Forget about ‘the ideal worker’: A theoretical contribution to the debate on flexible workplace designs,work/life conflict,and opportunities for gender equality

This study integrates insights from Self-Determination Theory and Boundary Theory to present scenarios on how flexible workplace designs can trigger multiple motivational processes underlying gendered work/nonwork integration behaviors, and how these affect work/life conflict. We disentangle processes underlying work engagement and work/life conflict, explaining the paradoxical outcomes found with regard to gender inequality in terms of work/life performance, satisfaction, and health. Policy makers and organizations need an increased understanding and a reconceptualization of these issues, realizing that the ideal worker does not exist. Instead, a long-term perspective is needed in order to truly realize the potential benefits of flexible workplace designs for all stakeholders. Organizations need to take responsibility for preventing individual workers’ depletion and stimulating the regeneration of workers’ resources.     

Legalization of drugs: Effects on the workplace

In the last few years bipartisan support for legalizing drugs has grown to a surprising level. Because of the lack of involvement of the business community in this debate, we surveyed the human resource managers of 127 firms about their perceptions of the effects of legalization. Their responses were uniformly negative, with expectations that drug use, absenteeism, worksite crime, and liability costs would increase, while the quality and quantity of work would decline. They also forecast increases in drug testing, performance monitoring, and education and rehabilitation programs as a result.     

论技术创新与报酬递增律

新经济的兴起大大动摇了报酬递减律的理由 ,出现了报酬递增的现象 ,这使得原有的经济学原理无法做出合理的解释。文章运用复杂科学的有关原理解释报酬递增现象 ,对生产系统进行了经济熵和经济耗散结构分析 ,剖析了技术创新的两种模式 ,提供了报酬递增律的理论依据。     

Neighbourhood Effects as Indirect Effects: Evidence from a Dutch Case Study on the Significance of Neighbourhood for Employment Trajectories

One of the key challenges in the study of neighbourhood effects on work is to understand the pathways through which disadvantaged neighbourhoods impact the employment opportunities of residents. Endogenous explanations for neighbourhood effects focus on social life in these neighbourhoods, identifying mechanisms of social isolation, deviant work ethics and neighbourhood disorder. This article studies these mechanisms in a low‐income neighbourhood in the Netherlands. The case study shows that unfavourable socioeconomic outcomes can be indirect and unintended consequences of actions and choices in everyday life that are not directly concerned with work. Nevertheless, these individual actions and choices reflect local social practices that are influenced by the marginalized context in which residents lead their lives.     

发达国家住房福利政策的演变及启示——我国公租房领域供给侧结构性改革探析

我国公租房领域存在投资主体单一、政府财政压力大、市场参与度不够、配置低效、供需失衡及错配、贫富分区程度加大等问题，需通过推进供给侧结构性改革来予以解决。发达国家住房福利政策的演变表明，住房政策应与住房市场供需状况相适应，政府所扮演的角色须从“公共住房的直接供给者”走向“市场化供给的环境营造者”，即从“补砖头”到“补人头”是住房福利政策演进的必然趋势。我国公租房领域供给侧结构性改革应与住房供求情况相匹配。一方面，要转变政府职能，从政府实物配给逐步过渡到市场化供给；另一方面，要积极打造健康的住宅租赁投资市场以促进公租房供给市场化，并通过开发配建和货币化补贴等措施促成公租房“隐形化”混合居住模式。     

Psychological safety climate and workplace bullying in Vietnam’s public sector

The bureaucratic and impersonal nature of public management can fertilize workplace bullying and risks for psychological health and safety. Psychological safety climate (PSC) is an important indicator to reduce psychological hazards. Yet, there have been few studies conducted to examine the existence of PSC in the public sector in non-Western economies. This study examined the implementation of PSC and its effects on 274 employees from six branches of a Vietnamese public sector organization. The results suggest that senior management in organizations should consider positive work conditions and an effective system of policies, procedures, and practices for the prevention of psychosocial hazards.     

Examining the relationship between academic performance and workplace position: does the glass ceiling exist among graduates from the same university?

This study examines the relationship between academic performance and workplace position. Academic performance is measured by undergraduate grade point average (GPA). A series of ordered probit regression models are estimated to isolate the impact of undergraduate GPA on the probability that female and male graduates from the same university hold middle or upper management jobs within their companies. After all potential heterogeneity and explanatory variables are controlled for, results of the pooled regression models suggest that women are less likely to hold both middle and upper management positions. Further analysis also suggests that lower GPA significantly decreases the probability that women hold these positions, while GPA seems to have no significant impact on workplace position for men. Moreover, most factors which positively impact the probability that women attain these positions also benefit men more at the highest level.     

Workplace isolation: salespeople and supervisors in USA

Virtual work is becoming the norm in sales organizations because it is cost effective for the firm and can benefit customers and salespeople. However, along with these benefits, virtual work brings new challenges to organizations. One critical issue is workplace isolation (WI). This study uses responses from a sample of 346 salespeoples in the pharmaceutical field to test a model that investigates the relationships among WI, self-efficacy, leadership style, extra-role performance (ERP), satisfaction with the supervisor, and turnover intentions. Salespersons perception of managers as considerate leaders are associated with lower WI levels. Salespeople with higher levels of self-efficacy are less likely to believe that they are isolated from the company and their colleagues. WI, in turn, is significantly related to satisfaction with the supervision and ERP. Managerial implications and future research directions are presented.     

Gender, emotion and power in work relationships

We offer a theoretical account of how gender and emotion combine to influence the development of power in work relationships. We document the profound impact gender has on the display, perception and evaluation of emotion in the workplace. We illustrate the reciprocal relationship between emotion and power, and identify cycles of powerlessness that prevent women from developing and leveraging power in their work relationships. By exploring the nexus of gender, emotion and power in work relationships, we offer new insights into how the gendering of emotion creates and perpetuates gender differences in power in organizations. Implications for research and practice are offered.     

工作场所无礼行为、工作满意度及离职意图关系的实证研究

本文运用问卷调查法收集数据,运用相关分析探讨工作场所无礼行为、工作满意度以及员工离职意图三者之间的关系。结果表明：工作场所无礼行为与工作满意度呈负相关关系,工作场所无礼行为与离职意图呈正相关关系,工作满意度与离职意图呈负相关关系。基于研究结果,本文为人力资源管理实践提出了几点建议。