现代大学制度视阈下高校工会工作创新策略

建立现代大学制度是新时期深化高等教育改革的必然要求。现代大学制度与高校工会工作之间存在互动关系。构建现代大学制度需要高校工会参与共同治理,创新高校工会工作需要现代大学制度提供体制保障。高校工会要在落实维护、参与、建设、教育等基本职能的基础上,坚持做到服务"四个不变",从优化维权途径、加强监督管理、转变工作理念、构筑保障平台等方面创新工作,从而服务于现代大学制度建设。     

国企工会工作面临的问题与对策

国企改革重组后,用工方式、分配方式变化,员工身份、地位和经济待遇有了明显差别,利益诉求不同,使企业工会工作对象复杂,维权工作难度加大,面对新形武,工会工作认识有待提高、方式有待创新,应从四个方面探索改进:健全完备的工会组织体系是开展工作和履行职能的基础;切实推进维护职能落实是工会发挥作用的着力点;要转变创新工会工作方式方法;全面提高工会干部队伍自身素质,准确反映职工心声音.     

关于做好非公有制经济企业工会工作的几点思考

近年来,随着非公有制经济的发展壮大,企业内部产业结构、组织结构和队伍结构的大幅度调整,经济成份、组织形式、就业方式、利益关系和分品方式等都发生了深刻的变化,呈现出经济结构的多元化、劳动关系的复杂化、就业方式的多样化.这给非公有制经济企业工会工作带来前所未有的困难与挑战,面对这样的形势,非公有制经济企业工会要想围绕"十二五"规划创新工会工作,就必须加强工会组织建设和作用发挥,在工会工作中关注民生,切实维护好职工权益,这样才能促进企业的发展.     

关于国有企业工会创新工作的思考

在国有企业改革日益深化的过程中,企业的产业结构、组织结构和队伍结构大幅度调整,给工会工作带来新挑战。国有企业工会必须以新思路应对工会工作中遇到的新问题,以创新的工作理念切实把工会建设成有组织、有制度、能维权、会服务、职工信得过的基层工会组织和企业的好帮手。     

浅谈高校职工之家的建设

在创建社会主义和谐社会、和谐校园的新形势下,工会组织作为党联系群众的纽带和桥梁,尤其是高校工会组织,如何适应新形势、新任务的要求,如何加强和改进职工之家建设,更好地代表和维护教职工的合法权益,使职工之家建设再创辉煌,是当前高校工会工作值得思考和探索的问题。     

浅谈高校职工之家的建设

在创建社会主义和谐社会、和谐校园的新形势下,工会组织作为党联系群众的纽带和桥梁,尤其是高校工会组织,如何适应新形势、新任务的要求,如何加强和改进职工之家建设,更好地代表和维护教职工的合法权益,使职工之家建设再创辉煌,是当前高校工会工作值得思考和探索的问题。     

加强和改进新时期高校工会工作的思考

当前,高校正在进行的教育体制改革和管理体制改革对学校的工会工作提出了许多新的问题,本文就如何加强新时期高校工会工作,发挥工会组织的职能,切实做好工会工作,提出了一些有益思考.     

关于新形势下高校工会工作的探究

高校工会是教职工之家,它代表着广大教职员工行使民主权利的维权职能.面对新形势新任务,高校工会必须紧紧围绕学校的中心工作,积极履行自己的职责,强化服务意识,创新思路,以改革创新精神为指导不断加强自身建设,推动工会工作再上新台阶.     

高校规章制度建设问题与对策

依法治校是依法治国在高等教育领域的体现,高校规章制度建设是依法治校的重要基础。加强高校规章制度建设,一方面有利于现代大学制度的构建;另一方面,有利于高校自身管理的科学化、规范化。从分析问题入手,结合工作实际,提出了转变理念、加强制度体系顶层设计、完善相关机制、健全法治机构等建议。     

加强重点学科建设的思考

重点学科建设是高校建设的核心,加强学科建设,尤其是重点学科建设,是高校建设的永恒主题.分析了重点学科建设存在的问题,从学科规划、学科带头人培养和学科管理运行机制等方面提出建议,加强学科长远规划,促进学科群建设发展;打造领军型学科带头人,提高创新团队建设成效;完善管理机制,提高国家重点学科建设效益.     

对新时期有色金属科技工作的几点看法

文章概述了有色金属工业科技工作的现状。为适应有色金属工业管理体制的改革,有色金属工业的科技管理体制也进行了重大的变革,这些变革在保证了科技工作继续顺利进行的同时,也存在一些对有色金属工业科技工作发展不利的因素,为此笔者提出了对新时期有色金属工业科技工作的几点看法。     

火力发电厂电子文件档案化管理

通过对火力发电厂电子文件档案管理现状分析,针对不足和差距,加强火力发电厂电子文件档案管理工作的途径和方法,完善火力发电厂电子文件全过程管理制度,加强电力企业档案之间的横向联合,真正形成资源共享。     

浅谈如何开展职业管理工作

职业管理是指组织提供的用于帮助组织内正从事某类职业员工的行为过程，企业开展职业管理最参体现以人为本的管理宗旨，通过满足职工职业发展方面的需求，使企业的人力资源得到最大应用，从而能动地实现企业的发展目标，职业管理应结合企业的实际情况，重点搞好职工职业计划咨询服务，帮助职工胜任岗位工作，构建内部晋升机制和缓减职工家庭压力等方面的工作。     

Preemployment predictors of union attitudes: The effects of parental union and work experiences.

Tested an expanded model of the socialization of union attitudes using data from 120 undergraduates and their parents. As hypothesized, students' perceptions of parental union attitudes, union participation and job satisfaction were significantly predicted by parental self-reports. Moreover, tests of three competing models suggested that student perceptions mediated the relationships between parental work and union experiences and students' own union attitudes and work beliefs. These findings are taken as support for the family socialization of work beliefs and union attitudes. (French abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

多座高炉集中供铁水的“机械一罐制”布置模式

根据国内目前已实施的铁钢界面衔接现状,通过调研、分析研究,提出多座高炉集中供铁水的新型"机械一罐制"布置模式。该布置模式可以实现1~4座高炉集中于一处供应炼钢铁水,同时有利于分期分步建设,且先期建设成本低。炼铁-炼钢界面衔接简洁,炼钢厂房空间利用率高,生产组织调度灵活。总图布置紧凑、省地、省投资,有利于钢铁厂节能降耗、清洁生产、降低生产运营成本,提高企业竞争力。     

网络时代高校思想政治工作面临的机遇、挑战及对策

在网络时代,高校思想政治工作正面临着新的机遇和挑战,因此如何应对网络经济的挑战是新形势下改进和加强高校思想政治工作的重要课题。     

Self-efficacy as a mediator of the relationship between perceived union barriers and women's participation in union activities.

This study investigated the influence of union self-efficacy (expectations of success in pursuit of union activities) as a mediator of the relationship between perceptions of barriers to union participation and women's participation in union activities (N?=?89). Perceived barriers were defined in 4 domains (community, family, union, work), and self-efficacy was operationalized based on C. Lee and P. Bobko's (1994) analysis of self-efficacy measures (self-efficacy magnitude, self-efficacy strength). Union self-efficacy was found to mediate the relationship between the magnitude of perceived union barriers and the magnitude of union participation, although mediation was limited to women with weak union self-efficacy. Implications for designing training and intervention programs to enhance women's participation in the face of perceived barriers are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Preemployment predictors of union attitudes: Replication and extension.

Replicates and extends the J. Barling et al (see record 1992-07316-001) model of family socialization of union attitudes on the basis of data from 87 students and their parents. Students' union attitudes were predicted by students' Marxist work beliefs and their perceptions of parental union attitudes. Students' perceptions of parental union attitudes and participation were predicted from parents' self-reported attitudes and participation. Students' Marxist work beliefs were not related to parents' work beliefs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Methodological Challenges in Union Commitment Studies.

Methodological problems in studies of union commitment were identified and illustrated with data from 4,641 members and 479 stewards in 297 local teachers' unions. Using a 20-item union commitment scale, results confirmed the existence of 3 substantive factors and 1 method factor at the individual level of analysis: loyalty to the union, responsibility to the union, willingness to work for the union, and a factor of negatively worded items. Tests of measurement invariance showed that the scale captured commitment for rank-and-file members but not for union stewards. The authors also found partial measurement invariance between long-time and newer members and full measurement invariance between men and women. Finally, the authors found that violation of the statistical assumption of independence reduced model fit when individual commitment scores were analyzed without attention to the hierarchical nature of the data. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A longitudinal test of a model of the antecedents and consequences of union loyalty.

In the present study we aimed to construct a process model of union loyalty. Various personal, work, and union-related variables were hypothesized to predict union loyalty, which in turn would cause greater participation in essential union activities. Furthermore, the study assessed whether different models of union loyalty existed for 169 Black and 139 White members of a multiracial South African union. For both samples, cross-lagged regression analyses showed that union loyalty caused greater formal participation in union activities. Separate path analyses demonstrated that perceptions of union instrumentality, extrinsic job dissatisfaction, and early socialization experiences predicted union loyalty in both samples. However, the nature and strength of several relationships between the antecedent variables and union loyalty were moderated by race. In further refinement of the model, perceived union instrumentality was found to moderate the relationship between union loyalty and union participation, and the relationships between the predictor variables and union loyalty. (PsycINFO Database Record (c) 2010 APA, all rights reserved)