企业员工感知可雇佣性及其影响后果研究述评

感知可雇佣性是个人对获得和维持(当前或者未来)雇佣可能性的主观感知,它逐渐成为一种帮助员工适应不确定职场环境的重要个人资源.从企业角度而言,高可雇佣性感知或许会激发员工高的工作流动,从而让企业陷入培训开发等成本付诸东流的风险.本文首先对感知可雇佣性的内涵、结构与测量进行回顾,再从职业生涯管理、职业健康心理、组织行为等角度系统梳理感知可雇佣性的影响效应与影响机制,从而一定程度上有助于厘清感知可雇佣性对个人和企业带来差异化影响后果的内在原因.     

公共服务动机的影响因素与作用机制

公共服务动机是公共管理领域一个重要概念,在过去十几年中相关研究日益增加。许多学者围绕公共服务动机的定义、内容、影响因素、测量方法等开展了大量研究。为进一步提高公共服务动机文献研究的系统性,对196篇英文文献进行梳理,采用文献计量和社会网络分析(SNA)方法,研究个人特征、工作特征、工作环境等变量对公共服务动机的影响以及公共服务动机如何影响工作满意度、组织绩效、组织承诺。研究发现,公共服务动机与相关变量关系的研究结论仍存在较大差异,并探讨了公共服务动机研究的发展方向及其对中国学者的借鉴意义。     

困惑与出路：我国高校就业指导工作转型的思考

现行的中国高校就业指导工作因忽视大学生的主体因素,不注重学生的职业生涯规划与辅导,长期以来一直游离于应有的价值观念与价值取向之外,导致就业指导收效甚微。本文基于舒伯的职业生涯发展理论,对照西方发达国家较成熟的就业理念与操作模式,反观目前国内高校就业指导取向的误区乃至异化,提出了高校就业指导工作应坚持以人为本的指导思想,建立促进人的全面发展、协调发展和可持续发展的指导理念与辅导模式。     

《申报》广告对1920—1930年代理想男性的诠释与引领

在商业广告中,广告主们总是将他们心目中理想的男性形象引入到广告插图中,并用直白的语言描述和讲解理想男性应该具备的身体、气质、品德、学识和行为举止等,同时向市民们指明通向理想男性的途径。通过对1920-1930年代《申报》的广告进行分析,可见广告主们基于时代要求和部分的现实存在而在广告中用图像和语言虚拟出来的理想男性。     

工科院校教师岗位业绩考核存在的问题和对策

针对当前工科院校教师岗位业绩考核多以数量和级别为导向、忽视学科间的差异性和片面追求功利及凸显行政化等问题,提出了实行定量与定性考核、注重教学和科研之间的平衡及实行分学科考核和预防教师学术上的功利化等对策。     

Directed Search for Equilibrium Wage–Tenure Contracts

I construct a theoretical framework in which firms offer wage–tenure contracts to direct the search by risk‐averse workers. All workers can search, on or off the job. I characterize an equilibrium and prove its existence. The equilibrium generates a nondegenerate, continuous distribution of employed workers over the values of contracts, despite that all matches are identical and workers observe all offers. A striking property is that the equilibrium is block recursive; that is, individuals' optimal decisions and optimal contracts are independent of the distribution of workers. This property makes the equilibrium analysis tractable. Consistent with stylized facts, the equilibrium predicts that (i) wages increase with tenure, (ii) job‐to‐job transitions decrease with tenure and wages, and (iii) wage mobility is limited in the sense that the lower the worker's wage, the lower the future wage a worker will move to in the next job transition. Moreover, block recursivity implies that changes in the unemployment benefit and the minimum wage have no effect on an employed worker's job‐to‐job transitions and contracts.     

The prospective effects of work–family conflict and enrichment on job exhaustion and turnover intentions: comparing long-term temporary vs. permanent workers across three waves

This study investigated work–family conflict (WFC) and enrichment (WFE) in relation to job exhaustion and turnover intentions among long-term temporary (n = 384) and permanent (n = 430) workers. We used three-wave data collected among Finnish university employees in 3 consecutive years. The participants were either permanently or temporarily employed for the whole 3-year period. The results showed that permanent employees reported both higher WFC and WFE during the follow-ups than temporary employees. Temporary workers reported higher job exhaustion and turnover intentions compared to permanent workers. Job contract functioned as a moderator: high WFC showed a prospective effect on increased turnover intentions in permanent employees. In contrast, temporary employees benefited more from high WFE, which showed a prospective effect on reduced job exhaustion in temporary employees. The results suggest that measures taken to improve work–family balance could have different implications for long-term temporary and permanent workers.     

Examining the effects of negative affectivity on self- and supervisor ratings of job stressors: the role of stressor observability

In this study, we investigated job stressor ratings through Lazarus' transactional stress theory and the usefulness of supervisor ratings as an alternative to employee self-reports. Based on the finding that negative affectivity (NA) causes incumbents to over-report job stressors, we hypothesized that supervisors may also be affected by their NA when appraising an incumbent's job stressors. Building upon the literatures on judgement processes and social-cognitive information processing, we further hypothesized that stressor observability is an important boundary condition. Specifically, we hypothesized that the impact of NA on both self- and supervisor-reported job stressors should increase as stressor observability decreases. Moreover, we hypothesized that incumbent and supervisor ratings would converge less as stressor observability decreases. Data from 260 incumbent-supervisor dyads showed that stressor observability reduced the impact of supervisor NA on supervisor ratings (but not the impact of incumbent NA on incumbent stressor ratings). Further, as hypothesized, incumbent and supervisor ratings showed less convergence the less observable the stressor was. The results highlight the importance of personal and situational factors in the stressor appraisal process – an issue that advances both research and practice in the field of stressor ratings.     

Planning Your Way to Job Growth

This paper examines the impact of comprehensive community planning on job growth in a US setting. Comprehensive planning is carried out in many communities, usually at the city or county level. Analyzing county-level data from the state of Georgia collected using a survey of planning professionals, we find that several aspects of planning and the subsequent implementation of the plan can have large impacts on job growth. We find that zoning standards increase job growth, but that it makes little difference how strict those zoning standards are. The largest increases in job growth can be captured simply by consistently following the adopted plan. This is likely due to the signal sent by following the plan that the local government can be trusted to keep other promises made in the process of attracting new businesses. Finally, the most innovative comprehensive plans were associated with lower job growth, at least within our 5-year post-plan study period, perhaps because already struggling communities pass innovative plans in hopes of correcting their shortcomings. The lesson our research holds for planners is that following the plan is likely more important for its success related to economic development than the particular features in the plan.     

心理授权与工作嵌入视角下的变革型领导对下属组织公民行为的影响研究

通过对华北三家制造企业的418位下属及其直接主管的问卷调查,检验了员工心理授权在变革型领导与其组织公民行为之间的中介效应,以及工作嵌入在心理授权对组织公民行为影响中的调节作用。研究结果显示,变革型领导对心理授权和组织公民行为具有正向影响;下属的心理授权完全中介了变革型领导与组织公民行为之间的关系;工作嵌入调节了心理授权对员工组织公民行为的影响。具体而言,工作嵌入程度低时,下属的心理授权对组织公民行为的影响作用较强;工作嵌入程度高时,下属的心理授权对组织公民行为的影响较弱。此外,指出了研究结论的理论与实践意义。