爱沙尼亚《劳动纪律处分法》述评

爱沙尼亚于1993年颁布《劳动纪律处分法》,该法共4章29条,内容包括劳动纪律处分的实施主体及其法律依据、劳动者应受劳动纪律处分的几种法定情形、用人单位给予劳动纪律处分的原则与程序保障、劳动纪律处分的撤销以及期日、时效规定等等。《爱沙尼亚劳动纪律处分法》以1992年颁布实施的《爱沙尼亚劳动合同法》为立法基础,与后者相辅相成,形成有机整体。我国《企业职工奖惩条例》废止后,劳动惩戒法制成为空白,爱沙尼亚劳动纪律惩戒法为我们构建相关立法提供了良好的范本。     

浅析当前公职人员经济犯罪的心理特征及法律控制对策

公职人员实施经济犯罪行为 ,是其特殊的心理动机所支配和驱使的 ,只有认清和把握这些心理状态 ,并建立起完善的防范和矫治经济犯罪心理的法律控制体系与制度 ,才能从根本上对经济犯罪行为的滋生和扩张做到防患于未然 ,及时有效地预防和制裁经济犯罪 ,警示具有潜在经济犯罪心理意识的其他公职人员 ,健全完善廉洁自律的法治体系。     

What is wrong with job security?

Most Western studies into motivation suggest that public servants are prosocial. Moreover, scholars suggest that a desire for external rewards, like pay and job security, may crowd out prosocial proclivity. However, recent studies from non‐Western contexts provide mixed results about the actual drivers of public servants' motivation to seek and retain public sector employment and perform their duties. To advance the development of theory regarding motivational dynamics of public servants in developing countries, we examine how pursuing external rewards impacts public service motivation, job satisfaction, and turnover intention among public servants in Kazakhstan (n = 627), a developing former Soviet republic that has been subjected to various waves of personnel reform. Our quantitative and qualitative data show that a desire for job security relates positively to public service motivation and job satisfaction, whereas a desire for monetary rewards correlates negatively with public service motivation and positively with turnover intention. We conclude with the implications for theory and practice.     

基于90后特征的员工管理策略

随着90后逐渐步入职场,作为出生和生活在一个变革期的群体,他们呈现出不同的鲜明特征。现实社会对此褒贬不一,但是无论如何未来10年后社会的中坚将会是他们。如何引导、规范和管理90后员工是现实而又紧迫的课题。通过对90后员工成长的背景分析,总结他们的个性特点,进而提出有效管理的基本思路和措施:一是强化组织认同感;二是建立良好沟通渠道;三是建立公平公正机制;四是建立和完善培训机制。     

追偿权的行使——从雇主责任的角度分析

当前,雇员侵权行为广泛存在,法律对其的规制体现在雇主责任制度上,雇主的追偿权只在《人身损害赔偿解释》中做了相关规定。基于司法实践的操作,应当推行雇主追偿权的法定化,雇主在承担了雇员致他人损害的赔偿责任后,在符合一定条件的情况下,得以向雇员进行全额或部分份额的追偿。因此,划分雇主和雇员之间的责任份额是重点,通说认为应当综合考虑雇主因侵权行为所受的实际损失、双方的收益和经济状况、双方的过错程度等三个方面的因素。对雇主追偿权的合理规定,可以平衡雇主和雇员双方的利益,从而有利于双方之间的和谐及社会的稳定。     

解决中国就业问题的宏观层对策

近年来中国就业问题变得越来越复杂.巨大的就业压力已成为中国当前和今后经济社会发展中一个十分突出的问题,并成为制约中国经济发展和社会稳定的重要因素。 本文结合中国国情,提出一些解决就业问题的宏观层对策和建议。     

Effects of organizational change on managerial trust in the context of employee buyout in India

Tea gardens face a threat of closure. Due to labour problems and pricing mechanism, Indian tea companies are unable to perform well on the global scene. The case of Tata Tea plantations in South India has been taken for this research study. An employee buyout strategy is introduced in a select number of tea estates. Results prove unfruitful initially. However, employees agree with this idea with a fear of loss of job. The new strategy turns out to be a success. The relationship between organizational change and managerial trust in the context of employee buyout is studied. A questionnaire is administered upon a sample of 100 respondents. Results are shown as a table. The article concludes by citing key issues for a successful buyout programme.     

The Influence of Perceived Confidentiality Risks and Attitude on Tanzania Government Employees’ Intention to Adopt Web 2.0 and Social Media for Work-Related Purposes

Studies show that there are many benefits of using Web 2.0 and social media in governments. However, the factors influencing government employees‘ adoption of these technologies are not well known. In this paper, the Unified Theory of Acceptance and Use of Technology (UTAUT) was integrated with two constructs, namely, perceived confidentiality risks (PCR) and attitude (AT) in order to investigate the factors influencing adoption of these technologies among government employees. The sample consisted of 600 usable responses collected from Tanzania Government Employees. To analyze the data, Structural Equation Modeling was used. Both PCR and AT were found to be influential.     

职工需求是确立工会工作重点的现实依据

工会是个群众组织,其最大的工作特点是自下而上开展工作,所以工作重点的确定必须走群众路线,倾听广大会员与职工的呼声与要求,将工作重点置于解决职工群众最关心最直接最现实的利益维护上,以促进劳动关系的和谐稳定,充分调动职工积极性。