论企业员工忠诚度的培养

员工忠诚度与员工在企业的稳定性和积极性发挥有着密切关系,因此员工忠诚度对企业发展具有重要的影响.事实上,员工忠诚度的影响因子很多,企业必须充分研究各种因素及其因素间的关系,采取切实措施提高员工对企业的忠诚度.     

Turning Over Turnover

Abstract

Human service programs often have major problems ensuring that all direct-care staff positions are filled and keeping staff members after they are hired. Work schedules may have an effect on maintaining the longevity of staff. The purpose of this study was to evaluate the effects of a revised direct-care staff-scheduling system in community homes serving adults with developmental disabilities. The revised direct-care staffing system, which used shift-style schedules, was compared on a variety of measures to existing staffing systems and to a staffing model using married couples and adaptations of the Teaching-Family Model (called Family-Teaching homes). The revised staff-scheduling system was evaluated before and after its implementation and then compared to the Family-Teaching homes using direct-care employee measures of: (1) turnover; (2) position vacancies; (3) number of different employees paid within a pay period; (4) average hourly wages; (5) number of hours worked; (6) average cost for employees per person served; and (7) employee satisfaction. The various staffing approaches were also compared on measures of parent/legal guardian satisfaction and overall program quality. The revised staff-scheduling system was superior when compared to the previous staff-scheduling system on measures of turnover (43% less), vacancies (57% fewer), number of direct-care employees involved in the care of the persons served (13% fewer), and hourly wages (8% more). All of this was achieved without affecting staff-to-client ratios. While these changes were positive, the Family-Teaching homes were associated with significantly better direct-care staff stability and lower costs.     

Scandalous Care: Interpreting Public Enquiry Reports of Scandals in Residential Care

ABSTRACT

This article reviews an earlier study written for the Wagner Committee (1988) on scandals in residential care. That review was based on a study of ten enquiry reports, only two of which were about homes for older people. The main events that were described are grouped as: institutionalised practices, indifference and neglect, physical cruelty, humiliation, too authoritarian a life-style, a dull and depressing life-style, an overcrowded and run down environment, disharmony amongst the staff team, and staff misappropriating goods or money. Now, more weight should be given to: residents' abuse of residents and of staff, an improper influence on the life-style of others, and sexual abuse. Explanations proposed are: structural, environmental, and individual and worker style. Abuse is considered in the context of the nature of direct care and the acts of intimate caring of others.     

高校空巢老人问题研究

通过对某高校退休职工空巢老人的情况调研，揭示了目前高校空巢老人的基本情况，指出了对生活中体力活力不从心、遇到困惑问题没人商量、对生病的恐惧、无法排解思想上的空虚和孤独是高校空巢老人存在的主要困难与问题。提出了整合学校的资源，建立信息服务、社会服务、互助服务、救助服务等完备的服务体系，建立大学生志愿服务队伍、老年志愿服务队伍等对空巢老人提供具体服务，加强人文关怀以及努力营造全校性的尊老敬老的校园文化氛固等做好高校空巢老人帮扶工作的有效途径。     

佛山大学教师队伍建设的现状及其优化对策

认为当前佛山大学的发展巳从侧重于面的铺开转入重在提高质量上,对师资的要求大为提高,必须抓紧师资工作提出了要从学校的实际出发,把坚持方向,提高水平,克服断层,调动积极性,作为师资工作的重点。把实行培训与引进并举,重在培训提高;认真加强教师的思想政治教育;大力加强骨干教师和学科带头(人的培养、认真做好青年教师的工作;深化职称改革,实行评聘分开,在职务聘任工作中引进竞争机制等作为提高教师整体水平的师资工作对策。     

开明书店的"开明人"与"开明风"

开明书店在20多年的发展中,形成了特有的"开明人"与"开明风"."开明人"学识渊博,朴质笃实,为人正派,思想开明,待人真诚,对待工作一丝不苟;而"开明风"则更多地体现在开明对待作者、读者的态度中.     

国际比较对我国五年制高职师资队伍建设的启示

当代五年制高职校发展历程并不长，比较国际上职业教育师资队伍建设的成功经验，对我国五年制高职校的队伍建设提出几点启示：我国五年制高职教育必将由“终结性”教育转向“开放性”教育，既要避免追求升学目标，仿效普高而失去职教特色，又要考虑长远发展和实际需要，采取恰当的方式，落实相应措施，让学生能够有就业和参加升学考试的选择机会，真正营造终身学习的社会氛围。     

Organizational Changes and Job Satisfaction among Support Staff

ABSTRACT

The purpose of this study is to identify job satisfaction amongst support staff employed by a nonprofit company undergoing organizational changes. The Job Satisfaction Survey (JSS) scale was used to measure overall job satisfaction and was conducted among 38 workers and the data was analyzed using content analysis. The findings indicate that workers were satisfied with some sections of their job but also dissatisfied with some others, scoring an average job satisfaction amongst the participating groups. Factors such as good relations with colleagues, training opportunities, and work flexibility were identified to assist with increasing worker satisfaction. Further suggestions for enhancing employees’ job satisfaction are provided.     

Australia's leading social work authors

A list of the 215 full-time academic staff employed within Australian university social work departments was compiled from university websites and the Department of Education Training and Youth Affairs (DETYA) approved publications generated by these staff over the period 1998–2000 were searched using three major databases: AUSTROM, PsycINFO and Sociological Abstracts. From these sources, a list of Australia's most published authors was created. Next, a citation analysis using Social Sciences Citation Index was conducted on all Australian authors who had published a DETYA approved publication during the target period. The results of this study should help to identify the influential social work scholars in Australia.     

人性预设差异分析在高校师资管理中的运用

以人为本的人性化管理必须坚持以人为中心和出发点,对人及人性进行科学的分析。以人性预设的差异分析比较及其对管理方式和管理手段的影响为基础,结合高校师资管理的特点,在高校师资管理中实施人性化管理对激发和鼓励教师的积极性、促进高校的发展具有十分重要的意义。