论律师及律师事务所的定位——兼驳律师事务所为中介机构之定性

律师制度恢复以来,律师从国家的法律工作者演变为社会的法律工作者,现又把律师事务所定性为中介机构.为正本清源,从律师工作的目的、任务、法律业务入手,参照国外先进律师制度,批驳了律师事务所为中介机构之定位,提出应从本质属性上予以定位的建议.     

警察职业倦怠影响因素调查

职业倦怠是指在以人为服务对象的职业领域中,个体的一种情感衰竭、人格解体和个人成就感降低的症状。警察工作的特殊性使其比普通人产生更多的职业倦怠。这种不良的心理状态会直接影响其心身健康,使其工作士气和情绪受损,同时还阻碍警务人员工作绩效、创新能力以及自我效能感等方面的提高。     

Violence in Police Families: Work-Family Spillover

This article uses a path model to examine the relationship between violence exposure and domestic violence among police officers with the expectation that the relationships would be both direct and mediated. The mediation factors included burnout, authoritarian spillover, alcohol use, and department withdrawal. The model was tested through an analysis of data collected from 413 officers. Four mediation chains were identified; the most powerful of these was burnout and authoritarian spillover. Suggestions for future research include understanding violence in the context of unique workplace cultures, classifying violence types, and clarifying how this population defines violence and control.     

公务员工作满意度与领导方式调查

关于公务员的工作满意度情况、对公务员主要采用什么领导方式、公务员工作满意度与领导方式之间的关系等问题,通过访谈、问卷调查和统计分析得出:六成公务员总体上对目前工作感到满意,不同类型公务员有不同工作满意度,目前最满意的是对同事的满意度,最不满意的是对工作晋升的满意度;七成公务员认为目前主要采用任务关系型领导方式,不同类型公务员有不同偏爱的领导方式;任务型领导方式与工作满意度之间没有显著关系,关系型和任务关系型领导方式与工作满意度之间存在显著影响。     

大学生勤工助学与实习、兼职的性质及规制

勤工俭学、勤工助学、实习、兼职均为大学生社会实践活动的表现形式。高校现行的勤工助学宜定性为政府、学校帮助困难学生完成学业的一种资助方式,而大学生为获取社会经验、促进就业在校外开展的实习、兼职则属于一种有偿劳动,大学生的身份属于特殊劳动者,适用《劳动法》予以保护。     

警察职业倦怠的现状、原因与对策

警察职业倦怠是警察队伍建设的瓶颈问题,严重影响民警的身心健康、工作效率和生活质量.警察职业倦怠的产生有职业、社会、组织和个人等方面的根源;警务管理部门和警察个体应从提高警察薪酬待遇、建立社会支持网络、建立身心保健机制、提供岗位变化和升职机会以及改变内部心理元素、关注工作兴奋点、增强工作效能感、构建和谐人际关系、调控消极情绪、培养业余爱好等方面来采取干预措施.     

大学生兼职权益受侵害现象及其成因调查报告——兼谈大学生兼职权益的保障措施

大学生兼职已经成为一种日益普遍的现象,在兼职过程中他们的权益遭受侵害的情况也日益严峻。其原因主要是我国目前兼职市场混乱,相关立法不完善,学校对大学生兼职的重视程度不够,以及大学生自身的法律意识和自我保护意识欠缺。因此,规范大学生兼职市场,为大学生提供一个良好的兼职环境,需要立法机关、行政部门和高校的相互配合。     

浅析警察职业倦怠

长期处于高危险、高压力、高强度、高应激状态下的警察是职业倦怠的高发群体。研究警察职业倦怠产生的原因和对策对提高警务活动的效率有重要的现实意义。消除警察职业倦怠可以通过优化社会环境,提高警察机关管理水平,健全法制保障和增强警察个体素质等途径来实现。     

论大学生校外兼职的劳动权益

大学生兼职过程中享有劳动者应有的合法权益。用人单位不得要求大学生提供担保,也不得扣押劳动者的居民身份证或者其他证件;用人单位应该按照同工同酬的原则向大学生提供报酬,并不得低于最低工资标准;大学生有权拒绝执行用人单位管理人员违章指挥、强令冒险作业的行为并不构成违反劳动合同的行为。     

Examining the nexus between situational factors and job performance through the mediating role of work engagement and self-efficacy

The situational perspectives theory of job performance is a fundamental aspect of organizational and managerial psychology. Consequently, there is growing interest in conducting additional research to assess situational factors and job performance through the theoretical frameworks of social learning and social exchange theories, which are seldom applied in these domains. The data has been collected from 365 employees working in Pakistan Telecommunication Company Limited (PTCL). It was found that supervisor support stimulates job performance. It is also deduced that self-efficacy mediates the relationship while work engagement does not mediate the relationship between supervisor support and job performance. The situational perspectives theory of job performance provides a supportive framework for the development of PTCL employees. This work should be of interest in the area of situational factors and performance improvement. This study is one of the very few studies conducted to empirically assess the influence of situational factor on performance through the mediating role of work engagement and self-efficacy.