中低层灵活就业群体的异同分析与对策

中低层灵活就业群体主要由下岗工人与农民工组成,他们是就业群体中的弱势群体,如何对他们进行更好的制度安排,促进灵活就业的发展,对于缓解就业压力有着积极的意义.中低层灵活就业中的两大类群体在就业方面既存在共性又存在区别,对此进行分析能更好地促进他们实现灵活就业,并为政府采取有针对性的措施提供参考.     

财会专业本科生毕业论文写作现状及改进

本文通过调查分析发现,财会专业学士论文存在选题领域不均、论题过大、题目过长、格式不规范、语言不够专业化和学术化、英文摘要不规范、抄袭严重等问题。这些问题是毕业论文教学管理制度、教师和学生等多种因素造成的。建议加强日常教学环节、建立毕业论文资源库、完善过程管理、加强抄袭行为的监督与评价监控。     

Experimental evidence of gender effects in arbitration decisions

The study investigates arbitrator gender and arbitrator-grievant gender effects on the decisions of 146 arbitrators rendered on a hypothetical sexual harassment case. Gender was not found to have a statistically significant effect on the decisions examined. However, other characteristics of the arbitrator—level of experience and level of education—were found to influence the arbitral decision.     

The transformational management of conflict: A perspective from the early Christian church

An understanding of transformational leadership has been developed for many spheres of management, but not previously for organizational conflict. This paper analyzes a successful conflict mediation attempt in the early Christian church and draws from it elements of a model of the transformational management of conflict that can be applied by managers in many contemporary work organizations. The elements include (a) reframing the conflict, (b) a focus on a shared organizational vision, (c) the placement of responsibility for dispute resolution in the hands of organizational members directly and indirectly involved in conflict, and (d) the use of communication devices consistent with the desired outcome. The paper suggests skills necessary for managers to implement the model and implications for research on it.     

监理工程师对混凝土质量验收的数理统计方法

介绍了数理统计方法在深圳市某多层建筑混凝土质量控制中的运用,分析了监理工程师如何运用数理统计公式对混凝土进行质量控制和质量验收的方法．     

企业文化、企业培训对组织绩效的影响研究

本文从实证的角度出发,以大陆上海地区、江苏地区以及台湾地区的企业为研究对象,收集244份有效样本,以LISREL结构方程式为分析工具,企图建立企业文化、企业培训与组织绩效等构面完整的理论模型,并运用大量数据进行统计分析,以解释高阶主管支持、企业文化强度对企业培训、组织绩效的影响。     

基于主成分分析的多元线性回归用水量模型研究——以安徽省为例

用水量的准确预测对水资源规划具有重要意义。根据统计资料,选取了八项主要影响用水量变化的指标。按照主成分分析法原理,运用少数综合因子对影响用水量变化的原有八项指标进行了综合和简化,并研究其贡献率及综合效应;分析了用水量增长的特点,选用Logistic方程对综合因子进行回归分析;结合多元线性回归方法,建立了安徽省用水量模型;拟合结果表明,模型具有较高的精度;运用该模型,对安徽省2010年的用水量进行了预测;为水资源规划与管理提供参考依据。     

On the cost-benefit of the regionalisation of the National Health Service

In this paper we analyse in formal terms the desirability of the regionalisation of a National Health Service. The policy consists of a devolution process, i.e. the increase in the health services provision to be decided by a region and financed by an increase in its revenues. The change is a marginal one, as it regards the part of supply of the health services exceeding a minimum standard, which for purposes of equity is maintained uniform in the national territory. As the central government is responsible for this component of the provision of health care (a federal “mandate”), the level of the said component is chosen by this authority and financed by federal taxation. Moreover, the government also applies an equalisation scheme based on the difference between a standard level of tax revenues and the revenues which the region is deemed able to raise for this purpose. Within the theoretical context of welfare improving reforms with distortionary taxation, we derive two conditions which focus on the regional, as well as the social, convenience of regionalisation. Received: May 5, 1999 / Accepted: January 21, 2000     

Behind closed doors: Sex bias at professional and managerial levels

U.S. companies have made important strides in combating sex discrimination in the workplace over the last two decades, but more subtle forms of sex bias still exist, often in decisions and behaviors that occur behind closed doors. This paper focuses on sex bias at professional and managerial levels. It explores sources of sex bias in the informal culture, selection and recruitment, task assignment, performance appraisal, promotion, and salary allocation, and then suggests action steps to help reduce sex bias in each of these areas.     

浅谈区域招商企业的人力资源管理对策

对每个企业而言,人是发展及运营的基本要素。针对不同企业的不同需求,构建起业务能力对口、个人素质合格、职业技能全面的人才队伍,并在日常的企业经营中做到有序分工、合理摆布,是当前企业发展中人力资源管理的首要任务。功能区招商企业虽然是众多企业中极少数的一个类别,但特殊性决定了更强的人力资源管理针对性。论文主要从功能区招商企业定位谈,对现阶段此类企业的企业文化塑造、团队结构组成、绩效激励制订、外延职能需求等方面进行一些初步的探讨,并提出部分可行的策略建议。