新时期企业思想政治工作内容探究

21世纪是我国崛起和发展的新时期,我国企业迎来了新的挑战与新的机遇,企业思想政治工作相应地要面对新问题、新情况。文章阐述了企业思想政治工作的新内容,指出其应将企业的社会责任视为重中之重,从而使企业的党建工作落到实处。     

Donor recognition: A double-edged sword in charitable giving

Previous studies discover confounding results on how donor recognition affects individual charitable giving. To answer the questions of how different donor recognition schemes affect individual giving and what type is more effective as a marketing strategy to meet different fundraising goals, we conducted a field experiment in China with three donor recognition types: voluntary, involuntary, and mandatory donor recognition. We used social media to recognize donors and verified the field experiment results with naturally occurring data. We observed similar behavioral patterns in both samples. The results of this study explain the mixed results from previous studies, suggesting that there is no one-size-fits-all approach for recognizing donors. Decision makers of nonprofit organizations need to select the appropriate type of donor recognition based on their fundraising goals.     

利用先进管理理念 提升现场管理水平

文章对大唐岩滩水力发电有限责任公司推行6S管理的背景进行分析,阐述了6S管理推行的成果和效益,论证了电力企业推行6S管理的重要意义,具有参考价值。     

试述歌曲演唱音高变化趋势及初探

本文从20世纪某些男高音独唱歌曲的音高出发,结合当前歌曲演唱的现状,引出独唱歌曲朝音高方向发展的变化趋势,在此基础上,以科学发展观为指导,提出了自己某些独到的见解和探讨。     

实训基地建设对促进高职物流人才培养的作用与策略

从必要性、理论依据及具体实施策略等方面进行了探讨,说明实训基地的运作模式是校企合作的重要阵地,提高了人才培养的质量,也促进了区域内高职院校物流专业的建设水平和物流企业的管理水平。     

成为你自己——《觉醒》中的爱得娜与《无名的裘德》中苏的对比研究

本文从存在主义视角分析了《觉醒》中的爱得娜和《无名的裘德》中的苏。爱得娜从沉沦到独立,以选择死亡而最终成为她自己。而苏从独立到沉沦,放弃成为真正的自己。两位作家截然不同的结局安排,造成了事实上的殊途同归。她们的人生悲剧不是个人的原因,而是生存环境的原因,从而完成了文学的社会批判功能。     

八项计提与公司盈余管理的实证研究

本文以2001-2003年亏损上市公司作为样本,研究亏损公司如何利用八项计提进行盈余管理。实证结果发现扭亏公司在扭亏前一年多计提减值准备,而在扭亏当年大额冲销减值准备的现象。扣除减值准备的影响,扭亏公司中将有72%样本不能扭亏。     

基于GPRS/CDMA通信的山洪灾害预警系统的设计

文章介绍了利用CDMA/GPRS网络,借助CDMA/GPRS通讯产品,完成各级山洪预警系统中的监测采集站网的汛情信息传输、监测中心的监测信息传送以及预警广播信息的传送,为山洪灾害的及时监测、预警预报,以及决策会商和指挥调度工作提供了畅通、快速、可靠稳定的通信信道。     

The effects of employee engagement and self-efficacy on job performance: a longitudinal field study

Abstract

Self-efficacy’s influence on individual job performance has been well documented in laboratory studies. However, there have been very few rigorous field studies of self-efficacy’s relationship with objectively measured individual job performance in organizational settings. This research history might account for the low take-up of self-efficacy within the business literature as well as within business itself. When it comes to studies of employee engagement, the same lack of rigorous individual studies applies, although several organizational-level studies link employee engagement to organizational performance, while its claimed benefits have been widely discussed in the business literature. Finally, the degree to which employee engagement and self-efficacy have independent and additive effects on individual-level job performance remains unknown. In order to address these issues, a longitudinal field study was undertaken within an Australian financial services firm. Using survey data linked to objectively measured job performance, we found the additive effects of self-efficacy and employee engagement explained 12% of appointments made and 39% of products sold over and above that explained by past performance. This finding suggests human resource management (HRM) practitioners should address both self-efficacy and employee engagement in order to boost job performance while encouraging HRM scholars to incorporate both measures when conducting job performance studies.     

Emerging managerial competencies of professionals in the Tanzanian construction industry

The managerial competencies required by professionals in the construction industry in Tanzania to operate effectively in a business environment which is changing as a result of a transition from a socialist to a free-enterprise economy, economic liberalization, globalization and regionalization are explored through a qualitative study. The study reveals that local Tanzanian construction firms are finding it difficult to compete with foreign companies for projects. This is mainly because Tanzanian professionals lack the competencies required to compete and manage projects in a liberalized market economy.

The study thus highlights the need for Tanzanian construction professionals to acquire a better grasp of both occupational and organizational competencies. In this respect, it is suggested that they need post-experience training in order to acquire the competencies required to function successfully in a commercial environment.