China feels the heat: negative impacts of high temperatures on China's rice sector

We analysed a county‐level data set of single‐season rice yield and daily weather outcomes in China to examine the effects of temperature on China's rice sector. We found that rice yield exhibited highly nonlinear responses to temperature changes: rice yield increased with temperature up to 28°C and decreased sharply with higher temperatures. Holding current growing seasons and regions constant, average rice yield in China is projected to decrease by 10–19 per cent by 2050 and 11–33 per cent by 2070 due to future warming under the global climate models HadGEM2‐ES and NorESM1‐M. These results imply that future warming poses a major challenge for Chinese rice farmers and that the effectiveness of adaptations will depend on how well they reduce the negative temperature impacts on rice yield because of very hot days.     

From Davos,Switzerland to Mombasa,Kenya: a position paper on the adoption of the ‘Davos declaration’ by hotels

Climate change has been identified as a major challenge in the achievement of sustainable development especially for developing countries like Kenya. There has been a wide acknowledgement that there is a need for long-term strategies for the industry players to reduce their contribution to climate change in line with other industries. Industries and societal sectors have sought ways of mitigating the causes of climate change. The Second International Conference on Climate Change and Tourism, held in Davos, Switzerland, on 3 October 2007, provided practical guidelines for the industry in response to climate change. This paper seeks to evaluate the adoption of the ‘Davos Declaration’ among selected Mombasa hotels in terms of water, energy and waste management. Results indicate that despite wide knowledge among hoteliers on the impacts of climate change and the role hotels can play in its mitigation, most hoteliers are slow in adopting the mitigation measures.     

Linking customer-employee exchange and employee innovative behavior

Employee innovative behaviors lay the foundation for organizational innovation and are of importance to business success, especially for service firms. Although these innovative behaviors are performed at the individual level, employees still need to have frequent exchanges with others, such as customers. As there is little research investigating customer-employee exchange (CEX) and its influence on employee innovative behavior in services, this study aims to fill this gap in a hotel context. The results of a survey with 180 respondents indicate that both the solidarity and harmonization components of CEX have positive effects on employee innovative behavior, yet the information exchange between customers and employees does not significantly influence employee innovation. Also, higher level of CEX leads to higher level of perceived social psychological climate for innovation. The mediating effect of social psychological climate in the relationship between CEX and employee innovative behavior is partially supported. The findings contribute to the understanding of the role of social exchanges in facilitating employee innovative behavior and provide implications for the management of employee innovative behavior in hospitality firms.     

Can tourism be part of the decarbonized global economy? The costs and risks of alternate carbon reduction policy pathways

Global leaders agree on the need to substantially decarbonize the global economy by 2050. This paper compares potential costs associated with different policy pathways to achieve tourism sector emission reduction ambitions (?50% by 2035) and transform the sector to be part of the mid-century decarbonized economy (?70% by 2050). Investment in emissions abatement within the tourism sector, combined with strategic external carbon offsets, was found to be approximately 5% more cost effective over the period 2015–2050 than exclusive reliance on offsetting. The cost to achieve the ?50% target through abatement and strategic offsetting, while significant, represents less than 0.1% of the estimated global tourism economy in 2020 and 3.6% in 2050. Distributed equally among all tourists (international and domestic), the cost of a low-carbon tourism sector is estimated at US$11 per trip, equivalent to many current travel fees or taxes. Exclusive reliance on offsetting would expose the sector to extensive and continued carbon liability costs beyond mid-century and could be perceived as climate inaction, increasing reputational risks and the potential for less efficient regulatory interventions that could hinder sustainable tourism development. Effective tourism sector leadership is needed to develop a strategic tourism policy framework and emission measurement and reporting system.     

预警作战装备精确化管理探究

适应现代信息化作战需要,强化预警作战装备精确化管理,对提高保障能力和提升部队战斗力有重要的推动意义。     

气候变化视野中的自愿环境协议

气候变化问题的综合性和广泛性决定整个社会每一分子都直接或间接地对气候变化有不可分割的作用。传统环境治理思想过多地将环境管理和提高义务置于诸如政府、环保团体等公共利益卫道士之手,单纯依靠公共利益团体的力量在气候变化背景下已不足以形成有效的社会约束机制,许多高瞻远瞩的企业已意识到自身环境责任与社会形象的重要性,通过自我约束行为为缓解气候变化添砖加瓦,自愿环境协议为此提供了制度平台。国际上早已有将自愿环境协议作为气候变化应对战略的一项重要措施的实践,我国的相关试点工作也已悄然铺开。因此,如何正视自愿环境协议的柔性治理功能,以及如何促进其在我国气候变化应对机制中发挥正面作用,成为我国环境治理面临的新问题。     

碳关税与减缓气候变化

通过国际贸易与气候变化的关系,本文审视了碳关税作为贸易领域减缓气候变化措施尚存在的问题,认为即使碳关税为世贸组织所接受,在传统意义上也未必能成为一种有效的保护产业竞争力的手段,在亟需全球合作的时刻反而会适得其反。目前,全球的产业合作协定、技术共享等可能更为有效。从长期看,碳关税成为气候政策的一部分将是必不可少的,它可以成为减缓和适应气候变化的重要措施,中国须未雨绸缪。     

日本核电危机及其影响初步分析

日本核电危机已经产生了严重的后果与广泛影响。基于目前证实的转折性的政府决定、政策、措施,从核电规划、能源政策、核电与气候变化3个视角讨论了核电危机的潜在影响,具体体现在核能发展可能会更加审慎、能源政策中各因素的协调、全球核电复兴趋势可能终结等方面。     

Organizational Communication Research on Motorola

With China' s accession to the WTO, it is faced with huge challenges and opportunities. One of the biggest challenges is to foster intercultural thinking and working abilities so that China can compete with other powers. This paper tries to set Motorola Solution as an example to discuss cross-cultural business communication problems.     

The Relationship Among Ethical Climate,Job Satisfaction,Organizational Commitment,and External Auditor＇s Turnover Intention

This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor＇s work environment. The questionnaire is sent to a sample of external auditors from Malaysian Big Four （Klynveld Peat Marwick Goerdeler （KPMG）, Ernst and Young, Deloitte KassimChan, and PricewaterhouseCoopers （PwC）） main offices. There are 167 useable responses. The regression results have provided evidence that ethical climate is directly, significantly, and positively associated with job satisfaction. In contrast, ethical climate appeared not to be directly related with external auditor＇s turnover intention. Both job satisfaction and organizational commitment were identified as significant predictors in explaining turnover intention, since they had a significant and negative effect on external auditor＇s turnover intention. This study also implied that job satisfaction had a significant effect on organizational commitment. Furthermore, the findings revealed that organizational commitment partially mediated the relationship between job satisfaction and turnover intention. The results extend the literature on external auditor＇s turnover intention and provide insights for human resource management in accurately assessing employee＇s turnover intention in order to improve retention and reduce actual turnover particularly in audit firms.