农地流转市场中的土地流向及效果分析

［目的］我国农地流转市场发展迅速，农村土地呈现集中趋势。准确把握农村土地流动方向，探析农地流转对农业生产效率及农民收入的影响，对保障农地流转市场健康发展，实现农业现代化的关键，具有重要的现实意义。［方法］基于文献研究法对相关研究进行梳理和总结。［结果］（1）有效的农地流转市场使土地从低效率生产者流转至高效率生产者，从高收入农户流转至收入两端的农户，并有提高农业生产效率和增加农民收入的作用。转入户中存在显著的异质性差异，一部分是缺乏资金和人力资本的小规模农户，另一部分则是具有丰富资金和人力资本的大规模农户。（2）农业比较收益劣势易造成农地流转市场扭曲，改变土地流动方向，导致农业生产效率下降，并加剧农民收入的不平等。［结论］有效的农地流转市场有助于提高农业生产效率并增加农户收入。然而，农业较低的比较收益及政府的过度干预易造成农地流转市场扭曲，农业生产效率提升潜力难以发挥，增收效应减弱，农村收入差距加大。建议政府对农地流转进行有序引导，并注重劳动力市场及信贷市场的配套完善。     

A practical road map for assessing cyber risk

The increase in interconnectivity and developments in technology have caused cyber security to become a universal concern. This paper highlights the dangers of the evolution of cyber risk, the challenges of quantifying the impact of cyber-attacks and the feasibility of the traditional actuarial methodologies for quantifying cyber losses. In this paper, we present a practical roadmap for assessing cyber risk, a roadmap that emphasizes the importance of developing a company and culture-specific risk and resilience model. We develop a structure for a Bayesian network to model the financial loss as a function of the key drivers of risk and resilience. We use qualitative scorecard assessment to determine the level of cyber risk exposure and evaluate the effectiveness of resilience efforts in the organization. We highlight the importance of capitalizing on the knowledge of experts within the organization and discuss methods for aggregating multiple assessments. From an enterprise risk management perspective, impact on value should be the primary concern of managers. This paper uses a value-centric/reputational approach to risk management rather than a regulatory/capital-centric approach to risk.     

自然资源资产管理：理论逻辑与改革导向

研究目的:针对自然资源资产管理的理论诠释不清、改革导向不明、自然资源的资产属性尚未充分体现等问题,本文立足新时代党和国家机构改革背景,分析自然资源资产管理的理论逻辑,明确未来自然资源资产管理的改革方向。研究方法:文献研究法,综合分析法。研究结果:新时代自然资源资产管理应当基于"权利—价值—经营—管理"的理论逻辑体系框架,其中自然资源资产权利应当包含自然资源资产所有权、资格权、使用权和管理权等对象内涵,以完整、明晰和稳定作为权利实现要求;自然资源资产价值显化应当基于生态、经济等价值的全面认知,针对不同资产类型分类采用不同价值评估方法,完善市场培育、价值调节和公平分配机制;自然资源资产经营既要保障粮食安全、生态安全和规避可能风险,又要实现高品质利用,因而应当以底量保安全,以存量、数量、质量、差量和流量保协同,优化完善编制资产负债表;自然资源资产管理则应当打破自然资源资产管理割裂的现状,实现系统统一管理并建立全平台、全过程、全资源和全空间的综合监督机制。研究结论:自然资源资产管理应以"三维立体多权化"、"生态价值具象化"、"安全品质六量化"和"系统监管综合化"为改革导向,以期全面推进未来多维、绿色、高效、安全、品质、有序的自然资源资产管理方式的切实实现。     

CEO internal experience and voluntary disclosure quality: Evidence from management forecasts

Internally‐promoted CEOs should have a deep understanding of their firm's products, supply chain, operations, business climate, corporate culture, and how to navigate among employees to get the information they need. Thus, we argue that internally‐promoted CEOs are likely to produce higher quality disclosure than outsider CEOs. Using a sample of US firms from the S&P1500 index from 2001 to 2011, we hand‐collect whether a CEO is hired from inside the firm and, if so, the number of years they worked at the firm before becoming CEO. We then examine whether managers with more internal experience issue higher quality disclosures and offer three main findings. First, CEOs with more internal experience are more likely to issue voluntary earnings forecasts than those managers with less internal experience as well as those managers hired from outside the firm. Second, CEOs with more internal experience issue more accurate earnings forecasts than those managers with less internal experience as well as those managers hired from outside the firm. Finally, investors react more strongly to forecasts issued by insider CEOs than to those issued by outsider CEOs. In additional analysis, we find no evidence that these results extend to mandatory reporting quality (i.e., accruals quality, restatements, or internal control weaknesses), perhaps because mandatory disclosure is subjected to heavy oversight by the board of directors, auditors, and regulators. Overall, our findings suggest that when managers have work experience with the firm prior to becoming the CEO, the firm's voluntary disclosure is of higher quality.     

New development: Fiscal reform in South Korea: looking back and moving forward

ABSTRACT

At first glance, it seems that South Korea’s three fiscal systems (mid-term expenditure framework, top-down budgeting, and performance management) function well. However, each fiscal system operates separately and they are inefficient because they follow past practices. This article explains what the problems are and how to overcome them.     

Personality in context: effective traits for expatriate managers at different levels

The purpose of this article is to assess how management level as a contextual factor interacts with personal characteristics in predicting expatriate performance. In particular, we focused on proactive personality (the individual’s disposition to change the organizational environment) and self-control (the individual’s disposition to change oneself to fit the organizational environment). Surveying 307 business expatriate managers in China, we hypothesized that in relation to work outcomes, the effect of proactive personality would be stronger for CEOs while the effect of self-control would be stronger for non-CEOs. We found both proactive personality and self-control to have favorable effects on our performance indicators: job performance, effectiveness, and time to proficiency. In line with our prediction, we also found the effect of proactive personality on job performance to be stronger for CEO expatriates while the effect of self-control on performance was stronger for non-CEO expatriate managers.     

桑叶配方颗粒物质基准研究

桑叶配方颗粒迄今尚没有统一的质量标准。为提升桑叶配方颗粒的内在质量,对其物质基准评价方法进行了研究。选取具有代表性产地的15批桑叶制备物质基准,采用高效液相色谱法,以芦丁、异槲皮苷、紫云英苷作为评价指标,确定桑叶物质基准的出膏率范围、标志性成分含量及转移率范围,采用超高效液相色谱法,建立物质基准UPLC特征图谱,并对其主要成分进行指认。结果表明:15批物质基准中,芦丁转移率为19.94%～34.05%,异槲皮苷转移率为11.67%～43.58%,紫云英苷转移率为10.73%～43.05%;物质基准特征图谱中,标定了14个共有峰,指认出7个色谱峰,分别为新绿原酸、绿原酸、咖啡酸、芦丁、异槲皮苷、槲皮素-3-O-(6″-O-丙二酰基)-β-D-葡萄糖苷、紫云英苷。所建立的基准评价方法为桑叶配方颗粒质量标准的制定及其后续大规模生产提供了数据基础。     

基于G1法的飞行签派员资质能力评估

为了强化飞行签派员的人员资质管理,提升签派员的运行控制能力,保证民航行业持续稳定安全,结合法规和国航西南分公司运行控制中心的考核制度,从知识、技能、从业经验、专业任职资格、业绩成果及工作态度等6个方面构建了飞行签派员能力评估体系,采用G1法确定指标权重并进行综合打分,以国航"7·10"误关组件导致座舱失压后继续飞行事件为例,对评估指标进行实例验证,为航空公司评估飞行签派员资质能力提供了一套实际可用的量化指标和系统化评估方法。     

Green human resource management: Development of a valid measurement scale

The objective of the study was to develop a valid measurement scale for green human resource management (HRM). Even though the common practices of green HRM have been presented in much of the literature, the previous studies focused only on a small number of functions in integrating environmental management with HRM. Additionally, the measurement of green HRM practices still calls for empirical validation. The two‐stage methodology of structural equation modeling in AMOS was employed for data analysis. Exploratory factor analysis revealed seven dimensions of the construct measured by 28 items. Confirmatory factor analysis confirmed the factor structure. The measuring instruments revealed convergent and discriminant validity. Several model fit indices indicated the model fitness. The study provided supplementary evidence on the underlying structure of the construct that can be valuable to researchers and practitioners in this area.