基于在线评语分析的员工满意度影响因素研究

华为技术有限公司,一家具有高度国际化特征的公司,面临着全球员工满意度的挑战。本研究以Glassdoor网站上华为国际员工的评语为研究对象,运用潜在狄利克雷分配模型(LDA)结合马斯洛的需求层次模型与赫兹伯格的双因素理论,对员工满意度及其影响因素进行了深入分析。基于华为企业的发展现状,筛选出关键员工满意度主题。通过探索性分析法,本研究揭示了个人职业发展和工作环境在激励和保健方面的双重属性。此外,本文首次将“毕业生友好度”作为员工满意度的研究维度,发现其对国际员工满意度具有显著影响。研究结果表明,工作满意度变量对于提升国际员工的满意度具有重要作用,对于华为及其同行的跨国企业具有实践指导价值。本文亦指出了研究的局限性,并为未来的相关研究提供了方向。Huawei Technologies Co., Ltd., a company with a high degree of internationalization, faces the challenge of global employee satisfaction. This study takes the reviews on Glassdoor of Huawei’s international employees as the research object, using the Latent Dirichlet Allocation (LDA) model combined with Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory to conduct an in-depth analysis of employee satisfaction and its influencing factors. Based on the development status of Huawei Enterprises, key themes of employee satisfaction are selected. Through exploratory analysis, this study reveals the dual attributes of personal career development and work environment in both motivational and hygiene aspects. Furthermore, this paper pioneers the dimension of “friendliness to graduates” as a theme in the study of employee satisfaction, and finds that it has a significant impact on the satisfaction of international employees. The research results indicate that the variable of job satisfaction plays an important role in enhancing the satisfaction of international employees, which has practical guidance value for Huawei and its peers in multinational enterprises. This paper also points out the limitations of the study and provides directions for future related research.

跨国企业的员工本地化和本地员工国际化

一个跨国企业只有实行员工本地化和本地员工国际化,才能对所处当地市场环境和客户需求有很好的了解和把握, 才能保持自己的竞争优势。

跨国公司国际化员工培训管理体系设计

近几年来,国内市场对外开放,许多国内企业把业务扩展到国际市场,国际化员工越来越多,管理越来越难。在成为国际化企业的艰苦路途中,员工的管理问题也与日俱增。为了确保国际化员工的能力能够尽快适应环境,企业需不断提升自身的培训管理能力。2020年以来,面对突发情况的挑战,国际化员工培训方式和培训渠道受到严重的限制,国际化员工的培训工作变得更加困难。本文通过研究跨国公司国际化员工培训管理体存在的问题,设计出一套相对优化的跨国公司国际化员工培训管理体系,为跨国公司面对突发情况时更加高效、更加安全地进行培训提供借鉴和参考。

阿联酋阿布扎比布哈萨油田三期改造EPC项目国际化员工管理探索

随着中国–阿联酋两国高层互访以及中国石油天然气集团有限公司在“一带一路”倡议下,与阿联酋油气领域合作的深入,阿联酋油气储运建设工程项目市场前景广阔。本文以中国石油管道局工程有限公司在阿联酋承建的EPC石油工程建设项目为例,总结探讨海外高端石油工程项目多国籍国际化员工属地化管理的特点以及难点,并结合我国EPC总承包单位中瓶颈限制,给出相关指导性建议,以期提高海外工程建设国际化员工管理水平。

LED Failure Modes Implications in Ex-e Applications

Design reliable and safe LED （light emitting diode） lighting equipment for potentially explosive atmospheres should require knowledge about the possible failure modes of LED sources. Nowadays, LED technology potential is not adequately considered by IECEx （International Electrotechnical Commission system for certification to standards relating to equipment for use in explosive atmospheres） yet. Standards only consider LEDs adequate for Zone 1 when luminary is realized by the Ex-d protection strategy, or ifa big limitation in terms of power is guarantee, for Ex-i mode. In particular, Ex-d LED luminaries are obtained by using heavy, thick and expensive flameproof enclosures, entrusting safety only to the mechanical strength of the case. Luminous efficiency＇s also reduced since the glass used is very thick （10% reduction of approximately every 10 mm of thickness of the glass）. The paper shows a study about different possible causes of LED failure and their implication with explosive atmospheres, investigating whether LED technology can be used safely with other safety strategy like Ex-e, which can guarantee better performance and less cost.

Addition of Minority Languages to Standards of Safety Information

The necessity of adding safetyinformation which is in minority languagesinto standards is discussed.The requirementsof the WTO-TBT agreement and IECare analyzed.The relevant laws and foundationtechnology for minority languages inChina are discussed.The precedents ofstandards or technical regulations are enumerated.The conclusion is put forward thatsafety information in minority languagesshould be added into standards as soon aspossible.

Ten Years of Minimum Efficiency Standards for Induction Motors in Brazil： From Standards Class until Super Premium Motors

The year 2012 marked the 10th anniversary of publication of Presidential Decree No. 4508/2002, which set forth minimum efficiency standards for induction motors in Brazil. Within this context, the present article focuses on the importance of implementing minimum efficiency standards in Brazil and elsewhere and presents the state of the art in domestic and international legislation and standards pertaining to induction motors. It also covers advancements in motor technology, by means of an analysis of motors currently on the market, and trends in said technology, with particular emphasis on the search for new materials for permanent magnet manufacturing. The results of experimental testing of a permanent-magnet motor and a premium-efficiency induction motor are presented and discussed, with the objective of contributing to definition of the IE4 （Efficiency Level from International Electrotechnical Commission） standard and to the goal-oriented Brazilian efficiency program. The present article described the results of experimental testing with an induction motor and a line-start permanent-magnet motor and concluded that permanent-magnet motors are superior in performance to induction motors at loads between half and full, with an efficiency advantage of up to 6.7%. However, in applications with wide variations in load, with motor operation below half load, use of permanent-magnet motors is not economically feasible, as the current cost of these motors exceeds that of induction motors. Another relevant finding concerns the current harmonic distortion observed during testing. The tested permanent-magnet motor exhibited a distortion of up to 13.5%, exceeding Institute of Electrical and Electronics Engineers Standard 519/1992 recommended limits. This behavior must be clearly specified and taken into account by future standards that define the super premium class, lest the impact of harmonic distortion prove to be detrimental to industries that adopt these motors for their processes.

Economic and Social Impact of Advanced Research at Universities

The major purpose of any university is high-quality education of its students for the needs of society. Qualified staff （including teachers and administration） is the necessary condition for high-quality education of students. The qualified staff （university teachers） can only be internationally competitive when they do high quality research andactively participate in the university management. Government and industry set up the ＂boundary conditions＂ for universities, but they should not interfere into the internal self-governance of the universities, and should respect academic freedom. A world-class university has its own Triple Helix uniting education, research and innovation. A few specific examples of practical realization of such ＂sub＂ Triple Helix are given, which are based on personal experience of the author during 24 years of his work as a professor at leading universities in the USA, Germany and Japan. Though some findings and conclusions may have limited use in any particular country, there are universal features that should be present in any modem university interested in increasing its impact on local environment, concerned with interaction to local government and local businesses, and striving for top positions in international rankings.

The three problems in the development of the social work profession and its response research

Social Work Education is imposing special education training for individuals by specialized organizations, institutions or professional, to make them meet the practical requirements of the social work profession in terms of expertise, skills, and professional ethics as well as practical experience, to complete individual professional socialization process. As the train qualified social workers as well as an important foundation for the development of professional knowledge and practice patterns and key links, Social Work Education must continue to respond to the international trend of the social work professional development, meanwhile it should base on the local characteristics in national conditions, in province situation and even the city situation, to build a large social work personnel, and ultimately serve for the development and stability of the local society.

21世纪的工作变革

以科技进步为动力的新经济已引起人们工作的深刻变革。进入21世纪，这一变革将呈现出以下新趋势。