The Relationship between Working Conditions and Adverse Health Symptoms of Employee in Solar Greenhouse

To determine the correlation between the working environment and the health status of employees in solar greenhouse, 1171 employees were surveyed. The results show the ＇Greenhouse diseases＇ are affected by many factors. Among general uncomforts, the morbidity of the bone and joint damage is the highest and closely related to labor time and age. Planting summer squash and wax gourd more easilv cause skin pruritus.

My Way or High Way? New relationship of employer/employee and their respective ways of survival

Early in the gestation stage of the new labor contract law, the intensive debates sparked by worries and doubts prevailed, and the event of Huawei Group forcing their employees to re-apply for their jobs made this controversy reach fever pitch. When it came into effect on 1st January, 2008, confusions still bothered people of all sides: someone were on thorns about the increased cost and found wry ways to digest it, and someone were scramble to their rights and looked for shortcut to get it, etc. in particular, textile industry featuring labor-intensive will increase 20% on average in terms of cost, so how to cushion the blow and reverse adversity become prominent, what’s more, we should emancipate our mind to create profits rather than make ourselves balky with losses. Brand-building, technology application as well as expanding business abroad where with relatively cheap cost, etc, all of which can be utilized. In fact, launch of new labor contract law coupled with other polices home and aboard and materials cost increment lift the threshold of Chinese textile industry and rendered a new shuffling, so that the conception of "survival of the fittest" becomes the last straw we should grasp……

Determination of Relationships and Al ocation of Responsibilities——Taking the Adjudication of Household Service Contract Disputes as an Example

The combination of the realistic demand of urban families to raise children and provide for the aged and the employment demand of rural migrant workers will inevitably lead to the continuous growth of the market demand for household care services.The determination of the tripartite legal relationship between household workers,household service agencies,and families(individuals)is an important issue for the normative development of the household service industry.In specific judicial practice,local courts perform differently in the determination of the relationship between“household workers and household service agencies.”The application of law in relevant cases also often swings between the civil law and the labor law.The Civil Code of the People’s Republic of China(hereinafter“the Civil Code”)does not retain the concept of“employment relationship”used in the original Interpretation of the Supreme People’s Court on Several Issues Concerning the Application of Law in the Trial of Personal Injury Compensation Cases.Then,what is the relationship between household workers,household service agencies,and families(individuals)after the Civil Code came into force?This article shows the judicial dilemma currently faced by the household workers in the protection of labor rights and interests through an empirical analysis of the victim liability disputes of household workers and puts forward countermeasures and suggestions for improving the occupational injury protection mechanism of household workers in China through a comparative study of the occupational injury risk sharing mechanism of household workers and an analysis of the local exploration of the occupational injury protection system of flexible employees in China.

The Particularity of the Development of Labor Relationship in the 70-Year History of the People’s Republic of China

The past seven decades witnesses a stage marked by"ossification-consolidation-emptiness"as regards domestic labor relationship.It is highly probable that China is to be inaugurated by the stage of"falsification"in forthcoming days.A major cause is rooted in that labor relationship is the output of economic development that would request that labor relationship chime with it.The development course of labor relationship since the founding of PRC explicitly evinces that"flexibility"might be incurred in case labor relationship fails to align with economic development and with demands of marketing competitiveness.It might even propel main bodies of labor relationship to circumvent labor laws,as is verified by prevalence of large-scaled labor dispatching,and of"labor dispatching under the disguise of outsourcing".Lawmakers thus need to further ruminate over degree of tolerance on labor legislation.

Application Research of Ingroup Preference in Employee Relationship Management

With stepwise development of Chinese enterprise,management problem is increasingly prominent,especially human resource management issues. Facing international environment of entering into World Trade Organization,the country accelerates construction pace of human resource management subject in colleges and universities,which provides professional channel for management efficiency and market competition ability of Chinese enterprise,but it is still far from practice. In this paper,the concept,origin and inhibition factors of ingroup preference are elaborated. Based on the visual angle of ingroup preference,started from four dimensions( enterprise incentive system,talent management idea,psychological contract and employee communication consciousness),main problems existing in employee relationship management of modern enterprise are explored. It is specially emphasized that manager often holds the blame in front of dealing with the crisis after contradiction,which is " fatal point" neglected in employee relationship management of modern enterprise. To improve its core competitive power,enterprise must value harmonious relationship with employees.

Meeting employees where they are:The rise of workplace mental health services

Many key organizations have called attention to the importance of addressing workplace mental health.In this Open Forum piece,two academic psychiatrists present recommendations from their experiences providing psychiatric care in a corporate setting.A literature review using the PubMed database was performed.The search found no peer review articles that discuss the topic of employersponsored mental health services outside of traditional employee assistant programs.Based on first-hand experience,the authors of this forum describe key issues and best practices to ensure employer-sponsored mental health services are a successful treatment for patients and mental health providers alike.

Management Modes of Employment Relationship under a Changing and Reforming Circumstance in China： a Competitive Advantage Perspective

Since the 1990s, organizational environments in China have taken an unprecedented, unrelenting and largely unpredictable change, competitive advantage has increasingly depended on core employees, conventional and rigid employment modes have been confronted with a serious challenge. In contrast to pervious work in employment relationship, this paper explores how to achieve and maintain sustainable competitive advantage through differential management of employees in a business climate characterized by increasingly fierce competition and diverse human resources. On the assumption that human capital is idiosyncratic and according to a two dimensional matrix of strategic value and firm-specificity of human capital, the paper establishes a binary matrix model and develops a classification of four types of workers： firm-specific core employees, generic key employees, generic ancillary employees, and idiosyncratic allied employees. Each is viewed as playing a different strategic role in organization and should be developed and supported by different employment modes： commitment management based on skill, productivity management based on job, compliance management based on short-term contact, and collaboration management based on alliance, in order to facilitate employment relationship management in congruence with other HR practices and enterprise strategy for winning sustainable competitive advantage.

Study on Employee-sharing in China

Labor shortages caused by an aging population and falling fertility present an obstacle to China’s modernization drive.Since the limited labor resources take time to increase,employee-sharing as a collaborative and innovative mode of employment represents a novel strategy for addressing the sharp declines in the working-age population and labor supply.Based on the theories of the sharing economy,gig economy,and skills economy,this paper develops a systematic framework for employee-sharing and explains its significance for the country,employers,and individuals in light of flexible employment and employee-sharing practices.At the national level,we advocate transforming the identity of employees from“corporate assets”to“social assets”,their labor relationship from“dependence on employers”to“independent social members”,and their teams from“corporate governance”to“labor union governance”.At the corporate level,we recommend that businesses streamline fixed-term workforce and transform themselves into platform-connected social entities.At the individual level,we establish a basic framework for employee-sharing to expand employee income sources and improve the social protection system,and elaborate on its significance for the country,employers,and individuals.The employee-sharing mechanism can be adopted step by step by resolving issues such as employee labor contract termination and management of shared employees.This gradualist strategy seeks to create a mode of employee-sharing that is feasible and in line with current trends for the benefit of the country,employers,and employees,and to contribute a Chinese solution and perspective to the global question of labor recruitment.

新业态从业者劳动权益保障的困境与出路

新业态从业者不同于传统劳动者,其在所处行业、组织方式、用工方式、计酬方式等方面表现出“新”的独特性的同时,该类人员劳动权益无法得到有效保障的现状也对传统劳动关系理论提出了新的挑战。通过对新业态从业者劳动权益保护现状进行研究,从现行保险制度、传统劳动关系的认定标准、诉讼与仲裁的衔接、劳动者维权力量等方面分析保障不足的内在原因,进而从加强保险制度的建设、更新劳动关系认定标准、增强维权力量、协同治理等方面提出完善劳动者权益保障的建议,以规范新型用工关系,促进劳动力市场有序发展,推动数字经济时代和谐劳动关系的构建。

分享还是沉默?参与型领导对员工知识隐藏的非线性影响研究

在工作组织中,面对领导、同事的知识请求,员工故意隐藏知识的现象十分常见,而知识隐藏行为并不利于组织发展。虽然参与型领导能够鼓励员工建言和参与管理,但同时该领导风格赋予员工相应的角色期望与角色压力。参与型领导能否有效抑制员工的知识隐藏行为,以及存在何种边界机制有待揭示。基于角色理论和激活理论,以327份员工有效问卷作为样本,运用Mplus3.0和Tableau进行数据分析。研究结果表明,参与型领导显著降低员工的知识隐藏行为,但当参与型领导风格过于凸显时,员工感知的角色压力持续上升,员工知识隐藏行为被重新激活;组织支持感在参与型领导与员工角色压力、知识隐藏之间起负向调节作用。研究结果揭示了参与型领导对员工知识隐藏的非线性影响机制,以期在组织管理中提供参考。

企业破产程序中“促就业”目标实现的共治路径

企业破产程序是影响“高质量充分就业”的重要因素,故有必要推进企业破产程序功能向治理维度和促进可持续发展转型,在企业破产程序中树立“促就业”目标。该目标在内涵上具有“量”与“质”的双重性要求,其正当性在于对“高质量充分就业”公共政策的积极落实,对企业破产情境下职工就业权的充分保护,且具有坚实的法律支撑,其实现过程具有共治性。中国已基本形成以宪法为根基、以非破产法为一般遵循、以企业破产法为特别规定的企业破产程序中“促就业”目标法律体系,但企业破产程序中“促就业”实践仍存在认识性、协同性、制度性关键缺失。适逢企业破产法修订,应在“促就业”目标建设中坚持中国共产党的领导、人民当家作主、依法治国有机统一,在破产法中明确“促就业”目标以凝聚主体间目标共识,细化职工就业权内容以强化职工就业自主决策地位,明确“促就业”目标执行事务分工,以法院监督为主导形成协同监督机制,数字赋能主体间“促就业”目标信息沟通,实现“促就业”目标共建共治共享共赢。

平台经济对灵活就业者收入和主观福利的影响研究

平台经济的兴起,引发了人们对灵活就业者收入和主观福利的关注。本文基于2012—2018年中国劳动力动态调查数据库,分析平台经济对灵活就业者收入和主观福利的影响及其机制。研究结果表明,平台经济能够提高灵活就业者收入和主观福利,并且该结论在考虑内生性问题及各种稳健性检验后依然成立。进一步分析结果表明,平台经济通过提高就业匹配度和社会资本的途径实现灵活就业者收入和主观福利的提升;文化程度能够调节平台经济对灵活就业者收入和主观福利的影响;相对于灵活就业者而言,平台经济对正规就业者主观福利的影响效应更大,但对其收入并无显著影响。异质性分析结果显示,平台经济对灵活就业者中的青年、男性、文化程度较高、城镇户口、东部地区个体的收入和主观福利的提升效应明显。因此,政府应加强对特殊群体的技能培训,提供职业转型支持和必要的社会保障,以促进平台经济持续健康发展,进一步提升灵活就业者收入和主观福利。

公立医院预算绩效管理问责对预算绩效的影响机制研究

为解决公立医院预算管理缺乏预算和管理底层逻辑支撑而导致预算责任不明、绩效管理流于形式等现实问题,本文基于社会交换理论,聚焦于公立医院预算绩效管理问责,从责任标准、执行、激励、监督四个维度构建结构方程模型,对这一重要管理举措影响预算绩效的机制展开研究。228份公立医院预算参与人员的问卷数据结果证实:(1)公立医院预算绩效管理问责能够有效提升预算绩效,其中责任激励的软性引导作用相对更明显;(2)公立医院预算绩效管理问责有利于建立高质量的员工-组织关系,其中社会交换关系的作用效果相对优于经济交换关系的作用效果;(3)员工-组织关系在预算绩效管理问责大幅提升预算绩效的过程中发挥中介作用。这为我国公立医院更好地围绕共同目标开展预算绩效管理提供了实践指导,实现绩效管理“事半功倍”。

农民工在职培训供需匹配研究:效果评估与成本分担——基于佛山市的调查数据

以佛山市的雇主—雇员匹配调查数据为基础,本文讨论了农民工在职培训对企业绩效和员工发展的影响。得出以下结论:在职培训与企业绩效显著正相关,企业培训次数和企业培训支出与企业总产值显著正相关,企业培训次数与主营业务收入也是显著正相关,但在职培训次数与主营业务收入的关系不显著;在职培训可以明显提高员工工资水平,能明显减低员工工作流动性,即接受过在职培训的农民工比未接受的工资更高,而其流动意愿则低一些。

新就业形态下城市零工从业者技能特征对其工作时间配置的影响

技能具体表现为技能多元化与技能层级化,工作时间配置包括工作绝对时长与工作相对时长两层涵义。基于城市零工从业者的调查数据,研究技能多元化、技能层级化对个人工作绝对时长、工作相对时长的影响效应及其机制。研究发现:技能多元化和层级化水平提高时,不仅直接与工作时间配置呈倒U型关系,并且通过影响工资收入与工作时间配置呈倒U型关系;工作份数在技能多元化和工作时间配置关联中具有显著的中介效应;雇佣关系的调节作用显著强化技能特征与工作时间配置之间的倒U型关系。应通过提高零工从业者的技能水平,建立超时劳动报酬体系,有效规制长时间工作,优化和健全雇佣关系调整机制,合理配置工作时间,以促进零工劳动者高质量就业。

算法介入下众包骑手劳动关系司法认定的实践检视、困境剖析与标准重释

平台用工模式相较于传统用工模式更加灵活开放、复杂多样。尽管传统的劳动关系认定标准仍有适用价值,但不能完全适用于新业态用工形态下的平台用工模式。审判实践中,众包骑手劳动关系认定出现了平台企业与众包骑手关系性质定性不明、适用法律机械、认定标准模糊以及归责对象单一等问题。破除当前困境的关键在于对劳动关系从属性司法认定方式进行重新解释,强化算法作为新要素在人身从属性和经济从属性判断中的作用,在审判实践中结合当事人提交的证据做实质考察。同时在坚持“劳动关系—民事关系”二分模式的基础上,从合同法和侵权责任法中寻找解决方法。

创新的新动力:智能时代人机关系驱动员工创新行为的影响研究

人工智能时代的到来使得人机关系表现出相互融合、相互协作的新形态,创新是企业经营和发展的重要源泉,企业应用智能机器协助工作对员工创新行为的影响则是当前组织行为学的一个重要研究点。文章基于资源保存理论和自我决定理论,通过引入中介变量学习目标导向和调节变量伦理氛围探究人机关系影响员工创新行为的路径。实证研究表明:人机关系正向影响员工的创新行为;学习目标导向中介人机关系与员工创新行为之间的关系;伦理氛围不仅可调节人机关系对学习目标导向的影响,还可调节学习目标导向的中介作用。根据上述研究结论,文章提出管理者应重视智能机器的引入对员工产生的影响,意识到学习目标导向的重要性,注重在企业中塑造良好的伦理氛围。

非农就业、社会资本对农户农机租赁与雇工支出的影响研究——基于CFPS2018数据的实证分析

随着我国农村优质劳动力的大量外流,农业劳动力稀缺和老龄化问题日渐突出,租赁农机和农业雇工成为克服农户家庭劳动力约束的有效途径。同时,中国乡土社会普遍存在的以血缘和地缘为纽带的社会资本也可能影响农户的农机租赁和雇工支出。该文利用2018年中国家庭追踪调查数据,实证研究非农就业、社会资本对农户农机租赁和雇工支出的影响。研究表明,非农就业能够促进农户农机租赁行为,但会减少其雇工支出,而社会资本则会同时提高农户农机租赁与雇工支出。因此,应努力提高农机服务效率,设立农业雇工平台,构建多层次、多元化农机服务体系,缓解非农就业引致的农地弃耕撂荒问题,实现农户与现代农业的有机衔接。

雇用抑或外包:高治理负荷下基层政府的策略选择——基于福建橙镇“两巡”任务的分析

政府的雇用和外包本质上都是从组织外部吸纳治理资源,但是以往文献大多将两者孤立开来讨论,少有将它们纳入一个整体性的框架进行分析。论文借助橙镇“两巡”任务执行案例,构建了“行政权威依赖-行政风险”的分析框架,探讨了基层政府在雇用与外包之间的选择问题。研究发现:(1)完成任务的高行政权威依赖和执行过程的高行政风险,使橙镇必须采用雇用模式执行违建巡查;完成任务的低行政权威依赖和执行过程的低行政风险,为橙镇选择外包模式执行安全生产巡查留下了空间。(2)在向上负责制的背景下,为了保障升迁之途顺畅,官员既要确保任务能够有效完成,也要保证任务执行过程的各项风险能够得到控制。因此,只要完成任务需要高度依赖于行政权威或者执行过程潜在的行政风险较高,雇用模式都将成为首选;只有当完成任务对行政权威的依赖低并且执行过程潜在的行政风险低,外包模式才会成为可选项。

授权型领导-员工授权感知匹配对任务绩效的影响机制

基于领导-成员交换理论,从领导-员工匹配视角出发,探讨了授权型领导-员工授权感知匹配与任务绩效的关系。采用多项式回归、响应面分析和块变量分析方法,对261份领导和下属的配对数据进行分析。研究结果表明:授权型领导与员工授权感知越匹配,下属的任务绩效越高;在一致性匹配情况下,相比于“低授权型领导-低员工授权感知”高授权型领导-高员工授权感知下的员工任务绩效更高;在不一致性匹配情况下,相比于“低授权型领导-高员工授权感知”“高授权型领导-低员工授权感知”下的员工任务绩效更高;领导-成员交换关系在授权型领导-员工授权感知评价匹配对任务绩效的影响中起部分中介作用;工作场所地位调节了领导-成员交换关系与任务绩效间的关系。本文从匹配视角出发揭示了领导授权效果异质性的原因,丰富了匹配研究在授权型领导效能发挥中的应用,为授权型领导相关研究提供了更加全面的视角。