Employee engagement and performance management in the federal sector

Much research has demonstrated that employee engagement is significantly correlated with positive organizational outcomes such as productivity, customer satisfaction, and reduced absenteeism. This article focuses on the importance of effective performance management in driving engagement. The results of a government‐wide survey of federal employees are reported. Every one of the 37 positive performance management practices reviewed was employed more widely in the agencies with the highest percentages of engaged employees.     

基于心理契约的员工工作投入度提升

随着管理理论的发展和组织对员工的重视,员工的工作投入及双方的心理契约问题逐渐彰显。用人单位应建立承诺型人力资源体系,运用心理契约有效调节员工工作行为,提升员工工作投入度。     

An Exploratory Comparative Case Study of Employee Engagement in Christian Higher Education

Numerous studies have identified a positive correlation between employee engagement and overall organizational performance. However, research on employee engagement specifically within higher education is limited, and even less attention has been focused on engagement within the context of Christian higher education. An exploratory comparative case study research design was used to explore two faith-based universities that are atypical examples of excellence as measured by the Best Christian Workplace Institute (BCWI) “Employee Engagement and Organizational Culture” survey. Analysis of data gathered from 53 interviews with employees and document analysis led to the identification of institutional characteristics that fostered employee engagement at two universities that consistently exhibited high rankings of employee self-reported engagement based on the BCWI survey results. Despite substantial differences between the two institutions, commonalities were identified in many of the characteristics that fostered employee engagement on the two campuses. The findings revealed that the shared themes of mission, community, empowered human resource departments, and a sense of positive momentum all contributed to the atypically high employee engagement levels that resulted in a positive and empowering organizational culture.     

家长式领导、领导与下属交换关系对员工敬业的影响

为了了解家长式领导、领导与下属交换关系对员工敬业的影响,采用《家长式领导问卷》《领导与下属交换关系》和《中国员工敬业量表》对281名被试进行了测试。结果显示：家长式领导中的德行领导和仁慈领导对员工敬业有正向的作用,LMX在德行领导和仁慈领导作用于敬业的过程中起中介作用;权威领导对员工敬业有负向的作用。该结果对于建构中国文化背景下员工敬业影响机制的有关理论具有积极价值。     

中国文化背景下员工敬业现状调查研究

为了了解中国文化背景下员工敬业的现状,采用《中国员工敬业量表》调查了355名被试,结果表明,中国员工的敬业不存在性别差异;不同工龄员工之间的敬业不存在显著的统计学差异;年轻的员工敬业程度更高;学历越高敬业程度越高;港台资企业员工的敬业程度高于国有企业和民营企业;中高层员工的敬业得分高于低层员工。中国文化背景下的员工敬业特征不同于西方员工。     

领导风格与员工敬业度的关系研究简

员工敬业度作为影响企业成败的关键因素之一,得到越来越多的学者的研究关注.在回顾总结前人对于员工敬业度的基础上引入领导风格变量,通过调查问卷的形式,运用方差分析、回归分析等统计方法,探讨管理者的领导风格对于员工敬业度的影响,对于企业从管理者的角度找出最适于提高员工敬业度的领导风格,增强企业在市场中的竞争力具有重要的价值和意义.     

How should organizational leaders use employee engagement survey data?

This evaluation study explores how a nonprofit health insurance provider responds to the results of its annual employee engagement survey. The study answers two questions: (a) What do organizational leaders do with the data collected? and (b) How do leaders perceive the usefulness of the survey? It provides study results, discussions, and recommendations relevant to human performance technology practitioners, to help maximize the value of an organizational survey by increasing its usefulness as a catalyst for change.     

The Health‐Related Upside of Employee Engagement: Exploratory Evidence and Implications for Theory and Practice

Chronic toxic working conditions can be hazardous to employee health. Approximately 5%–8% of annual health care costs are attributable to adverse experiences at work. In contrast to the health impacts of the toxic workplace, we hypothesize that engaged employees would report elevated levels of health, including more positive levels of physical and mental health, sleep, exercise, and eating behaviors. A sample of 114 working adults responded to a survey battery regarding their levels of employee engagement, current health status, and mental health in addition to localized demographic questions. Gender was shown to moderate the engagement–health relationship (i.e., women reported sleeping better and eating less; men reported lower levels of drinking behavior). Employees who reported higher levels of employee engagement also reported more positive overall individual‐level health outcomes and more positive levels of mental health, a promising finding in light of the growing reports of toxic work environments.     

Missing link: Integrated individual leadership development,employee engagement,and customer value‐added improvement

Long‐term care is a key public issue that affects all of us in some way at some time of our lives. Nowhere is performance improvement and quality management more imperative. Through an 8‐month field study and follow‐up case study, we discuss how using an integrated approach to individual leadership development, employee engagement, and customer value‐added improvement might provide the missing link toward sustaining and growing organizational culture change in a very demanding environment.     

Educator Engagement: Key to High Performance of School Operational teams in South African Secondary Schools

ABSTRACT

The school educational system in South Africa needs to improve the level of percentage pass rate in education. Therefore, the premise of the study reported on was to examine the key enabling factors that promote a high-performance school team in the operations of a co-educational secondary school in the South African context. The article further argues that by improving these school teams’ operations and team skills, the result would impact positively on increasing the pass rates in the classroom. Sampling from 30 schools in three regions of South Africa, spanning different socio-economic contexts, yielded data from 409 respondents of school staff members from all different operational levels, defined as the school operational teams (SOTs). Statistical analysis of data from the survey instrument utilised Structured Equation Modelling (SEM), Exploratory Factor Analysis (EFA) and Analysis of Variance (ANOVA). The model showed a positive and significant correlation of employee engagement with both the School High Performance Work Index (SHPWI) and Team Performance Index (TPI). The results showed that employee engagement was a key enabling factor in driving high performance of SOTs.     

Reconceptualizing a More Inclusive Faculty Engagement Model: Including and Engaging Part-time Faculty at Community Colleges

ABSTRACT

Because of the importance of faculty engagement to achieve our nationwide student completion goals, this paper comprehensively and critically reviews the conceptualizations of faculty and employee engagement in the extant literature. This review is a means to develop an improved, more inclusive, faculty engagement framework. It is a framework that positions adjunct faculty at community colleges—who have been too often marginalized—as a central group that should also benefit from new engagement models.     

柔性管理:图书馆人本管理的关键

本文引入管理学中的柔性管理原理,运用于图书馆人力资源管理工作之中,比较详细地论证了其在图书馆管理工作中具有的重大作用及其具体运用.     

Enhancing teacher-student relationship quality: A narrative review of school-based interventions

There is a large body of cross-sectional and longitudinal research that demonstrates the link between high-quality teacher-student relationships and numerous beneficial student outcomes such as reduced problem behavior, increased academic achievement, enhanced school engagement, and improved social standing among peers. Much less is known, however, about specific interventions that target teacher-student relationship quality. This article provides a comprehensive and integrative review of the literature on school-based interventions that included an outcome measure of teacher-student relationship quality. Our synthesis of 24 studies revealed four approaches targeting teacher-student relationship quality by (a) increasing closeness; (b) decreasing conflict; (c) promoting social-emotional learning; and (d) emphasizing relationship-driven classroom management. For each approach we describe the relationship building mechanisms, intervention components, effects, and conclusions. A final discussion includes common elements across intervention approaches, limitations and suggestions for future research, and implications for teacher training.     

A complexity analysis of organizational culture,leadership and engagement: integration,differentiation and fragmentation

ABSTRACT

The predictive utility of previous studies of organizational culture has been limited by an over-emphasis on the integration perspective. Much less attention has been his been paid to subcultural differentiation and fragmentation. This case study bridges that divide by employing methods of cultural analysis designed to explore the relationship between organizational culture, the culture of leadership, and employee engagement in an academic institution through the lens of integration, differentiation and fragmentation. Adopting a complexity approach to cultural analysis as a theoretical framework, methodological innovations utilizing survey data and quantitative inferential statistics establish the predictive utility of organizational culture with respect to three dimensions of engagement: vigor, dedication and absorption. Analyses based on cultural uniformity, subcultural variation and ambiguity were found to illuminate different aspects of the culture of leadership and engagement, differentiated by employee status and years of service. Results of the differentiation and fragmentation analyses yield insights masked by the integration approach: Analysis of cultural differentiation revealed dedication and absorption were more affected by cultural and leadership dynamics than vigor, while analysis of cultural fragmentation uncovered minority perspectives on bullying, leader accountability and employee misbehavior that represent important targets for improvement masked in the analysis of organizational culture as a whole.     

杜阮味精厂计算机管理系统

本文介绍了杜阮味精厂工资管理等四个系统的设计及功能。认为各系统符合中小企业的一般情况,对中小企业实现微型计算机管理有一定的参考价值。     

人事档案信息数字化管理面临的问题与对策

针对人事档案信息数字化管理中所面临的种种问题,可以从合理选择人事档案信息数字化管理的载体、选择适合人事档案信息数字化管理的操作系统、加强人事档案信息数字化管理的安全性、提升人事档案管理队伍人员素质四个方面采取措施,加以完善。     

Legitimizing Community Engagement with K-12 Schools

This article examines the issue of internal legitimization and its importance in securing high-quality community engagement in K-12 schools. Drawing on the literature from the fields of community engagement, school reform, school–university partnerships, and school–community partnerships, this article describes some of the prevailing challenges and barriers external partners face when conducting reform oriented partnership work in K-12 schools. The discussion focuses on four factors that contribute to enhancing external partners’ internal legitimization within K-12 settings. The article offers a set of strategies for working through each of the four components.     

当前中小型民营企业用工中存在问题试析

由于受企业规模小、历史短、管理者素质低等一系列因素的影响,中小型民营企业的人力资源管理系统相对较为简单甚至没有,这对企业的用工会产生严重影响。本文通过对员工招聘、员工培训与发展、员工关系管理、员工签订劳动合同中存在问题的分析,以期对改善企业用工提供参考。     

Student engagement: three models for its investigation

Student engagement is a complex phenomenon, with diverse interpretations, even within further and higher education. This article presents three potential, interconnected, novel models which provide a measure of unification of the range of interpretations and hence may improve understanding of the broad phenomenon. The models emerged from a study of computing students but should be relevant across a wide range of disciplines. They are presented as being provisional but they should be useful in providing modifiable frameworks for the investigation of engagement issues and in student support activity. The first model is in the form of a force-field diagram, identifying forces which drive for, and those which drive against, student engagement. The second identifies four possible levels of student engagement created by an individual’s responses to those forces. The final model represents an individual student’s engagement as comprising four dimensions, encompassing forms of motivation and connectedness. In addition to these models, this article suggests that some students who may appear to be disengaged should more accurately be considered to be ‘differently engaged’.     

影响饭店员工离职的因素及对策分析

饭店业作为我国最早与国际接轨的开放式行业之一,也最早受到离职问题的困扰。本文通过对饭店员工的离职影响因素进行分析,结合我国饭店业员工离职原因的定性研究成果,建立了包含员工离职意向影响因素以及离职调节因素的饭店业员工离职影响因素模型。并且通过对影响员工离职因素的分析,从饭店企业文化、工作内容设计、人员招聘、员工培训、薪酬制度、职业生涯管理以及饭店员工离职管理等层面提出有效减少饭店业员工离职的对策。