决策模型在职业生涯与发展决策过程中的应用

大学生是重要的人力资源,其就业是关系到个人前途和全社会发展稳定的大事。我们应从高校入手关注大学生的职业生涯发展,指导学生如何利用决策模型来规划自己的职业,这对大学生而言具有重要的现实意义。     

浅议慈善与社会保障

社会保障和慈善的目的都是减轻人类灾难,促进社会福利,改善生活质量,慈善也是属于社会保障体系的一部分。但慈善属于道德层次,而社会保障属于法律层次。当前发展慈善事业对于完善社会保障体系,构建和谐社会,具;哿重要意义。     

孤独感对体验消费意愿的影响机理

随着经济的发展和社会的进步,体验消费的形式日益多样化,并逐渐在消费市场中占据重要地位。鉴于现有研究大多关注体验消费的结果变量,而缺乏对其前因变量如心理因素的探索,通过在线问卷调查收集有效样本1014份,并利用层次回归分析法、拔靴法等实证分析孤独感与体验消费意愿之间关系,探讨社交需求和自我建构在其中的作用。研究结果表明,孤独感对个体体验消费意愿具有显著正向影响,即个体感受到的孤独感越强,其为摆脱孤独感及相关负面情绪影响而进行体验消费的意愿越强;社交需求在孤独感对个体体验消费意愿的影响中起中介作用,即孤独感会激发个体产生社交需求,进而提高个体进行体验消费的意愿;自我建构调节了社交需求的中介作用,且相比于独立型自我建构个体,孤独感对依存型自我建构个体社交需求的影响更大,依存型自我建构个体进行体验消费的意愿更强。因此,为进一步推动体验消费产业发展,对企业而言,应积极关注孤独感等消费者内在心理因素,根据消费者心理与个人特质制定相关营销策略,满足消费者社交需求,缓解消费者孤独感;对商家而言,应积极向目标消费者传递体验产品社交价值,激发消费者依存型自我建构,满足消费者情感诉求;对政府而言,应关注居民心理状态,积极引导居民进行体验消费,加强社会成员心理健康建设。     

如何管理权力需求型知识员工

文章探讨了一般公司处理权力需求型知识员工的几种做法:要么轻易许诺、要么″断然″拒绝、要么金钱收买,其结果往往难尽人意。据此,作者提出了一个全新的对策和建议:首先,从内心里认可这种知识员工的愿望和需求;然后,与其共同分析管理工作的特点和管理者应具备的能力素质,以帮助他们进行自我评价,从中了解自己职业发展的目标,重新选择自己的职业定位;最后,公司应积极为权力需求型知识员工提供成长发展的机会。只有这样,才能获得一个双赢的结局。     

SWOT分析法在职业生涯决策中的运用

人一生要变化多次职业，面临多次选择，因此很多人都会感到职业决策困难。本文介绍了现代企业战略管理中常用的SWOT分析法及SWOT矩阵的含义，论证了SWOT分析在个体职业生涯决策过程中运用的可行性，并且详细讲解了在职业生涯决策过程中使用SWOT分析的具体步骤，最后针对SWOT分析方法的不足提出了相应的对策。     

Gender Differences in Managerial Careers: Yesterday, Today, and Tomorrow

This longitudinal study of mid-career managers compared the career progression of men and women during the 1990's. Unlike the subjects of many earlier studies, these men and women had similar education and experience profiles. Womens income changes were less than men's and reflected the greater financial strides and greater returns from promotions for men prior to 1995. The income gaps between men and women were explained by gender differences in career determinants, such as work hours, career interruptions, and having a nonemployed spouse. There was evidence of subtle forms of workplace discrimination against women in the past but not over the most recent four-year period. Women's family situations, however, continued to present obstacles to progression. In addition, a recent decline in women's priorities for promotion, a predictor of actual promotions, signalled an impending decrease in their rate of promotion relative to men's.     

External labor market strategy and career success: CEO careers in Europe and the United States

In this paper, we examine the career histories of the chief executive officers (CEOs) affiliated with the 500 largest organizations in Europe and the 500 largest in the United States. Our purpose is to determine whether frequent career moves across employers, a phenomenon we label an “external labor market strategy,” brings greater career rewards than moves inside the same organization. The results reveal that an external labor market strategy is negatively related to career success. On both continents, CEOs who have spent a smaller fraction of their career in their current organization or have changed employers more often have taken a longer time from the start of their career to be promoted to the most influential corporate positions. The labor market institutions in the 22 countries sampled do not influence the relationship between an external labor market strategy and career success, while the specific geographic region in which the employers are located has a limited impact on this relationship. © 2009 Wiley Periodicals, Inc.     

高职商务英语专业建设探讨

国际间贸易的频繁交往使得商务英语备受重视,商务英语专业成为热门专业。调查结果表明,高职商务英语专业在其建设过程中存在着专业定位不明确、课程设置不合理、师资建设薄弱等问题。笔者拟以ESP需求分析为理论依托,结合高职教育特色和商务英语特点,从人才培养目标、课程设置、教学团队建设等方面入手提出高职商务英语专业建设策略,以期为高职商务英语专业建设抛砖引玉。     

嘉兴学院管理学院学生职业生涯规划体系设计

该文对嘉兴学院管理学院学生职业生涯规划的现状进行了描述,指出了学生和学校层面存在的主要问题.论述了大学生职业生涯规划的步骤和学校层面应当提供的辅助条件,并提出嘉兴学院管理学院学生职业生涯规划"五阶段"理论.     

Career concerns and peer effects in institutional tournaments: Evidence from ECB reserve currency portfolios

Using data on European Central Bank's (ECB's) reserve currency portfolios, we find that money managers react to relative rankings (i.e., own vs. peers’ performance) by adjusting portfolio active risk levels measured ex ante by actual deviations from their benchmark. This occurs in the absence of explicit incentives as no monetary reward is promised for winning this “tournament” among portfolio managers. We collect information on managers’ characteristics, including age, education, tenure, salary, and career path, and investigate the role played by implicit incentives. We provide evidence that both individual career concerns and institutional peer pressure contribute to the documented relationship between ranking and risk taking.