Temporal pattern in number of staff on sick leave: the effect of downsizing

Summary.  The pattern of absenteeism in the downsizing process of companies is a topic in focus in economics and social science. A general question is whether employees who are frequently absent are more likely to be selected to be laid off or in contrast whether employees to be dismissed are more likely to be absent for the remaining time of their working contract. We pursue an empirical and microeconomic investigation of these theses. We analyse longitudinal data that were collected in a German company over several years. We fit a semiparametric transition model based on a mixture Poisson distribution for the days of absenteeism per month. Prediction intervals are considered and the primary focus is on the period of downsizing. The data reveal clear evidence for the hypothesis that employees who are to be laid off are more frequently absent before leaving the company. Interestingly, though, no clear evidence is seen that employees being selected to leave the company are those with a bad absenteeism profile.     

试论我国行政事业单位人力资源管理的现状及对策

行政事业单位的管理水平对整个国民经济的发展有着重要的作用。目前我国人力资源管理还存在种种缺陷,为改变现状,从宏观上应改革现有的行政事业单位管理体制;从微观上对基层工作人员引入竞争机制,对中上层干部,实行终身雇佣制,同时应建立公平的干部选拔机制和合理的分配体制。     

A classification of resources for employee-based value creation and a future research agenda

This conceptual paper aspires to provide a theoretically sound understanding of the value creation process of a specific value network (i.e., firm–employee context). Drawing on service-logic and resource-based frameworks, a classification of four diverse resource types in an organizational context is introduced (i.e., core, augmented, add-on, peripheral resources), based on their exchangeability and their contribution to employees’ value creation and co-creation. This classification enables a better understanding of the nature and the unique features of different firm–employee exchanges in an organizational context, and delineates each type’s distinctive role in employee-based value creation activities. Four propositions derive from this classification; this suggests that not all resource types can be exchanged and that the relative contribution of various firm–employee exchanges to value creation is asymmetrical. A future research agenda is also presented, discussing the potential implications of this classification for contemporary organizations.     

Cultivating employee creativity through strategic internal communication: The role of leadership,symmetry, and feedback seeking behaviors

Using a survey of 405 full-time employees, this study examined how organizations’ internal communication influenced by leadership communication at the supervisory- and senior-levels impacts employee creativity and how employees’ feedback-seeking behaviors mediate these relationships. The results suggest that leadership communication at the supervisory and senior levels positively influence symmetrical internal communication system. The analysis also shows that symmetrical internal communication and leadership communication cause employees to seek more feedback from different interpersonal sources including supervisors, coworkers, and peers in other departments, which in turn enhances creativity. This paper concludes with a discussion of the theoretical and practical implications of these findings for public relations and internal communication.     

中小学生学习动机量表的编制

以奥苏贝尔的学习动机理论为基础，以认知内驱力、自我提高内驱力和附属内驱力三个变量作为学习动机的测量指标，编制了中小学生学习动机问卷。问卷包括认知内驱力、自我提高内驱力、附属内驱力三个分量表。结果表明，该问卷具有良好的信度和效度。此问卷可以作为准确、客观地测量中小学生学习动机的有效工具，有助于我们全面了解中小学生的学习动...     

“共享员工”制度常态化可行性研究

新冠疫情期间,企业为了缓解各方面压力,探索出"共享员工"新型用工形式,具体表现为企业间共享模式、用工单位直接与劳动者签订劳务合同以及在第三方介入下实现员工共享。中央及地方政府也纷纷推出鼓励"共享员工"发展的政策。但是"共享员工"制度是否能在常时条件下成为一种用工形式仍存在一系列问题。"共享员工"制度常态化的可能性应从其对劳务派遣制度"三性"的突破、对传统员工借调主体范围的扩大以及对共享经济用工模式的补充等方面分析。"共享员工"制度实现常态化需要以平台经济为依托,借助政府监督机构,对其他用工制度的不足进行修复式移用。     

Crisis perceptions,relationship, and communicative behaviors of employees: Internal public segmentation approach

This study examines when and why employees engage in external communicative behaviors during the periods of a corporate crisis. Combining a cross-situational factor (i.e., pre-crisis relationship quality) and a situational factor (i.e., crisis-specific perceptions), this study segments internal publics to understand employees’ motivations of becoming advocates for or adversaries of their organization. The results of an online survey demonstrated that employees’ pre-crisis relationship to their organization plays a critical role in encouraging them to advocate for their company; meanwhile, their crisis-perception—whether they feel fewer constraints in solving a crisis—is more likely to make them share negative information externally. Segmented groups of employees with high levels of both relationship and activeness are most likely to engage in both positive and negative external communication behaviors. Theoretical and practical implications for public relations and internal crisis communication are suggested.     

非英语专业大学生外语学习情感因素定量分析

从定量研究的角度,分析了121名非英语专业大学生的外语学习情感因素,并就情感诸因素对学习成绩的预测力做了相应研究和探讨。研究表明中国学生学习外语的动机主要是工具型动机,学生在外语学习中存在不同方面、不同程度的焦虑,学习态度上的考试倾向性较强,但学生拥有较强的学习自信心和移情能力。对学习成绩有明显预测力的情感因素依次是:融合型动机、焦虑和学习态度。     

The role of corporate social responsibility (CSR) and internal CSR communication in predicting employee engagement: Perspectives from the United Arab Emirates (UAE)

This study examined relationships among employees’ perception of CSR, three models of internal CSR communication and employee engagement. The findings, based on 516 valid survey responses from employees across different sectors in the United Arab Emirates, revealed that internal communication of CSR, both one-way and two-way symmetrical, predicted employee perceptions of CSR, with two-way asymmetrical communication being a negative predictor; perceptions of CSR predicted employee engagement; social and sustainable dimensions of CSR most strongly predicted social and affective dimensions of employee engagement; and both two-way symmetrical communication of CSR and employee perceptions of CSR strongly predicted employee engagement. Implications for theory and practice are discussed.     

Employees’ prosocial behavioral intentions through empowerment in CSR decision-making

This study theorizes and empirically tests a conceptual framework to understand how a company can better motivate its employees to carry out persistent prosocial behavior and develop positive organization-employee relationships through corporate social responsibility (CSR) involvement. A managerial approach, employee participative decision making in CSR, is examined for its impact on the prosocial behavioral outcome among employees and the relational outcome for the organization. Furthermore, a psychological mechanism that emphasizes employees’ perceived need satisfaction is examined as the underlying explanation that drives the effectiveness of the managerial approach. The study results support that empowering employees to co-construct CSR decisions with top management is effective in satisfying employees’ basic psychological needs for autonomy, competence, and relatedness. This in turn increases the employees’ intention to maintain long-lasting involvement in CSR and improves their relationships with the company. This study provides important implications for public relations professionals and organizational leaders on how to improve their internal CSR communication and involvement practice and cultivate desirable organization-employee relationships.