Generational management in corporate America： The differences and challenges in management of four generations of working adults

There are many differences and challenges that employers face while managing employees in the current work force. Our present day workforce is made up of a diverse group of people： Matures, also known as Veterans （age 55＋）, Baby Boomers （age 45-54）, Generation X （age 35-44） and Generation Y also known as Millennial （age 18-34）. The differences and challenges among these groups will be evident when reviewing recognition and praise, managerial styles, subordinate responses to generational leadership. Companies are stepping back and looking more holistically at how to develop programs and deploy technology that will speak to four distinct generations in the workforce （Sprague, 2008）. Each generation has their own definition of work ethic, responsibility, and performance. The best way to deal with the multi-generations is coming up with ways that make everybody feel like they are members of a team, thus helping them to learn how to develop a better way of communication than what exists between them now. If everybody is a part of a team, then they are all sharing the benefits that the other generations can bring to the table, making them a strong entity. Matures and boomers can become mentors to the X and Y＇s, and the X and Y＇s can then share and impart their knowledge of technology to the Matures and boomers. Companies in today＇s workplace must learn a better way to understand the values of the four generations, for it is very important in understanding and guiding these people in the workplace. Without this proper understanding, the guidance and alliance that managers are hoping to achieve will be even longer in the making and then one, possibly two, whole generations will be gone from the workforce and their knowledge and skill gone as well.     

生物质发电领域的专利信息分析——基于引导企业技术创新的视角

使用德温特创新引擎(Derwent Innovation Index),对生物质发电技术相关专利进行全面检索,并对其数据进行归类、整理、比较,结合定量和定性的分析,运用地序分析与时序分析等方法,以期勾勒出生物质发电技术在全球的发展脉络、重难点技术及热点技术等信息,从而为我国生物质发电企业的技术创新活动提供有益的参考。     

供给侧改革视域下现代农业产业化联合体研究

农业供给侧结构性改革要求创新农业产业化组织形式,现代农业产业化联合体是探索农业产业化组织形式的新成果。农业产业链分工细化、农业技术进步及农产品市场格局转变是联合体产生的3大内在诱因,政策引导、制度规范保障和实践反思是联合体产生的良好制度环境。其运行机制是通过产业联接提升规模集聚效应,通过要素联接保障农产品质量安全,通过利益联接让农民分享产业链收益,进而契合农业供给侧结构性改革的目标与要求。巢湖粮食产业化联合体实证分析表明,联合体实现了粮食产业链各经营主体联接,使品质契合消费者需要,增加了农户收益,降低了农业生产成本,且运行绩效良好。应从培育各类经营主体、催化联接机制和建设政府服务平台等方面促进现代农业产业化联合体发展,使之成为引领农业供给侧结构性改革的重要载体与平台。     

股权的家族化、家族高管与家族企业业绩

文章利用2004-2015年中国A股家族控股上市公司的相关年度数据,从家族企业股权家族化视角出发,实证检验了股权家族化对家族企业业绩以及对企业是否聘任家族成员担任公司高管的经验影响关系。结果发现：（1）同等条件下,控股家族股权分配的家族化水平越高,其经营业绩表现越差;（2）家族成员担任CEO或董事长等关键高管会加剧股权家族化对家族企业业绩的负向影响关系;（3）同等条件下,公司股权的家族化更可能促使家族企业聘请家族成员担任CEO或董事长。此外,文章进一步分析发现,非核心家族成员参股企业会降低股权家族化与聘请家族成员担任公司CEO之间的正向影响关系。     

A cross-sectional analysis of asset holdings

This article introduces cross-sectional data on asset holdings derived from a survey of Australian households. We use the data to estimate asset Engel curves which are shown to fit the data extremely well. The findings indicate that cash and bank deposits and insurance are necessities, with wealth elasticities less than unity, own home has an elasticity of one and the other four assets [1) other property, 2) shares and securities, 3) superannuation, and 4) unincorporated business] are luxuries with wealth elasticities greater than unity. The Engel curve estimates are used to explain differences in the dispersion of the portfolio across households and to compute a measure of the substitutability complementarity between the individual assets. The results indicate that 1) housing is a substitute for all other assets and 2) business related assets are all pairwise complements.     

牛磺酸对不同日龄大白鼠记忆能力的影响

本文以不同日龄的幼年大鼠为实验对象,观察了牛磺酸对幼年鼠及成年后大鼠学习记忆能力的影响。结果表明:牛磺酸对学习记忆能力有促进作用;幼年期补充牛磺酸后对成年期的学习记忆能力也会有作用,这种作用往往大于成年期后补充牛磺酸所带来的作用;幼年期补充牛磺酸的最佳时期为5～10日龄。     

Generation Y Attitudes Towards E-ethics and Internet-related Misbehaviours

Aberrant consumer behaviour costs firms millions of pounds a year, and the Internet has provided young techno-literate consumers with a new medium to exploit businesses. This paper addresses Internet related ethics and describes the ways in which young consumers misdemean on the Internet and their attitudes towards these. Using a sample of 219 generation Y consumers, the study identified 24 aberrant behaviours which grouped into five factors; illegal, questionable activities, hacking related, human Internet trade and downloading. Those perceived as least wrong were; "Downloading movie and music files from the Internet for free". The consequences of these behaviours have implications for educators, consumer policy and marketers.     

现代性和后现代性的生成境遇

现代性是人类理性化的展开过程,后现代性是流动的现代性自反性的产物.中国正骑在现代性和后现代性的墙上.无论怎样,当代中国都必然具备后现代品格,都必须传承现代性精神.     

马斯洛需要理论视角下知识型新生代员工弹性福利体系设计——以CI公司为例

从马斯洛需要层次理论视角出发,基于知识型新生代员工的特征,结合知识型新生代员工福利管理中存在的问题及其福利需要,分析弹性福利制与知识型新生代员工福利需要的整合与优化,并以CI公司为例试图构建适合于知识型新生代员工的弹性福利体系。     

魅力型领导对新生代员工创新绩效的影响

新生代员工已成为职场中的主力军,如何激发新生代员工的创新潜能关系到企业的生存与发展。为揭示魅力型领导与新生代员工创新绩效之间的关系,构建了魅力型领导、工作投入、内部人身份感知和员工创新绩效的理论模型。基于226份新生代员工样本数据的分析结果表明：魅力型领导能够有效提升新生代员工创新绩效;工作投入在魅力型领导与新生代员工创新绩效的关系中起中介作用;工作投入与内部人身份感知之间的交互对于新生代员工创新绩效有显著的正向作用。