     

工作要求与创新工作行为关系的研究

员工创新工作行为是员工有效完成工作任务和目标,达到组织既定工作标准的有效途径,对组织的生存与发展具有重要作用。本文基于工作要求一工作控制模型与社会交换理论,探讨在中国情号下,工作要求、员工感知的组织支持与创新工作行为的关系。通过296个有效样本,研究结果表明：工作要求与创新工作行为显著正相关;员工感知的组织支持对工作要求与创新工作行为具有正向调节作用,在工作要求压力下,相对于感知到较低组织支持的员工,感知到较高组织支持的员工更容易产生创新工作行为,并基于中国本土文化的角度分析其内在原因。研究告诉企业领导者,提高工作要求可以提高员工创新工作行为,同时要提高员工对组织支持的感知,这样才可能使员工在面临高强度的工作要求时,更积极主动地开展创新工作行为,提高工作效率和工作绩效。