车间作业计划编制问题的统一描述与应用——介绍车间作业计划编制体系的概念

提出车间作业计划编制体系的概念以统一描述车间作业计划问题,车间计划问题在内容上由计划类型、计划期、期量标准和编制方法四方面组成,在形式上与生产类型、生产组织形式和资源负荷能力相关,内容与形式的统一揭示了车间作业计划编制问题的一般规律,特别地,在一个飞机装配车间结合计划编制体系的概念,迅速确定了装配作业计划问题的界限,并提出用Petri网求解计划问题的新方法,它与各种经验方法相比,便于计算机模拟与实现。     

Job insecurity and trust: Uncovering a mechanism linking job insecurity to well-being

Job insecurity has well-documented negative effects for individuals as well as organisations. However, the mechanisms by which job insecurity relates to its outcomes have received less research attention. The purpose of this study is to investigate trust in the organisation as a potential mechanism that may explain why job insecurity relates to two well-documented outcomes: decreased job satisfaction and lowered mental health. These hypotheses were tested in a Swedish longitudinal sample that consists of employees (longitudinal n?=?906) from three organisations, using structural equation modelling. Overall, the results showed support for our hypotheses. Our findings reveal an indirect effect of trust on job satisfaction, regardless of whether the previous levels of job satisfaction were controlled for. With regard to mental health, the indirect effect was only evident when previous levels of mental health were not controlled for. The results of this study contribute to our understanding about the intervening factors in the relationship between job insecurity and outcomes. Moreover, the results might be important for human resources departments and managers when there are indications that employees are worrying about the future of their jobs.     

Gender-biased behavior at work: Exploring the relationship between sexual harassment and sex discrimination

This paper examines survey-based reports of sexual harassment and sex discrimination in order to identify the stylized facts about the nature of the relationship between them. In particular, we are interested in assessing whether these concepts measure similar forms of gender-biased behavior and whether they have the same effect on workers’ job satisfaction and intentions to leave their jobs. Our results provide little support for the notion that survey-based measures of sexual harassment and sex discrimination capture the same underlying behavior. Respondents do appear to differentiate between incidents of sexual harassment and incidents of sex discrimination in the workplace. There are gender differences in the consequences, however. Both sex discrimination and sexual harassment are associated with a higher degree of job dissatisfaction. However, women’s intended job changes appear to be more sensitive to experiencing sex discrimination, while men’s are more sensitive to experiencing sexual harassment. Although exploratory, when taken together these results give us hope that in the future sufficiently detailed surveys could provide a useful foundation for quantifying the link between sexual harassment and sex discrimination. They also suggest that the best prospect for developing—and then testing—a conceptual framework of gender bias lies in adopting a multi-disciplinary approach incorporating the insights of disciplines such as sociology, psychology, and economics.     

Consequences of governance restructuring for quality of urban living in the transformation era in Beijing: A view of job accessibility

One of the major issues concerning present-day public policy in a transitional and developing country is its ability to enhance the quality of urban living and individual social well-being in the context of rapid urban growth. A dramatic decline in overall job accessibility due to increases in commuting time is already a serious problem affecting the quality of urban living in Beijing. Understanding the impact of governance restructuring on overall job accessibility is of primary importance if politicians are to make policy innovations in development management. This paper applies the institutionalist approach to analyse the impact of governance restructuring on job accessibility. The analysis shows that current governance restructuring has a negative effect on overall job accessibility due to competition between different local governments increasing the degree of spatial fragmentation; revenue-enhancing development introducing constraints affecting the local jobs-housing balance; and the coexistence of the old planning system alongside the new market system leading to a fragmented land-use right transfer mechanism, intensifying scattered and low-density development. With respect to future policy, stronger municipal development management might be one direction in implementing public policy to enhance overall job accessibility, insofar as it addresses the negative impact of fragmented development management in the current transformation process.     

Buffering income loss due to unemployment: Family and welfare state influences on income after job loss in the United States and western Germany

This article analyzes how the family and the welfare state influence household income trajectories after job loss in the United States and in western Germany. Drawing on panel data from the Panel Study of Income Dynamics (PSID) and the German Socio-Economic Panel (GSOEP), I study the income buffering effects of the family and the welfare state in the short an in the long run after job loss. I demonstrate that household income trajectories after job loss in the two countries are similar for couple households. However, men in the United States rely relatively more on family resources to overcome income loss, whereas German men’s incomes are secured mostly by the welfare state. Women’s unemployment in both countries is mainly buffered by their partners’ higher earnings. Because single households have no access to family support, they face much higher losses in the United States than in Germany. I also show that the more generous German welfare state triggers less private self-help in the form of increased labor force participation on the part of women when their partners lose their jobs. Over time, the family has become more important in buffering incomes after job loss in the United States which smoothed men’s and roughened women’s income trajectories in couple households. In Germany, worsening re-employment chances increased income losses in the long run after job loss.     

Relationships between psychological capital,job satisfaction,and organizational commitment in the Saudi oil and petrochemical industries

During the past decade, Saudi Arabia experienced a significant social, economic, and organizational change. The rapid economic growth created a need for seasoned management professionals and necessitated the development of human capital. Psychological capital, a newly developed construct by academics and practitioners, is defined as the extent to which an individual operates in a positive psychological state, and this state is characterized by high self-efficacy, optimism, hope, and resiliency. By measuring the positive psychological constructs, an organization can learn about employees’ positive psychological states and how training and support can promote positive psychological states. Improving the positive psychological capital can lead to better organizational commitment, favorable organizational citizenship behaviors, lower employee absenteeism, and higher job satisfaction. This quantitative study examined the relationship among psychological capital, job satisfaction, and organizational commitment through a sample of managers in the Saudi Arabian oil and petrochemical industries.     

Perception of and reactions to job insecurity: The buffering effect of secure attachment

By bridging attachment theory and cognitive appraisal theory, this study explored the moderating role of secure attachment in one’s perception of (i.e. primary appraisal) and reactions to (i.e. secondary appraisal) job insecurity. Study 1 used individual-level data collected from employees nested in 42 states in the US and state-level unemployment rate derived from U.S. Bureau of Labor Statistics. I found that secure attachment attenuated the negative impact of state-level unemployment rate on individual job insecurity. In Study 2 with data collected at two time points, I found that secure attachment mitigated the negative, lagged outcome of job insecurity on job satisfaction (but not affective commitment). Taken together, I found that secure attachment enabled individuals to positively appraise state-level unemployment rate and constructively cope with job insecurity. Results of both studies converge to support the proposed buffering role of secure attachment in one’s perception of and reactions to job insecurity.     

Sex Differences in Self-awareness of Smiling During a Mock Job Interview

The present study examined sex differences in awareness of smiling behavior during a job interview, along with intended outcomes of false smiling. Male and female participants were assigned to the interviewee role of a mock job interview and were videotaped. Results indicate that women were more self-aware of false, but not genuine, smiling. In addition, women reported using false smiles to mask negative emotion and to appear enthusiastic more than did men. Naïve judges rated women who smiled in an attempt to mask negative emotion more harshly than men who smiled for this reason. Implications of these findings for the understanding of sex differences in smiling are discussed.     

Job stress in managers, professionals, and clerical workers

The intensity and frequency of occurrence of 30 job stressors as measured by the job stress survey (JSS) were examined in white-collar employees of a large manufacturing firm, consisting of 68 managers, 171 professional (mostly engineers), and 69 clerical personnel. The highest levels of stress intensity were attributed to 'lack of opportunity for advancement' and 'poor or inadequate supervision'. Individual stressors rated as occurring most often during the past six months were 'frequent interruptions', 'meeting deadlines', and 'dealing with crisis situations'. Factor analyses of the ratings of individual job stressors identified two job-stress factors, job pressure and lack of support, which were differentially related to age, gender, occupational level, locus of control, and job tenure and satisfaction. All three occupational groups attributed greater intensity to stressors that reflected lack of organizational support than to job pressures. Managers reported experiencing job pressures more often than professionals/engineers, but attributed less stress intensity to these pressures. 'Lack of opportunity for advancement' and 'inadequate salary' were the most salient stressors for the clerical workers. Implications of the findings for the design of stress management and organizational change programmes were discussed.