“It's not how it looks!” Exploring managerial perspectives on employee wellbeing

The literature on employee wellbeing (EW) has largely focussed on employees' subjective experiences and has generally assumed that managers’ interpretations of EW are consistent and non-problematic. Tensions inherent in managing complex expectations, and diverse results, have not been adequately investigated, and ways in which EW practices are viewed by senior managers have not been sufficiently examined. This paper attempts to fill this gap by exploring the perceptions of senior managers with human resources (HR) responsibilities affecting EW. There is a specific focus on the tensions experienced by these senior managers and the related tactics they adopted to successfully manage them. We gathered data from focus groups made up of 20 senior managers from companies operating in the Milan County in Italy. An analysis of this data identified four predominant dimensions of EW, as well as the tensions felt by the managers and the various tactics they used to overcome them. Finally, we classified the interpretative tactics into four broad resolution strategies (i.e. flexible, integrative, separated and reciprocal thinking) that senior managers adopted to cognitively address their experience of tensions.     

Social networkers: Measuring and examining individual differences in propensity to connect with others

The research examined individual differences in people's propensity to connect with others (PCO). A measure of PCO, with components for making friends (strong ties), making acquaintances (weak ties), and joining others (bridging ties), was developed and tested in two studies involving 144 undergraduates and 197 health-care employees. PCO and its components were significantly positively associated with social network characteristics (including size, betweenness centrality, and brokerage) and indicators of personal adjustment including support received, attainment, well-being, influence, and suggestion-making. PCO had effects beyond those of major personality traits, and PCO components displayed distinctive relationships with work network characteristics.     

Managing workplace stress: A Canadian Delphi study among human resource managers

The human and finacial costs of stress in the workplace have been extensively documented in the literature. The present study used a two-round Delphi methodology with 17 human resource managers from 17 medium-sized and large Canadian organizations. The main purposes of the study were to predict future policy and programme directions as well as expected benefits and constraints on organizations during the 1990s. This panel of experts predicated even greater stress in the workplace in large part due to greater (global) competition and greater resource constraints on organizations for programmes and services for their employees as well as management resistance to such directions. Organization will be challenged to identify cost effective means to prevent or, at least, to amelorate stress. Several practical ideas were generated by the panel for organizations to consider.     

基于Fisher判别函数的酒店员工离职预警研究

基于马氏距离平方,构建了Fisher判别函数,应用Fisher判别函数对酒店员工离职数据进行模拟判别,验证了判别函数在识别员工离职倾向上的有效性;根据被调查的6位员工的满意度数据,对他们的离职倾向进行了预测.     

Prerequisites of EAP Evaluation:

This chapter's main contention is that EAP evaluators, coordinators and administrators need to spend more time in thoughtfully planning EAP evaluations as such activities directly influence the quality of any subsequent evaluation. The chapter outlines four prerequisites to be considered in this regard. These are: (1) a sincere commitment to evaluate the program, (2) answering the why, when, and how of the evaluation; (3) the goals and objectives of the EAP require specification; and (4) information should be in retrievable form. These prerequisites are discussed within the context of a cooperative planning process between the administration, the EAP coordinator and EAP evaluator(s), and are described as to how they may directly influence the EAP evaluation.     

Integrating Work-Related Issues on Gay and Lesbian Employees into Occupational Social Work Practice

Social workers in employee assistance programs are increasingly being asked to assist employers in responding more fully to minority group members. This paper reviews the current state of governmental and corporate policies and business practices involving gay and lesbian workers. It also proposes practice interventions and change strategies for the workplace to respond more fully to the needs of such a client population.     

When reputation management is people management: Implications for employee voice

This article explores the relationship between internal reputation management, HRM, and employee voice. Drawing on qualitative data from 25 medium-size and large Norwegian organizations, we find that organizations pursue a desired reputation through a single, official corporate voice by discouraging prohibitive employee voice through technocratic control and coercive HRM practices. The emphasis on technocratic control and coercive HRM occurs despite the widely held belief in reputation and branding literatures that employees should be committed corporate ambassadors who enthusiastically promote their organization's desired reputation and deeply believe in the images they convey to internal and external stakeholders. The findings contribute to studies on reputation management by linking internal reputation management, HRM, and employee voice, pointing out “people management” aspects of reputation management and highlighting important organizational and employee-based consequences.     

The longitudinal development of employee well-being: a systematic review

This article reports a systematic review of findings on the long-term development of employee well-being, taking into account the effects of time lag, age, and job change. High-quality quantitative empirical studies focusing on employee affective well-being based on the circumplex model and utilizing measurements at more than two points in time were searched from eight databases. The systematic analysis of the 40 studies revealed that the level of employee well-being was generally high but not fixed – instead changes in mean levels over time were typical. In addition, the stability of well-being was found to be relatively low, as the explained variances were below 50%. Age and change of job were the major factors influencing stability: younger employees and job changers tended to display larger across time changes in well-being than older employees and job stayers, both at the mean level and in terms of their position relative to others. The findings of this review suggest that the indicators of employee affective well-being studied here (i.e. burnout, engagement, and job satisfaction) can meaningfully be applied in future research in measuring changes in employees’ well-being. In conclusion, based on the designs, methodologies, and main findings of the reviewed studies, seven avenues for future longitudinal research on employee well-being are proposed.     

层级、态度和心理契约--基于一个中国企业的实证研究

日趋动态的环境需要企业在制定人力资源政策时更多地运用心理契约.心理契约有交易型心理契约和关系型心理契约之分.本文通过问卷调查和回归分析,研究不同类型的心理契约对企业中不同层级个体的态度如何产生影响的问题.本文发现,对于企业中高层级个体的态度改善,关系型心理契约能够起到更大的作用;而对于企业中低层级个体的态度改善,交易型心理契约能够起到更大的作用.本文还对本研究的应用前景和局限性进行了讨论.     

西方顾客忠诚与员工忠诚理论的相互借鉴与整合

文章在回顾西方顾客忠诚和员工忠诚雏度划分的基础上,指出这两种忠诚可以相互借鉴,从而使二者的维度划分更加简练和全面;同时,还在一个框架内将顾客忠诚和员工忠诚进行整合,从而有利学术研究和企业实践对二者的整体把握。