帮助家长管理孩子学习的几点建议

家长是孩子成才的第一任老师,家庭教育的好坏直接影响着孩子的健康成长。本文结合本人多年的教育经验,就家长如何管理好孩子的学习阐述自己的一些思考。     

《孙子兵法》中的激励思想及其对我国家族式企业的借鉴

《孙子兵法》是人类智慧的宝库,当中很多军事思想都闪烁着人员激励的光芒。本文对《孙子兵法》当中的激励思想进行了深层挖掘,并针对家族式企业自身固有的具有我国浓厚传统文化色彩的员工激励模式进行了分析研究,旨在建立一套适合我国传统理念和行为特点的人员激励模式,给企业发展提供借鉴和参考。     

工作家庭冲突和上司支持对蓝领工人工作满意度影响的研究

工作家庭冲突是一个包含工作干扰家庭(WIF)和家庭干扰工作(FIW)两个方向的构念。本研究以来自国内制造业某公司的166名一线蓝领员工为研究对象,考察了工作家庭冲突和上司支持对工作满意度的直接效应,以及上司支持对工作家庭冲突和工作满意度关系的调节效应。结果表明,WIF和FIW都与工作满意度显著负相关,而上司支持不仅是员工工作满意度的重要影响因素,而且还能缓冲WIF对员工满意度的负面影响。     

Cross-Sectional Evolution of the U.S. City Size Distribution

We report nonparametrically estimated stochastic transition kernels for the evolution of the distribution of U.S. metropolitan area populations, for the period 1900 to 1990. These suggest a fair amount of uniformity in the patterns of mobility during the study period. The distribution of city size is predominantly characterised by persistence. Additional kernel estimates do not reveal any stark differences in intra-region mobility patterns. We characterise the nature of intra-size distribution dynamics by means of measures that do not require discretisation of the city size distribution. We employ these measures to study the degree of mobility within the U.S. city size distribution and, separately, within regional and urban subsystems. We find that different regions show different degrees of intra-distribution mobility. Second-tier cities show more mobility than top-tier cities.     

“Handle with care”: The mediating role of schedule i‐deals in the relationship between supervisors' own caregiving responsibilities and employee outcomes

Drawing on theories of perspective‐taking and i‐deals, this study explores the impact of supervisors' own caregiving responsibilities for elders and parental status on subordinates' schedule i‐deals. Moreover, we investigate the extent to which schedule i‐deals mediate the relationship between supervisors' caregiving responsibilities and two employee outcomes: satisfaction with work–family balance and turnover intentions. Using a sample of 520 dyads involving 137 supervisors and 520 employees, the results of multilevel analysis show that supervisors' caregiving responsibilities for elders is positively related to schedule i‐deals, but their parental status is not. The findings also show that schedule i‐deals mediate the effect of supervisors' caregiving responsibilities for elders on subordinates' satisfaction with work–family balance and turnover intentions. This research contributes to the i‐deals' literature by focusing on the role of managers' own caregiving responsibilities in facilitating the provision of schedule i‐deals to their subordinates and by exploring the consequences of schedule i‐deals to gain an understanding of the mutually beneficial nature of such deals. From a practical point of view, supervisors and HR departments might utilise schedule i‐deals to drive desirable employee outcomes, in particular their caregiving responsibilities, and to engender a family‐supportive organisational culture.     

Self-adapting control charts

When the distributional form of the observations differs from normality, standard control charts are often prone to serious errors. Such model errors can be avoided by using (modified) nonparametric control charts. Unfortunately, these control charts suffer from large stochastic errors caused by estimation. In between these two types are the so-called parametric control charts. All three of them, as well as a combined chart, which chooses one of the three control charts according to the appropriate model assumption on the underlying distribution are discussed in this paper. The data indicate which of the three control charts to select. Readymade formulas for the several control charts are presented accompanied by an application on real data. Apart from bias removal, criteria based on exceedance probability and semi-variance are investigated.     

Line Managers’ Rationales for Professionals’ Reduced‐Load Work in Embracing and Ambivalent Organizations

This study examines line managers’ rationales regarding reduced‐load work (RLW), an emerging talent management practice allowing professionals to reduce their workload and take a pay cut, while actively remaining on a career path. Unlike flextime and telework, RLW addresses professionals’ core problems of rising work hours and workloads. Interviews with 42 managers in 20 North American employers suggested that managers were more likely to support RLW for employees whom they saw as (1) high‐performers, (2) flexible in their use of RLW, and (3) doing conducive jobs. Interviews with 20 HR experts and 24 senior executives revealed four dimensions of organizational support, two cultural (senior management support and discourse on career penalties) and two structural (adaptation of HR systems and organizational diffusion). In embracing organizations there was a higher frequency of more supportive managers than there was in ambivalent organizations. Managers’ rationales were connected to their organizational contexts, albeit loosely, suggesting managerial implementation agency. The same rationales were more likely to be used in supportive ways in embracing contexts and in less supportive ways in ambivalent contexts. This study suggests that managerial and organizational support for flexible talent management practices dovetail in nuanced and important ways. © 2015 Wiley Periodicals, Inc.     

Government size and economic growth in an endogenous growth model with rent‐seeking

We explore the relationship between government size and economic growth in an endogenous growth model with human capital and an unproductive capital which facilitates rent‐seeking. With exogenous as well as endogenous time discounting, we find a non‐monotonic relationship between the size of government and economic growth. We find that with very high (low) discounting, there is a unique low (high) growth equilibrium, regardless of the size of government. For the intermediate range of discounting, there are multiple equilibria and the growth outcome depends on the size of government. With endogenous time discounting, the growth outcome is path dependent and depends on the level of inherited human capital. However, there is only one stable growth regime and the economy endogenously switches to it. When the institutional constraints on rent‐seeking are not extremely high, the stable regime is the one in which there is a high‐growth equilibrium for a smaller size of the government and for larger size, both the high‐growth and the low‐growth equilibrium coexist. When the institutional constraints on rent‐seeking are extremely high, there exists only a unique high‐growth equilibrium irrespective of the size of government. Furthermore, economies with bigger size of the government and/or with poor quality institutions will take longer to endogenously switch to this stable growth regime.     

Work–family conflict/family–work conflict,job stress,burnout and intention to leave in the hotel industry in Quebec (Canada): moderating role of need for family friendly practices as “resource passageways”

Abstract

This study examines how the need for family friendly practices contribute in increasing the effects of work–family conflict (WFC) and family–work conflict (FWC) on job stress, burnout, and intention to leave in the hotel industry in Quebce (258 staff). The essential results indicate that the perception of a need for childcare moderates the relationship between FWC, job stress, and burnout. Also, employees wanting to have a compressed workweek and part time measures are exposed to more stress related to WFC/FWC. Finally, the four measures can constitute resources passageways in order to reduce the work-family interference, job stress, burnout and therefore the intention to leave. Theoretically, he results extend this line of theorizing by highlighting the importance of subjective needs for family friendly policies, as ‘resource caravan passageways’, in the work–family interface and job outcome processes. The perception of a desire or need for these measures offers a new understanding of these practices. Practically, identifying who is more sensitive to family friendly measures would enable organizations or employers to allocate supportive resources more adequately by targeting those employees who are most in need of such practices.