高职院校开展失地农民职业培训与服务研究——以山东商务职业学院为例

近年来,我国城镇化、工业化进程的加速,导致农村的失地农民越来越多,如何对失地农民进行职业培训和教育,提高其职业素质和技能,已经成为亟需解决的社会问题。通过研究高职院校培训失地农民工过程中存的问题,提出了初步的解决对策,以更好地服务失地农民工的就业培训。     

转型期资本投资、产业结构、市场化对中国就业效应的实证研究

本文通过对投资、技术进步、市场化程度、产业结构变动、实际工资等因素对我国就业量的影响进行的实证分析和检验结果显示,自20世纪90年代以来,资本投资增加、产业结构变动及实际工资上涨是拉动就业增加的主要因素,市场化程度提高则抑制了就业量的增加.但随着时间的推移,资本投资、产业结构变动对就业的贡献度逐渐下降,工资增长对就业的拉动作用逐渐增强,市场化对就业的抑制作用逐渐减弱.     

属性层次模型在课程负责人选聘中的应用

在高校众多的课程模块中，要充分调动、整合教学资源形成专业化的团队，科学地选拔课程负责人显得尤为重要。文章利用交叉学科的优势，通过属性层次模型（AHM）建立一个课程负责人的选聘评价体系，把以往对课程负责人定性的问题定量化．为课程负责人的选聘提供一种科学而且易于操作的方法。     

Intrinsic Motivations of Public Sector Employees: Evidence for Germany

We examine differences in altruism and laziness between public sector employees and private sector employees. Our theoretical model predicts that the likelihood of public sector employment increases with a worker's altruism, and increases or decreases with a worker's laziness depending on his altruism. Using questionnaire data from the German Socio‐Economic Panel Study, we find that public sector employees are significantly more altruistic and lazy than observationally equivalent private sector employees. A series of robustness checks show that these patterns are stronger among higher educated workers; that the sorting of altruistic people to the public sector takes place only within the caring industries; and that the difference in altruism is already present at the start of people's career, while the difference in laziness is only present for employees with sufficiently long work experience.     

企业异质性与服务贸易保护水平的决定——基于中国数据的实证检验

笔者从政治经济学的分析视角,运用博弈论的分析方法,对企业异质性和服务贸易保护水平的相关性进行了理论分析,并结合中国服务部门的数据进行实证检验。结果表明:一个服务部门的产业集中度越高,劳动生产率越低,资本密集度越低,其贸易保护水平也越高。此外,中国所有制结构的特殊性赋予企业异质性更多的内涵,在一个服务部门内,国有企业的比重越大,贸易保护水平也越高。     

外资如何影响中国就业?--基于1989_2010年地市级面板数据的研究

外国直接投资（ FDI）是中国经济增长的重要驱动力,但对就业增长的影响程度如何？对不同地区,不同产业和不同就业者的影响又如何？利用1989_2010年地市级面板数据,采用系统GMM回归分析方法,分行业分地区分时期研究了FDI对中国就业的影响。研究结果表明,FDI对中国的就业增长有显著的促进作用,其影响程度相当于投资和消费推动就业增长的11.3%_29%,但FDI对中国就业的促进作用呈现递减趋势,并且对不同产业的就业影响存在差异。1998年和2008年两次金融危机中FDI对就业的影响明显不同。在当前经济增长放缓的新常态下,仍应积极引进FDI来促进就业稳定增长。     

经理市场、管理才能专用性与外聘高管规模--基于民营上市公司的经验证据

高管管理才能是企业经营不可或缺的专用性资产。公司治理目标不仅在于解决管理者道德风险,还在于挑选出优秀的管理者。文章考察管理才能专用性和经理人市场发育对企业外聘高管规模的影响,以及经理人市场发育是否会弱化管理才能专用性对外聘高管规模的影响程度。以2007-2013年间民营上市公司为样本的研究发现：管理才能专用性越强,企业更愿意聘用内部人为公司高管;经理人市场发育越好,企业聘用外部高管的比例越高;在经理人市场发育良好的地区,管理才能专用性对外聘高管规模的影响较弱;研究还发现,经理人市场发育对企业外聘高管规模的影响比对外部董事规模的影响更显著。文章丰富了资产专用性和高管聘用方面的研究成果。     

Weight Discrimination in the American Workplace: Ethical Issues and Analysis

Research providing consistent evidence of pervasive discrimination against overweight job applicants and employees in the American workplace raises important questions for organizational stakeholders. To what extent is the disparate treatment of job applicants or employees based on their weight ethically justified? Are there aspects of weight discrimination that make it more acceptable than discrimination based on other characteristics, such as race or gender? What operational steps can employers take to address concerns regarding the ethical treatment of overweight individuals in the workplace? This article investigates these and related questions. Its purpose is to provide information and analysis that will assist organizations in formulating ethical responses to a widespread phenomenon: weight discrimination in the workplace. Although its focus is the American workplace, the proposed employer ethical obligations and the practical guidance that is provided are viewed as generalizing across countries and cultures.     

The effects of relationship quality on customer retaliation

This research examines the effects of relationship quality (RQ) on customers' desires to retaliate after service failures. We posit that the effects of RQ are contingent upon the attributions customers make about the firm’s controllability over a service failure. Two competing hypotheses are examined and reconciled. The “love is blind” hypothesis posits that when low controllability is inferred, high RQ customers experience a lesser desire for retaliation than low RQ customers. On the other hand, the “love becomes hate” hypothesis specifies that when high controllability is inferred, high RQ customers experience a greater desire for retaliation than low RQ customers. The hypotheses are tested with a survey-based design and a partial least squares (PLS) model that incorporates a multiplicative latent construct.     

Income and Quality of Life: Does the Love of Money Make a Difference?

This paper examines a model of income and quality of life that controls the love of money, job satisfaction, gender, and marital status and treats employment status (full-time versus part-time), income level, and gender as moderators. For the whole sample, income was not significantly related to quality of life when this path was examined alone. When all variables were controlled, income was negatively related to quality of life. When (1) the love of money was negatively correlated to job satisfaction and (2) job satisfaction was positively related to both income and quality of life, income was negatively related to quality of life for full-time, high-income, and male employees. When these two conditions failed to exist, income was not related to quality of life for part-time, median- or low-income, and female employees. This model provides new insights regarding the impact of the love of money and job satisfaction on the income–quality of life relationship. Thomas Li-Ping Tang (Ph.D., Case Western Reserve University) is a Full Professor of Management in the Department of Management and Marketing, Jennings A. Jones College of Business at Middle Tennessee State University (MTSU), Murfreesboro, Tennessee, 37132. He has taught Industrial and Organizational Psychology at National Taiwan University and at MTSU. Professor Tang teaches (has taught) EMBA courses in China and France. He serves (has served) on the editorial review board of six journals and as a reviewer for 26 journals around the world. Professor Tang’s research interests focus upon people’s work motivation, compensation, money attitudes, the Love of Money, pay satisfaction, turnover, stress, and cross-cultural issues. He has published more than 100 journal articles in top behavior sciences and management journals, including Journal of Applied Psychology, Personnel Psychology, Human Relations, Journal of Management, Management Research, Management and Organization Review, Journal of Organizational Behavior, Journal of Business Ethics, Journal of Managerial Psychology, European Sport Management Quarterly, Journal of Higher Education, and others. He has presented more than 185 papers in professional conferences and invited seminars in Austria, China, Czech Republic, Finland, France, Greece, Hong Kong, Italy, Mexico, New Zealand, Singapore, Spain, Taiwan, the UK, the US, and other countries. His research has been cited in many languages, textbooks of several fields (e.g., Management Organizational Behavior, Human Resources Management, Industrial and Organizational Psychology, Human Relations, Compensation, and Statistics), and popular books. He was the winner of two Outstanding Research Awards (1991, 1999), and Distinguished International Service Award (1999) at Middle Tennessee State University. He also received the Best Reviewer Award from the International Management Division of the Academy of Management in Seattle, WA (2003).