邢台市评选社会科学优秀青年人才

近日邢台市社会科学优秀青年专家评选委员会作出决定，分别授予20名同志“邢台市第三届社会科学优秀青年专家”和“邢台市第三届社会科学优秀青年人才”称号，邢台市沙河县工业促进局周文勇同志榜上有名，荣获“邢台市第三届社会科学优秀青年人才”称号。     

邢台市七里河综合治理工程在城市建设中的作用

邢台市七里河综合治理改造工程是邢台市的重点工程,她的建设对于邢台市未来城市的发展引领了一个新的方向,建设宜居城市改造城市环境成为邢台市人民的共识.本文作者简单的介绍了七里河工程项目,重点介绍了七里河综合治理项目在现代城市建设中起到的作用.     

邢台市企业技术创新现状与对策研究

<正>一、邢台市企业技术创新的现状近年来,邢台市工业企业创新意识不断增强,创新投入稳步增长。邢台市工业企业创新工作取得了新进展,同时逐渐呈现出了一些自身的特点。     

邢台市工业园区基础设施建设PFI融资模式研究

<正>邢台市在河北省仍属于欠发达区域,在新的历史条件下要想实现跨越发展,必须集中各种优势资源,实施重点突破,才能取得事半功倍的效果。建设规模化工业园区是最好的载体,而工业园区的融资模式则是重中之重。因此,针对邢台市工业园区融资模式中存在的问题,找到一套相对应的解决方案,提高邢台市工业园区建设融资能力,才能保证邢台市工业园区蓬勃、有序发展。一、邢台市工业园区建设融资模式的现状     

质量大家行活动百日无投诉或投诉处理得好的企业(1999年10月1日～12月31日)

邢台市中桥商场●邢台新亚商城●邢台商业大厦股份有限公司●邢台市桐泰祥商场●沙河市恒阳电子总公司●河北枣花佳酿酒饮料总公司●邢台市航达水泥厂●邢台市同聚德饭店●沙河市民政安全设备厂●邢台市亚泰贸易公司家具城●沙河市医院●沙河市电力实业总公司●中国工商银行邢台市营业部●邢台百杉家具企业有限公司●河北新华橡胶密封件有限公司●     

大跨度框架墩盖梁支撑体系施工技术研究

随着交通基础建设的推进,大跨度框架墩预应力盖梁越来越频繁地出现,支撑体系的稳定性是盖梁施工的重点,传统框架墩盖梁支撑体系采用钢管柱+321贝雷梁搭设,但该支撑体系跨越能力比较小,如遇跨渠跨路的大盖梁施工时则无法满足要求.本文针对大跨度框架墩盖梁支撑体系中使用的ZB200贝雷梁受力特征、施工重点进行研究,并总结了高强度贝雷梁施工的优点,为以后同类施工项目提供经验借鉴.     

推行项目法管理深化企业改革

邢台市第二建筑工程有限责任公司始建于1956年,前身为省建二公司二处,1975年组建为邢台市第二建筑工程公司,于1998年12月改制为邢台市第二建筑工程有限责任公司.     

质量大家行活动百日无投诉或投诉处理得好的企业

(1999年1月la一3月31日) 邢台市中桥商场.邢台新亚商城.邢台商业大厦股份有限公司.邢台市桐泰祥商场.沙河市电子电器公司.河北枣花佳酿酒饮料总公司.河北恒利集团制药公司.邢台市航达水泥厂.邢台县面粉厂.邢台市同聚德饭店.沙河市民政安全设备厂.邢台市亚泰贸易公司家具城.沙河     

质量大家行活动百日无投诉或投诉处理好的单位

(1996年l月旧~3月31日) .邢台百货大楼股份有限公司.邢台商业大厦股份有限公司.邢台新亚商城.邢台市搪烟酒公司中桥商场.邢台箱业烟酒总公司桐泰祥商场.邢台市亚泰贸易公司家具城.邢台市东风罐头食品厂(白牌鸡厂).邢台市方便面厂.邢台市饮食公司邢限公司.乐事县汽车零件厂.唐山     

理事会专页

理事会会员名片邢台市劳动保障服务中心邢台市劳动保障服务中心隶属于邢台市劳动保障局,其建筑前身是破产闲置多年的邢台百货大楼。为适应劳动保障工作长远发展的需要,市劳动     

Incumplimiento del salario mínimo en Europa central y oriental

En este estudio se analiza el incumplimiento del salario mínimo durante el periodo 2003–2012 en diez países de Europa central y oriental con salario mínimo obligatorio nacional. A partir de los datos de EU‐SILC y la metodología propuesta por Bhorat, Kanbur y Mayet (2013), se cuantifica la incidencia y magnitud del incumplimiento. Se realizan análisis de regresión sobre determinantes individuales, laborales y macroeconómicos. Aunque la incidencia permanece relativamente baja, los trabajadores a los que se dirigen las políticas de salario mínimo parecen los más expuestos a su incumplimiento. Con el tiempo, una mayor incidencia se asocia a una razón más alta entre salario mínimo y salario medio.     

Value at Risk in the Suburbs: Eminent Domain and the Geographical Politics of the US Foreclosure Crisis

Several US counties and local governments have recently considered a novel solution to the foreclosure crisis. They plan to use eminent domain to compel the owners of mortgage debt—and specifically of private‐label mortgage‐backed securities—to sell the debt to the government at a price reflecting the loan's market value. The government would then restructure the debt and resell it to new investors. The plans are striking because—in contrast to both development‐driven eminent domain and the federal subprime bank bailout—they would force investors to assume asset devaluation and increased long‐term risk. Notably, the plans have emerged as an instance of financialization‐focused politics in suburbs and suburban cities of color, specifically majority‐black and ‐Latino/a suburbs. Local support for the plans, we argue, is rooted in the long‐term disinvestment of these ‘suburbs of exception', which became targets of subprime lending and eventually sites where the ‘financial exception' has been localized. But these demographic shifts, fragmentation and fiscal pressures have at the same time created a suburban political terrain in which the plans have gained their strongest political support.     

Towards a Theory of Serendipity: A Systematic Review and Conceptualization

Serendipity – the notion of making surprising and valuable discoveries – plays a major role in the success of individuals and organizations alike. Previous research has established the importance of serendipity and identified important individual- and organizational-level antecedents. However, the literature has been dispersed and the boundaries of the concept have been blurry, leading to a lack of conceptual clarity and structure, and thus limiting validity and managerial actionability. Based on a systematic literature review, I synthesize existing management-related research on serendipity and explicate the emergence and composition of serendipity in the organizational context. I first identify three necessary conditions that differentiate serendipity from related concepts such as luck or targeted innovation: agency, surprise, and value. Then, I draw from the literature on sensemaking, event-based theorizing, and quantum-based approaches to management to conceptualize the process of cultivating serendipity in the organizational context as a process of enabling potentiality and materialization, and develop a multi-level theory of (cultivating) serendipity. This conceptualization contributes to our collective understanding of how, why, and when (i.e., under what conditions) organizations can leverage the value in the unexpected, which opens up fruitful avenues for further research.     

Accountability of NGOs in Bangladesh A critical overview

NGOs in Bangladesh have been recognized as effective change agents in the socio-economic arena throughout the world. Their contributions in micro credit, non-formal education and primary health care are widely known. NGOs play a significant role in society. NGO accountability, as a result, has become a critical issue. NGO accountability in Bangladesh has been examined here in relation to patrons, clients and themselves. Of the three relationships only accountability to patrons is in a near satisfactory state. Accountability to clients is handicapped by lack of opportunities of beneficiaries to participate meaningfully in NGO policy making. Accountability to themselves is adversely affected due to the adherence to a strictly hierarchical system and the influence of founding and charismatic NGO leaders.     

Towards an Asian model of human resource management? A comparative analysis of China,Japan and South Korea

There has been much discussion regarding the possible decline and weakening of national systems of human resource management (HRM). Yet, culture and institutions are often cited as the major stumbling blocks to this outcome. Such constraints may dissipate in the analysis, particularly if ‘regional clusters’ are considered where geographic and cultural closeness and ‘openness’ to similar economic pressures exist. In such cases, it might be postulated that convergence in HRM will occur. We argue that China, Japan and South Korea represent such a cluster. This article examines these countries, to see if a degree of convergence is taking place and if it is towards an identifiable ‘Asian’ model of HRM. A model of change is presented that distinguishes between levels of occurrence and acceptance. Details of the development and practice of HRM in each country are then set out. The article ends with a discussion and implications section and a brief conclusion.     

Ansätze und Ergebnisse anglo-amerikanischer M&A-Forschung

Based on a review of established U.S. management journals (1995–2003), six schools of thought are identified within the Anglo-American M&;A research: “Capital Market”, “Principal/Agent”, “Industrial Organization”, “Organizational Behavior”, “Human Resources” and “Strategic Management”. The literature review shows that the definition of M&;A success, the methods applied, and insights from empirical research differ according to the respective school of thought. Empirical studies focus on the resource combinations of merger partners, the specific circumstances of merger negotiations, and on integration management as antecedents of merger performance. Unfortunately, empirical findings have not yet provided reliable explanations for M&;A success. Based on the current state of Anglo-American M&;A research, the authors discuss implications for business practice, identify research gaps, and propose areas for future research.     

Cultural Economy Planning in Creative Cities: Discourse and Practice

While a growing body of research analyses the functional mechanisms of the cultural or creative economy, there has been little attention devoted to understanding how local governments translate this work into policy. Moreover, research in this vein focuses predominately on Richard Florida's creative class thesis rather than considering the wider body of work that may influence policy. This article seeks to develop a deeper understanding of how municipalities conceptualize and plan for the cultural economy through the lens of two cities held up as model ‘creative cities’ — Austin, Texas and Toronto, Ontario. The work pays particular attention to how the cities adopt and adapt leading theories, strategies and discourses of the cultural economy. While policy documents indicate that the cities embrace the creative city model, in practice agencies tend to adapt conventional economic development strategies for cultural economy activity and appropriate the language of the creative city for multiple purposes.     

Introduction of New Technology with a Sound Transition of the Input-Output Structure

We examine the general equilibrium repercussions associated with the introduction of new technologies, using the generalized Leontief system that allows technological substitutions. We show that an untested introduction of cost-increasing technologies in any industry may result in creating a non-productive technological structure that does not satisfy the Hawkins-Simon condition, following the autonomous dynamic adjustment process with structural transitions in the economic system. Therefore, we propose a practicable control scheme of introducing cost-increasing technologies that strictly avoids the creation of non-productive structures in all periods of structural transition, using the available information on the ex ante technological structure.     

Input/output ranges and performance: an examination of US machine tool producers

Despite the establishment of high-tech multinational enterprises (MNEs) in Ireland since the late 1950s, the country did not succeed in closing the technological gap with most of its EU counterparts. The weak National System of Innovation (NSI), and in particular low business and government R&D levels, combined with a lack of research and technology linkages between MNEs and indigenous firms, explain these poor results. However, the Shannon region in the West of the country presents some specific institutional characteristics that could theoretically make the region a strong technological enclave. The various actors in the region - i.e. the administrative, financial, political and research institutions, as well as the business organizations - have indeed infused a new type of economic development. After a brief review of the available concepts and models articulated around these actors and their interrelationships, the paper analyses whether the Shannon region, taken as an illustrative example, mirrors a specific economic and technological localized setting. The study is based on a survey of indigenous and foreign firms.     

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

This article reviews discrimination and diversity research published in Human Resource Management (HRM) over the past 60 years. While discrimination and diversity are very different constructs, it is often informative to study them together, because when people recognize each other's diversity, this can result in bias, stereotyping, and discrimination. We conducted bibliographic searches for terms related to discrimination and diversity as well as a manual search through every title and abstract published in HRM over the last 60 years to assess article relevance. The search resulted in 135 research articles with 136 unique studies (i.e., samples) which are reviewed in this article. Sex and race are the demographics that have been examined the most in HRM, while religion has been examined the least. Moreover, the number of studies examining lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees in the workplace in HRM has grown quickly within the past 10 years, culminating in a recent meta‐analysis. Our review looks at some of the earliest research published, the most recent research published, and the overall trends we identified in the research over the years for both discrimination and diversity articles. We then make future research suggestions and recommendations to advance the study of discrimination and diversity in the coming years.