因素计点法岗位评价体系的有效性研究

岗位评价是薪酬制度设计的基础工作,因素计点法是岗位评价中最为常用的方法.但在企业实践中,这种方法的科学性、可靠性经常受到使用者的忽视.本文讨论了该方法在设计使用过程中的三个主要环节:评价要素选取、要素权重的确定和要素分级定义.提出运用系统分析和调查统计方法进行评价要素选择,采用改进层次分析法来确定要素权重.并提出试评价和领导等级概念排序等专家经验方法来修正定性分析方法.本文提出的方法、使用的数据均在企业的测评研究中得到验证,充分证实了岗位评价模型的有效性.     

制造行业职位评价之“要素计点法”研究

职位评价是薪酬管理的基础,本文主要探讨"要素计点法"这一应用最为广泛的职位评价方法。通过吸取国外职位评价实践分析经验,以A公司为例,确定符合制造行业的报酬要素、要素权重等工作特征,利用"要素计点法"对职位进行评价,最终建立职位等级结构和薪点工资制度,这一规范的职位评价流程可以对其他公司提供借鉴。     

基于项目功能展开的科技创新团队人才配置

人才评价、选拔和配置是团队创建和运作的关键,多学科科技创新团队对人才素质的需求具有其特殊性.本文在项目功能展开的基础上,建立岗位所需人才的评价体系.应用AHP方法,根据团队中岗位的功能展开,按照标杆管理的原则,确定本岗位所需人才素质组成要素的标杆,再将后选人的人才素质指标与之相比较,对两者的符合程度给出分值,根据人才素质评价结构层次的权重计算最后评价得分.实例证明该方法适用于科技创新团队的人才评价和配置.     

我国规模型企业岗位评价模式研究及实证分析

公平合理的岗位工资等级体系是实现企业内部分配公平与同工同酬的有效手段,而有效的岗位评价模式是实现公平合理岗位工资等级体系的基础,本文旨在为规模型企业探索一种科学、实用的岗位评价模式——因素计点法岗位评价体系,并对该评价体系的有效性进行实证分析。     

基于企业薪酬体系设计的岗位评价

针对企业薪酬制度改革对岗位评价、工作分析等方面的需求,对企业岗位评价的方法、步骤、岗位与薪酬对应等进行论谜。包括岗位评价方法的选择、岗位评价要素确定、岗位评价的实施、评价因素权重的确定,对企业组织实施岗位评价具有指导借鉴意义。     

基于工作难度对知识员工工作特征的研究探讨

知识员工的工作关键不在于数量而在质量,难度是表征质量的重要变量。本文在综述工作特征研究的基础上,提出从工作难度这一基础管理变量出发研究知识员工工作特征。通过对从事典型知识型岗位的工作者进行问卷调查,采用结构方程模型分析形成的知识工作难度因素结构,不仅为知识工作的评级和测量提供了可行框架,而且为进一步研究知识员工工作特征提供了有利途径。     

基于组合赋权的人力资源管理评价模型

随着人力资源管理在企业中战略地位的提升,对其进行评价成为备受关注的、具有理论意义和实践意义的重要问题。本文根据G1法和熵权法得到各个评价指标的主客观权重,在此基础上利用主、客观评价法的各自评价结果偏离程度最小的原则优化组合赋权模型,确定出最优组合权重,建立基于组合赋权的企业人力资源管理评价模型来对企业的人力资源管理进行有效评价,根据各评价对象的评价结果的大小进行排名并判断其人力资源管理水平的高低。     

基于可变权重的DEA效率评价模型

传统DEA模型将投入、产出权重视为固定变量。为了更合理地对决策单元的效率进行评价,本文研究了如何将有关投入、产出变量的权重的更多信息融入效率评价模型,提出了可变权重的概念,给出了一种基于可变权重的DEA效率评价模型。本文模型是CCR模型的推广。在有关权重信息可得的前提下,本文模型较之CCR模型中效率评价上更为合理。但是,如何准确度量投入、产出权重并将其函数化,是本文方法应用的难点。一个算例分析演示了本文模型。     

企业产品开发的评价模型及方法研究

首先,本文根据企业产品开发活动的特点,在遵循相关原则的基础上,建立了以投入、管理、产出为二级指标的三段式产品开发评价指标体系;其次,本文通过格栅获取法和模糊borda数分析法,确定指标体系各因素的权重;最后,本文采用德尔菲法与模糊评价相结合的方法来进行综合评价。实践结果表明:该模型具有科学性与可行性。     

基于改进模糊综合评价法的信用评估体系研究—以我国中小上市公司为样本的实证研究

分析我国中小企业目前的融资困境及其根源,提出改进模糊综合评价模型—AFF模型(Analytic hierarchy process- Factor Analysis- Fuzzy Comprehensive Evaluation)对中小企业进行信用评估。该模型在进行指标权重决策问题时,不仅考虑了复杂大群体决策的不确定性,更是将主观赋权法和客观赋权法思想相结合,提出以基于群决策的AHP方法确定主观权重,基于因子分析法(FA)确定客观权重,最后将主客观权重集结得到指标的综合权重。模型既克服了传统主观因素赋权的不足,又充分考虑客观因素,而且引入了群体决策的思想,拓展了模糊综合评价法的应用,更具理论实际意义。选取信息技术服务业53家公司为样本,利用该模型进行了实证分析,验证了该模型的适用性、稳定性和客观性。分析结果表明,采用AFF模型能准确地得到公司的信用等级,并能发现导致公司信用状况不佳的相关因素,通过对相关因素的剖析,帮助领导者和决策者改善公司信用状况,具有较强的实践意义。AFF模型在各类理论与实践的综合评价中均具有应用和推广价值。     

Estimation of Nonparametric Models With Simultaneity

We introduce methods for estimating nonparametric, nonadditive models with simultaneity. The methods are developed by directly connecting the elements of the structural system to be estimated with features of the density of the observable variables, such as ratios of derivatives or averages of products of derivatives of this density. The estimators are therefore easily computed functionals of a nonparametric estimator of the density of the observable variables. We consider in detail a model where to each structural equation there corresponds an exclusive regressor and a model with one equation of interest and one instrument that is included in a second equation. For both models, we provide new characterizations of observational equivalence on a set, in terms of the density of the observable variables and derivatives of the structural functions. Based on those characterizations, we develop two estimation methods. In the first method, the estimators of the structural derivatives are calculated by a simple matrix inversion and matrix multiplication, analogous to a standard least squares estimator, but with the elements of the matrices being averages of products of derivatives of nonparametric density estimators. In the second method, the estimators of the structural derivatives are calculated in two steps. In a first step, values of the instrument are found at which the density of the observable variables satisfies some properties. In the second step, the estimators are calculated directly from the values of derivatives of the density of the observable variables evaluated at the found values of the instrument. We show that both pointwise estimators are consistent and asymptotically normal.     

大型复杂产品制造业集群供应链绩效评价模式研究

本文在已有文献的基础上,结合大型复杂产品制造业集群供应链的特点,提出了用协同性、可靠性、柔性、质量管理和成本控制等5个潜在变量和16个观测变量来评价供应链绩效;在此基础上,用结构方程建模的方法构建了四种评价大型复杂产品制造业集群供应链绩效的可能模式,即单因素一阶模式,潜变量间互不相关的一阶模式,潜变量间存在相关的一阶模式和二阶模式。由于探索性因素分析方法无法建立一致性的绩效评价构面及其体系,因此本文采用验证性因素分析方法从匹配度和稳定性方面来验证和筛选上述四种可能的供应链绩效评价模式。研究结果表明,二阶验证性因素分析模式与样本数据的拟合程度最佳,是有效且可靠的集群供应链绩效评价模式。     

Longitudinal influences of managerial support on employee well-being

A three-wave longitudinal survey of managers working for a food retailer (n = 148) assessed both job characteristics and individual well-being during a period of organizational restructuring. Repeated measures analysis of variance revealed significant changes in both job characteristics and well-being across the three surveys. In addition, longitudinal structural equation models were developed to model the relationships between job characteristics and two indices of strain (job satisfaction and mental health) over time, including the assessment of the relative fit of competing causal process models. After controlling for the temporal stability of all variables, both types of strain were predicted by a combination of prior strain, prior job characteristics and current job characteristics. More specifically, managerial support was found to influence job satisfaction both directly and through perceptions of role ambiguity and control. Mental health was consistently predicted by low current and prior work demands, and in addition was associated with high managerial support. These results suggest that interventions to enhance employee well-being might usefully focus on increasing managerial support. Recommendations for research intending to examine the direction of causal associations between job characteristics and strain are made.     

Nurse safety: How is safety climate related to affect and attitude?

Occupational accidents and injuries continue to be a critical concern for nurses, given the hazardous healthcare environment. This study advances the research on workplace safety by studying the process variables (i.e. job-related negative affect (JRNA) and job satisfaction) in explaining the relationship between safety climate and various safety criteria in nurses. Based on survey data from 326 nurses, our findings suggest that psychological safety climate is negatively related to JRNA, turnover intentions, safety workarounds, and workplace hazards. In addition, structural equation modelling indicated general support for a model in which psychological safety climate influences employee strain through job attitudes, including JRNA and job satisfaction. More specifically, job attitudes were found to mediate the relationship between psychological safety climate and turnover intentions, experience of hazards, and injuries. Safety workarounds did not significantly relate to injuries. The present study contributes to the ongoing improvement of interventions aimed at mitigating nurses’ injuries by integrating job attitudes into the safety climate–safety outcome framework.     

A cross-validation of a structural equation model of accidents: organizational and psychological variables as predictors of work safety

A study to establish a structural equation model of accidents is presented. The eight variables included in the model were those associated with accidents in previous research. The reliability of questionnaires to measure those variables and a structural equation model relating them are provided. The model explaining the occurrence of accidents was cross-validated through three Spanish samples (n=123; 182; 124).The model presented a good fit to data in two samples, while a third had unclear fit indices. Therefore, most relationships among variables did not vary among these three samples. The role of the safety variables in the model is discussed. The discussion is also focused on risk measurement difficulties commonly reported in the literature. Finally, some suggestions for future safety research with structural equation modelling techniques are provided.     

带有潜变量的结构方程模型在突发事件应急管理中的应用

如何使事件与机构挂钩是突发事件应急管理中的一个重要问题;通过带有潜变量的结构方程模型能够建立起事件与机构之间的定量联系,从而为进一步对机构作评价和制定考核标准提供依据。     

基于离差最大化的组合评价方法研究

本文提出了一种基于离差最大化的组合评价方法,该方法首先利用多个单一评价方法对决策对象评价值之间的总离差达到最大的思想将各单一的评价值组合起来,得到各决策方案的组合评价结果并对其进行排序;其次,设计并采用组合误差平方和对组合评价的效果进行度量。最后结合实例,将本文提出的组合评价方法与平均值组合法、模糊Borda组合法进行对比分析,结果表明该组合评价方法的组合误差更小,有效性更强。     

基于变异系数-AHP的经济评价模型及中国十五期间实证研究

根据坚持以人为本,全面、协调、可持续的发展的科学发展观的内涵,通过经济指标的海选、筛选和理性分析构建了经济综合评价指标体系。用客观赋权的变异系数法和主观赋权的AHP法组合确定指标最优权重,并利用灰色关联理论对指标进行评分,建立了基于科学发展观的经济综合评价模型,并对十五期间中国的经济状况进行实证分析。本文的创新与特色有四点:一是通过将可观测的人均准绿色GDP纳入评价体系间接反映了绿色GDP,解决了现阶段中国经济评价因绿色GDP指标的缺失而不能反映科学发展观的问题,改变了现有评价没有考虑经济增长对环境伤害的缺点;二是通过人均财政收入等人均经济成果占有量的评价,反映科学发展观以人为本的核心,摒弃了世界环境与发展委员会等权威机构在评价人均占有量的同时又评价经济总量的做法;三是通过可持续发展指标和经济结构的评价,反映科学发展观全面协调可持续的基本要求;四是通过GDP增长率、固定资产投资增长率等适中指标理想值标准的设定,解决了现有评价片面认为这些指标越大越好或越小越好的不合理问题。