城市蔬菜集散中心的优化布局

在对北京市蔬菜集散中心布局分析的基础上,应用斐波那契快速逼近法和按流通费用最小排序的穷举法,有效地解决了城市蔬菜集散中心的个数及位置的优化布局     

Governing through Teamwork: Reconstituting Subjectivity in a Call Centre*

ABSTRACT This article focuses on teamworking as a form of governmentality whereby management seeks to govern by distance. This involves mobilizing the support and commitment of employees to teamworking and organizational goals by appealing to their autonomy, unity, sociability and desire for a more enriched work experience. It is the struggle over subjectivity that is of concern here, for teamworking can be seen as a technology that aims to transform individuals into subjects that secure their sense of meaning and significance through working as a team. We will explore through a case study of a call centre in a large building society how a discourse of teamworking has begun to impinge upon individuals so as to shape not only how they behave but also how they think, derive meaning and understand the world. In turn, we consider some of the tensions and inconsistencies of teamworking in relation to the secrecy of pay differentials, and the return to productivity pressures after a period of relaxation and trust. Ultimately the article examines how individuals respond to, agonize over, resist and baulk against the imposition of ‘team lives’ when this rubs up against what they understand to be their ‘private lives’. This will involve considering gender tensions that have so far been largely neglected in relation to call centres and teamworking. Teamworking, we will argue, reflects a will to govern rather than a mechanism of government.     

我国大城市蔓延过程的异质性与影响因素——来自35个城市的面板数据分析

过度城市蔓延是一种低效外延型的城市发展模式,不利于城市的可持续发展。考虑到我国城市发展的阶段性和区域异质性,就35个大城市近20年来的蔓延过程进行分析,从蔓延时段、峰值等角度将其划分为:没有蔓延型、爬升蔓延型、趋稳蔓延型和独特蔓延型四类。对不同模式种类的蔓延成因经验分析,归纳为城市竞争压力、政府决策、产业结构、劳动力收入等影响因素。构建模型发现:当前我国大多数城市处于过度蔓延过程,而其中产业结构升级会使城市蔓延速度放缓,交通道路等政府投资决策会显著促进城市蔓延,劳动力收入在现阶段对蔓延的影响不显著。     

效用型增长:边缘地区城市化模式

边缘地区是城市化深化过程中产生的地域分工现象。"核心地区"较低的公共服务成本,导致"边缘地区"出现普遍性的要素流失。"边缘地区"走出持续衰败的出路,就是发掘"边缘地区"的独特效用,通过与"核心地区"实现高水平分工。     

双城互动:天津迈向北方经济中心的空间重构

1990年代开始,新区建设逐步成为各城市提升竞争力、推进工业化和城镇化的重要手段.天津是通过滨海新区建设带动城市和区域发展的典型.文章主要分析在滨海新区开发开放上升为国家战略的背景下,天津重新调整空间发展思路,通过实施“双城”空间发展战略,实现新旧区良性互动协调发展.     

The ACR Model: A Multivariate Dynamic Mixture Autoregression*

This paper proposes and analyses the autoregressive conditional root (ACR) time‐series model. This multivariate dynamic mixture autoregression allows for non‐stationary epochs. It proves to be an appealing alternative to existing nonlinear models, e.g. the threshold autoregressive or Markov switching class of models, which are commonly used to describe nonlinear dynamics as implied by arbitrage in presence of transaction costs. Simple conditions on the parameters of the ACR process and its innovations are shown to imply geometric ergodicity, stationarity and existence of moments. Furthermore, consistency and asymptotic normality of the maximum likelihood estimators are established. An application to real exchange rate data illustrates the analysis.     

Consequences Of The Psychological Contract For The Employment Relationship: A Large Scale Survey*

The renewed interest in the concept of the psychological contract has come to the fore in attempts to describe, understand and predict the consequences of changes occurring in the employment relationship. Recognizing that the employment relationship includes two parties to the exchange process, we set out to examine the content and state of the psychological contract from both the employee and employer perspective. The two perspectives permit an examination of the mutuality of obligations, which has not received much empirical attention to date. The research methodology consists of two surveys conducted in a large local authority directly responsible and accountable for a range of public services including education, environmental health and social care to the local population. The key findings suggest that the majority of employees have experienced contract breach. This view is also supported by managers, as representatives of the employer, who further indicate that the organization, given its external pressures, is not fulfilling its obligations to employees to the extent that it could. Overall, the results indicate that employees are redressing the balance in the relationship through reducing their commitment and their willingness to engage in organizational citizenship behaviour when they perceive their employer as not having fulfilled its part in the exchange process.