烟台地区图书馆员工作倦怠调查与分析

采用问卷调查的方法,选用国内修订的马斯拉奇工作倦怠量表通用版(MBI-GS),对烟台地区不同类型图书馆的275名图书馆员进行随机调查。检验了MBI-GS量表在我国图书馆行业的适用性,检测其信度和效度;t检验和方差分析结果表明,人口统计学变量会影响图书馆员工作倦怠水平。论文最后提出了预防、减缓和消除图书馆员工作倦怠的措施与建议。     

论人事保证制度的构建

用人单位为了降低风险,在实践中已经广泛运用人事保证合同,然而,由于现行法律对人事保证合同缺乏明确的法律规定,司法实务中对于人事保证合同纠纷的处理意见不一。人事保证作为特殊保证法律关系,其符合了保证制度所具备确保合同履行的功能,在一定程度上有助于保障用人单位的合法权益。但是,由于人事保证合同具有其特殊性,不能简单地适用保证制度,应当借鉴其他国家和地区的立法经验,构建我国人事保证制度,保障用人单位和雇员的合法权益。     

谈岗位评价在高校图书馆绩效改革中的应用

本文引入人力资源管理岗位评价的概念,从研究分析图书馆诸多岗位入手,试图找到岗位间的联系和差异,并运用岗位评价方法要素计点法从量上比较精确的反映各岗位相对价值,从而为薪酬管理提供科学依据。     

虚拟图书馆员-Lib3.O环境下的新型馆员

Lib2.0的研究和应用方兴未艾,Web3.0的发展浪潮已经开启,在Lib3.0的新环境下,提出虚拟图书馆员这一新的馆员类型,并以德国汉堡市公共图书馆虚拟聊天机器人"Ina"为例进行介绍和说明,在此基础上提出具有普适意义的虚拟图书馆员,对其应用范畴、岗位职责等相关问题进行探讨,并提出建立和推广虚拟图书馆员需要注意的问题。     

高校图书馆员满意度与组织承诺关系及激励对策研究

以高校图书馆员为研究对象,采用问卷调查法和数量统计法,探讨高校图书馆员满意度与组织承诺关系。研究表明:工作本身、领导、同事对感情承诺具有显著预测力,工作本身、工作条件对规范承诺具有显著预测力,酬薪和晋升对持续承诺具有显著预测力。根据研究结论,提出激励对策。     

Coevolution of job automation risk and workplace governance

This paper analyses the interplay between the allocation of authority within firms and workers’ exposure to automation risk. We propose an evolutionary model to study the complementary fit of job design and workplace governance as resulting from the adoption of worker voice institutions, in particular employee representation (ER). Two organizational conventions are likely to emerge in our framework: in one, workplace governance is based on ER and job designs have low automation risk; in the other, ER is absent and workers are involved in automation-prone production tasks. Using data from a large sample of European workers, we document that automation risk is negatively associated with the presence of ER, consistently with our theoretical framework. Our analysis helps to rationalize the historical experience of Nordic countries, where simultaneous experimentation with codetermination rights and job enrichment programmes has taken place. Policy debates about the consequences of automation on labour organization should avoid technological determinism and devote more attention to socio-institutional factors shaping the future of work.     

Teachers’ workplace and professional certainty

The study focuses on teachers’ perceived certainty, a concept which is understood as being made up of didactic, practical and relational certainty, and its relationship with teacher collaboration, role ambiguity and job satisfaction. Analyses draw on data from 1153 Norwegian elementary and junior high school teachers. Results indicate that there are statistically significant differences between the two subgroups of teachers concerning collaboration and job satisfaction. Furthermore, interesting differences regarding relations between collaboration and teacher certainty are found. Teachers in this study also report most collaboration on planning lessons, but little collaboration on activities one would expect to enhance self-awareness and reflection. A structural equation model involving relationships between all variables is tested and results reveal good fit indices.     

DDS芯片AD9854及其在扩频通信中的应用

介绍了AD9854的结构及工作模式,并对AD9854芯片在扩频通信的直接序列扩频工作方式和跳变频率工作方式中的应用进行了研究。     

教育技术专业学生就业现状分析与思考

随着我国教育信息化进程的逐步推进和信息技术的蓬勃发展,教育技术在现代教育中的作用日益凸显,教育技术专业毕业生就业呈现大好局势。近年来,由于诸多因素的影响,造成教育技术从业人员聚增,呈现饱和状态。本文从就业现状分析问题,引发思考,阐述自己的观点。     

The Rate and Delay in Overload: An Investigation of Communication Overload and Channel Synchronicity on Identification and Job Satisfaction

This study investigates the relationship between communication overload and uses of diverse communication channels in terms of their level of synchronicity. Emphasis on the synchronicity of any given channel reveals how temporal elements (i.e., rate and processing time) play an important role in perceptions of communication load. Additionally, this study examines the association between communication overload, organizational identification and job satisfaction. Findings reveal: (a) both high and low synchronous channels are associated with increased reports of communication overload; (b) a mediating effect of organizational identification on the relationship between communication overload and job satisfaction; and (c) a moderating effect of communication overload on the relationship between low synchronous channels and organizational identification.