Workforce diversity and firm performance: Relational coordination as a mediator and structural empowerment and multisource feedback as moderators

Workforce composition in organizations has become increasingly diverse. As an important step in determining how workforce diversity leads to firm performance, we proposed relational coordination as a mediator through which diversity in age and education indirectly affects firm performance. We also highlighted two human resource management practices (structural empowerment and multisource feedback) as critical contingencies that moderate the effects of workforce diversity on relational coordination and firm performance. We conducted hierarchical multiple regression on multisource data (including responses from senior directors, department directors, managers, and employees, as well as financial performance) from 189 Korean firms in the manufacturing sector, which yielded support for our hypotheses. These findings offer novel theoretical and practical insights into the effective management of workforce diversity.     

Linking employer branding orientation and firm performance: Testing a dual mediation route of recruitment efficiency and positive affective climate

Faced with competitive labor markets, firms increasingly use employer branding to build a qualified workforce and engage their employees. However, our understanding of the impact of employer branding orientation on firm performance and the theoretical firm-level mechanisms underlying this potential impact is very limited. To address this gap, we integrate brand marketing theory with human resource management (HRM) research to develop a model explicating how employer branding orientation is linked to firm performance through a dual route by enhancing both recruitment efficiency (i.e., external route: applicants) and positive affective climate (i.e., internal route: incumbent employees). The results of a multisource study (i.e., top management, human resource managers, employees) with 93 firms show employer branding orientation is positively related to firm performance through positive affective climate but not recruitment efficiency. Using a brand equity approach to HRM, our results advance the literature by demonstrating the generalizability of employer branding effects independent of concrete brand attributes and explaining the firm-level mediating mechanisms linking it to firm performance.     

农地权益保障与农业转移人口市民化

研究目的：明晰农地权益对农业转移人口市民化的影响，进而揭示当前全国各地对农业转移人口农地权益保护状况。研究方法：基于Probit模型的实证分析。研究结果：（1）从全国范围来看，农业转移人口的农地权益只得到部分保障；（2）农地权益保障状况存在较大的地区差异，区域经济越发达，农地权益保障越完善；（3）农地权益只得到部分保障对推动农业转移人口向城市迁移起着促进作用，但却对农业转移人口市民化有着显著负面影响。研究结论：农地权益保障是农业转移人口市民化的重要影响因素，农地权益的不充分保障对农业转移人口市民化具有负面影响，而经济越不发达的地区这种影响越显著。     

Youth engagement in agricultural policy processes in Malawi

This study assesses the nature of networking between youth and agricultural policy-makers – given youth disillustionment with agricultural livelihoods. Using the Malawi case, a mixed-methods approach shows, first, that local government departments which are mandated to work on youth issues are the main hubs of information for youth in agriculture. The Ministry of Agriculture plays a secondary role. Second, the study shows that youth in agriculture have little or no direct interactions with each other. Therefore, youth remain on the periphery of agricultural policy-making and their role in shaping agricultural policy dialogue is negligible. This is attributable to both lack of a deliberate government policy to include the youth and lack of a unified youth platform. The onus is therefore on the youth to ensure that they are effectively engaged in agricultural policy dialogue. The study concludes with policy recommendations relevant for countries with a ‘youth/agriculture’ problem like Malawi.     

乡村振兴背景下农村电商直播助力产业发展策略研究

农村电商直播在推动农业产业升级和乡村振兴等方面创造了巨大的经济社会效益。通过农村电商直播,农产品的销售渠道得以拓宽,农民的就业岗位得以增加,农村电商直播为乡村振兴背景下的农村发展带来了新希望。然而作为新兴事物,农村电商直播在产品生产端和直播平台端都存在一些亟待解决的问题,如农产品电商直播基础服务不完善,农产品品牌效应弱,农村电商直播评价反馈体系不完善等。因此,针对乡村振兴背景下农村电商直播助力产业发展问题进行探讨并提出解决方案,具有现实意义。     

产业融合发展、农产品供需结构与农业供给侧改革核心探寻

在农产品价格保护制度背景下,不能完成产业融合会限制产业之间的关联效应发挥,导致农产品供需反馈机制瓦解,从而使农产品供需结构出现矛盾。因此,需要对产业融合发展、农产品供需结构以及农业供给侧改革核心进行研究。论文从产业融合发展的必要性、产业融合发展与农产品供需结构之间的形成机理出发进行分析,探讨在新形势下,产业融合发展与农业供给侧改革的选择策略,从而创新我国的农业经营体系,构建完善的农业社会化服务体系,推动我国农业供给侧结构性改革的进一步发展。     

长江经济带农业绿色生产效率及其时空分异特征研究

［目的］从静态分析和动态分析两个方面，阐释长江经济带农业绿色生产效率和农业绿色全要素生产率的时空分异特征以及生产率增长来源，以期为提高长江经济带农业绿色发展质量提供科学决策依据。［方法］文章基于资源环境约束的角度，利用MinDS模型和Global Malmquist Luenberger指数相结合的方法，测算长江经济带农业绿色生产效率和农业绿色全要素生产率，并将农业全要素生产率变化分解为纯技术效率变化（PEC）、纯技术变化（PTC）、规模效率变化（SEEC）和规模技术变化（SETC）4个部分。［结果］（1）长江经济带农业绿色生产效率水平较高，且呈不断增长趋势，下游地区的农业绿色生产效率高于中、上游，且中、上游与下游地区的差距不断拉大； （2）长江经济带农业绿色全要素生产率增长较快，以3年为1个周期，呈现波动式上升趋势，其增长主要源于纯技术进步和规模技术提高； （3）长江经济带下游农业绿色全要素生产率增长率最高，上游次之，中游最低，其中，下游农业绿色全要素生产率增长主要源于纯技术进步，中游是纯技术效率改进、纯技术进步和规模技术提高共同作用的结果，上游则源于纯技术效率改进、纯技术进步和规模效率提高。［结论］长江经济带上、中、下游三大区域的农业绿色发展水平和发展能力存在较大差异，需制定差异化政策，以调整农业增长模式，促进农业转型升级，实现高质量发展。