Predicting Burnout Syndrome in Greek Mental Health Professionals

The aim of the study was to explore predictors of burnout in clinicians working across different mental health settings in Greece. The Maslach & Jackson Inventory (Maslach Burnout Inventory, MBI; Maslach & Jackson, Journal of Organizational Behavior, 1981, 2(2), 99–113) was used to evaluate burnout syndrome and assess the relationship between demographic factors (age, children, education, and job experience) and each sub-factor (emotional exhaustion (EE), depersonalization (DP), and personal accomplishment (PA)) of the MBI. Results revealed that out of three burnout factors, EE and PA demonstrated one significant predictor each whereas DP showed no significant predictors. In addition, job experience (years in the job) was found to be a significant predictor of EE in clinical staff. Further analysis showed no significant differences across job type for EE, DP, and PA. The findings are discussed with a focus on prevention and coping strategies for clinicians working in mental health settings.     

Quality of Work Life of Teaching Staff Working at a Higher Education Institution in Saudi Arabia: A Cross-sectional Study

A cross-sectional survey design was adopted to study the quality of work life (QoWL) of the teaching staff employed at a Saudi higher education institution, focusing on their ethnic backgrounds and the academic clusters in which they were employed. A total of 360 teaching staff were randomly selected using a two-stage cluster sampling method, and a self-structured quality of work life questionnaire was used to collect data. Statistical analysis was done using SPSS 19.0. The results indicated that 71% of the respondents were satisfied with their QoWL at Imam Abdulrahman Bin Faisal University (IAU), Saudi Arabia. A significant difference of opinion was observed among the teaching staff on two dimensions of QoWL, viz. ‘working conditions’ and ‘psychosocial factors’ (p < 0.05). However, no significant difference was observed on other QoWL attributes, such as ‘opportunity for training and development’ and ‘job satisfaction and job security’ (p > 0.05). Given that all public universities in Saudi Arabia are governed by regulations framed by the Ministry of education, this study provides important indicators to educational policy planners on understanding the QoWL of teaching staff employed in universities across Saudi Arabia.     

基于熵权的企业员工绩效评价研究

作为企业人力资源管理的关键环节,员工绩效评价至关重要。员工绩效评价的良莠是完成公司目标,创造企业高绩效最直接的一环。针对员工绩效评价中客观存在的模糊性,将信息论中的熵理论引入员工绩效评价中。运用信息熵所反映数据本身的效用值来计算评价指标的权重系数,有效地解决了权重分配困难的问题,并使得权重的确定有了一定的理论依据。     

辽宁民办高校师资队伍建设的问题与政策创新

建立一支相对稳定且具有较高素质的师资队伍是民办高校保证教学顺利实施和教育质量稳步提高的首要前提,也是民办高校实现新一轮发展的充要条件。文章围绕民办高等教育师资建设的问题,以辽宁省民办高等教育师资队伍建设现状入手,深入分析制约教师队伍建设的症结,提出树立以人为本的民办高校教师队伍建设理念,探索推进民办高校教师人事制度改革,进一步加强政府资助力度,加强学校内部管理、做好教师在职培训等政策措施。     

论高等学校素质教育的条件保障

重视校园文化建设是推进高校素质教育的基本条件。高校校园文化是社会文化的一个有机组成部分,加强校园文化建设,能够有效地促进学生全面素质的提高。强化管理是全面推进高校素质教育的重要保证。为保障素质教育的顺利推行,必须牢固确立从严治校,严格管理的理念,创造适应素质教育要求的制度环境,建设实施素质教育的学生管理机制。建立一支高素质的教师队伍是全面推进高校素质教育的必然要求。要转变教育观念,加强师德教育,注重教师业务培训,提高教师思想道德素质和业务素质。注重创新型教师队伍的建设,实现教育创新,培养创新型人才。     

对加强高校离退休干部思想政治工作的思考

高校离退休干部思想政治工作是高校思想政治工作的重要组成部分。高校离退休干部是一个特殊的知识群体,他们既有别于在职的教职工,又有别于社会上普通老年人。本文从分析高校离退休干部的特点入手,提出了做好高校离退休干部思想政治工作应遵循的原则,以及加强离退休干部思想政治工作的有效方法。     

职业技术师范教育发展对策探析

从中职、高职和职业培训的发展变化及"十五"期间达到的目标等几个方面,重点分析了21世纪初我国职业技术师范教育面临的发展机遇,并对进一步发展职业技术师范教育提出了发挥相对优势、培养复合型人才、加强学科建设、加强教师队伍建设、改善办学条件、加强科学研究等建议。     

关于加强民族院校研究生导师队伍建设的思考

加强导师队伍建设是提高民族院校研究生教育质量的关键。本文从加强研究生导师队伍建设的战略意义出发,分析了民族院校研究生导师队伍建设的现状及存在的问题,并指出了加强导师队伍建设的途径。     

论知识型员工的管理

高校教师作为知识型员工 ,具有与传统管理对象不同的特点。对高校教师的有效管理 ,必须做到刚性的设岗聘任制度管理和柔性的组织文化管理相结合     

现代企业管理员工激励机制的构建与完善

人才是企业竞争的第一资源,也是衡量一个企业竞争力强弱的重要组成部分。如何合理地开发和管理人力资源,激发人才的潜力,提升企业核心竞争力,关系着企业的成败与否。面对国内外错综复杂的经济竞争和企业本身的绩效问题,构建现代企业激励机制成为企业人力资源管理工作中需要迫切研究的任务。