Important Determinants of Child Labor: A Case Study for Lahore

Child labor is a persistent problem both for developing and developed countries. Academic literature holds a household responsible for this phenomenon where poverty, literacy level, and the de facto demography are considered important. A factor model is attempted in this study to investigate dynamics of child labor in a society in terms of these household characteristics. The model reveals that household‐poverty‐driven factors are the most serious while the household demography is the second most serious factor in the dynamics of child labor in Lahore. Shockingly, household literacy does not have any role to play, at least not in Lahore. The results will help policymakers to work in the domain of poverty to mitigate child labor, and also urge them to align societal factors, which shape household demography.     

中国城市等级体系问题的初步研究

城市等级结构问题的研究由来已久,但研究中通常用人口规模作为研究的基本材料,因而得出的结论不大符合实情。本文在前人工作的基础上,对克里斯塔勒的中心度计算公式略作修正,先找出不同的专业职能等级序列,再在专业职能等级序列的基础上加权求和,得出各省会城市和计划单列市在全国范围内的综合中心度,进而分析中国城市体系的等级结构。     

Work outcomes of relational demography in Chinese vertical dyads

Relational demography refers to the demographic differences (such as gender, age, race, and tenure) between supervisor and subordinate. This study examines its impact on employees' work outcomes in the setting of a foreign-invested enterprise in China. We hypothesize that dissimilarities on demographic attributes between supervisor and subordinate affect subordinate's leader–member exchange, trust in organization, in-role performance, and organizational citizenship behavior. The hypotheses were tested on 239 supervisor–subordinate dyads via a questionnaire survey. The results of regression analysis showed that dissimilarities in gender and organizational tenure had negative effects on the outcome variables. In particular, a female supervisor with male subordinate displayed the lowest level of leader–member exchange and trust in the organization. Implications of these findings on human resource management are discussed.     

房地产开发商如何搞好小区园林绿化工作

文章阐述了目前房地产开发中园林绿化工作存在的问题,提出了园林绿化要以人为本、因地制宜、勇于创新,使小区与城市空间形成良好的过渡与协调,为人们创造一个自然亲切的居住空间的观点,并指出园林绿化项目建成后要加强养护管理工作。     

Creating high performance teamwork in organizations

The adoption of teams continues to increase in almost every domain of modern work life. In the current article we review evidence of the complexity of modern work, industry trends in the use of teams, and the challenges of achieving the full potential of organizational work teams. We aimed to meaningfully move forward the science of high performance teamwork by assembling a focused set of review articles in the present special issue. We consider four themes that capture the articles in this special issue and avenues for achieving the full potential of teams: (1) work across boundaries; (2) build effective team processes and states; (3) manage team development issues; and (4) leverage human capital. Collectively, the contents of this special issue offer important new opportunities for advancing future research and for making a practical difference in the effectiveness of teams in organizations. We identify six areas in which future research efforts in high performance teamwork should be directed based on “realities” that, in our view, need to be addressed.     

Demography and the U.S. current account deficit

We examine whether aging in the trading partners of the U.S. has affected their demand for foreign (i.e., U.S.) assets enough to materially affect the U.S. current account balance. There is reason to think that demography may be at work in international capital flows because the standard life-cycle model of consumption behavior predicts that a household's age will influence its saving behavior. Moreover, simple national accounting identities link a country's current account balance to its savings–investment imbalance. Thus, differences in national age-profiles should affect the current account. To test this theory's plausibility and significance, I simulate a multi-region overlapping generations model that is calibrated to match the demographic differences among the major industrialized countries over the past 50 years. In the model, it is found that these differences can explain some of the observed long-term capital movements in the G-7. In particular, the model does a good job of predicting the size and timing of U.S. current account deficits.     

Changing views of work and family roles: A symbiotic perspective

This paper criticizes work and family research for viewing work and family largely as conflicting role responsibilities. This occurs in spite of evidence that work and family role responsibilities appear to be mutually beneficial for both work and family systems. Using biological analogies, this paper suggests that it may be useful to examine work and family relationship from a symbiotic perspective. This includes both parasitism and mutualism. The paper concludes by suggesting ways in which this analogy could guide future research efforts in work and family roles.     

震后小城镇重建规划须注重的问题——以映秀镇为例

以汶川地震震中映秀镇为例,在对其灾后三个不同阶段规划进行总结的基础上,认为小城镇灾后重建规划应当结合当地实际,合理安排规划时序,处理好应急建设与长期发展关系;突出小城镇特色,加强防灾和减灾规划;修复和保护生态环境;增加特色产业振兴规划,并及时统筹城乡一体化.     

Economic downturns and compositional effects in regional population structures by age: a multi-temporal analysis in Greek regions, 1981–2017

Population movements (international and internal migration) and changing fertility and mortality patterns have significantly affected demographic structures. Investigation of the relationship between (evolving) population structures and economic downturns is a key issue in economic demography. Analysis of compositional changes in regional population structures over a sufficiently long time interval may provide an informed knowledge to better understanding of this relationship and the underlying socioeconomic context in European countries. Based on these premises, Greece was considered a paradigmatic case of sequential economic expansions and recessions, impacting the structure of resident population in the last four decades. In this work, changes over time in population structures by age in Greek regions were explored (1981–2017) using a multi-temporal principal component analysis. A diachronic analysis of compositional effects of economic downturns on regional population structures indicates spatially-heterogeneous demographic processes in Greece. The subsequent recession has represented a turning point in Greek demography, consolidating changes in traditional family structures, while stimulating out-migration at younger ages to Northern and Western European regions and containing immigration from developing countries. Metropolitan areas and coastal districts had more rapid population dynamics, while peripheral rural regions experienced more rapid changes towards aging. Population aging had a short-term impact on regional population structures in Greece, with possibly negative consequences for the ability of the country’s economy to recover from crisis.

     

拒绝“内卷”:团队人际关系、工作需求创新对和谐型激情的作用机制

职场内卷现象受到多方关注,如何让员工持续热爱工作成为现实的命题。本文以自我决定理论及工作特征理论为依据,考察团队人际关系、员工团队心理安全感及工作需求创新对员工和谐型激情的作用机制。研究发现:高质量领导成员交换关系和团队成员交换关系能使员工产生团队心理安全感,团队心理安全感分别在领导成员交换关系及团队成员交换关系与和谐型激情之间起中介作用,工作需求创新调节了中介效应。因此,组织若欲令员工热爱工作,团队的“安全感”和工作的“新鲜感”同样重要,应着力在团队人际关系建设和工作设计方面提升员工的积极感知体验。研究结论对组织员工管理实践具有一定指导意义。     

高等职业院校酒店管理专业实训基地建设的探索与实践

文章认为酒店管理专业课程的发展必须紧跟市场，建立一个具有专业特色的真实工作环境的实训基地非常有必要，这有助于所培养的专业人才能紧密结合行业和企业发展，按照企业的管理规范开展实训，达到“在工作中学习，在学习中工作”的目的。     

Are you really doing good things in your boss's eyes? Interactive effects of employee innovative work behavior and leader–member exchange on supervisory performance ratings

Organizations increasingly depend on employee efforts to innovate. However, the quality of relationships between leaders and employees may affect the recognition that employees receive for their innovative work behaviors. Drawing from a social cognition perspective, we tested a model in which leader–member exchange (LMX) moderates the impact of employee innovative work behavior on supervisory ratings of employee performance. Results from two multisource studies combining self, colleague, and supervisor ratings consistently showed that employees receive more favorable performance ratings by engaging in innovative work behavior when they have high‐quality LMX relationships. Moreover, we found that this interactive relationship was mediated by leader perceptions of innovative employee efforts, providing support for a moderated mediation model. Implications for the literatures on performance appraisal, LMX, and innovation are discussed.     

股份制企业党建工作的思考与探索

股份制企业党建工作必须根据企业特点不断改革创新,以推动企业的健康发展。因此,股份制企业党建工作要在创新工作格局、运用崭新载体和探索新方式方法上下工夫。     

CIS在高校思想政治教育工作中的应用

CIS译为“企业识别系统”,将其导入到高校思想政治教育工作中,是指确定高校思想政治教育工作的工作理念和精神目标,整合一切可利用资源,运用传播系统,提升高校思想政治教育工作的工作效率和工作质量。随着国家对思想政治教育工作重视程度和学校对思想政治教育工作要求的不断提高及学生需求的不断转变,思想政治教育工作需要创新。可以将导入CIS体系看作是一种意识的更新、一种文化的渗透及一种战略的选择。在思想政治教育工作中导入CIS战略必将为思想政治教育工作水平的提升创造条件。     

Hiring an innovative workforce: A necessary yet uniquely challenging endeavor

To increase innovative performance in work settings, most scholars agree that organizations need both an environment that is supportive of creativity as well as employees with high levels of creative potential. Substantial research effort has been aimed at understanding work contexts that facilitate creative thinking, yet less is known regarding how to most effectively recruit and hire creative talent. To fill this knowledge gap and guide future research efforts, we discuss the KSAOs most predictive of creative potential as well as the means and methods for assessing this potential. In addition, we explore the challenges to quantifying successful innovation, proposing that creative achievement represents a unique and specialized form of organizational performance. Supplementing this discussion we provide recommendations for obtaining high-quality, substantive criterion data. We conclude with a brief discussion on recruitment and long-term selection strategies for innovation.     

Forecasting small area populations with long short-term memory networks

Local and state governments depend on small area population forecasts to make important decisions concerning the development of local infrastructure and services. Despite their importance, current methods often produce highly inaccurate forecasts. Recent years have witnessed promising developments in time series forecasting using Machine Learning across a wide range of social and economic variables. However, limited work has been undertaken to investigate the potential application of Machine Learning methods in demography, particularly for small area population forecasting. In this paper we describe the development of two Long-Short Term Memory network architectures for small area populations. We employ the Keras Tuner to select layer unit numbers, vary the window width of input data, and apply a double training and validation regime which supports work with short time series and prioritises later sequence values for forecasts. These methods are transferable and can be applied to other data sets. Retrospective small area population forecasts for Australia were created for the periods 2006–16 and 2011–16. Model performance was evaluated against actual data and two benchmark methods (LIN/EXP and CSP-VSG). We also evaluated the impact of constraining small area population forecasts to an independent national forecast. Forecast accuracy was influenced by jump-off year, constraining, area size, and remoteness. The LIN/EXP model was the best performing method for the 2011-based forecasts whilst deep learning methods performed best for the 2006-based forecasts, including significant improvements in the accuracy of 10 year forecasts. However, benchmark methods were consistently more accurate for more remote areas and for those with populations <5000.     

The bail-in problem: systematic goals,ad hoc means

In this paper we analyze recent efforts of the international financial institutions to limit the moral hazard created by their assistance to crisis countries. We question the wisdom of the case-by-case approach taken in Pakistan, Ecuador, Romania and Ukraine. We show that because default and restructuring are painful and costly, it is simply not time consistent for the IFIs to plan to stand aside if the markets refuse to roll over maturing claims, restructure problem debts, or provide new money. Because these realities create an incentive to disburse even if investors fail to comply, the IFIs are then placed in the position of having to back down on their previous conditionality, which undermines their credibility. And since investors are aware of these facts, their behavior is unlikely to be modified by the IFIs’ less-than-credible statements of intent. Hence, this approach to “bailing in the private sector” will not work. Fortunately, there is an alternative: introducing collective-action clauses into loan agreements. This, and not ad hoc efforts to bail in the private sector, is the forward-looking solution to the moral hazard problem.     

论公路职工思想政治工作中经济观教育的途径

经济全球化是不以人的意志为转移的世界趋势,加入世贸组织标志着我国对外开放进入了一个新的阶段。我们将在更大范围内和更高层次参与经济全球化进程,这符合我国的长远利益和根本利益。公路职工思想政治工作是公路部门培养公路建设新人的基础性工作,在经济全球化的新形势下,在公路职工中开展经济观教育的目的就是培养具有良好经济行为的公路市场经济主体,以保证公路市场经济健康有序地运行。文章从几个方面阐述了公路职工思想政治工作中经济观教育的途径。     

The future of work and family: Critical trends for policy,practice, and research

Work/life “thought leaders” from 28 large corporations carried out an environmental scanning process with the objective of linking work/life policies and practices to critical business and environmental trends. Globalization, technological change, and organizational flexibility are trends that have been commonly identified in other environmental scanning efforts, but their relationship to work/life issues has often been ignored. Similarly, the relationship of changing family structures to business goals has not received the attention it deserves. Through this linking process, work/life advocates can demonstrate the value of their efforts to other corporate decision makers. Innovative corporate work/life initiatives that are responsive to these important trends are described. © 1999 John Wiley & Sons, Inc.     

Work stress and leadership development: The role of self-leadership, shared leadership, physical fitness and flow in managing demands and increasing job control

Leaders work in highly stressful environments, yet few leadership development efforts have focused on managing work stress. We posit that self- and shared leadership practices can help leaders manage high job demands and increase long-term job control. We examine the effects of high-strain jobs; identify the outcomes of active jobs, and highlight physical fitness as a key strategy of, and flow as a natural outcome of self- and shared leadership. We argue that self- and shared leadership, and the consequent and entailed fitness and flow benefits, support healthful regeneration and increased engagement and are thus vital to the leader's ability to manage work stress and create an active work environment. Our multi-disciplinary model offers a proactive way for leaders to manage the stressful demands of today's work environments.