论工会在企业文化职工文化建设中的地位和作用

工会已成为企业文化建设的主管部门之一。工会抓好工会工作,就是工会抓企业文化建设的"抓手"和"入手点"。职工文化是工会维护职工精神需求权的重要途径和手段,利用职工文化平台提升职工素质,让更多职工在职工文化活动中实现自我价值。充分发挥职工文化在企业文化建设中的作用,把职工文化纳入企业文化战略总体规划中,为职工争取合法的闲暇时间。     

The Causal Relationships among Transformational Leadership,Organizational Commitment,and Employee Effectiveness

This study investigates the structural relationships among transformational leadership practices, organizational commitment, and employee effectiveness. Path analysis was used to understand the direct and indirect effects of four transformational leadership components, three organizational commitment types, and two employee effectiveness types. The results indicated that transformational leadership, especially as regards idealization influence and inspiration motivation components, directly enhances employees' extra-role behaviors and indirectly enhance employees' desire to stay in an organization through internalization, identification, and exchange organization commitments.     

Employer–employee relationships at Lonmin Platinum: A developing South African perspective

Abstract

More than ever, companies are confronted with the importance of developing and maintaining relationships with their strategic stakeholders, such as employees. These relationships should be aimed at balancing the interests of the company with the interests of said stakeholders. Managing relationships with stakeholders is difficult in itself and even more so within the complex context of the South African mining industry. The aim of this article is to determine guidelines that could be used to ascertain employer–employee relationship type and relationship quality in the mining sector. In 2004, a quantitative questionnaire survey was conducted with a stratified quota sample of 508 company employees as part of a commissioned stakeholder perception survey. In addition, qualitative focus-group sessions were conducted to contextualise and clarify the quantitative results. The research indicated that the employer–employee relationship at Lonmin Platinum could be classified as an exchange, rather than a communal relationship. Employees generally perceived the quality of their relationship with the company in a negative way. Employees from all job levels had low levels of trust in the company. This study contributes to a growing body of research aimed at trying to understand the nature of employer–employee relations within large companies in a developing society, where companies are faced with the challenge of communicating to and managing diverse workforces.     

拉曼光谱法鉴别常见炸药

目的建立一种识别炸药的方法。方法使用激光显微拉曼光谱法对17种常见炸药粉末进行了分析。结果17种常见炸药均有丰富的拉曼位移峰,可以通过其位移峰峰位的不同区分不同成分的炸药。结论拉曼光谱法适用于快速准确地识别炸药。     

Trends in Australian and Canadian Public Service Perceptions from an Employee Survey Perspective

A comparative analysis of results from the 2011 Institute of Public Administration Australia and Institute of Public Administration of Canada surveys of public service leaders is mapped against related public sector employee survey tools results. Alignment of past results with current leader perceptions shows remarkable consistency across the jurisdictions over time. This overarching coherence points to two broad hypotheses: either senior public service leaders possess a common set of preoccupations in the modern global context, or a more critical perspective would question the shortcomings of the instruments given that remarkable change has occurred that one would expect should have driven result variance. Regardless of the conclusion brought to this preliminary analysis, ongoing identification and mapping of senior leader perceptions through such tools is celebrated as an important contribution to ongoing public service organizational health.     

广东工会改革研究 —— 基于非公有制企业职工参与的视角

改革开放以来,经过持续的制度建构,非公有制企业的职工参与制度不断健全完善。但是,当 前非公有制企业劳资冲突事件的多发,说明在制度化、民主化和多元化的基础上,职工参与还需要提高参与质量。 广东工会经验表明,通过创新执行机制强化职工参与是新时代工会改革能有所突破的关键,而加强基层工会建 设发挥企业工会的主体性参与作用,培育职工的参与意识与能力,以及通过集体协商发展劳资协商民主,是提 高非公有制企业职工参与质量、化解劳资矛盾与冲突的三条基本路径。     

酒店工作环境对员工边缘化和离职倾向的影响研究 —— 基于长沙某五星级酒店的研究

酒店服务工作环境对员工在心理上的边缘化和行为上的离职倾向有显著负影响。员工在性别、婚姻、学历和工作年限上的差异对员工边缘化和离职倾向也影响显著,而年龄、职位等方面则对边缘化和离职倾向影响不明显。应从打造工休皆宜的硬件环境、构建公正合理制度环境、营造和谐关爱的人文环境和建设愉悦向上的心理环境等方面提升酒店服务工作环境的建设,以期通过对酒店服务工作环境的改善来防范员工边缘化和离职倾向的产生,从而为酒店维持员工队伍的稳定进行新的探索。     

Employee ownership and union labor: the case of United Steel Workers of America

Union–management relations in the U.S. are best described as adversarial. However, under certain circumstances, they can become cooperative. One example of the latter was the role of trade unions in the conversion of firms to employee ownership. Firm ownership (entrepreneurship, capitalism) by employees has increased in recent years. Specifically, we focus on the use of ‘investment bargaining’ (i.e. buyouts using ESOPs) by the United Steelworkers of America during the decades of the 1980s and 1990s as the steel industry faced serious declines. This study applies some basic union–management bargaining frameworks for examining both primary (e.g. case studies) and secondary data to demonstrate that the USW’s adoption of investment bargaining is consistent with their pragmatic approach in preserving the employment of their members. The impact and the implications of the union’s efforts in this area as well as the future role of unions in employee buyouts are also discussed.     

Correlation Between Employee Bonus and Company Performances＂ FTSE TWSE Taiwan 50 Index Companies

In addition to examining the efl＇ect of employee compensation tools on its financial report, a public company should evaluate whether such tools could also retain or attract talent that can strengthen its competitiveness. This research aims to study how an employee reward system could impact on a company＇s performance, and develop a theory on how enterprises choose their employee reward plan. Taking into consideration that there is a lack of agreed objective of an employee reward plan, this paper attempts to evaluate the need for an employee reward system and its effectiveness from the perspective of how a system is implemented. In order to explore the relationship between an employee reward system and company performance, this research will compare in total the performance of 80 companies between 2002 and 2012：50 of them are from the FTSE TWSE Taiwan 50 index that have a reward system and the other 30 are also listed companies but without a structured reward plan in place. The findings include that companies with an employee reward system generally perform better than those without one, and this is especially the case for those implementing a single employee bonus system than those with multiple systems. It is found that the employee reward tools can have a positive impact on a company＇s performance, particularly employee cash dividends and employee shares and bonuses.     

铁路乘车证和铁路职工工作证的真伪识别

铁路乘车证和铁路职工工作证真假的识别方法主要是通过对纸张及版面颜色图案、水印和荧光进行鉴别。铁路乘车证和铁路职工工作证真伪的检验鉴定内容包括水印、红蓝纤维、打印内容字迹、钢印等。