对私营企业工人思想状况的调查与思考

私营企业职工,实际上是我国工人阶级中一个新的组成部分。与国有企业的工人相比,他们有自己的特点。目前,我国对私营企业的研究已经十分深入,但基本上没有包括私营企业中的工人,因此,对于私营企业工人的整体状况缺乏全面和深入的了解,所以研究私营企业工人状况已经成为一个重要的课题。     

刍议职工思想教育工作中的心理学策略

思想教育工作者要学会运用相应的心理学方略,用心熟悉职工的个性特征,潜心探索信息沟通规律,留心观察职工情感需要,精心对待职工的挫折反应,认真做好职工的思想教育工作。     

新时期加强高校管理干部队伍建设的思考

高校管理干部队伍在高校日常管理、资源配置利用和发展规划等全局性工作中担负着重要责任,建设一支结构合理的专业化管理干部队伍对高校抢抓机遇、加快学校事业的全面发展具有重要的战略意义。在高校管理干部队伍建设中,要根据学校工作的具体需要,科学地进行职位分类,按需设岗,严育、重用、优待,避免一味追求高学历和盲目的管理队伍学术化倾向,建设一支高素质、专业化的管理干部队伍。     

论网络“微”时代背景下信访涉稳人员管理——由“6·7”厦门公交纵火案引发的思考

近年来微博成为最流行的信息传播媒体,在这种时代背景下,信访涉稳人员也呈现出不同以往的一些新特点。大量信访涉稳人员的存在可能对社会产生重大影响,应从重视公安信息化建设、树立“小微博大力量”观念、监控微博重点舆情、对重点人员重点舆论加以引导协调等方面对信访涉稳人员进行管理。     

‘It’s Not Like Never-the-Twain-Shall-Meet’: Politician–Staff Relationship Structures in Local Government

Local governments have two primary components: elected representatives and employed staff. The relationship between these two groups has significant impacts on local authority operation. Two key theoretical models used to characterise these relations, the well-established Politics/Administration Dichotomy and the recently conceived Complementarity Model, are employed here to explore relationships in New Zealand councils. Results show varying views regarding whether the separation of staff and elected representatives (councillors) is based on their respective roles or inputs. A role-based separation emphasises distinct ‘realms’, with elected representatives controlling policy making and staff controlling the implementation of policy. This approach supports a hegemonic relationship and embodies the Politics/Administration Dichotomy. On the other hand, an input-based separation emphasises the issues that each group should focus on, with councillors integrating community desires and staff contributing their technical expertise. The latter lends itself to interactive processes and is consistent with the Complementarity Model. Neither input nor role-based relationships are inherently superior; various empirical factors influence the suitability of each. This suggests that it is advantageous to have multiple theoretical models accounting for alternative local government relationship structures, but future research is needed to clarify the ‘best’ options for different contexts.     

How do professionals experience working with offenders diagnosed with personality disorder within a prison environment?

To explore the different experiences of a Multidisciplinary Team working with offenders diagnosed with personality disorder (PD) and produce a substantive model of the Offender PD Pathway strategy from a staff perspective. Fourteen participants were recruited from ‘Unit A’ located within a high security prison. Semi-structured interviews were conducted with participants and the data collected were analysed using constructivist grounded theory. A model was constructed depicting the experiences of those working with offenders with PD. Main themes identified were: prison environment; synergy of the workforce; understanding of the client; individual perceptions; support; and personal change. Although there was enough similarity within the participants’ responses to consider them to be a homogenous population, there were some noticeable differences in trends of responses evident between the two sub-groups of health service-based clinical staff and prison staff as expressed in the model. There is interplay between factors which influence an individual’s experience of working with offenders with PD. How a member of staff experiences working with offenders with PD depends on more than just the nature of the client and the challenges they pose. These factors external to the client group appear to have a significant impact on the professional and their emotional experiences of their work.     

‘Coping with the job’: prison staff responding to self-harm in three English female prisons: a qualitative study

This study considers how those who work in prisons are affected by and respond to repetitive self-harm of imprisoned women in English prisons. This paper considers the perspectives of custodial staff working in this area on a day-to-day basis. Semi-structured face-to-face interviews were conducted with 14 prison staff and explored using techniques of thematic analysis. The interviews examined: the emotional impact of working with and witnessing self-harm incidents, coping strategies used, training and the support available to prison staff. Findings indicate the strategies used by staff to cope emotionally with such incidents and these include presenting a ‘façade of coping’, rejecting support and becoming desensitised. It is concluded that staff felt they must portray themselves as coping well with self-harm in prison even when they were troubled and emotionally affected by it. However, some did describe accepting help when outside of the prison and this has implications for how support can be offered in the future. It is recommended that more should be done to support and train staff in this area.     

To be committed or not: examining effects of personal and workplace variables on the organizational commitment of Southern prison staff

This study examined how personal and workplace variables were related to organizational commitment among staff working at a large Southern prison. The personal variables were gender, age, position, tenure, educational level, and supervisory status. The workplace variables were assessment of training, job variety, role clarity, input into decision-making, and instrumental communication. The results indicate workplace variables play a greater role in shaping affective commitment of surveyed Southern prison staff than do personal variables. The personal variables explained only 10% of the variance in the commitment index, while workplace factors accounted for approximately 59% of the variance and were significant determinants of organizational commitment among the respondents. In the multivariate regression analysis, age, assessment of training, job variety, role clarity, input into decision-making, and instrumental communication all had positive associations with commitment. Educational level had a negative relationship with commitment. Implications of these findings for policy and future research are also discussed.     

论工会院校办学模式的创新--由"技工荒"引发的思考

"技工荒"现已成为一个重要问题.这一问题的"核心"是偏废的人才观所致.在未来的经济社会发展中,发展我国高水平的职业教育,是实现打造"制造业强国"目标的重要环节.我们必须树立科学的人才观,通过大力发展职业教育,培养造就大批品德技能一流的技术型人才.解决"技工荒"问题需借众家力,由此,也为工会类院校的发展开拓了新的空间.     

对事业单位改革中工会作用的思考

事业单位改革相对滞后于企业改革,工会应努力把握事业单位改革的总体目标和改革的基本思路,积极探索事业单位改革中工会工作遇到的新情况、新问题,寻找应对措施和工作方法,充分发挥工会在事业单位改革中的重要作用.