社区就业——再就业的重要途径

就业是民生之本,解决下岗失业人员再就业是一个关乎社会稳定的重要问题。随着我国经济体制转轨过程中下岗、失业问题的加剧,社区就业逐渐成为再就业的主渠道。从社区就业的特点入手,结合社区建设实践分析社区就业存在的问题,并提出拓展社区就业的对策,以真正实现社区就业的功能。     

略论《吕氏春秋》的柔性管理思想

《吕氏春秋》在博采各家管理思想之长的基础上,熔铸了独特的柔性管理思想,主要表现为：在管理者的道德修养上,其要求管理者能够加强自知不矜、诚信、至公无私等方面的道德素质,实现行德爱人;在管理者的行为要求上,其强调管理者能够因而不为、善于用众,做到执一无为;在管理的过程控制中,其要求管理者能够正名审分,以确立和维护相应的制度规范,考察被管理者能否各司其职;在管理必须遵循的原则上,其要求管理者能够在重视被管理者的基础上,因民之欲、爱民利民。     

Gender,Pay and Work Satisfaction at a UK University

This article examines a modern, former polytechnic granted the status of university in 1992, to illustrate the state gender pay gap in the UK and suggests that to talk of the state pay gap is too simplistic as it does not take into account variations in the size of the pay gap in different job grades. The article also examines satisfaction levels with pay for two groups of staff, administrative and academic and shows how satisfaction with pay, promotion and conditions also varies between the grades. Previous research that concluded that women are more satisfied with their pay than men is, again, too simplistic as it does not consider the affect of staff grade. The article argues that there is a link between the size of the pay gap, staff grade, occupational gender segregation and expressing dissatisfaction.     

The Impact of Flexible Working Arrangements on Work–life Conflict and Work Pressure in Ireland

Recent rapid economic growth in Ireland has been accompanied by a strong surge in the number of women in employment, and this has led to a significant increase in the proportion of dual‐earner families. These changes have brought the issue of reconciliation between work and care commitments to the fore. Flexible working arrangements in firms have been identified as one important means of balancing work and other commitments. In this article we investigate the relationship between four flexible working arrangements; flexitime, part‐time hours, working from home and job sharing, and two key employee outcomes; work pressure and work–life conflict, using data from the first national survey of employees in Ireland in 2003. Our results show that while part‐time work and flexitime tend to reduce work pressure and work–life conflict, working from home is associated with greater levels of both work pressure and work–life conflict. We conclude that it is important to distinguish between flexible working arrangements to discover their potential for reducing work pressure and work–life conflict.     

大规模定制下企业动态能力的构建研究

面对消费者需求日益多变、市场扰动不断增大的动态竞争环境,大规模定制是保持竞争优势的一种有效方式,而适应快速变化的环境,实施大规模定制,企业需要构建相应的动态能力。首先对动态能力的内涵、作用和基本能力进行了分析,然后基于资源观的战略管理理论,指出柔性资源是企业构建资源配置和整合能力进而形成动态能力的基础,最后详细探讨了面向大规模定制企业动态能力的构建内容,即以环境感知和信息处理为起点,整合运用人力资源、智力资源、制造系统、组织资源和过程关系资源并提高资源的柔性。     

分布式认知视角下远程教育网络平台探析

分布式认知理论为人机交互和知识共享提供了理论基础。在分析现有远程教育网络平台的基础上,运用分布式认知理论探讨了其视角下远程教育网络平台的构建,以帮助人们实现人与计算机更加和谐的交互,提高网络学习效率。、     

论行政问责制的柔性机制

我国实施行政问责制的方向已经明确,但实施行政问责制不仅需要相应的法规、规章等刚性机制约束,也需要行政问责文化柔性机制的约束。行政问责文化对于强化官员的责任感和自律意识、对于弥补刚性问责制度的“盲区”、对于培养现代民主社会的“公民意识”和建立现代责任政府具有重要作用。     

用于分布式并行数据库系统的重定向算法

分布式并行数据库系统以高可用性、高效率等特征愈来愈受到人们的关注。针对分布式并行数据库系统的特征,提出了分布式并行重定向算法,实现服务器节点的透明切换。该算法不仅能实现负载均衡以及位置透明性,提高系统效率,而且能保证节点故障时事务不被中断,实现系统的高可用性。     

员工的工作倦怠及其预防和干预

工作倦怠是员工由于长期从事特定工作而感到身心俱疲,以致于面对工作时感到焦虑、烦恼,想逃避工作、不愿工作的心理状态。工作倦怠降低员工的工作积极性,对组织的生产效率的提高不利。文章对员工的工作倦怠的本质、表现和原因进行了剖析,提出了员工工作倦怠的预防的方法和干预的措施。     

Work–family conflict: The importance of differentiating between different facets of job characteristics

This review study clarifies the relationships between job characteristics and work–family conflict (WFC) by differentiating among three facets of job characteristics: latent, perceived, and enacted. To date, research linking job characteristics to WFC has not distinguished the facets of job demands and job resources in this way. Such distinctions are important as a means of understanding the affective, behavioural, and cognitive processes involved in determining how and when job characteristics relate to WFC. Our review of 115 studies showed that perceived job characteristics have been most commonly explored in relation to WFC, whereas latent and enacted job characteristics have been hardly examined. While these findings may not be surprising, our contribution lies in reviewing the literature through the lens of these categories. Based on the findings, and through highlighting examples in the extant literature, we argue that understanding job characteristics in terms of both how they are perceived and enacted by workers will provide a deeper insight into the mechanisms underlying the relationship between job characteristics and WFC. In order to inform evidence-based interventions, future research must uncover the dynamic mechanisms underpinning the connection between job characteristics and WFC through a focus on enacted job facets and the cognitive, affective, and behavioural processes involved.