论按生产要素分配的前提条件

就收入分配制度，十五大报告中明确提出，要把按劳分配与按生产要素分配结合起来。那么，实现按生产要素分配也需具备一定的条件，本文对此展开讨论。认为：明确界定生产要素的产权、贯彻公平原则、培养要素市场体系等可以为按生产要素分配原则起保驾护航的作用。     

City Break Motivation

Abstract

This paper investigates why people take city break trips. The main objective of the study was to reveal the underlying push and pull motivational factors associated with taking a city break holiday to Dublin. In-depth interviews with 40 city break visitors uncovered six push factors and eight pull factors. The main push motives involved were ‘escape,’ ‘socialising,’ and ‘self esteem (gift giving).’ City breaks were generally viewed as active or ‘doing’ holidays, with the ‘relaxation’ motive hardly featuring at all as a reason to visit. Pull factors were found to be particularly important in terms of the travel decision. Factors such as ease of access and the availability of cheap flights were not only influential in determining the destination, but also acted, in some cases, as the main stimuli to take the trip.     

三江平原不同生境小叶章种群分株形态响应及季节动态

对三江平原3种不同生境下小叶章的主要形态因子进行了测定,结果表明,3种生境下小叶章的形态数量指标表现出极显著的差异。在生境内,典型草甸小叶章的表型性状的平均值在7月份达到最大;在沼泽、沼泽化草甸小叶章中,表型性状的平均值均在8月份达到最大。在生境间,表型性状的平均值由大到小依次为典型草甸小叶章〉沼泽化草甸小叶章〉沼泽小叶章。     

论非智力因素培养与责任教育

非智力因素在学生学习活动中起着重要的促进或抑制作用。目前高职院校大学生在非智力因素方面存在着较为普遍的问题,其根源在于责任意识不强。需从责任教育入手,培养大学生的非智力因素。     

设施蔬菜农户病虫害综合防控行为风险评估*——基于贝叶斯分类统计方法的实证分析

[目的]高效防治手段的实施可以解决单纯依靠化学药剂防治病虫害的劣势,保障蔬菜质量和安全,然而我国设施蔬菜生产者的高效防控行为存在一定的缺失。[方法]文章对设施蔬菜典型种植区域的生产者样本数据进行分析,建立朴素的贝叶斯分类模型并进行样本的训练。从综合防治类型的角度选取了有利于减少病虫害风险的综合防控行为,进一步对设施蔬菜种植户病虫害综合防控行为缺失进行了风险评估。[结果]农户施用生物农药的行为比较普遍且易受到风险因素的影响。综合平稳性特征和后验概率值比对,政府是否有生产性补贴对农户土壤处理和生物农药施用行为的缺失影响较大,生产者种植年限和风险投保行为对农户绿色防控行为的缺失影响较大。总的来说,生产者的种植年限、是否享有政府补贴、风险投保、农产品认证、生产专业组织成员资格等因素都是可能致使防控行为的缺失的风险因素。[结论]政策启示:在"预防为主,综合防治"的植保工作方针指导下开展防治,实施相关的奖惩制度、建立严格的农产品质量安全的监控体系、发挥基层组织的带动作用、大力推广高效防控技术在设施蔬菜生产者群体中的应用。     

The International Marketing Environment

Abstract

The article analyzes the content of 18 international marketing academic textbooks with regard to factors comprising the global marketing environment. Three broad categories of factors are identified, the macro (i.e., physical, demographic, and socio-cultural), meso (i.e., economic, political-legal, and technological), andmicro (i.e., intermediaries, competitors, market, and customers). In each of the subcategories, 10 different factors affecting global marketing were extracted. By measuring the extent of coverage given to each factor in each textbook, the relative emphasis placed collectively was established. These results were subsequently compared and contrasted to the views of 71 academics teaching international marketing; revealing the existence of gaps between the importance attached to most of the elements comprising the international marketing environment, and the coverage provided in academic textbooks.     

Employment equity,human resource development and institution building in South Africa

The process of economic and social reconstruction in South Africa (SA) has harnessed capital, organized labour and state agencies in emergent tripartite macro-policy forums; in particular, the National Economic Development and Labour Commission. Public policy on human resource development, affirmative action and diversity issues is increasingly an outcome of negotiations in these structures. However, although significant legislative developments on these issues are envisaged in the near future, institutional adaptation has not been adequately researched. The apartheid state was constructed on the ideological basis of ethnic fragmentation rationalized by ethnic and cultural diversity. At the same time, diversity is a social reality in building common national and organizational goals, symbols and identity.

This paper discusses structural and labour market factors associated with the process of employment equity and diversity management in South African organizations. A research project, the Breakwater Monitor, at the Graduate School of Business, University of Cape Town, has established a national database covering some one million employees, which enables benchmarking of company and sectoral practices in regard to affirmative action, diversity policy, training and development and skills formation. The project has also begun to track diversity representation at all levels across major sectors longitudinally, using a common job evaluation standard for comparability. The project considers both quantitative and qualitative factors in human resource development. Findings from this project are presented and discussed in the context of human resource development.     

银行机构扩张、支付工具改进与城镇储蓄存款增长——制度变量对货币需求影响的一个分析视角

规模变量、机会成本变量及制度变量是决定货币需求的三个因素,但一直以来货币需求研究主要聚焦于规模变量及机会成本,而较少考虑制度变量的影响。本文以银行机构及支付工具作为制度变量,从理论推导与实证分析两个方面探讨其对货币需求的影响,结论表明改革开放以来商业银行机构扩张及支付工具的改进节省了城镇居民的现金需求,而推动了城镇储蓄存款的增长。     

Team Needs and Management of Multi-Ethnic Workgroups in Hotels

Summary

This study of multi-ethnic workgroups in two deluxe London hotels used an open-ended interview approach to obtain rich data from managers and their subordinates. Data was analysed using cultural dimensions identified by Hofstede and Trompenaars. Managers, who were from both individualistic and collectivistic national cultures expressed themselves in predominantly individualistic terms. In contrast, workers, regardless of their cultural background, spoke of their working relationships in a generally collectivistic way. They also said that they preferred to be managed in a collectivistic style, according to Trompenaars' categories. There was evidence that this clash of preferences caused conflict between workers and managers. Both managers and subordinates appeared to believe that a multiethnic workforce delivered a better quality service to a multi-ethnic clientele than would a homogeneous staff team, but for different reasons. Managers mentioned the potential adaptability and innovativeness of a mix of different cultures. Workers spoke of multi-ethnic teams as being open-minded, patient, understanding, sharing common goals and being a family. However, the collectivistic qualities of workgroups seemed to inspire workers from individualistic national cultures rather than the collectivistic nationalities. “Family” aspects of group work seemed inadequate for the latter, who tended to identify external factors as responsible for their motivation.