EAP's:

By the end of 1990, 156,024 cases of AIDS had been reported throughout the United States (CDC, 1991). Perhaps even more devastating is that 100,813 individuals, 64.6% of the reported AIDS cases have died (CDC, 1991). The AIDS crisis has now found its way into most segments of our society. Women are now the fastest growing category of people with acquired immune deficiency syndrome (Stuntzner-Gibson, 1991). HIV disease is increasingly being identified with poor people, intravenous drug users and ethnic minorities (Honey, 1988; Macks, 1988).     

Introduction to the Current Commentaries

ABSTRACT

Despite federal and state laws and policies aimed at preventing sexual misconduct by school employees, one in ten American students will experience sexual abuse or misconduct at the hands of a K-12 school employee. To explore why such sexual misconduct continues to occur, this study examined the effectiveness of education policies by investigating whether and how school employees understand these policies, how they are implemented, and how loopholes may undermine their intent. This qualitative case study was conducted in three Virginia school districts and included 46 semi-structured interviews with school district employees and county, state, and federal government employees associated with cases of school employee sexual misconduct, and extensive document analysis of school policies and procedures, laws, and court records. Analyses revealed an absence of policy implementation, demonstrated most seriously by a lack of awareness and understanding of policies among school employees, underreporting, and ineffective data collection. The study also identified a number of loopholes in the implementation of policies, resulting from a mismanaged intergovernmental system. The analysis suggests that understanding and implementation of policies meant to prevent sexual misconduct by school employees are fragmented; this fragmentation may be contributing to the continued prevalence of sexual misconduct by school employees.     

The impact of labor shortage on the employee commitment

ABSTRACT

The purpose of this article is to demonstrate the impact of the shortage of labor on individuals’ workplace attitudes, strangely their commitment. It is beneficial for organizations to develop their management strategies in view of employees’ loyalty attitudes. As a conceptual paper, the article contains a theoretical deduction. The characteristics of the labor market (macro level), the organizational needs and responses (meso level), and the set of the employees’ commitment (micro level) are linked to a theoretical process. According to our results, the average levels of the different dimensions of employee commitment will be changed in the future. The levels of continuance commitment and professional commitment will be higher, while the levels of deliberate commitment and affective commitment will be lower in the employee commitment profiles. By increasing continuance commitment and professional commitment, the toolkit of the HR strategy needs to be transformed to make it more relevant external motivation tools and training-development solutions. Meanwhile, it is important to note that the interactions among the employees will be less frequent and they will have less affection for their workplace. Labor shortage transforms individuals’ workplace attitudes. Understanding of employees’ decisions to maintain their organizational membership is supported by the relationships found in this research.     

Into the Lion's Den:

The need to "couple," to have that special person with whom we share not only sexual intimacy but a past, present, and future, is not limited to the "straight" world. Raised by heterosexual parents, gays (male homosexuals) desire that same type of intimacy. Given that intimate relationships provide a very necessary function for the larger community of heterosexuals, those relationships should provide the same function for gays. This paper examines the differences and similarities between long-term gay and heterosexual intimate relationships, and the support each of those types of relationships receives from the community in which they exist.     

精益生产组成要素之间的关系研究

基于资源基础理论探讨精益生产组成要素之间的关系,并以华南地区118家制造企业为研究样本进行实证研究。研究结果表明:员工参与正向影响TQM/TPM,但对JIT的实施并没有直接的影响,需要通过TQM/TPM间接影响;TQM正向影响TPM的实施;TQM、TPM正向影响JIT,且TQM通过TPM间接影响JIT。研究结论对精益生产的相关理论和实践都有重要的价值和意义。     

论社会建构主义技术发明创造观

发明创造是技术活动中的一个主要部分,技术研究者对于发明创造的研究从没有间断,并且在不同的时期形成了具有时代特色的技术发明创造观。社会建构主义技术发明创造观有两个理论来源:早期的发明社会学和强纲领科学知识社会学,从发明的结构、发明的社会经济形成和发明的主体特征三个角度分析发明思想的产生,揭示发明思想如何在社会诸多因素的作用下被建构并最终形成人工物。     

企业流程网与员工整体社会网关系研究——以某企业的部门流程为例

通过对某企业调研和问卷分析,构建企业某部门业务流程网和员工社会网络,同时应用UCINET软件对部门流程网和员工社会网间的关系进行分析和讨论,发现该部门员工对本部门业务流程的贡献率有一定的差异,但是差异不大,员工工作分配较为均匀;工作内网中的员工工作讨论网对流程工作网有显著正向影响,工作外网中员工聊天网对流程工作网有显著正向影响,但从研究网络的相关性中发现流程工作网与工作内网和工作外网都显著正向相关。该研究结论对企业如何改善员工社会网络,以推动业务流程的高效执行有一定的指导意义,同时拓展了社会网络理论和方法在管理学中的应用。     

企业员工职业成长研究:量表编制和效度检验

本文构建并检验了职业成长四维结构模型,开发了员工职业成长测量量表。在文献研究的基础上,分析了职业成长与相关概念之间的联系与差异。采用访谈、半结构化问卷获取原始数据,结合国外相关研究量表,经归类、汇总和预试修订等多个步骤确定职业成长初始量表。通过项目分析、探索性因素分析等方法筛选确定正式量表,运用验证性因素分析验证了职业成长的四维结构模型。实证研究发现,员工职业成长是个四因素构想,包括职业目标进展、职业能力发展、晋升速度和报酬增长。论文还对继续深入开展员工职业成长研究提出了几点展望。     

工会与中国私营企业雇员流动

基于第6次全国私营企业抽样调查数据,探讨了工会对企业雇员流动的影响。实证研究结果表明：工会在降低中国私营企业雇员流动,稳定雇员队伍方面有着一定的积极影响,但是这种影响是有限的。如何改进工会运作机制,强化企业与雇员的认同,对于更好地发挥工会的职能,促进企业与雇员双赢,是调整劳资关系中工会组织和企业组织都应思考的问题。     

创建饭店雇主品牌的有效途径研究

针对目前饭店员工流失率高的现象,提出创建雇主品牌是解决饭店人才问题的关键。通过问卷调查及访谈,发现饭店在创建雇主品牌过程中存在的主要问题是对雇主品牌认识不全面,饭店雇主对员工关注度不高,相关制度制订及执行情况不理想等。在此基础上,提出创建饭店雇主品牌的有效途径：提升雇主对雇主品牌的关注度,做好雇主品牌规划,平衡劳资关系,加强组织文化建设和企业品牌建设。