市域(郊)铁路车辆选型方案探讨

随着城镇化进程的加快和城市经济辐射能力的增强,以特大城市中心城为核心的都市圈逐渐形成,都市圈内的经济联系更加紧密,都市圈核心区与外围的出行需求迅速增长,市域(郊)铁路的概念被引进,选择符合市域(郊)铁路特点的车辆类型是设计的重点。     

轨道交通站点周边土地利用的布局特征——以台州市轨道交通1号线为例

轨道交通站点根据其所处区位、周边土地利用情况、现状开发分异的不同,往往与城市开发活动具有不同的结合方式,并对城市空间发展具有不同的作用,一般可分为适应及引导两种类型。以台州市轨道交通1号线沿线站点为例,在对站点周边的土地利用及开发活动分异进行统计分析的基础上,归纳适应及引导型站点周边土地利用布局的特征,为指导周边土地利用优化提供依据。     

Problematizing Urban Shit(ting): Representing Human Waste as a Problem

Shit(ting) as a problem is not an a priori position. It is made a problem through socially mediated discursive and non‐discursive practices. Problematizations of human waste promoted by formal governance institutions have dominated the conversation, while the ways in which slum residents experience shit(ting) as a problem receive considerably less attention. This article examines how human waste and its attendant practices are represented as a problem in Agra, India. Using Foucauldian‐based analysis, this research makes visible problematizations of urban shit(ting) and exposes the divergent logics employed by urban actors. Ethnographic interviews and document analysis reveal six ways in which various actors experience shit(ting) as a problem—as: (1) inconvenient; (2) dangerous; (3) contagion; (4) undignified; (5) polluting; (6) primitive. Inconvenience was the problematization invoked most frequently by slum residents, but never by governance groups, meaning that issues of inconvenience were absent from formal planning processes. This absence can, in part, be attributed to the toilet's ability to address multiple problems simultaneously. Findings from this research support the call to acknowledge the situatedness of urban inquiry through analysis of problematizations. In doing so, scholars and practitioners gain access to a more complete toolkit for developing and evaluating urban sewage initiatives.     

Strategic human resources management is irrelevant when it comes to highly skilled professionals in the Canadian new economy

The goal of this paper is to explain the commitment behaviour of highly skilled professionals in Canadian business-to-business (B2B) technology services companies that do not have a formal and explicit managerial commitment strategy and to emphasize the need to take the organizational context into consideration when developing a theory that seeks to account for differences in employee's organizational commitment. Our contribution is to reappraise the relevance of the traditional organizational commitment definition in this organizational context, a new organizational form. We demonstrate that in the companies which are different from the traditional bureaucratic organizational forms and which employ highly qualified professionals, the employment relationship is based on a psychological contract that is not accounted for in the strategic HRM theory.

Indeed, the basic principles of strategic HRM dictate that an organization's most valuable asset is its employees; it is therefore incumbent on management to do whatever is necessary to retain its workforce, readily described as a key resource, and to use human resources management (HRM) practices as tools to elicit commitment. In a study of highly skilled workers in Canadian business-to-business (B2B) technology services companies belonging to the so-called ‘new economy’, we observed that although the competitive advantage enjoyed by these companies depends to a large degree on the creativity and innovativeness of their workforce, these companies barely have any official HRM policies, and the HR department plays a very unobtrusive role. Yet, no one could say that the employees in these firms are not committed – on the contrary! This situation has several implications in terms of career for these professionals, in terms of HR practices for the employers.

Nevertheless, until now, existing theoretical models of organizational commitment have shown little interest in highly skilled workers in general and even less in new economy professionals.     

Brighter prospects? Assessing the franchise advantage using census data

This paper uses Census microdata to examine how starting a business as a franchise rather than an independent business affects its survival and growth prospects. We assess factors that influence the decision to become a franchisee and use various empirical approaches to correct for selection bias in our performance analyses. We find that franchised businesses on average exhibit higher survival rates than independent businesses; but importantly, the difference is small compared with claims in the trade press. The effect is also short lived: conditional on surviving a year or two, we no longer find survival (or growth) differences. We then explore two potential sources for this small survival advantage, namely franchisors’ screening process and the benefits arising from the brand and business know‐how provided by franchisors. We find evidence that both of the sources contribute to the franchising advantage.