企业社会工作介入员工关系管理的新探索——以深圳市B企业员工为例

企业社会工作作为社会工作的一项重要实务领域,是将社会工作的专业理念与手法运用到企业之中服务企业员工,在协调企业内部员工关系方面发挥着重要作用。目前,我国的企业社会工作还处在探索阶段,相关研究和实务经验均有限,而且在企业内的应用也充满了挑战。文章以笔者所在社工机构中的社工在深圳市B企业开展的项目服务为例,探索企业社会工作在员工关系管理中的应用,并就项目实施过程中所存在的困惑进行简要分析,以期为我国企业社会工作的发展提供些许借鉴。     

Consequences of work-family conflict on employee well-being over time

The effects of work-family conflict on the well-being of a diverse sample of 342 non-professional employees from the greater Los Angeles area were examined. Data were collected at two points in time, and a rigorous research design was employed. The effects of self-report bias were considered by controlling for social desirability bias, and by collecting two sources of data (i.e. self-reports and co-workers reports). The results revealed that work-family conflict predicted employee well-being over and above social desirability bias. In addition, analyses were consistent when both self-reports and co-workers reports were utilized. Finally, work-family conflict was a longitudinal predictor of employee's positive well-being. Both cross-sectional and longitudinal analyses were consistent across self-reports and co-worker reports.     

Does employee welfare affect corporate debt maturity?

This study examines the effect of employee well-being on the corporate debt maturity structure of U.S. firms. It hypothesizes that a firm's degree of commitment to employee welfare affects its debt maturity structure. Using a sample of 19,347 firm-year observations over the period 1991–2014, we find evidence that firms with higher employee welfare scores prefer long-term debt over short-term debt. This relationship is more pronounced for firms operating in human-capital-intensive industries and firms with lower labor union-membership rate. Our findings are robust to endogeneity concerns and insensitive to the use of alternative regression methods, variable measurements, and sample compositions. This paper provides novel evidence on the role of employment policies and practices in explaining variations in debt maturity.     

团队成员目标取向与建言行为的关系:一个跨层分析

研究以国内某大型企业集团27个营销团队共201名团队成员为研究对象,采用多水平研究方法,通过构建多层数据模型(HLM),以自我激励和个体-情景互动理论为框架对团队成员个体目标导向、团队氛围和员工建言行为的关系进行了探讨.研究发现目标导向不同的个体,其建言行为也有差异,相对于发展导向,表现导向的个体更多地卷入建言行为.团队心理安全感不仅对员工建言行为有直接显著影响,而且在个体目标导向(表现导向)与建言行为的关系中有正向的跨层调节效应:团队心理安全感越高,表现导向的个体越倾向于建言行为,团队心理安全感越低,表现导向与建言行为的关系越不明显.团队氛围对于其他目标导向与建言行为关系的跨层调节效果不显著.     

Work & stress: Information

Abstract

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.     

Developing a manufacturing vision

The concept of a manufacturing vision is introduced as a company specific, commonly shared, holistic picture of the way in which future manufacturing in the company will function. First is presented what a manufacturing vision is, and then is presented a five-step framework in which such a manufacturing vision may be developed. A manufacturing vision is regarded as a bridge between the mission, goals, and strategies of an industrial enterprise and the detailed design of a manufacturing system. Such a bridge may ensure that manufacturing is able to make a relevant strategic contribution to developing and sustaining the competitiveness of the company and may serve as a guide for innovation and integration of the various elements of a manufacturing system. The paper rests on action research projects in more than ten industrial companies, and the experiences gained are discussed in a section on issues related to the development process including experimentation without fear of losing face, participation and involvement of managers and employees, and finally the outset for a manufacturing vision. To give an example of a manufacturing vision the paper also very briefly introduces a case of a medium-sized supplier of welded parts and equipment for a number of different industries.     

Dynamic capabilities and employee participation: The role of trust and informal control

While burgeoning research has shown the relevance of dynamic capabilities in terms of managers identifying and pursuing business opportunities, much less is known about the role of involving employees without managerial status in those activities. In this paper, we examine the impact of employee participation on the enactment of dynamic capabilities. The results of our survey-based linear regression analysis show that employee participation is positively related to the dynamic capabilities of a firm. Furthermore, we hypothesize and find that managers can facilitate employee participation through both trust in and informal control of subordinates. Our findings also suggest a positive relationship between informal control and dynamic capabilities, and point to employee participation as a mediator in the relationship between trust and dynamic capabilities. Our results extend the literature on dynamic capabilities by highlighting and demonstrating the important role of employee participation in identifying and pursuing business opportunities through dynamic capabilities as well as the relevance of trust and informal control therein.     

Using survival analysis to demonstrate the effects of training on employee retention

In order to thrive, companies are waging war with competitors to hire and retain the most knowledgeable and skilled employees. Personnel with industry experience are the highly valued field generals who will win new business and generate revenue. The cost of acquiring experienced personnel and the cost of losing such personnel is substantial, upwards of $100,000 per person. To remain profitable, companies must retain personnel as long as possible. Training is among the many tactics that have been implemented to increase retention among employees. This article focuses on assessing the impact of a 3-day training course designed to acclimate experienced hires to one company's policies, formal and informal procedures, and pathways to success. A quasi-experimental design, wherein study participants self-selected to attend training, was used to test the hypothesis that training would increase retention and justify the substantial financial investment in training. Attention is given to the benefits of using survival analysis as a data analytic technique applicable for employee retention studies.     

我国实施职工持股的问题及对策探析

本文在全面分析我国职工持股方式、持股出资方式及持股组织管理等问题的基础上 ,探讨了当前职工持股实践中存在的持股机构的设置、持股资金的来源以及职工持股法律法规等问题 ,最后针对这些问题提出了相应的对策建议