雅虎誓革传统电话的命

VoIP将最终撼倒具有130年历史的传统固定电话行业。一种名叫VoIP的技术,引起了雅虎公司的极大兴趣。雅虎公司声称,它已经把 VoIP领域中的知名公司DialPad招至麾下, 但它拒绝透露跟这笔交易相关的财务细节。 VoIP是Voice over Internet Protocol (基于互联网协议的语音系统)的简称,运用这种技术,可以通过互联网接打电话,     

VoIP通讯计费及管理系统的总体设计

VoIP(Voice over IP)技术是目前比较热门的技术,基于其上的系统应用有很多,其中影响一个系统的实际使用效果的好坏的很重要的就在于其计费和管理系统,本文主要分析一种实际的VoIP gatekeeper:GK2000---计费及管理系统的总体设计。     

VoIP应用原理及识别技术研究

简述了VoIP业务的发展状况，介绍了VoIP的技术原理。最后讨论了基于VoIP流量的识别方法。     

基于E_model的VoIP语音质量的分析研究

为准确评估VoIP语音质量,对E-model算法进行了深入研究,剖析了E-model算法的组成部分Id,Is,Ie,A,探讨了延迟和丢包对VoIP质量的影响。然后提出一种自适应质量控制策略,将该方法在经测试证明能在很大程度上提高VoIP的语音质量。     

IPv6在提高基于SIP的VoIP安全性中的应用

在介绍VoIP与SIP的基础上,分析了基于SIP的VoIP的安全隐患,阐述了IPv6在提高基于SIP的VOIP安全性中的应用。     

VoIP技术的现状、问题及发展趋势

VoIP(Voice over Internet Protocol)是一种基于Internet网络,使用IP技术,并以数据包(Data Packet)作为传输单元的一种新型的通信技术。VoIP技术最初只是一种互联网上的增值应用,形式也较为简单。随着互联网的普及,其在商业运营中的应用价值被人们发现,很多新兴的电信运营商将VOIP技术引入到电信运营中,并在上个世纪的最后几年内取得了爆炸式的增长。但是,此技术在发展过程中也面临着一些新的问题,基于此,通过对VOIP技术现有状况及问题进行分析,探讨了VOIP技术未来的发展趋势。     

利用Trixbox部署教育培训呼叫中心

随着经济社会快速发展与变革,各种各样的教育培训机构迅速发展起来。如何为学员提供充分、快捷、丰富的信息咨询查询服务是教育培训机构成功的关键因素。由于呼叫中心（CallCenter）能提供便利、规范和高效的客户服务,因此在教育培训信息咨询中具有很好的应用价值,Trixbox是一个基于流行开源软件Asterisk PBX的VoIP电话系统。文章详细介绍了Asterisk软交换平台和Trixbox电话系统平台,并设计实现了教育培训呼叫中心。     

综合网管告警收集系统的研究与设计

网管告警系统是电信网络的重要管理手段。目前,电信网络中存在多套网管告警系统,针对网路中监控数据分散、网络监视和管理复杂烦琐等问题,文章对综合网络管理告警收集系统的构建进行了研究和探讨,并阐述了系统的总体设计结构及其各子模块的功能设计,从而提高电信网络的网络运营效率和网络维护水平。     

高速公路网络视频监控系统设计初探

随着我国对交通业的重视程度不断提高,高速公路网络视频监控系统列为了重点研究项目,文章针对高速公路中的视频监控、显示控制、闭路电视等系统进行研究,对高速公路网络视频监控系统的基本功能和控制方面进行设计分析,使整个系统可以通过网络控制完成视频的存储、切换、检索、控制等功能,使高速公路网络视频监控系统最大程度的符合高速公路的实际应用,充分体现出高速公路网络视频监控系统的现代化和快捷性,可为相关工作者提供参考。     

高速公路网络视频监控系统设计初探

随着我国对交通业的重视程度不断提高,高速公路网络视频监控系统列为了重点研究项目,文章针对高速公路中的视频监控、显示控制、闭路电视等系统进行研究,对高速公路网络视频监控系统的基本功能和控制方面进行设计分析,使整个系统可以通过网络控制完成视频的存储、切换、检索、控制等功能,使高速公路网络视频监控系统最大程度的符合高速公路的实际应用,充分体现出高速公路网络视频监控系统的现代化和快捷性,可为相关工作者提供参考.     

The case for psychology in human resource management research

A recent literature has developed criticising the growing influence of a psychological perspective within research on human resource management (HRM). This paper addresses and rebuts the various criticisms and outlines the positive contribution of work and organisational psychology to HRM research. In looking to the future and the continuing development of HRM research, we argue that there is a need to engage in research that is multidisciplinary, multilevel, multistakeholder, and multimethod. We propose a number of research topics that meet these criteria and to which work and organisational psychology can offer a distinctive contribution. We call for other disciplines to make a more positive contribution to ensure that HRM research continues to flourish.     

Collectivism versus individualism in Dutch employment relations

From a very centralistic and collectivistic tradition after World War Two, Dutch employment relations now show a trend towards radical decentralisation and individualisation. What might be the consequences of this trend for labour relations? Do developments still fit within a movement towards ‘organised decentralisation’ or will the existing system of labour relations be hollowed out and destroyed? And what will be the consequences for ER management at company level? We present empirical data on how companies deal with their decentralised and individualised employment relations. It appears that, in the main areas such as labour contracts, working time arrangements, reward systems and development plans, decentralisation and individualisation are taking place. It has also become clear that management as well as workers support this and that a new form of negotiation between them is developing at workplace level, resulting in what we call ‘third contracts’ that are additional to the initial labour contract and the collective agreement. Our results also highlight the pragmatic way in which companies deal with these decentralised and individualised employment relations, which, nevertheless, remain linked to the national and collective levels of bargaining. Within the multilevel system of Dutch employment relations a new balance between collectivism and individualism is emerging.     

不间断工作呼叫系统及其应用研究

文中在深入分析老年人安全现状以及当前呼叫系统的基础上,以ATmega8单片机为核心,设计了一种基于单片机的不间断工作呼叫系统。在进行呼叫器不间断工作原理分析、系统关键硬件电路设计以及整合人机工程学知识的基础上,规划出呼叫系统和信息平台的构建模式,以及不间断工作呼叫系统的总体方案。     

跨国公司外派人员绩效的多层次模糊综合评价

针对跨国公司外派人员的特殊工作环境,为其绩效考核设计了一套多层次关键业绩指标体系。结合模糊数学理论建立多层次模糊综合评价模型,将定性考核指标定量化处理,并运用情景指标对考核结果进行修正。最后,举例说明考核模型的运用,为进行外派人员绩效考核的理论研究和实际工作提供了一套新思路和新方法。     

Training and Performance of a Diverse Workforce

The moderating role of work contracts on the relationship between human resource management (HRM) and the self‐reported performance of 1,311 permanent and 924 temporary employees across three sectors was studied using a multilevel design in 103 organizations in three European countries. The HR practice examined was training and its allocation to the different workforce groups. The relationship between training for permanent employees and performance was moderated by work contract as well as country. In the Spanish sample, the performance of temporary employees was more negatively related to training for permanent employees as compared to the Dutch and the Swedish sample. Unexpectedly, in the Dutch sample, training provision was negatively related to the workforce group it was provided for. It is the temporary employees that seemed to be the cause of the interactions, underlining the call for special treatment of this workforce. Results indicate a considerable role of the interplay of job dependence and labor market conditions. © 2014 Wiley Periodicals, Inc.     

Changing Trends in Regional Economic Development Policy Governance: The Case of Northern Ontario,Canada

This article analyses the changing trends in regional economic development policy delivery in multilevel governance systems. Although the imperatives of coordination of public policy interventions across multiple levels has generally been recognized, not enough attention has been given to how different political systems actually adapt their institutional and policy designs to effectively operate in the emergent complexity of multilevel governance systems. The article focuses on regional economic development policy governance in the province of Ontario, Canada over the past three decades, drawing insights from new regionalism, organization theory and governance literature to examine the prospects and challenges of policy delivery in politically complex multilevel systems. The case study illustrates how regional economic development policy is increasingly dictated by complex environmental and institutional forces of multilevel governance that are shaped by the particular character of a political system.     

Advancing multilevel thinking in human resource management research: Applications and guidelines

Strategic Human Resource Management (SHRM) researchers have recently turned their attention to using various levels of analysis in examining the relationship between HRM and performance. Despite several calls for research that integrates multiple levels of analysis, HRM research has yet to apply a multilevel approach to its full advantage. In our view, the paucity of multilevel research is rooted in the lack of what we label multilevel thinking: the application of multilevel principles. In this conceptual paper, we develop 9 guidelines based on tailored multilevel HRM principles that offer a course of action for scholars who are interested in conducting multilevel HRM research. Following Kozlowski and Klein (2000), we build these principles around the what, how, where, when, and why questions in multilevel HRM research. Based on an analysis of 88 empirical multilevel HRM studies, we identify the approaches commonly applied when using multilevel principles, explain the weaknesses in current multilevel HRM studies, and offer what we consider good examples of a rigorous approach.     

多级库存分销模型中的信息共享研究

随着供应链管理研究的深入。供应链分销系统的库存成为库存管理的一个热点。本文通过建立多级库存分销模型。运用对比定量分析．证明了多级库存分销系统中需求信息集中共享的重要性。     

Principles and Applications of Multilevel Modeling in Human Resource Management Research

Multilevel modeling is important for human resource management (HRM) research in that it often analyzes and interprets hierarchal data residing at more than one level of analysis. However, HRM research in general lags behind other disciplines, such as education, health, marketing, and psychology in the use of a multilevel analytical strategy. This article integrates the most recent literature into the theoretical and applied basics of multilevel modeling applicable to HRM research. A range of multilevel modeling issues have been discussed and they include statistical logic underpinning multilevel modeling, level conceptualization of variables, data aggregation, hypothesis tests, reporting mediation paths, and cross‐level interactions. An empirical example concerning complex cross‐level mediated moderation is presented that will suffice to illustrate the principles and the procedures for implementing a multilevel analytical strategy in HRM research. © 2015 Wiley Periodicals, Inc.