育龄妇女职场性权益保护的研讨

当前,职场性骚扰问题已经受到各界的普遍关注,保护职场育龄妇女性权益势在必行。本文从理论与法律上对性骚扰进行了分析,最后提出了育龄妇女在职场面对性骚扰时应采取的对策与证据。     

Work‐to‐Family Spillover Effects of Workplace Ostracism: The Role of Work‐Home Segmentation Preferences

This study considers workplace ostracism as a source of stress and examines its spillover effects on the family. By integrating the work‐family interface model with boundary theory, we investigate the impact of workplace ostracism as perceived by employees on their family satisfaction by examining the mediating role of work‐to‐family conflict and the moderating role of work‐home segmentation preferences. The results from a three‐wave field survey of 233 employees in China indicate that workplace ostracism is negatively related to family satisfaction; this relationship is also mediated by work‐to‐family conflict. In addition, work‐home segmentation preferences attenuate the mediating effect of work‐to‐family conflict on the relationship between workplace ostracism and family satisfaction. The theoretical and managerial implications of these findings are discussed.     

Relationship between functional movement screening score and history of injury and identifying the predictive value of the FMS for injury

This study aimed to reveal the functional ability of functional movement screening (FMS) scores in determining an athlete's predisposition to injury. One hundred (50 females and 50 males) university level athletes, weight of 69.44 ± 5.84 kg, height of 172.69 ± 7.26 cm, age of 22.56 ± 2.99 years and Baecke score 21.66 ± 1.73, practised in football, handball and basketball sports (at least for 5 years), with no recent (<6 weeks) history of musculoskeletal injury were recruited. Of the 100 subjects, 35 of them suffered an acute, lower extremity (ankle = 20 and knee = 15 subjects) injury. An odds ratio was calculated at 4.70, meaning that an athlete has an approximately 4.7 times greater chance of suffering a lower extremity injury during a regular competitive season if they score less than 17 on the FMS. This study provides FMS reference values for university level athletes that will assist in the interpretation of individual scores when screening athletes for musculoskeletal injury and performance factors. More research is still necessary before implementing the FMS into a pre-participation physical examination for athletics, but due to the low cost and its simplicity to implement, it should be considered by clinicians and researchers in the future.     

The role of credit officers in the performance of micro loans

This paper proposes a structural model explicitly considering the role played by credit officers in loan performance. The credit officer's ability is decomposed into the screening and the audit stage. This model is estimated using a rich database from VivaCred – a Brazilian NGO. Results suggest that: (i) there is substantial heterogeneity among credit officers in the sample; (ii) their ability affects more the screening than the audit stage; and (iii) their estimated ability is correlated with their experience at VivaCred but not with their experience before joining the organization. Evidence suggests that a reduction in staff turnover would be beneficial to the institution.     

Accommodating Religious Expression in the Workplace

Religious expression in the workplace has been gaining more prominence and attention with the increasing diversity of the population. Employers are legally required to reasonably accommodate the religious practices and beliefs of their employees. This article will examine the most common types of religious expression in the workplace and will discuss the extent of the legal obligation of an employer to accommodate those expressions.     

“妒能”如何变成“赋能”：职场妒忌对工作绩效的影响

职场妒忌是工作中非常普遍的现象，以往研究主要聚焦在职场妒忌的“阴暗面”，却未能对其积极效应给予足够的关注。基于自我一致性理论，并结合Arnold的行动序列作为整体逻辑，探讨了职场妒忌与工作绩效的内在作用机制。研究结果表明：职场妒忌对工作绩效具有显著的正向影响；内在动机与观察性学习分别在职场妒忌对工作绩效的影响中起部分中介作用；内在动机与观察性学习在职场妒忌与工作绩效之间存在链式的中介作用；职场友谊对“职场妒忌内在动机观察性学习工作绩效”这一链式中介路径起调节作用，即职场友谊越高，职场妒忌对内在动机的正向作用越强，内在动机与观察性学习在职场妒忌与工作绩效之间的链式中介作用越强。     

Using the past to map out the future of occupational health and safety research: where do we go from here?

Abstract

The purpose of this study is to take stock of the extant research on occupational health and safety (OHS) with the aim of identifying gaps and mapping out a future research agenda for human resource management (HRM) scholars. A comprehensive review of OHS research from 1956 to 2019 was first conducted. A total of 564 articles from 17 leading journals were then identified and categorized into five distinct, yet inter-related, themes: (1) antecedents and work-related factors influencing OHS; (2) industrial policy and regulations surrounding OHS; (3) OHS management practices; (4) approaches to, and models of, managing OHS and (5) outcomes of OHS management. The review also discusses OHS research methodologies and design foci. Overall, we found that OHS research is poorly integrated into the field of HRM, and we identify a plethora of opportunities for HR researchers to add value to this field of research. A future agenda is formulated, encompassing new OHS theory-building, novel directions for empirical research, and innovations in research design and methodology.     

The relative importance of human resource management practices for innovation

Human resource management (HRM) practices are generally expected to stimulate a firm's innovation performance. However, which of these practices really pay off? Based on a unique dataset that includes detailed information for both a firm's innovation activities and a broad set of HRM practices, we find that primarily new workplace organization practices seem to enhance a firm's innovation activities. Flexible practices of working time management and incentive payment schemes show only small effects on both innovation propensity and innovation success. Further training does only affect innovation success, but not innovation propensity. Overall, we find a stronger linkage between HRM practices and innovation propensity than with innovation success. Further, we find that innovation propensity increases, first, with the number of combinations of HRM practices adopted by a firm but not with the number of combinations of HRM practices from different groups of HRM practices adopted by a firm.     

作业现场完全属地化模式下的质量管理探索

结合东方地球物理公司在伊拉克、巴基斯坦和尼日利亚采用现场完全属地化作业的经历和经验,就新模式下质量管理的体系建设、质量意识教育、领导作用、过程控制等方面进行了探讨,以期提高质量管理水平、促进国际业务的持续、稳定、健康发展。