城市轨道交通运营管理专业三维立体人才培养模式构建的实证研究

论文以城市轨道交通运营管理专业为例,运用霍尔三维结构模式理论构建以知识体系、岗位技能、职业素养为坐标的三维立体人才培养模式维度体系,打破了传统仅以知识体系和岗位技能为重点的二维人才培养模式,丰富了交通类高职专业人才培养模式研究理论,为交通类相关专业在制定人才培养方案时提供参考依据。     

Modelling New Zealand dairy products: evidence on export survival and duration

This article presents evidence concerning the pattern of New Zealand dairy exports duration and survival from 1989 to 2017. It also analyses the influence of a set of supply, demand and gravity‐type drivers on the hazard rate for New Zealand dairy export relationships. The findings are summarised as follows. First, New Zealand dairy export relationships are dynamic with numerous entries and exits to and from foreign markets. Around half of the relationships survived for only 1–2 years at the sequence level. Second, duration of sequence, left‐censoring, initial export, decomposed sequences, New Zealand export price index, the number of cows available for dairy production, the number of origins and destinations, and destination partner’s GDP are the most significant factors reducing the hazard rate of export relationships. As regards the effects of the non‐tariff measures, it is interesting that technical barriers of trade are found to significantly decrease the hazard rate. Only pre‐shipment inspection and contingent trade protective measures are significant impediments to New Zealand dairy export relationships. Finally, hazard probabilities for New Zealand dairy export relationships are estimated to be ‘L‐shaped’ over time, whether or not non‐tariff measures are applied to New Zealand dairy products.     

Leadership in agricultural machinery circles: experimental evidence from Tajikistan

Leadership is critical for the viability of rural groups. The way in which leadership is legitimised can mediate leader and group member behaviour in the face of social dilemmas. Yet there has been scant research on leader‐follower dynamics in naturally occurring groups. Highlighting the case of agricultural machinery circles in Tajikistan, the effect of leading by example on investments to a collective good is studied in a framed field experiment. To increase realism, and contrary to standard economic experiments, this investment is a voucher allowing the group to make a real‐world machinery purchase at reduced costs. Two treatments manipulate leaders’ legitimisation. Elected leaders achieve 30 per cent higher contributions to the collective investment against a baseline version without a leader. Contributions remain, on average, relatively stable over the course of the game. The results are discussed with reference to the debate on external intervention in agricultural producer organisations.     

林业职业技术培训研究进展与展望

从文献研究规模、研究主题以及研究机构三个方面对林业培训文献进行梳理,并从培训现状、尚存在的问题、培训研究方法以及培训对策对文献进行分析。结果发现:尽管林业培训越来越受到林业局以及林户的重视,但依旧存在培训内容不够全面、培训效果评估体系不够健全等问题。从政府和林业局、参与培训的林户以及该领域的研究学者三个方面提出了相应的建议。     

历史记载以来黄河下游河道变化及沉积环境分析

论文对近历史记载以来黄河下游河段河道变迁历史进行总结概括并重新绘制了黄河下游河道变迁示意图。黄河下游河段按流向分为北、东、南三个方向。北流河道相对分散,形成了一系列三角洲沉积,有的已被沿岸河流带来的沉积物覆盖;东流河道在入海口处河道变迁频繁,形成了规模较大的三角洲并持续至今。南流河道在摆动起始有多股漫流,经由淮河水系扩散,至苏北一带汇成一股由苏北汇入黄海并在苏北形成了规模较大的三角洲。结合相关研究成果,分析黄河河口沉积环境发现:黄河入海泥沙堆积有极高的沉积速率,在沉积年份每年可沉积数十厘米至数米,可以快速向海淤进形成三角洲,而黄河行水期结束后,则无沉积甚至被侵蚀。研究结果表明,北至海河、南到淮河的大范围内沉积环境的塑造均与黄河有关,黄河与下游的滦河、小清河、弥河、潍河、淮河、射阳河等相互影响,共同塑造了华北平原的沉积格局。     

Training and organisational performance: A meta‐analysis of temporal,institutional and organisational context moderators

Drawing on systems theory, we conducted a moderated meta‐analysis of the training and organisational performance relationship using 119 primary studies. We examined the moderating effects of quality versus quantity of training, time, institutional and organisational context factors in the relationship between training and organisational performance. Our findings reveal that training is positively and directly related to organisational performance with no statistically significant difference between measures of training quality and quantity. We found that the relationship was stronger over time and that country performance orientation and country labour cost moderate the training and organisational performance relationship. We found no evidence for the moderating effects of the three organisational context moderators we examined (i.e. industry sector, organisational size and technology intensity). Finally, our results reveal that training type (i.e. general or firm‐specific) does not moderate the training and organisational performance relationship.     

工程管理类专业学位硕士培养目标对产业需求的适应性研究

"响应需求,提高质量"是工程管理硕士教育发展的关键.通过对比分析国内1850个工程管理岗岗位要求和126个工程管理类专业学位硕士培养目标,研究发现中国高校工程管理类专业硕士培养目标基本不能反映产业需求,表现在:人才培养定位同质化现象明显;培养目标在信息技能和行动技能的修订上存在矫枉过正之嫌;培养单位对工程管理硕士生职业资质培养的重视度严重不足.在此基础上,提出培养目标设计建议:建立用人单位参与培养方案设计的长效机制;警惕工程技术能力在培养过程中被"边缘化"的风险;强调培育提升工程管理硕士职业资质能力;立足学科优势,制定特色化培养目标.     

科协系统开展代表履职培训的实践与思考

中国科协全国代表大会代表是中国科协联系凝聚广大科技工作者的重要纽带，通过培训提高代表履职能力和履职实效，是充分发挥代表作用、更好地服务科技工作者的一项基础性、长期性工作，已经成为科协系统联络服务代表工作的一项重要内容。本文系统总结了中国科协和地方科协开展的代表履职培训工作的基本情况，分析了培训特点、培训方式和存在的不足，在此基础上，提出科协系统加强代表履职培训的对策建议。     

The role of accelerators in firm survival: An fsQCA analysis of Italian startups

Accelerators are a recent yet rapidly growing phenomenon within entrepreneurial ecosystems. The distinctive characteristics exhibited by accelerators, relative to previous incubation models, imply that accelerators may play a different role and have a different impact on the survival rates of participating firms. In this study, we explore the relationship between participation in an accelerator program and firm survival using fuzzy-set qualitative comparative analysis (fsQCA) with key variables related to firm survival. We analyze 38 accelerated startups from five Italian accelerators and a control group of 38 non-accelerated Italian startups. Our findings support the business accelerator literature that regards accelerators as a new and distinct generation of business incubators. Our results suggest that participation in accelerator programs on its own does not influence firm survival. However, we found a relationship between firm survival and accelerated technology-based firms that do not export and between firm survival and accelerated firms in the service sector with a small team that do not export. We conclude that factors affecting the survival of accelerated firms are different from factors affecting the survival of incubated firms, providing further evidence of the characteristics that distinguish accelerators from incubators.     

Workplace civility training: understanding drivers of motivation to learn

Abstract

Training is recommended as an important human resource management (HRM) practice to prevent mistreatment and enhance civility, but little is known about what influences the effectiveness of civility training. The central aim of this study was to address how workgroup conditions influence employees' attitudes about civility training and motivation to learn, which previous research shows is a predictor of training outcomes. Predictors were posited to include psychological and workgroup climate for civility, and personal and ambient mistreatment experiences. These predictors were hypothesized to drive positive (training discrepancy) and negative (training skepticism) pre‐training attitudes, which in turn were expected to influence motivation to learn. Results suggest the influence of climate for civility and mistreatment experiences on motivation to learn is largely indirect via pre‐training attitudes. Training skepticism and training discrepancy have conflicting influences on motivation to learn. Findings provide an empirical basis for HRM professionals to maximize employee motivation to learn in their own civility interventions.