基于员工持股发展规律与价值定位的我国员工持股制度分析

员工持股计划已被证明是帮助员工获得资产性收入、缓解社会不公的有效工具,并成功地在多个国家得到广泛推行。但产生于我国上世纪80年代股份制改革中的＂内部职工持股＂却因没有正确认识到员工持股计划的顺利推行有其自身的规律与条件,并对其进行了错误的价值定位而陷入失败。员工持股制度的价值目标应重新定位于公平而非效率,顺利推行员工制度应遵循一定的步骤,完善相关的法律法规,并解决相关问题。     

A resampling approach to estimate variance components of multilevel models

In a multilevel model for complex survey data, the weight‐inflated estimators of variance components can be biased. We propose a resampling method to correct this bias. The performance of the bias corrected estimators is studied through simulations using populations generated from a simple random effects model. The simulations show that, without lowering the precision, the proposed procedure can reduce the bias of the estimators, especially for designs that are both informative and have small cluster sizes. Application of these resampling procedures to data from an artificial workplace survey provides further evidence for the empirical value of this method. The Canadian Journal of Statistics 40: 150–171; 2012 © 2012 Statistical Society of Canada     

Do intrinsic and extrinsic motivation relate differently to employee outcomes?

In most theories that address how individual financial incentives affect work performance, researchers have assumed that two types of motivation—intrinsic and extrinsic—mediate the relationship between incentives and performance. Empirically, however, extrinsic motivation is rarely investigated. To explore the predictive validity of these theories of intrinsic and extrinsic motivation in work settings, we tested how both intrinsic and extrinsic motivation affected supervisor-rated work performance, affective and continuance commitment, turnover intention, burnout, and work–family conflict. In the course of three studies (two cross-sectional and one cross-lagged) across different industries, we found that intrinsic motivation was associated with positive outcomes and that extrinsic motivation was negatively related or unrelated to positive outcomes. In addition, intrinsic motivation and extrinsic motivation were moderately negatively correlated in all three studies. We also discuss the theoretical and practical implications of the study and directions for future research.     

The psychological benefits of exercise in work settings: A review, critique, and dispositional model

Evidence on the psychological effects of exercise on employees is considered. Studies which examined the effect of company-sponsored exercise programmes as well as those examining the more general effect of exercise in work settings are reviewed. It is concluded that the evidence for psychological benefits is equivocal. Due to methodological problems, it is difficult to determine whether exercise is responsible for the positive effects reported. Four personality characteristics which may be responsible for both exercise and psychological reactions to work are considered, and a model is then presented. It was concluded that future studies examining the impact of exercise should consider this dispositional model.     

Needs and preferences for employer supported child care: A feasibility study

Employees of a large suburban health care center were asked to identify their needs and preferences for child care, and existing fringe benefits that they would be willing to give up in order to obtain employer supported child care services. Results indicate that a majority of the 41 employees in the sample with children under 12 years of age experience problems relating to child care and that those problems affect their work performance. There is no clear preference for type of child care, however, and employees are unwilling to give up existing fringe benefits to obtain child care services. Results are discussed with implications for provision of employer supported child care that is sensitive to the individual needs of employees.Terese Dressel is a clinician/consultant with the DuPage County Health Department, 111 North County Farm Road, Wheaton, Illinois 61087. The research reported was conducted as part of her Masters thesis in the Department of Human and Family Resources, Northern Illinois University.Michael Martin is an Associate Professor in the Department of Human and Family Resources, Northern Illinois University, DeKalb, Illinois 60115. Research interests include child maltreatment and family violence.     

From start to finish: Flexi-time as a social exchange and its impact on organizational outcomes

We employ arguments from social exchange theory to develop a framework explicating the relationship between flexi-time and employee absenteeism, employee turnover, and organizational profitability. Then, employing data from 1,064 private sector organizations located in France, Germany, Hungary, Ireland, Italy, Sweden, and the United Kingdom, we test our hypothesized model via path analysis. We found flexi-time to have a significant negative relationship with employee turnover and a significant positive relationship with organizational profitability, controlling for organizational, industry, and country factors, as well as other flexible work arrangements. The relationship between flexi-time and absenteeism did not reach significance in our estimations. We highlight the implications of our work and outline directions for future research.     

中国上市公司雇员股票期权价值核算：2006-2018年

根据SNA2008建议将雇员股票期权作为雇员报酬处理,2017年发布的《中国国民经济核算体系（2016）》中也正式将雇员股票期权纳入国民经济核算范围,但至今尚未发布具体数据。基于此,本文以Cvitani等（2008）提出的融入了雇员股票期权主要特征的雇员股票期权定价模型为基础,结合我国股票期权附带业绩条件的分期执行模式,以沪深两市A股上市公司的数据为例,科学核算了2006-2018年我国各年份以及各行业的雇员股票期权价值。结果显示,从全国层面看,我国雇员股票期权价值总体上呈现快速增长趋势,年均增速为41.48%;从行业层面看,雇员股票期权价值集中特征明显,制造业,信息传输、软件和信息技术服务业和房地产业的雇员股票期权价值合计占全部行业的比重超过80%。结合实际核算过程中遇到的难点,本文提出了我国开展雇员股票期权核算需完善会计制度与统计制度的相关建议。     

Understanding the consequences of public social media use for work

Social media has slowly become ubiquitous in the workplace; however, the use of these technologies has been associated with both positive and negative consequences. Using the JD-R model, this study examines these positive and negative consequences of the public social media use for work. Survey data of 421 employees is used to explore the relationship between public social media use for work and engagement, and exhaustion, through opposing mechanisms. The findings demonstrate that interruptions and work–life conflict are important demands, whereas accessibility and efficient communication are resources associated with social media use for work. These demands and resources are related to engagement and exhaustion.     

企业员工责任对我国企业劳动关系影响的实证研究

近几年来，企业社会责任越来越引起人们的关注，企业社会责任作为一个重要的因素，推动着企业劳动关系建设与和谐社会建设。但是，很多企业在对外宣称履行社会责任的同时，员工的合法权益并没有得到保障，企业内部各种劳动争议案件也时有发生。文章从企业对员工责任的角度，通过实证分析试图找出对劳动关系起到关键作用的因素，提醒企业重视履行企业最基本的社会责任——企业对员工的责任，从而有利于企业劳动关系建设。     

“Vision,passion, and care:” The impact of charismatic executive leadership communication on employee trust and support for organizational change

This study explored how charismatic executive leadership communication during change influences employees’ attitudinal and behavioral reaction toward change. Specifically, it proposed and tested a conceptual model that links charismatic executive leadership communication during change, characterized by envisioning, energizing, and enabling behaviors, employee organizational trust during change, and employees’ openness to change and behavioral support for change (i.e., cooperation and championing). Through an online survey of 439 employees who had experienced a company-wide organizational change in the past two years in the United States, results showed that charismatic executive leadership communication during change positively influenced employee organizational trust, openness to change, and behavioral support for change. Employee trust toward the organization during change positively influenced employee openness to change, which in turn, contributed to employee behavioral support for change. Employee trust was revealed as a partial mediator for the positive impact of charismatic executive leadership communication during change on employee openness to change and behavioral support for change. Theoretical and practical implications of the findings are discussed.