中国人力资本水平与FDI技术溢出关系研究

针对1985-2009年间中国人力资本水平和FDI技术溢出进行VECM模型检验结果表明,我国人力资本水平与FDI技术溢出存在长期稳定关系,但短期关系不显著。从动态层面看,FDI技术溢出变化对我国人力资本水平有显著的正向影响,但我国人力资本水平变化对FDI技术溢出的正向影响程度较弱。     

人性论对于政治发展的启示

本文从人性的两个面向,即自然属性和社会属性来分别探讨人性的本质特征,并对中外不同的人性观下的政治发展和治理手段做逻辑推理,进一步剖析人性与政治之间潜在的关系。     

IMPROVING HUMAN DEVELOPMENT: A LONG‐RUN VIEW

Abstract The pessimistic flavour of the Human Development Reports appears to be in contradiction with their own numbers as developing countries fare comparatively better in human development than in per capita GDP terms. This paper attempts to bridge this gap by providing a new, ‘improved’ human development index (IHDI), informed by welfare economics. The IHDI is presented here alongside the United Nations Development Programme's (UNDP) HDI for the world and its main regions since the late 19th century. Social dimensions in the IHDI are derived, following Kakwani (Journal of Development Economics 41 (1993), pp. 307–336), with a convex achievement function, whereas a geometric average is employed to combine its dimensions (longevity, knowledge and income). Thus, the IHDI does not conceal the gap between rich and poor countries and casts a much less optimistic view than the conventional UNDP index, while it fits with the UNDP concern for international differences. The paper's findings highlight main weaknesses in human development dimensions of present‐day developing countries.     

Structuring an effective human error intervention strategy selection model for commercial aviation

Flight safety cannot be compromised. Thus, commercial airlines should constantly develop safety management strategies to mitigate the diverse hazardous factors in flight operations. Given the constraint of organizational resource, a commercial airline may not have sufficient resources to implement all the necessary strategies simultaneously. This study uses a well-structured process to develop a qualitative evaluation model that will enable airlines to identify human errors and select an intervention strategy with the highest success potential. To clarify the decision problem, the Human Factors Intervention Matrix framework is utilized to construct the decision hierarchy. The Analytic Hierarchy Process is then used to attain the priorities of potential alternative strategies for various unsafe acts. Finally, Zero-One Goal Programming models are formulated to select an optimal portfolio based on the specific target and the available organizational resources. An empirical study is presented to illustrate the application of the proposed model. According to the results of the combined model, an optimal portfolio, including the intervention approaches of organizational/administrative, human/crew, and operational/physical environment, can remediate four unsafe acts, namely, decision errors, skill-based errors, perceptual errors, and violations, under resource constraints of the organization.     

浅析绩效面谈

绩效管理是人力资源管理体系的重点,绩效面谈又是绩效管理过程的关键,本文通过分析绩效面谈的概念以及其在绩效管理中的重要作用,简单探讨了如何实施有效的绩效面谈,以保障绩效管理体系的稳健运行,保障人力资源管理目标的实现。     

The Layoff Rat Race*

We investigate how discretionary investments in general and specific human capital are affected by the possibility of layoffs. After investments are made, firms may have to lay off workers, and will do so in inverse order of the profit that each worker generates. Greater skill investments, especially in specific human capital, contribute more to a firm's bottom line, so that workers who make those investments will be laid off last. We show that as long as workers' bargaining positions are not too weak, workers invest in specific human capital in order to reduce layoff probabilities. Indeed, workers over‐invest in skill acquisition from a social perspective whenever their bargaining power is strong enough, even though they only receive a share of any investment. More generally, we characterize how equilibrium skill investments are affected by the distribution of worker abilities within firms, the probability that a firm will downsize, and the distribution of employment opportunities in the economy.     

论现行刑法之人文精神——关于人性、人道、人权问题的思考

法律因人的需要而产生，也必然是为了满足人的需要而存在，以人的需求得到满足为归佰．因此．人是法律的核心。掌握人的生杀予夺大权的刑法．更应当将人作为其研究的起点和归宿，树直起尊重人性、提倡人道、保障人权的人文精神。文章拟参照古今中外刑法，探究人性、人道、人权的应有之义．审视我国现行刑法在人文关怀方面的得失，探讨其完善路径。     

In search of the changing role of the corporate human resource function in the international firm

There has been considerable research on the issues of board-level representation by personnel/HR directors and senior HR managers' involvement in strategic decision making. Since the early 1990s there has been a growing interest in international HRM, reflecting the growing recognition that the effective management of human resources internationally is a major determinant of success or failure in international business. There is also evidence that HR constraints often limit the effective implementation of international business strategies. More recently, it has been argued that the more rapid pace of internationalization and globalization leads to a more strategic role for HRM as well as changes in the content of HRM. Yet, while there have been some attempts to integrate international corporate strategy and human resource strategy, surprisingly, the role of the corporate human resources function has been neglected, particularly in the context of the international firm. This article seeks to redress the balance. The question addressed is: what is the role of the corporate HR function in the international firm? To answer these questions empirical research was conducted in thirty UK international firms. We found an emerging agenda for corporate HR in international firms which focuses on senior management development, succession planning and developing a cadre of international managers. We conceptualize this as a strategic concern with developing the core management competences of the organization, and argue that it can be usefully analysed from the perspective of the learning organization.     

Financial repression and external openness in an endogenous growth model

An endogenous growth model has been developed that extends Sidrauski (1967), Roubini and Sala-i-Martin (1992,1995) and Lucas (1988) by combining financial development, human capital investment, and external openness. Financial development and trade liberalization are shown to increase the economic growth rate by increasing the marginal benefits of human capital investment. Expansionary governments are, however, provided with an incentive to increase the money supply growth rate, to repress the financial sector, to close its economy, and to impose a high proportional income tax rate.     

Influence of the sector and the environment on human resource practices' effectiveness

The aim of this work is to examine the effect that human resource practice has on performance. From a database made up of 250 companies in Spain and by means of a regression analysis, we test empirically whether human resource practices generate positive results under any circumstance or if their effectiveness depends on certain contexts. In this respect, focusing the study on the activity sector and the environment, we analyse whether high levels of competition in the environment and service companies constitute more attractive contexts for the adoption of high involvement practices.