医学类来华留学生考试管理模式创新实践

本文对当前留学生考试管理制度中存在的问题进行了简要分析,而后在了解其他院校经验的基础上,结合我院留学生教育管理经验,提出了创新型考试管理的几种可行性操作方式,力求完善留学生考试管理制度,健全教学质量监控制度。     

The satisfaction of non-family employees with High Involvement HR practices: evidence from family SMEs

Most family businesses employ more non-family employees than family employees, making them a crucial resource for family small-to-medium enterprises (SMEs). Thus, family SMEs must pay particular attention to developmental needs of such employees. However, there is limited empirical knowledge concerning how Family SMEs can manage and develop their non-family employees. Drawing on organizational justice theory, this study set out to investigate how and why non-family employees are satisfied with the High Involvement HR practices (HIHRPs) adopted by family SMEs. Empirical evidence was drawn from the experiences of 16 non-family employees from six SME family-owned enterprises. Findings suggest that a balance between formal and informal HIHRPs is need among family SMEs for non-family employees to be satisfied with them. Moreover, satisfaction with both formal and informal HIHRPs can encourage non-family employees’ engagement with the enterprise and the development of their skills and capabilities. Findings also suggest that the satisfaction with HIHRPs varies with respect to the organizational positioning of non-family employees. Our findings make a valuable and timely contribution to the human resource development and SME literatures in general.     

Sociotechnical Resilience: A Preliminary Concept

This article presents the concept of sociotechnical resilience by employing an interdisciplinary perspective derived from the fields of science and technology studies, human factors, safety science, organizational studies, and systems engineering. Highlighting the hybrid nature of sociotechnical systems, we identify three main constituents that characterize sociotechnical resilience: informational relations, sociomaterial structures, and anticipatory practices. Further, we frame sociotechnical resilience as undergirded by the notion of transformability with an emphasis on intentional activities, focusing on the ability of sociotechnical systems to shift from one form to another in the aftermath of shock and disturbance. We propose that the triad of relations, structures, and practices are fundamental aspects required to comprehend the resilience of sociotechnical systems during times of crisis.     

Impact of Cooking Procedures and Storage Practices at Home on Consumer Exposure to Listeria Monocytogenes and Salmonella Due to the Consumption of Pork Meat

The objective of this research was to analyze the impact of different cooking procedures (i.e., gas hob and traditional static oven) and levels of cooking (i.e., rare, medium, and well‐done) on inactivation of Listeria monocytogenes and Salmonella in pork loin chops. Moreover, the consumer's exposure to both microorganisms after simulation of meat leftover storage at home was assessed. The results showed that well‐done cooking in a static oven was the only treatment able to inactivate the tested pathogens. The other cooking combinations allowed to reach in the product temperatures always ≥73.6 °C, decreasing both pathogens between 6 log₁₀ cfu/g and 7 log₁₀ cfu/g. However, according to simulation results, the few cells surviving cooking treatments can multiply during storage by consumers up to 1 log₁₀ cfu/g, with probabilities of 0.059 (gas hob) and 0.035 (static oven) for L. monocytogenes and 0.049 (gas hob) and 0.031 (static oven) for Salmonella . The key factors affecting consumer exposure in relation to storage practices were probability of pathogen occurrence after cooking, doneness degree, time of storage, and time of storage at room temperature. The results of this study can be combined with prevalence data and dose–response models in risk assessment models and included in guidelines for consumers on practices to be followed to manage cooking of pork meat at home.     

Quality and environmental management practices: their linkages with safety performance

There is a widespread acknowledgement that quality and environmental practices are effective means for improving the business performance of firms. However, empirical evidence regarding the relationship between quality and environmental practices and employee safety performance is relatively scarce. In order to fill this gap, we investigate the relationship between quality and environmental practices and safety performance measured by employee accidents at work. Employing a multivariate probit model, we show that the adoption of quality management practices is associated with an increased chance that an employee encounters workplace accidents, whilst environmental practices are associated with a reduction in workplace accidents. However, when distinguishing between workplace accidents that do and do not lead to sick leave, our results reveal that the utilisation of quality practices is not associated to employees’ probability of encountering accidents that lead to sick leave. This suggests that quality practices are only related to benign accidents. Moreover, examining the interrelationships among quality practices, safety performance and quality-related contextual factors, our findings indicate that the implementation of quality practices by the firm that considers quality as very important for its strategy and provides employee’s quality-related training is not associated with safety performance. Therefore, the results suggest that the way a firm implements and uses quality practices is essential for their effect on safety performance.     

Assessing the efficiency of HRD practices in knowledge-intensive firms

The article presents the results of a comparative study of human resource development (HRD) in two groups of knowledge-intensive firms: those working in the information technology (IT) field and in advertising/public relations (PR) field. One hundred Russian medium-sized enterprises participated in the study. The questionnaire was developed on the basis of the European quality standard ‘Investors in People’. The study findings suggested that the differences in HR practices aimed at personnel development between two groups of companies were statistically significant. Thus, in the advertising/PR companies, HRD practices were used more actively and effectively, with particular emphasis on providing timely feedback and involving employees in the decision-making process. In IT companies, formal assessment tools were used more often, while in advertising/PR companies, more informal and individualized approaches were more prevalent.     

The mediating role of leadership and people management practices on HRD and organizational performance

Drawing upon prior research, we identify strategic value and transaction effectiveness as two significant HRD contributions and examine their dyadic effect on leadership and people management practices, and influence on firm performance. Results of path analysis on 138 participants supported the dyadic effect hypothesis. More significantly, we found leadership and people management practices as a significant predictor on the relationship between strategic value and organizational performance, which suggests that organizational performance is affected by the combined effect of leadership and people management practices. A key implication of this research is that where organizations had effective leadership and people management practices, both types of HRD contributions – strategic value and transaction effectiveness – significantly enhanced firm performance.     

HRM practices of JIT firms in Canada

Many firms have adopted the just-in-time (JIT) philosophy to compete successfully in the global environment. The literature suggests that die success of JIT implementation depends on sound human resource management (HRM) practices that will attract, maintain, and retain employees with the required workforce characteristics. However, only a few field studies investigate the effectiveness of such practices. This empirical study examines HRM practices of 69 JIT manufacturing firms in Ontario, Canada. Specifically, it identifies important workforce characteristics, recruitment sources and selection instruments used by JIT firms. It also evaluates die degree of change in training, compensation, employee retention, and labour relations practices in the firms since JIT implementation. The level of attainment of various expected outcomes of JIT implementation and die competitiveness of the JIT firms are investigated. Problems faced by HRM managers are also discussed.     

The relationship between HRM practices and organizational commitment of knowledge workers. Facts obtained from Swiss SMEs

This paper explores the effects of human resource management (HRM) practices in Swiss small-to-medium enterprises (SMEs). More specifically, the main objective of this study is to assess the impacts of HRM practices developed in Swiss SMEs upon the commitment of knowledge workers. Using data from a survey of over 198 knowledge workers, this study shows the importance of looking closer at HRM practices and, furthermore, to really investigate the impacts of the different HRM practices on employees' commitment. Results show, for example, that organizational support, procedural justice and the reputation of the organization may clearly influence knowledge workers' commitment, whereas other HRM practices such as involvement in decision-making, skills management or even the degree of satisfaction with pay do not have any impact on knowledge workers' commitment.