US and them: Job quality differences between natives and immigrants in Europe

Using microdata from the European Union Labour Force Survey (EU-LFS) and aggregate indicators of labour market institutions, this article compares the job quality of native and non-native workers across European countries and analyses the impact of the institutional settings on the job quality differential between both groups. The LFS is used to measure a job quality index for the period 2005–2017. We find that some immigrant groups fare worse than natives, the contribution of the “composition effect” to explain this differential is large, and the institutional framework affects the immigration gap in job quality. In particular, some labour market institutions (more centralized wage bargaining, stricter employment protection legislation) tend to be detrimental for immigrants relative to natives, while integration policies seem to work well in reducing these differences.     

学前师范教育感知质量与幼儿园教师工作满意度的关系——职业能力的中介作用

采用教育质量感知量表、工作满意度量表和职业能力量表，对浙江省杭州市幼儿园教师进行调查。研究发现：幼儿园教 师不同特征在学前师范教育感知质量、职业能力和工作满意度上有不同程度的差异，职业能力和学前师范教育感知质量是工 作满意度的核心影响因素；学前师范教育感知质量能正向预测幼儿园教师的工作满意度和职业能力；职业能力在学前师范教 育感知质量和幼儿园教师工作满意度间起到部分中介作用，表明学前师范教育感知质量和幼儿园教师的职业能力均能有效地 诠释对工作满意度的正向影响。基于以上结论，应遵循师范生发展规律，提升学前师范教育感知质量；需创建高质量培训模 式，提升幼儿园教师职业能力；应多方联动，共建学前教师教育一体化的新生态。     

调节定向对员工工作重塑的影响 ———变革型领导的调节作用∗

近年来,作为个体动机风格之一的调节定向与工作重塑的关系引起了国内外学者的关注。 不 同调节定向的工作重塑行为往往存在一定的差异,且这种差异性可能受到领导风格(如变革型领导)的 制约。 基于此,本研究首次在国内实证探讨调节定向与工作重塑的关系,并揭示变革型领导风格在其中 的作用机制。 研究结果表明:(1) 促进定向与工作重塑中的增加结构性工作资源、增加社会性工作资源 以及增加挑战性工作要求均显著正相关,而与减少阻碍性工作要求负相关;(2)防御定向与工作重塑中 的增加结构性工作资源、增加社会性工作资源正相关,而与增加挑战性工作要求和减少阻碍性工作要求 显著负相关;(3)变革型领导在促进定向与工作重塑各维度关系中的调节作用均不显著,而在防御定向 与工作重塑各维度关系中的调节作用均显著。     

甄选程序公平感的来源及其负面溢出效应

如何提升应聘者的公平感、降低拒聘带来的负面溢出效应是招聘实践中亟待解决的问题。基于甄选过程采取纵向研究设计,以416名应届毕业生求职者为样本,分别在应聘前、应聘后结果知晓前和结果知晓后3个时点收集数据,运用层次回归分析方法,考察落选者报复意愿的预测变量、甄选程序公平感的来源及其中介效应。研究结果表明,工作吸引力和雇佣期望对应聘者的甄选程序公平感有显著的正向预测作用,消极情感的预测作用不显著;工作吸引力、甄选程序公平对落选者的报复意愿有显著的负向预测作用,雇佣期望和消极情感对报复意愿有正向预测作用;甄选程序公平的中介效应不显著;良好的工作设计和合理公平的招聘过程有助于降低招聘的负面溢出效应。     

Using a hybrid data collection tool: Analysis of youth labour market trajectories integrating quantitative,qualitative and social network data

This article explains the factors that led to the use of a hybrid data collection tool—i.e., a single questionnaire designed to collect both quantitative and qualitative data—in two different research projects that focused on the relation between the labour market trajectories of young people and the use and accumulation of network social capital in these trajectories. The article describes the characteristics of this tool and the methodological challenges posed by its use. The advantages and disadvantages of this specific type of data collection are also addressed. Among the main advantages, the improvement of data quality and the overarching picture obtained of the career path and use of personal networks are highlighted. The most important downside found is the amount of time needed in the interview, which shows the need to pay attention to the balance between quantitative and qualitative elements in the structure of the questionnaire.     

Expansion-oriented job crafting and employee performance: A self-empowerment perspective

Taking a self-empowerment perspective, we investigated the mediating impact of psychological empowerment on the relationship between expansion-oriented job crafting behaviors (seeking resources and seeking challenges) and job performance. We also examined the moderating role of perceived overqualification on the proposed mediation model. Data were collected from 519 employees and their direct supervisors who work in 69 small and medium-sized enterprises (SMEs) in Turkey. As the data had a nested structure, we used hierarchical linear modeling (HLM) to analyze the multi-level data. The results show that psychological empowerment mediates the relationship between expansion-oriented job crafting behaviors and job performance. The analyses also provide support for the moderating impact of perceived overqualification. The conditional indirect effect of seeking challenges on job performance is stronger for those employees who feel overqualified for their jobs.     

The Work Profiler: Revision and maintenance of a profiling tool for the recently unemployed in the Netherlands

For the public employment services of many Member countries of the Organisation for Economic Co-operation and Development, the importance of using profiling tools for job seekers is increasing rapidly in importance. With this trend, there is also widening concern about the risks of an over reliance on such tools. Part of the concern lies with a lack of transparency concerning how such tools work. This article aims to address this by offering a detailed investigation of the Work Profiler – the instrument used in the Netherlands by the Institute for Employee Benefits (Uitvoeringsinstituut Werknemersverzekeringen – UWV) to predict re-employment success and provide a diagnosis of key factors hindering job seekers’ return to work. Professionals use these insights to deepen their understanding of the situation of job seekers and decide together with job seekers how to support their return to work. UWV decided to maintain and revise the Work Profiler through a large-scale study involving a sample of 53,238 people. Work Profiler 1.0 was developed in 2007–2010 and has been in use on a regional basis since 2011 and nationwide since 2015. This article explains how the new tool (version 2.0; implemented in 2018) works and, most importantly, demonstrates the choices made to ensure that it functions well and is used effectively by professionals. These latter two aspects are rarely discussed in the literature.     

任务不确定性影响工作心理状态的双刃效应研究∗

不确定性是当前工作任务最为突出的特征,也是影响员工工作心理状态的重要因素之一。 根 据工作要求-资源模型,选择工作繁荣、工作倦怠两种相反的工作心理状态作为结果变量,挑战性-阻碍 性压力作为中介变量,研究任务不确定性对员工工作心理状态的影响。 研究发现:任务不确定性对员工 工作心理状态存在双刃效应,任务不确定性直接提升了工作繁荣感,同时,又通过阻碍性压力的遮掩效应 和中介效应间接降低了工作繁荣感、加重了工作倦怠感。 而进一步的研究则发现任务不确定的正面效应 是任务的变化性大带来的,负面效应是任务的可分析性低造成的。 这一研究结论为管理实践中妥善应对 任务不确定提供了指导。     

医院岗位绩效考核平衡计分卡指标的设计

公立医院的社会公益性质要求医院建立一套既突出岗位价值与贡献和工作效率，又避免以追求创收为目的、经济指标为主的岗位薪酬考核体系。综合运用现代人力资源理论和管理科学理论、结合我国公立医院薪酬体系的现状，设计一套系统、科学有效的按岗取酬、按服务质量和工作效率取酬的岗位考核平衡计分卡指标。运用双层规划法将业务部门的指标考核联系到职能部门，应用层次分析法辅助确认指标权重。     

中国基层党政领导干部的工作绩效结构

本研究旨在系统探讨党政领导干部工作绩效的结构.通过对94名党政领导干部的深度访谈,共收集到评估自我、下属和上级工作绩效的项目222个,并由2 674名被试进行评定.经探索性因素和二阶因素分析,评定自我和下属工作绩效的结构相同,均为任务指向和个人品质两个维度,评定上级工作绩效时却出现了四个维度,但仍然可以划分为任务指向和个人素质两大类.而且,对个人素质和任务指向的重视程度在评定自我工作绩效时相同,在评定下属工作绩效时更重视任务指向特点,而评定上级工作绩效时则更看重个人素质.本研究的结果与西方关于工作绩效的"任务-关系绩效"模型存在明显的差异.文中从中西方文化差异的角度对结果进行了讨论,并提出了进一步研究的设想.