Selection institutions and war aims

We explore how the sizes of the winning coalition and selectorate influence the war aims of states. Leaders who answer to a small winning coalition are more likely to seek territorial gain as a way to increase state resources. Nonterritorial war aims produce a commitment problem in that after the war the defeated state may not comply with the victor's demands. States with large winning coalitions are more willing to continue the war to remove the enemy leader as a solution to this commitment problem. We test our hypotheses against the Militarized Interstate Dispute data set, and we find some support for our argument. Received: June 2004, Accepted: April 2005, Correspondence to: James D. Morrow     

Within-group heterogeneity and civil war

This study offers a bargaining model of conflict in which the government offers a transfer to an opposition group to preclude civil war. Members of the opposition are heterogeneous in income and ideology, and heterogeneity generates disagreement about whether to accept the government’s offer. We assume that the probability that the government’s offer will preclude conflict increases continuously with the number of opposition group members who agree to accept it. When within-group heterogeneity is large, the number of members who are receptive to the government’s offer is less responsive to an increase in the transfer level. In this situation, the government must substantially increase its transfer to attract the support of the opposition. Subsequently, as peace becomes more costly for the government, negotiations are likely to break down.     

论价格战的两面性

价格战是企业实施成本领先战略的必然后果 ,价格战不是低级的竞争策略 ,而是一种必不可少的竞争策略 ,它与价值战不是对抗性的 ,而是相互补充的。价格战从某种角度来说 ,于国、于企业、于消费者都有好处 ,但并不是所有的企业 ,都适合打价格战 ,在不恰当的时机 ,对不恰当的产品 ,发动价格战的结果可能是害人又害己。     

JD公司招聘体系优化设计

随着市场经济的不断发展,企业之间的竞争实际上已经是人力资源的竞争,而招聘工作是企业获取各类人才的主要渠道,是企业实现其战略目标的重要保证。然而仍有许多企业招聘过程中存在诸多问题,导致招聘效果不理想,给企业带来不良的影响。文章选择JD公司招聘中存在的问题作为研究对象,分析了其招聘中存在的问题及原因,在此基础上,以招聘相关理论支撑,设计了一套适合JD公司的招聘体系,希望该研究能够为其他类似企业提供有益参考。     

从兵法谈当代营销战略

企业要在激烈的竞争中求得生存和发展,除了要树立以顾客为中心的现代营销观念以外,还必须制定适应市场营销环境的市场营销战略.根据孙子阐述的兵法战略用于指导商战,可从中得到兵法战略商用的启迪.     

The secret weapon in the war for customers

Organizations regularly utter platitudes about their commitment to service. Those winning the battles have quality service on the front line.     

From chaos to control: winning the war

This article illustrates how a small manufacturing facility in the Midwest undertook the process of an MRP II implementation and ultimately gained class A status at a true make-or-break time in its history. The control that was gained throughout the entire process has helped create a winning environment and will continue to strengthen our position as we move toward world-class excellence.     

战后西方城市规划理论的流变

西方的城市规划起源于解决 1 9世纪末资本主义工业城市的种种环境恶化问题和社会问题。在不同的历史发展阶段 ,城市规划作为城市公共事务的一个组成部分 ,在社会变革中扮演着不同的角色影响着社会。同时 ,城市规划也在逐步为社会所改造 ,其中城市规划思想的几个重要转变是 :第一 ,城市规划从“物质形体设计”转变到崇尚系统分析方法 (Ｓｙｓｔｅｍａｔｉｃａｎａｌｙｓｉｓ)的理性决策过程(Ｒａｔｉｏｎａｌｐｒｏｃｅｓｓｏｆｄｅｃｉｓｉｏｎ ｍａｋｉｎｇ)的科学性规划。第二 ,规划从“蓝图式”实质性规划逐步变为“过程中”规划 ,经过 7…     

Creditor rights and the outcome model of dividends

Using a sample of 22,374 firms from 35 countries, we examine the role of creditor rights, shareholder rights, and corporate governance in determining corporate dividend policy. We find that, while all three variables play a significant role in determining both the likelihood and the dividend amount, the effect of country-level creditor rights dominate. In subsequent analysis, we show that the outcome model is most effective in countries with strong creditor rights. When creditor rights are weak, creditors demand, and firms consent to lower dividends. These findings show that creditors, and not shareholders, exert the greatest influence over corporate dividend policy.     

做好高职院校招生工作的思考

招生工作事关高职院校的生存发展,是高职院校普遍关注的一个问题.文中分析了生源不足的原因,阐述了做好招生工作的对策.     

An event history approach to the evaluation of training,recruitment and employment programmes

In this paper I evaluate a number of training, recruitment and employment programmes. The evaluation method is a combination of a quasi-experimental design (a simple pre-treatment-post-treatment design) and a stochastic process model to describe the response variables. I conclude that the programmes have no effect on older workers. Female and minority workers benefit most from the programmes. The training programmes are less effective than the recruitment programmes, which are in turn less effective than the employment programmes.     

合成战视野下的武汉城市视频监控系统研究

合成战的提出,符合当前犯罪持续高发的态势、新犯罪形态模式的出现以及犯罪的流动性和突发性的特征。武汉城市视频监控系统符合主体合成战、方法合成战和技术合成战的要求。发展中的城市视频监控系统仍有需要完善的地方,主要体现在法律支撑、优化系统和实战细化等方面。     

International recruitment and selection practices of South Korean multinationals in China

South Korean multinational enterprises (MNEs) have developed rapidly since the late 1950s. However, there is little research on, and hence little is known about, how South Korean MNEs manage human resources in overseas operations. To fill this gap, in the literature the current study investigates South Korean MNEs' international recruitment and selection policies and practices in their Chinese operations. It reveals that South Korean MNEs tend to adopt the polycentric approach or a mixed approach of being polycentric and ethnocentric to international staffing, with the number of expatriates dropping gradually over time. South Korean MNEs adopt ‘one-way selection’ in recruiting and selecting expatriates, and localise recruitment procedures and selection criteria for host-country nationals. South Korean MNEs have paid inadequate attention to: first, expatriates' career development; and second, personal and family issues emerging from expatriation and repatriation.     

Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Human capital theory presumes that skill-accredited immigrant professionals can access positions in the labour market to match their skills and qualifications. It implies that employers have little power to influence the labour market outcomes of immigrant professionals. Using social identity theory, we examine the influence of similarity effect in recruitment decision-making involving immigrant information technology (IT) professionals in New South Wales, Australia. We assess how decision makers (N = 331) hiring IT professionals need to associate and identify with people that resemble themselves in some way more than those that do not, can influence their perception of the immigrant candidate's fit into their organisation. Particularly, we examine how the level of exposure to diversity, the decision maker's origin and the diversity of clientele can moderate the assessment of the candidate's fit to the organisation. We also assess how attire, name, accent and any overtly expressed religious affiliations influence employer perceptions. The findings indicate decision makers with lower levels of exposure to diversity or working in organisations with mostly Anglo clients tend to be more concerned of the fit regarding the Indians, South-east Asians and the Chinese. They were also more likely to be negatively influenced by the non-Anglo personal attributes.     

调整劳动合同期限规则建立稳定就业灵活用工机制

劳动合同期限规则(以下简称“合同期限规则”)是指国家对劳动合同期限的种类、相互关系和实施所作的法律规定,是劳动法律的重要内容之一。1994年7月我国颁布的《劳动法》规定了合同期限规则,它的实施对推动我国用工制度改革、建立劳动合同制度发挥了重要作用。随着市场经济的迅速发展,我国经济正在融入全球经济一体化,现行合同期限规则显现出一定的局限性。完善合同期限规则,适应我国     

A study of HRM and recruitment and selection policies and practices in Taiwan

In this paper, the authors present and discuss the findings of a survey of human resource management (HRM) and recruitment and selection policies and practices in a sample of manufacturing industry in Taiwan. The results indicate that there is a general desire among HR professionals in participant companies that HRM policies are integrated with corporate strategy and that HRM should be involved in decision making at board level. Evidence was also obtained that some HRM decisions are shared between line management and HR specialists and that line managers had a particularly influential role in decisions regarding recruitment and selection, training and development, and workforce expansion/reduction. There was also some evidence supporting an assertion that certain recruitment and selection practices were culturally sensitive and this was supported by evidence of association between recruitment and selection practices and country of ownership.