中国劳动密集型制造业的生产力困境——企业社会责任的视角

在“用工荒”已经出现并将持续存在的情况下,中国劳动密集型制造业企业面临其特有的“生产力困境”.追求高度分工的运营策略虽然提高了企业的运营效率,但也使企业变得脆弱且反应迟钝,难以应对“用工荒”的挑战.本文尝试从企业社会责任的角度寻找帮助企业走出困境的办法.运用结构方程模型(SEM)通过对大样本(N=1185)企业员工问卷数据的分析,我们发现员工感知到的企业的社会责任努力能有效降低员工的离职意愿,同时提高其工作绩效;而且当企业采用高度分工策略时,上述关系变得更强.员工离职率的降低能有效提升企业应对“用工荒”的能力从而降低企业运营风险,员工工作绩效的提升将有助于改善企业整体运营效率.因此,我们认为企业的社会责任行为有助于缓解企业运营效率与运营灵活性之间的矛盾,帮助企业走出“生产力困境”.     

The differential role of job demands in relation to nonwork domain outcomes based on the challenge-hindrance framework

ABSTRACT

The purpose of this study was to meta-analytically test a novel theoretical model examining a dual stressor and dual process model relating demands in the work domain to outcomes in the nonwork domain. The foundation for this model rested upon the challenge-hindrance framework and the role depletion and role enhancement perspectives derived from role theory as applied to the work-nonwork interface. The results show mixed support for the proposed model. In line with the challenge-hindrance framework the effects of challenge stressors were less detrimental than hindrance stressors. However, contrary to what has been reported for work domain outcomes, the net effect of both challenges and hindrances on nonwork domain outcomes was negative. Theoretical and practical implications of these findings are discussed.     

效忠主管与员工工作绩效的关系:反馈寻求行为和权力距离的影响

效忠主管一直是华人组织经久不衰的议题,尽管已有文献认为员工效忠主管有助于提升其工作绩效,然而关于效忠主管通过怎样的具体机制来影响员工工作绩效却并未得到系统的阐释。本文以14家企业的360名员工为样本,探讨了效忠主管对工作绩效的影响机制,尤其是研究员工反馈寻求行为在其中的中介作用及员工权力距离的调节作用。分析结果表明,效忠主管对员工工作绩效、反馈寻求行为都有显著的正向影响;反馈寻求行为在效忠主管与工作绩效关系中起完全中介作用。另外,员工的权力距离负向调节了效忠主管与反馈寻求行为的正相关关系,即员工的权力距离越低,两者的正向相关关系越强。     

传媒语境中文艺批评的话语反思

学院批评的衰落与媒体批评的兴起,并没有必然联系。文艺批评的困境问题,实际上是一个传播渠道不畅通的问题。学院批评不但不该责骂媒体批评,反而应该与媒体批评既分工又协作,共同致力于文艺批评的繁荣。文艺批评可以在文本形态、传播方式、切入支点、表述风格等四个方面来拓展话语空间。     

幼儿教师工作倦怠与工作满意度关系

为了探讨幼儿教师工作满意度与工作倦怠的关系,采用教师工作满意度问卷和教师工作倦怠问卷,对253名幼儿教师进行调查,主要发现：(1)幼儿教师工作满意度水平较高,工作倦怠水平较低;(2)工作满意度：性别、学历差异不显著;已婚显著高于未婚;私立幼儿园的外部满意度显著高于公立;教龄4-6年和10年以上的幼儿教师的总体满意度显著高于教龄1-3年的幼儿教师;工作倦怠：园所性质不显著;男性的工作倦怠总分和疏离维度显著高于女性;未婚的工作倦怠总分和无效感维度显著高于已婚;学历本科、大专的无效感和工作倦怠总分显著高于学历中专或高中;教龄10年以上的无效感显著低于教龄1-3年;(3)幼儿教师工作满意度与工作倦怠呈显著负相关,工作满意度对工作倦怠有显著负向预测。     

内部营销对一线服务员工任务绩效影响的实证研究

本文以饭店业一线服务员工为研究对象,初步验证了Keller等学者的内部营销组合工具量表在中国背景下的适用性,并应用Bagozzi的态度理论模型,采用结构方程建模方法,构建并验证了基于内部营销组合工具视角的一线服务员工任务绩效预测模型。实证结果表明,一线服务员工对企业内部营销努力的感知,即对内部工作产品、内部价格、内部分销以及内部促销等内部营销组合工具的评价,决定了他们的情感承诺(对组织的情感反应)和工作满意(对工作的情感反应)水平,进而影响了他们的任务绩效水平(行为),一线服务员工的情感反应变量是解释企业内部营销努力影响一线服务员工任务绩效的中介变量。     

How does training improve customer service quality? The roles of transfer of training and job satisfaction

This study explores the roles of transfer of training and job satisfaction in the relationship between training and customer service quality. The data were collected from 230 employees and their supervisors and analyzed using structural equation modeling. The results show that training indirectly influences customer service quality through the mediation of transfer of training and job satisfaction. Moreover, training directly and indirectly affects transfer of training through the mediation of job satisfaction, which in turn partially mediates the relationship between transfer of training and customer service quality. Furthermore, perceived organizational support (POS) moderates the relationship between training and transfer of training. This study extends social exchange theory, norm of reciprocity, and goal setting theory. Practical implications and future research directions are discussed.     

“…Do it with joy!” – Subjective well-being outcomes of working in non-profit organizations

Working in non-profit organizations has been shown to be good for individuals’ satisfaction with their jobs despite lower incomes. This paper explores the impact of non-profit work on life satisfaction more general for the British Household Panel Survey (BHPS) and finds a significant positive impact the size about more than a fourth of that of getting widowed. This effect is quite uniform across the subjective well-being distribution, and thus exists also for those who are already happy. Shadow prices peg this effect at around 22,000 GBP p.a., the average amount of equivalent net household income in the sample analyzed (which is roughly 27,000 GBP p.a.). The positive effect can be explained by third sector workers enjoying their day-to-day activities more, being (affectively) happier and feeling that they are playing a useful role in their lives.     

高职院校教师职业倦怠实证研究

职业倦怠作为一种存在于社会各个行业中的普遍现象,在高职院校教师中正逐渐的显现出来。笔者通过对成都市几所高职教师职业倦怠状态的调查分析,试图找到预防和治疗高职院校教师职业倦怠的方法和途径,帮助他们提高职业"抗倦"能力和教育能力。     

Gender bias in job referrals: An experimental test

Employee referral programs, while efficient for the employer, have been shown to amplify sex-based occupational segregation in labor markets because of the tendency of workers to refer people of the same gender. We implement a controlled laboratory experiment that precludes any concern for network composition or reputation effects in referral choice. In this way, our experimental design allows us to disentangle statistical discrimination, preferences, and implicit same-gender bias. Our data suggest that women tend to favor women when choosing a candidate, whereas men do not attach much importance to the gender of potential candidates. We deduce from our various treatments that same-gender referrals are mainly driven by preferences in competitive environments and implicit same-gender bias in cooperative environments. Our findings add to the existing literature by highlighting that gendered networks alone fail to explain the observed gender homophily in referred-referrer pairs.