员工敬业度的研究述评

员工敬业度(Employee Engagement)作为组织行为学的新概念之一,与我国传统哲学意义上的敬业精神的概念不同。文章从员工敬业度的研究背景、概念界定、理论框架、测量量表和影响因素等方面的研究现状进行了系统的介绍和评述,在分析了员工敬业度现存问题的基础上,提出了未来研究需要加强纵向研究、跨文化研究等七个方面问题的探讨。     

图文信息对消费者互动行为及品牌关系的影响

 随着社会化媒体的快速兴起和普及,企业逐渐将其作为与消费者互动和增强消费者-品牌关系的首要渠道。然而,学术界和企业界对于企业在社会化媒体上发布的内容如何影响消费者互动行为以及消费者-品牌关系缺乏足够的了解。        图文信息作为企业使用最多、最为便捷高效的内容形式,其组合形式和有效性并未得到检验。基于已有企业与消费者之间互动内容的研究成果,图片和文本信息均分为功能型和社会型。 根据图文一致性理论、消费者互动理论和消费者-品牌关系理论,对图文信息组合形式对消费者互动行为和消费者-品牌关系的影响提出假设。采用组间实验设计,通过发布二维码招募真实的消费者在自己的手机上参与实验,采用ANOVA分析进行假设验证。        研究结果表明,当文本类型为功能型时,与配以社会型图片或不配图片相比,配以与之一致的功能型图片最能激发消费者互动行为;但功能型文本配以与之一致或不一致的功能型图片两者之间差异并不显著。当文本类型为社会型时,配以功能型图片则能够产生更多的消费者互动行为。对于消费者-品牌关系的影响略有不同,当文本类型为功能型时,配以与之一致的功能型图片对消费者-品牌关系的提升作用最强,但与配以社会型图片相比没有显著差异;当文本类型为社会型时,配以功能型图片与配以一致或不一致的社会型图片对消费者-品牌关系的影响没有显著差异。该研究结果说明消费者在社会化媒体情景下对信息的处理策略和态度与在印刷媒体情景下有很大的差异性。        探讨图文信息对消费者互动行为的影响,研究结果有助于增进人们对于社会化媒体情景下广告内容对消费者互动行为影响的理解。同时,它对企业如何开展社会化媒体营销沟通具有指导意义。     

公务员敬业度及其影响因素的实证研究

以191名政府公务员为样本,研究我国公务员敬业度的构成,以及个体因素、工作特征和组织人际因素对敬业度的影响。结果表明,我国公务员敬业度由奉献和活力2个维度构成;男性公务员在活力水平上显著高于女性;年长、工龄较长、职务较高、学历较低的公务员奉献水平相对较高。通过逐步多元回归分析验证了工作重要性、工作反馈对敬业度各维度及总体均有促进作用;工作自主促进奉献维度和总体敬业度;技能多样性对敬业度无显著性影响;上级支持促进整体敬业度;同事支持促进奉献。最后,在实证研究的基础上,提出了提升公务员敬业度的管理策略。     

When Engagement Meets Politics: Analysis of a Brazilian Public Institution

Perception of organizational politics (POP) is usually associated with counterproductive factors. The reason for this stigma is that generally when employees perceive self-interest actions or backstage manoeuvres, they identify obstacles to their careers. On the other hand, the concept work engagement represents physical, cognitive and emotional factors from its dimensions (vigor, dedication and absorption) that can connect employees to their jobs. This study aimed to investigate the relationship between the dimensions of work engagement and perceptions of organizational politics in a public institution. Data were collected from 847 employees of a public educational institution, followed by a hierarchical cluster analysis to characterize groups with high and low work engagement scores. Multiple linear regressions were performed for each cluster. It was found that in the low engagement group, the three constructs’ dimensions were negatively related to POP. In the high engagement group there was no negative relationship between those two concepts, but a positive association between dedication and perception of politics was found. The results show evidence that highly engaged civil servants do not identify politics as an obstacle to their career development. The study also suggests that POP level is high in public educational institutions.     

A Comparison of Pyramidal Staff Training and Direct Staff Training in Community-Based Day Programs

This study evaluated two methods of training staff who were working with individuals with developmental disabilities: pyramidal training and consultant-led training. In the pyramidal training, supervisors were trained in the principles of applied behavior analysis (ABA) and in delivering feedback. The supervisors then trained their direct-care staff and, subsequently, provided ongoing performance feedback. In the consultant-led training, the direct-care staff was trained in the principles of ABA. Both groups learned similar amounts of knowledge of ABA principles, but pyramidal training was more effective in teaching staff to use correct teaching procedures with consumers. In addition, the pyramidal training group maintained the improvement in their teaching procedures at a 3-month follow up, while the consultant-led training group's performance declined.     

Training and Management of the Psychiatric Aide

This paper evaluates the research on training and management of inpatient psychiatric aides conceptualized in an operant conditioning paradigm. The training techniques reviewed include in-service training, modeling, prompting, and role playing. The management techniques reviewed include the use of posted feedback, money, trading stamps, supervisor approval, and days off. Recommendations for future research emphasize the use of direct and indirect approaches, analysis of reinforcers, group and individual data, social validity of training goals, teaching client skills, group contingencies, and the relationship between management and community, institutional and client goals.     

高绩效工作系统对员工敬业度的影响机理研究

基于对782名服务业和制造业员工进行的调查,分析了高绩效工作系统对员工敬业度的影响及作用机制。研究表明,高绩效工作系统对员工敬业度的积极影响不是直接的,工作幸福感的核心概念——积极情绪和工作满意度在其中起完全中介作用,而消极情绪的中介作用未得到支持。研究发现,高绩效工作系统实质上是动机激励的工作环境塑造系统,由此形成了激发员工内在工作动机和积极心理体验的组织环境。此外,进一步揭示了工作幸福感是促进员工敬业的关键环节,启示组织应加强员工工作中的情感管理,塑造员工积极的心理力量,从而构建幸福组织。     

虚拟品牌社区中内、外部激励对顾客契合的影响研究

从认知学派削弱论剖析出“侵蚀”视角,基于自我决定理论,构建一个以顾客参与、顾客信任和顾客认同为中介的链式中介模型,探究内、外部激励对顾客契合的影响机制,以及内、外部激励间是否存在“侵蚀”效用。运用层次回归法和Bootstrap法对数据进行分析,研究发现:①内、外部激励之间存在“侵蚀”效用,且对内、外部激励存在“单独拉升-总体抑制”效果;②激励措施不能单独通过顾客参与作用于顾客契合,顾客参与和顾客契合路径还有中介变量待发掘;③“顾客参与—顾客信任”和“顾客参与—顾客认同”链式中介作用显著。     

IT企业技术员工离职意图路径模型实证研究

本文以来自西安15家IT公司的470名技术员工为样本,采用OLS回归分析对Price离职意图路径模型进行了实证研究。研究主要发现:该模型能够较好地解释本研究样本的离职意图;单调性对工作满意度的影响受到单调性相应价值观的调节作用,分配公平性和晋升机会对组织承诺度的影响受到这两个变量相应价值观的调节作用;组织承诺度、工作满意度、工作寻找行为、机会、工作投入度、期望匹配度、积极情感、职业成长度、晋升机会和工作单调性等十个变量被辨识为离职意图的主要决定量。     

会计人员继续教育现存问题与对策

会计人员继续教育具有重要的现实意义.然而,会计人员继续教育依然存在一些问题,包括:用人单位的重视程度不够、会计人员的认识不足、接受教育的人员范围过窄、培训机构单一、培训师资单一、培训教材落后等.为了进一步提高会计人员继续教育的质量,可以采取以下对策:提高用人单位的重视程度、提高会计人员的认识、扩大接受教育人员范围、引入竞争机制实现培训机构的多元化、引入专业师资队伍实现培训师资的优质化、扩展培训内容实现培训教材的全面性.     

The Effects of Verbal and Written Supervisory Feedback on Staff Compliance with Assigned Prompted Voiding in a Nursing Home

We examined the effects of staff performance feedback delivered by a supervisor verbally, and combined with written feedback on geriatric nursing assistants' (GNAs) completion of assigned prompted voiding. The goal of the staff management procedures was to increase the frequency of prompted voiding which would consequently maintain improvements in continence brought about on a specialized continence unit. The basic staff management system included GNA self-monitoring of their performance of prompted voiding, periodic supervisory monitoring, and verbal and graphic feedback provided to all GNAs on their performance. At a later time, the staff management program was modified to include letters of praise or disapproval sent bi-weekly to all GNAs based on their performance of the prompted voiding procedure. Also, a letter was sent to all GNAs every three months summarizing their performance during this period. These summary letters were placed in the GNAs' personnel file and used as part of their annual performance evaluation. Results suggest that, although individual verbal feedback alone resulted in acceptable maintenance of prompted voiding, the addition of written feedback produced significant improvements in the number of assigned prompted voiding completed. This study displays the utility and practicality of employing formalized staff management procedures in nursing homes.     

Rationalising inefficiency: Staff utilisation in branches of a large Canadian bank

In this paper we consider staffing decisions in branches of a large Canadian bank. The bank has well-developed staffing models and the branches work in a highly competitive environment. One would therefore expect limited ‘inefficiency’ in the sense of wasted resources and over-staffing. Using Data Envelopment Analysis (DEA) we nevertheless find considerable ‘inefficiency’ which raises the question whether this is best interpreted as waste or if the apparent inefficiency may serve other purposes. To investigate this, we invoke the theoretical framework of rational inefficiency (Bogetoft and Hougaard [8]).     

The Effects of Two Types of Automated Feedback on the Performance of a Community Mental Health Center Staff

To study the differential effects of two types of performance feedback described as either cueing or evaluative "knowledge of results," two monthly reports embodying one or the other type of feedback were distributed to staff in a community mental health center. Evaluative reports consisted mainly of summary statistics in the form of service delivery indices presented in a manner that allowed each service area to compare its current perform that allowed each service area to compare its current performance with its past performance and with the performancec of all other service areas. Although it was found that the effects varied among and within feedback groups and across the dependent variables, the indices fluctuated primarily as a function of instructional antecedents and evaluative feedback. Aside from the quantitative analyses it was widely observed that the performance feedback system had contributed extensively to orienting the Center toward data-based management.     

Impact of an Overt Response System on Staff Performance and Maintenance of Computer-Based Instruction

Interactive Computer Based Instruction (CBI) systems involve teaching strategies to facilitate greater response opportunities during training in an effort to improve learner performance. The current study investigated the effect of online staff training videos with and without overt response requirements on posttest and maintenance test scores across six block-randomized instructional modules for four employees of a university located in the southeastern region of the United States. The overt response consisted of multiple-choice questions administered throughout select teaching modules using an alternating treatment design. Findings suggest that learning occurred as a result of the CBI training; however, the effectiveness of the overt response system varied across individuals, with no discernible differentiation between learning gains associated with response requirements. Other areas of research for expanding the efficacy of CBI and overt response systems are highlighted.     

“应付职工薪酬——职工福利费”的核算方法

根据<企业会计准则第9号--职工薪酬>、<企业所得税法实施条例>等有关规定,本文介绍了职工福利费的性质、扣除标准和具体的核算方法.并针对不同情况进行举例说明.     

众创空间平台组织竞争力的结构、测量及对创业者参与度的影响研究北大核心CSSCI

采用质化和量化相结合的方法,基于64家众创空间的67位负责人,4家政府机构的8位领导的半结构化访谈数据,以及78家众创空间的203份问卷数据,探析了中国情境下众创空间平台组织竞争力的结构、内涵和测量工具,并基于68组众创空间与创业者配对数据实证检验了众创空间平台组织竞争力对创业者参与度的影响机理。研究结果表明,众创空间平台组织竞争力是一个包含身份建构、文化亲近、价值主张、服务嵌入和资源承诺的二阶五因子结构,其测量量表具有良好的信度和效度,且众创空间平台组织竞争力对创业者参与度具有显著正向影响。研究结论有助于管理者更深刻、更全面地理解众创空间面临的“庙”多“僧”少问题的根源,并为构建众创空间平台组织竞争力理论提供了技术与理论支撑。     

Life Is All about Timing: An Examination of Differences in Treatment Quality for Trauma Patients Based on Hospital Arrival Time

In health care, most quality transparency and improvement programs focus on the quality variation across hospitals, while we know much less about within‐hospital quality variation. This study examines one important factor that is associated with the fluctuation of quality of care in the same hospital—the timing of patient arrival. We analyze data from the National Trauma Data Bank and find that patients arriving at the hospital during off‐hours (6 PM–6 AM) receive significantly lower quality care than those who arrive during the daytime, as reflected in higher mortality rates, among other measures. More importantly, we try to uncover the mechanism for the quality variation. Interestingly, we find consistent evidence that the inferior care received during off‐hours is not likely due to unobserved heterogeneity, disruptions in circadian rhythms, or delays in receiving treatment. Instead, it is more likely due to the limited availability of high‐quality resources. This leads to a higher surgical complication rate, a higher likelihood of multiple surgeries, and longer patient length of stay in the intensive care unit. These findings have important implications for optimal resource allocation in hospitals to improve the quality‐of‐care delivery.     

Maintaining New Procedures Using Feedback to Staff,a Hierarchical Reporting System,and a Multidisciplinary Management Group

Two studies are reported. In the f i s t it was shown that the introduction of activity period procedures by ward staff in a mental handicap hospital resulted in a marked increase in the level of residents' engaged behavior (mean 6.5% to mean 49.5%). with corresponding reductions in the incidence of neutral and inappropriate behavior. However, resident improvement alone did not result in the maintenance of these procedures during a 6 month follow-up period. The second study involved all levels of staff in the introduction of maintenance procedures, including private feedback to individuals, public display of resident engagement data, a reporting system using the existing hospital hierarchy, and a multidisciplinary management group. The introduction of this system in parallel with the reintroduction of the activity period procedures resulted in (a) further improvement in resident behavior (mean engagement levels increased from 19.1% to 6.16% and (b) consistency by the staff in following specified procedures. These high levels of resident engagement (mean 62%), and consistent staff practices were still maintained 30 weeks after the study ended.     

员工自愿离职倾向关键性影响因素分析

离职倾向通常被认为是预测员工离职行为最有效的指标.本文从实证调查入手,通过GM(1,N)建模,对影响员工离职倾向的影响因素进行了灰色处理,得出了影响国企员工离职倾向的五大关键性影响因素:工作内容、升迁制度、薪酬、可选择工作机会的主观感知、情感性承诺.