In search of family-friendly careers? Professional strategies,work conditions and gender differences in work–family conflict

The aim of this paper is to investigate whether women in a dual-earner context acquire family-friendly jobs as a strategy to keep work–family conflict down. The analysis is based on a survey of newly graduated highly educated men and women in five occupations in Sweden (n?≈?2400). The sample was stratified by occupation and gender to minimize the influence of factors other than gender. The results show that women are more family-oriented, but also more career-oriented than men in their professional strategies. In their jobs, women have less control over work and schedules than men but a similar level of work demands. However, women face lower requirements for employer flexibility (e.g. frequent over time) and this is related to their professional strategies. Finally, women report a higher level of work–family conflict than men in the same occupation, but this gender difference becomes non-significant when accounting for women’s lower level of control. In sum, women in this sample clearly aim for both family and career and do not acquire family-friendly jobs, but aim to avoid ‘family-unfriendly’ requirements for constant availability. To some extent, this enables them to limit their work–family conflict but due to their lower control over work, women still experience more conflict than men in the same occupation.     

Family Roles as Moderators of the Relationship Between Schedule Flexibility and Stress

Employer initiatives that address the spillover of work strain onto family life include flexible work schedules. This study explored the mediating role of negative work–family spillover in the relationship between schedule flexibility and employee stress and the moderating roles of gender, family workload, and single‐parent status. Data were drawn from the 2008 National Study of the Changing Workforce, a nationally representative sample of working adults (N = 2,769). The results indicated that schedule flexibility was associated with less employee stress and that these associations were mediated by perceptions of negative work–family spillover. This study found the moderating relationships of gender, family workload, and single parenting in the relationships between schedule flexibility and negative work–family spillover and stress. Schedule flexibility had stronger relationships in reducing negative work–family spillover and stress among women, single parents, and employees with heavier family workloads. The findings provide empirical support for intervention efforts involving schedule flexibility to reduce workplace stress among employees with family responsibilities.     

Schedule flexibility in hourly jobs: unanticipated consequences and promising directions

This article considers the challenge of extending conventional models of flexibility to hourly jobs that are often structured quite differently than the salaried, professional positions for which flexibility options were originally designed. We argue that the assumptions of job rigidity and overwork motivating existing flexibility options may not be broadly applicable across jobs in the US labor market. We focus specifically on two types of flexibility: (1) working reduced hours and (2) varying work timing. We first review central aspects of the US business and policy contexts that inspire our concerns, and then draw on original analyses from US census data and several examples from our comparative case-study research to explain how conventional flexibility options do not always map well onto hourly jobs, and in certain instances may disadvantage workers by undermining their ability to earn an adequate living. We conclude with a discussion of alternative approaches to implementing flexibility in hourly jobs when hours are scarce and fluctuating rather than long and rigid.     

高等职业教育教学方法刍议

高等职业院校是培养高技能人才的场所,而教学方法的改革是实现教育目标、提高人才培养质量的重要因素之一。因此研究和改进教学方法是一个重要的环节,在确定高职教学目的、教学内容之后,教师在传授知识、技能的过程中,采用何种教学方法,直接影响着学生对知识的掌握和能力的培养,同时对于完成教学任务,实现教学目的也具有十分重要的意义。本文以高职院校教学状况调查为依据进行分析,针对目前高职院校教学方法现状、存在问题,提出在教学中,应采用灵活多样的教学方法,让学生学有所得、学以致用,真正成为社会紧缺的高技能人才。     

日美企业柔性之比较与借鉴

本文在阐明企业柔性本质的基础上 ,系统比较日美两国企业各维度柔性的高低 ,分析日本企业柔性整体水平较高和我国企业柔性较低的原因所在 ,提出增强我国企业柔性的建议。     

"与时俱进"的传统根源与哲学支持

经权、常变是中国古代哲学的基本范畴.既强调经、常,又重视权、变;在坚持经、常的基础上,行权适变;唯变则通,通了然后才能够久.这正是中共十六大所提出的"与时俱进"精神的最直接传统根源.权、变对经、常的突破与挑战,演绎出古今中国人既注重原则性又强调灵活性的思想品格和行为方式.用创新诠解与时俱进,体现了中共第三代领导集体的创新智慧.     

论“忠实”的动摇和丰富－兼论翻译中的忠实与创造的关系

由于传统“忠实”的局限性和对翻译研究产生了重大影响的现代理论的生成,产生了对忠实的动摇和丰富,只有让“忠实”更有弹性,更立体灵活,不再作为创造的对立面而存在,才能成为有实际意义的、能解释翻译现象的标准。     

制造柔性的期权特征及其经济价值度量方法

本文分析了制造柔性的内涵,对其从生产状态变化的目标和产生来源进行了分类,并对制造柔性从期权的视角重新加以了表述.然后提出当存在市场需求、产品价格和可变成本三种不确定源的情形下制造柔性的多阶段期权定价模型,最后结合蒙特卡洛法实现了对项目投资决策阶段柔性经济价值的度量.     

多个不确定性因素下跨国公司投资策略

利用实物期权方法,在汇率、国内外生产成本和产品价格均不确定的情况下,把跨国企业迁移生产和销售的空间决策柔性(spatial decision flexibility)模型为交换期权,分别给出了迁移生产的最优下界和迁移销售的最优上界、及其迁移决策规则,并讨论了关键参数对迁移决策规则的影响。最后,给出应用迁移生产和销售决策规则的数值模拟算例,体现了本文给出的决策规则在实际应用中具有可操作性。     

沙里看世界 袖中笼大千——笔记袖珍体小小说写作艺术初探

笔记袖珍体小小说是我国小小说园地中的一朵奇葩。现着重从取材的典型性、构思的灵巧性、手法的夸张性和叙述的简洁性四个方面 ,对其写作艺术作初步探讨