试论物流企业信息化建设

本文从物流信息系统的需求分析入手，分析了物流企业信息化建设过程中的几个关键问题，从物流适作流程分析与设计两方面阐述了物流企业的信息化建设之路。     

Hypocrisy pay

Emotional labor—putting on an act asrequired explicitly orimplicitly in work situations-is very often psychologically, emotionally, and mentally damaging to most employees. As for soldiers in wartime who receive combat pay, it is suggested that such employees be specially compensated for their emotional labor with hypocrisy pay. Another solution is to select only those who are immune to such stress for jobs involving emotional labor—an ideal that probably cannot be achieved in all cases. Another assessment is that such special compensation is unwarranted.     

区域物流需求量预测分析

区域物流需求量预测是政府有关部门制定物流规划和建设物流基地的决策依据，也是第三方物流企业发展物流业务的重要前提。本文在对区域需求量变化的影响因素分析以及对区域物流需求量指标选取的基础上．采用灰色预测方法对区域物流需求量进行预测。     

A Spatial Structural Decomposition Analysis of Chinese and Japanese Energy Demand: 1985–1990

This paper proposes a spatial structural decomposition analysis to measure the effects of the changes in intra- and inter-country linkages on the embodied energy demand in the concerned country. For the empirical analysis, we have used the China- Japan inter-country input–output tables for 1985 and 1990, expressed in constant prices of 1990. The empirical results reveal that (1) at least for the period between 1985 and 1990, the effects of the non-competitive input structural changes in China on the primary energy requirements of Japan were negligible, and (2) the contribution of the Japanese final demand shifts on the total change in Chinese primary energy demand was 40 times larger than that of the Chinese final demand shifts on the primary energy requirements of Japan. The Japanese policy makers should concentrate on the energy impacts of the changes in the domestic production structure rather than the changes in the Chinese production structure.     

Union security rights at the polls: A call for modeling right-to-work voting

From 1944 to 1986, 19 states held 27 referendums on right-to-work legislation, with 22.5 million people voting on the proposals. Despite its prominence as a public issue, most research on right-to-work laws focuses on their industrial relations impacts, and not on employees’ individual rights to refrain from joining unions or those same employees’ responsibilities to support their bargaining unit representative. Nor has there been any research on what citizen groups determine those rights and responsibilities in a right-to-work referendum. This study explores a potential operational model of anti-right-to-work voting with a multiple regression analysis of Missouri’s 1978 right-to-work election results, and hopes to serve as a stimulus to additional research on these particular dimensions of the right-to-work issue.     

试论我国职业经理人制度及其供求均衡的条件

职业经理人是经济发展到一定时期的产物.随着我国经济体制改革的不断深化,我国市场经济的不断发展,以及国际国内市场竞争格局的不断变化,职业经理人在经济发展过程中的重要作用日益凸现,我国急需建立职业经理人制度,培养一大批职业经理人,完善职业经理人市场,以实现职业经理人供求均衡.     

遗产地旅游房地产研究——以丽江古城为例

以丽江古城为个案,通过实地调查,对其旅游房地产开发的过程、市场潜力以及开发带来的保护压力进行了描述与分析.认为控制遗产地旅游房地产开发的关键是严格执法;在目前遗产管理体制还不健全的情况下,如何把握好房地产开发的范围和力度,使其不危害到遗产的价值和可持续发展,是一个急需解决的问题.     

Age-specific dynamic labor demand and human capital investment

To study the optimal age-specific labor demand and human capital investment at the firm level we extend the standard dynamic labor demand model by introducing ‘age’ as a second dynamic variable and distinguish between two types of workers: ‘low skilled’ and ‘high skilled’. Applying an age-structured optimal control model we derive qualitative features of the optimal age-specific hiring and training effort. For the case of a linear revenue and production function we prove that firms do not anticipate changes in adjustment costs in their optimal decisions. This result no longer holds if a nonlinear revenue or production function is considered.     

一类变质性物品的最优生产-库存策略

讨论了需求是时间的连续函数、允许缺货且缺货完全回补、变质率为常数、补货率有限的变质性物品在有限计划期内的生产-库存策略。同时证明了最优生产-库存策略的存在和唯一性,并给出了求最优策略的算法和算例。     

New Technology in Unionized Firms: Advantages of Mandatory Bargaining

U.S. Labor Law currently allows employers whose work forces are unionized to introduce new technologies without bargaining over the decision to do so. This forces unions to adopt inefficient strategies when negotiating collective bargaining agreements in an effort to minimize the impact of technological change on their members. Allowing unions to bargain over the decision to introduce new technologies would obviate their having to resort to these inefficient strategies. In addition, it might increase the likelihood of employees suggesting alterations in production processes that would increase the rate of technological change. For these reasons, this article advocates amending U.S. labor law to require employers to bargain over the introduction of new technologies.