区外销售企业青年员工队伍建设探讨

文章从青年的重要性和特点入手,结合所在单位青年员工结构特点,对区外销售企业当前在青年员工队伍建设上存在的问题进行了总结,并从社会和企业层面对产生这些问题的原因进行了深入分析,最后提出了区外销售企业青年员工队伍建设在思想教育和引导、满足利益诉求两大方面应采取的七项具体措施。     

大城市新就业人员的自发型聚居空间解析

随着我国高校教育体制的改革和大城市的快速发展,大量刚毕业不久的大学生涌入并滞留在大城市,形成具有明显阶段性特征的弱势群体——新就业人员,并产生了严峻的居住困难问题。研究以南京市新就业人员为例,从微观视角出发,对这一群体的社会特征及现状聚居空间进行系统的解析,挖掘南京市新就业人员聚居区的现存问题,并提出相应的建议。     

Service employees give as they get: Internal service as a moderator of the service climate–service outcomes link.

We lend theoretical insight to the service climate literature by exploring the joint effects of branch service climate and the internal service provided to the branch (the service received from corporate units to support external service delivery) on customer-rated service quality. We hypothesized that service climate is related to service quality most strongly when the internal service quality received is high, providing front-line employees with the capability to deliver what the service climate motivates them to do. We studied 619 employees and 1,973 customers in 36 retail branches of a bank. We aggregated employee perceptions of the internal service quality received from corporate units and the local service climate and external customer perceptions of service quality to the branch level of analysis. Findings were consistent with the hypothesis that high-quality internal service is necessary for branch service climate to yield superior external customer service quality. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Health care reform is coming.

During my career in Congress, we have achieved some success in expanding health insurance coverage and keeping services affordable, but the problem of 46 million uninsured and 25 million underinsured must be addressed. In February 2009, I introduced the Healthy Americans Act (S. 391/H.R. 1321; Wyden, 2009), a comprehensive bipartisan health care reform bill that covers all Americans without breaking the bank, by weaving together the Democratic idea that we need to give every single person in the country health care coverage and the Republican belief in a private-market approach. This bill would favorably affect providers in nonprofit institutions, public institutions, and school systems, by ending cost shifting from public program underpayments to the privately insured. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relationship between acculturation orientations and work-related well-being: Differences between ethnic minority and majority employees.

Today's organizations are becoming more and more ethnically diverse. It is important to understand what constitutes the well-being of ethnic minority employees. This study explored the extent to which acculturation orientations (assimilation, integration, separation, and marginalization) were related to the well-being of 79 ethnic minority and 124 ethnic majority employees working in two different organizations. In line with predictions based on social identity theory and the acculturative stress paradigm, results showed that an integration orientation relates positively to work-related well-being, whereas a marginalization attitude relates negatively to well-being. Moreover, the relationship between acculturation orientations and work-related well-being is much stronger for ethnic minority employees than it is for ethnic majority employees. The findings underline the need to take cultural issues into account when studying well-being in culturally diverse organizations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

When do procedural fairness and outcome fairness interact to influence employees’ work attitudes and behaviors? The moderating effect of uncertainty.

Prior research has shown that procedural fairness interacts with outcome fairness to influence employees’ work attitudes (e.g., organizational commitment) and behaviors (e.g., job performance, organizational citizenship behavior), such that employees’ tendencies to respond more positively to higher procedural fairness are stronger when outcome fairness is relatively low. In the present studies, we posited that people’s uncertainty about their standing as organizational members would have a moderating influence on this interactive relationship between procedural fairness and outcome fairness, in that the interactive relationship was expected to be more pronounced when uncertainty was high. Using different operationalizations of uncertainty of standing (i.e., length of tenure as a proxy, along with self-reports and coworkers’ reports), we found support for this hypothesis in 4 field studies spanning 3 different countries. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

以内部营销提升企业服务质量

内部营销把员工看作是企业最初的内部市场,在把服务通过营销活动推向外部市场之前,先对内部员工进行营销。内部营销是企业提高服务质量的前提。为了有效开展内部营销,服务企业应进行内部市场调研,细分企业内部员工市场;加强培训,使员工树立顾客导向的服务观念;针对员工的需求,切实激励与认同;尊重员工,赋予员工适当的权利;加强信息交流与沟通,统一思想和行动。     

When it comes to pay, do the thin win? The effect of weight on pay for men and women.

Cultivation theory suggests that society holds very different body standards for men versus women, and research indicates that the consequences of defying these social norms may not be linear. To test these notions in the employment context, we examined the relationship between weight and income and the degree to which the relationship varies by gender. For women, we theorized a negative weight–income relationship that is steepest at the thin end of the distribution. For men, we predicted a positive weight–income relationship until obesity, where it becomes negative. To test these hypotheses, we utilized 2 longitudinal studies, 1 German and 1 American. In Study 1, weight was measured over 2 time periods, and earnings were averaged over the subsequent 5 years. Study 2 was a multilevel study in which weight and earnings were within-individual variables observed over time, and gender was a between-individual variable. Results from the 2 studies generally support the hypotheses, even when examining within-individual changes in weight over time. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

关于建立企业减人增效机制的思考

分析了当前企业减人增效过程中存在的主要问题，并提出了建立减人增效机制应实施的配套措施。     

系统化的变电专业新员工岗位技术技能提升措施探究

本文提出了系统化的变电专业新员工岗位技术技能提升措施,能有效发挥专业分部的统筹作用及延伸师傅带徒弟的长处,由系统化的专业技术技能提升要求及可操作性强的各项操作演练措施组成,有效加速变电专业新员工实操技术技能提升速度。