基于心理资本的大学生主观幸福感影响研究

随着学者对人力资源管理研究的深入,心理资本领域越来越受到重视,心理资本具体表现为符合积极组织行为学标准的心理状态,它区别于人力资本和社会资本而独立存在,并能够通过有针对性的开发和引导而使个体获得竞争优势。中国城市竞争力研究会公布2012年中国最具幸福感城市排行榜,人们对城市幸福、主观幸福感的关注日益提高,其中大学生幸福感便是受关注焦点之一。     

The Impact of Collective Agreements on Working Time in Denmark

This article examines the impact of collective agreements on the working time patterns of private-sector employees in Denmark. The expected effect would be a reduction in working hours and overtime and an increase in overtime compensation. On the basis of an individual-level survey of 1720 employees, it is shown that there is a clear union impact on working time behaviour, but that it varies by subject area. While in some areas there is a near total spillover of rules from collective agreements (the collective agreement has become a social norm), in others there is a clear 'union mark-down', and in still others collective agreements seem to make no impact at all.     

The Effects of Working Time, Segmentation and Labour Market Mobility on Wages and Pensions in Ireland

Most research on pay and benefit differences between full– and part–time work focuses on characteristics of part–time workers and part–time jobs. However, part–time jobs are more open to labour market 'outsiders', and such labour market mobility can influence wages. We analyse the effects of working time, gender, segmentation and mobility on wages and pension benefits in Ireland. Both segmentation and mobility influence wages directly, and controlling for segmentation in a wage model eliminates the negative effect of part–time working. The wage effects of labour market mobility differ by gender and labour market segment. Pension entitlement is strongly influenced by gender, working time, labour market segment and mobility.     

The Significance of Working Time Arrangements Accompanying the Introduction of Teamworking: Evidence from Employees

A study is reported where the introduction of teamworking was accompanied by negotiated changes in working time patterns, involving some employees transferring to a 5‐shift, 8‐hour pattern, others to a 5‐shift, 12‐hour pattern. Employee attitude surveys before and after the changes show those moving to 12‐hour working much more satisfied with both working time and other changes, compared with those remaining on 8‐hour shifts. The creation of extra non‐work days was seen as the major advantage of the longer shifts, which compensated for the harder work regime identified under teamworking and the greater rigidity of the 5‐shift system. The findings underline the potential significance of working hours for employee support for broader changes in working practices. Possible explanations of why the longer shift pattern met with considerable support at one research site, but failed to gain support at a similar site elsewhere, are also explored.     

经济适用房空间失配与福利损失问题研究

有别于空间失配与就业影响的研究主线,借助于AMM模型和空间失配假设,从经济适用房的空间失配与住房福利损失的视角作为切入点,研究了经济适用房选址与住房福利损失之间的关系,提出了经济适用房合理选址的措施建议。     

技术创新的资源与激励的不匹配性及其治理

中国不同所有权工业在技术创新的资源配置和创新激励的配置上具有明显的不匹配性,这对技术创新绩效差异有重要的影响。本文提出了技术创新双重约束模式,认为中国工业技术创新的企业治理约束和资源配置约束是决定技术创新绩效的根本力量,据此解释了技术创新不匹配性的产生机理。因此,建立技术创新资源要素配置与激励匹配的制度体制是提高企业和产业的技术创新绩效的根本途径。     

Advertising with Subjective Horizontal and Vertical Product Differentiation

In this paper, we analyze the impact of advertising on markets wheresubjective horizontal and vertical product differentiation are important. A simple model showshow advertising can be used to create subjective horizontal and vertical differentiation.The model predicts that firms are likely to be symmetric when advertising creates subjective horizontaldifferentiation and that name and generic brands are most likely to coexist in markets whereadvertising creates subjective vertical differentiation. In all cases, the ability toadvertise creates distance between products which increases the market power of firms. Finally, severalreal world examples are used to illustrate the conditions under which the model is most relevant.     

Subjective Distance and Team Collaboration in Distributed Teams

This paper challenges the conventional wisdom that objective distance between team members (e.g., measured in miles) translates directly and fully into subjective distance (i.e., a team's perception of distance between its members). Drawing on social information processing theory, we argue that the level of subjective distance is likely to predict important team outcomes better than the level of objective distance. Using responses from 678 team leaders and team members pertaining to 161 new product development projects in the software industry, our results show that the subjective perception of distance is affected rather by team members' national diversity than their physical distance. We also find that subjective distance has a significant impact on team collaboration, while objective distance measures, however, have no impact on team collaboration. Implications for theory and practice are discussed.     

Actual and Preferred Working Hours

We use British panel data to investigate whether or not subjective data on desired labour supply provide information on future labour market behaviour. We find that, although men and women are able to adjust their work hours in line with preferences, this is greatly facilitated through within‐ and between‐employer job changes. We also find that hours constraints are significant determinants of leaving the labour market and within‐ and between‐employer mobility. We conclude that rigidities in the labour market exist and that these rigidities impair the welfare of employees.     

行协的职能层面与工作原则

一、行协职能的三个层面关于电力行业协会履行职能的问题,我们既不能无所作为,也不能操之过急。关键是要扬长避短,发挥优势,突出重点,循序渐进,有所为、有所不为。就福建的实际而言,电力行协的职能,似可分为三个层面,实行三步到位。第一个层面,亦即协会固有的职能,或是基础性的和经常性的职能,这是体现行协服务功能的重要基础和保证,也是过去的企协都在做,现在的行协仍在做并且今后还要持续改进的工作。无论授权、委托与否,我们都可放手地去做,并且永远会有做不完的文章。从2000年8月31日赵希正理事长、贾锡太副省长、刘宏常务副理事长亲自…     

Why Mortgage Borrowers Persevere: An Explanation of First and Second Lien Performance Mismatch

Borrowers with a pair of mortgages collateralized by the same property sometimes continue to make payments on one while defaulting on the other. We articulate a framework for understanding this performance mismatch that emphasizes two types of borrowers: those with stable equity positions who perceive they are facing moderate or temporary liquidity shocks, and those facing severe financial stress in combination with negative equity. The former have an incentive to enter mismatch and subsequently cure, while the latter would default on both contracts. Our empirical analysis using newly available, national samples of matched first‐ and second‐lien mortgages supports this view.     

Workers,Workplaces and Working Hours

This article uses the British Workplace Employee Relations Survey 1998 dataset to evaluate the importance of firm‐level factors in determining weekly hours of work in Britain, to analyse the amount of variation of hours within firms, and to assess whether workers are sorted into firms on the basis of hours. Nearly a third of the explained variation in weekly hours of work can be ascribed to firm‐level differences, which are unrelated to any observed worker characteristics. Firm‐level ‘policies’ are especially important in the private‐services sector. A further 40 per cent of variance can be attributed to the effect within firms of different occupation, skills and family characteristics. Finally, about a quarter of the explained variation in working hours is due to a sorting process of workers to firms, especially on the basis of skill and occupation.     

Subjective Performance Assessment of Innovation Projects*

Performance assessment of innovation projects is a central issue in innovation management research. Using existing literature, a model is developed to assess the performance of new product and new service development projects. In this model, project performance is defined as a combination of a formatively indicated operational performance construct and a reflectively indicated product performance construct. The validity of this model is tested based on a sample of 219 innovation projects assessed by innovation managers. Using only the innovation managers' responses, it is, however, not possible to distinguish between operational and product performance. The impact of common method bias and informant bias is subsequently assessed using a subsample of 128 of these 219 innovation projects that are assessed by the innovation manager and the project leader. These latter results show that operational and product performance are two distinct constructs. In addition, the multitrait–multimethod analyses show that especially the more abstract items of performance, such as the perceptions of quality, captured knowledge, competitive advantage, gained reputation, and customer satisfaction, suffer from random error and informant bias. Project leaders appear to be better informed to assess operational performance, while innovation managers are better in assessing product performance. The paper concludes with a qualitative comparison of several alternative performance models: the project performance model as derived from the literature, a similar (misspecified) reflective performance model, two stand‐alone models in which operational and product performance are assessed separately, and a mixed model that uses a combination of innovation managers' and project managers' data. Based on this comparison, it is advised to use either the stand‐alone models for operational performance and product performance or the mixed model whereby the project leader assesses operational performance and the innovation manager the product performance of an innovation project.     

地区差距的新视角:人口与产业分布不匹配研究

地区差距从空间上看表现为人口与产业分布的不匹配,因此研究不匹配是审视地区差距的一个新视角。本文通过构造测度不匹配程度的指数,描绘了我国人口与产业不匹配程度的现状与变化趋势;并在分析不匹配形成机理的基础上,提出了三个可能导致其扩大的研究假设。通过实证分析,发现人口与产业不匹配程度会随着经济发展呈现出先升后降的变化趋势,在此过程中,人口迁移壁垒、资本边际产出变动差异对不匹配扩大起到了推动作用,而国家区域协调发展战略在阻止其扩大方面发挥了一定的作用。     

Product Innovativeness and Entry Strategy: Impact on Cycle Time and Break-even Time

New product development time, or cycle time, has become a critical competitive variable, particularly for small high-tech manufacturing firms. The business press is filled with examples about large firms that have successfully reduced cycle time. This article investigates the relative impact of product innovation and entry strategy on cycle time and initial market performance of small firms. Using a sample of seventy-three small manufacturing firms, Abdul Ali, Robert Krapfel, Jr., and Douglas LaBahn find that faster product development is associated with shorter break-even time. Their results also indicate that these firms are achieving shorter cycle time not by sacrificing product quality, but by keeping the technical content of the product simple. Past research has not taken into account this relationship, and this may be one of the reasons why researchers have often suggested conflicting impact of entry strategy on market performance.     

Role Structures and Creative Potential of Working Teams

The authors have carried out a study in a number of engineering research institutes of the relationship between the performance of teams engaged in technological innovation and the existence in the team of possible roles. Their objective was to ascertain the optimum role composition. They have identified as essential to an effective innovating team the roles of leader/organiser, idea generator, critic, gatekeeper, research technique specialist, and interface manager.
They found that which roles were the key depended on the stage of progress of a project. For example, during the earliest stage the idea generator and the gatekeeper were the most important; in the last stage the interface manager and research technique specialist roles came to the fore. The leader's role was always crucial. His most important functions were to staff the team (getting the right balance of roles and skills, develop the team members, help to generate ideas and act as a gatekeeper. Preferably he should be neither a critic nor a research technique specialist.
The authors conclude that the use of these role concepts will improve innovation performance. They also believe that they will be found to be of importance for teams engaged in any form of creative activity.     

侧规的工作原理及常见故障分析

一、引言 现代单张纸印刷机能够顺利完成产品印刷,必须要有纸张的定位装置才能实现.纸张的定位装置是为了纸张被传送到印刷装置前相对于印版有正确的位置而设计的,保证张与张之间、色与色之间套印准确,从而确保印刷质量.纸张在经过输纸装置后,先要进行上下定位,再进行左右定位.也就是说,纸张要先后在前规和侧规处进行定位.     

一种交替供料装置及其自动控制

论述了一种由ＰＬＣ控制的气压式自动供料装置。该装置可以满足发酵生产中间补料的无菌及连续要求,并且可以方便地进行计量,控制。