支持新农村建设需要增强农村信用社服务功能

在建设社会主义新农村的战略要求下,现行农村金融体系需要积极地进行变革和创新,以满足日益增长的农村金融需求。办好农村信用社是形成完善的新型农村金融体系的重中之重,也是当前农村信用社改革面临的重大课题。     

发挥政府采购政策效应促进中小企业发展

经过几十年的发展,中小企业已经成为我国科技创新、增加就业的重要力量,在市场经济体制的建立和城镇化的过程中有着举足轻重的作用,为整个国民经济的持续、健康发展做出了重要贡献,是社会主义市场经济的重要组成部分。但是,由于种种主客观原因,中小企业的发展困难重重,其中以资金不足为最。与此同时,我国政府采购的规模不断扩大,估计在今年要达到3000亿,这对我国企业的发展会起到非常大的促进作用,但从总体看,中小企业参与政府采购的程度很低,政府采购本身对中小企业的关注还很不够,这将是中小企业丧失很多难得的发展机会。为此,本文将从中小企业的现状和作用入手,分析政府采购支持中小企业发展的理论依据和法律依据,并着重提出发挥政府采购促进我国中小企业发展的对策建议。     

论小型冷热电联产

介绍了小型冷热电联产系统的特点和主要设备的现状.阐述了如何在西气东输的前提下,大力发展以小型、清洁冷热电联产为代表的第二代能源系统,促进国民经济的发展.     

我国股份制商业银行薪酬激励有效性研究

我国股份制商业银行薪酬激励存在一些不足，原因在于薪酬激励的自身因素和薪酬环境因素两方面。自身因素主要包括忽视长期行为激励、缺乏同业竞争优势、轻视普通员工激励；环境因素主要有银行治理结构不完善、市场非充分有效、法规制度不健全等。本文通过对商业银行高管人员及普通员工的薪酬与业绩相关性进行实证检验，认为我国商业银行薪酬激励基本上是有效的，但是其有效性并不十分理想。据此，本文提出了提升我国商业银行薪酬激励有效性的具体建议：从微观层面看，优化薪酬激励机制：从中观层面看，强化商业银行治理结构；从宏观层面看，改善外部相关环境。     

论虚拟仿真技术与群体支持系统在工程管理中联合应用

工程施工计划是一项复杂的工作，不断增长的复杂因素决定了工程管理人员需要采取新的、从未被用过、检测过的工程施工方法。缺乏便于工程策划人员进行评估和确认施工计划是否合理的工具，会在工程施工阶段造成许多重复性工作，造成成本浪费。虚拟现实技术为解决上述问题提供了一个很好的方法，会生成虚拟环境，允许项目决策人员在施工之前合理优化和选择施工方案，资源优化，降低成本，从而获得更好的投资效益。利用群体支持系统建立与工程施工计划相呼应的模型，工程数据作为其处理问题与人机交互的依据，辅助人员决策，进行项目的预算和分析，提高工程项目的价值管理。     

项目管理软件系统的功能、分类和发展趋势

目前项目管理软件系统如雨后春笋般涌现出来，一方面使软件有更大的选择空间，另一方面也给软件的选择带来了困难。基于这一原因，章分析了目前项目管理软件的系统的功能、分类及其发展趋势，以利于需求选择项目管理软件系统。     

Population Aging and the Possibility of a Middle-Income Trap in Asia

We present three conditions for a demography-driven middle-income trap and show that many economies in East, South, and Southeast Asia satisfy all of them. The conditions involve (1) the support ratio of workers to consumers has an impact on economic growth, (2) economic development accompanies more investment in human capital and lower fertility due to the quantity–quality trade-off, and (3) a current low level of fertility corresponds to very low support ratios for keeping up with frontier economies in the long run. Panel analysis for 178 countries shows that (1) and (2) are satisfied for Asia with higher elasticity than others. As for (3), we set up a dynamic model for simulations, showing that approximately two-third of Asia’s developing countries have an unsustainable level of support ratios, implying possibility of a middle-income trap due to future demographic headwinds.     

Non-coercive influence: Scale development and validation based on resource and relational paradigms

To overcome competition in an increasingly network dependent market, retailers are required to influence upstream channel partners while sustaining relationships. However, the contemporary supply chain literature has not sufficiently leveraged the resource and relational paradigms to examine influence. Grounded on resource dependency theory and commitment-trust theory paradigms, this study describes conceptualization and operationalization of a 12-item scale for measuring non-coercive influence on upstream channel partners in retail supply chain management (R-SCM) context. The study is based on responses from 547 retail professionals in India obtained over four successive surveys. Psychometric properties were assessed using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The proposed scale demonstrates construct validity. Invariance-testing carried out over 4-levels of increasingly demanding equivalence confirmed cross-validation. Nomological validity of the scale was tested by evaluating association with suppliers’ intention to cooperate. The results indicate existence of three dimensions of non-coercive influence: collaborative intent, market intelligence dissemination, and operational support. Retailers can use the scale to assess their personnel's non-coercive influence behavior over suppliers.     

Are there major differences in the attitudes and service quality of standard and seasonal employees? An empirical examination and implications for practice

Despite the increased use of seasonal employees by organizations, few studies have been completed on the attitudes and service quality of seasonal office workers. Using Lautsch's classification model, we analyzed the organizational context in which the standard and seasonal workers in this study were employed. Hypotheses were developed based upon the organizational analysis and social exchange theory. Results from archival data obtained from a web‐based organizational survey of 205 clerical and professional workers indicated contrary to expectations, standard and seasonal employees did not significantly differ in terms of perceptions of overall job conditions, perceived organizational support (POS), or job engagement. However, seasonal employees did report significantly fewer opportunities to work on challenging tasks, less comfortable physical working conditions, and less job security than the standard workers. As predicted, standard employees reported significantly higher levels of service quality performance than seasonal employees. Additionally, job engagement mediated the relationship between POS and service quality for both the standard and seasonal employees. Implications for managing seasonal employees are discussed.     

The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention

In the organizational career management literature, scholars have focused on career management policies, with little attention given to practices that can vary within organizations. And despite its recognized importance, research on the role of leaders in the career management process is also scant. In this study, we investigate the effects of career management practices (OCPs) and leadership career support (LCS) on employee attitudes. Grounded on coping theory, we propose that career support received from line managers can be particularly consequential when OCPs are lacking. We analyze the moderating effects of LCS on the relationship between OCPs and both job satisfaction and turnover intention in a sample of employees from a large Brazilian organization, applying multiple regression analyses. Results showed that OCPs and LCS are positively related to job satisfaction and that OCPs are negatively related to turnover intention. In addition, we confirmed that LCS moderates the relationship between OCPs and both job satisfaction and turnover intention. Finally, we observed that the relationship between OCPs and turnover intention is mediated by job satisfaction. Theoretical and practical implications are discussed.