切实保障金融创新中的金融安全——美国次贷危机的教训

金融创新与金融安全有着极为密切的关系。金融创新作为金融领域各种要素的重新优化组合和各种资源的重新配置,既有助于金融体系的稳定和金融安全,也可能带来金融脆弱性、危机传染性和系统性风险,从而对金融安全产生负面冲击。实证研究表明,在美国次贷危机的爆发和升级过程中,金融创新扮演了十分重要的角色;"金融创新-金融风险-金融监管-金融再创新"是一个动态的发展过程,如果金融创新信息披露充分、金融创新风险管理有效、金融创新监管到位,那么,金融创新仍然是规避金融风险、保障金融安全的重要途径。     

贯彻十七大精神 推动资产评估行业发展

“发展现代服务业,提高服务业比重和水平”是党的十七大对服务业提出的一项新要求,为进一步加快发展资产评估行业指明了前进方向。为认真贯彻十七大精神,浙江省资产评估协会下一步的工作总体思路是：坚持以科学发展观为指导,以“创业富民、创新强省”总战略为动力,以贯彻实施《劳动合同法》为契机,“谋发展、促发展、保发展“,努力推动资产评估行业发展。     

浅析多媒体教学课件在篮球教学中的运用

多媒体教学介入到篮球教学过程引起了教学思想、内容、方法和理论和教学结构及模式的变化。运用多媒体进行篮球教学可以完整而系统地展示篮球知识,突出重点和难点,集中优秀教师的经验和知识精华,调动学生学习的主动性和积极性,提高教学质量。     

保护规范理论的引入与问题——基于最高法院裁判的观察

保护规范理论的引入,符合我国主观诉讼为主的行政诉讼法制构造和拓宽原告资格的修法宗旨,为原告资格的“利害关系”判断标准提供了分析框架。然而最高法院对该理论的理解和适用仍存在不足： 忽视了该理论的适用前提和作用范围,在具体操作上尚未形成清晰稳定的思路;作为解释对象的法规范围尚不明确,规范目的的解释过于依赖特别条款的明确规定和笼统的立法目的。为充分发挥保护规范理论扩大权益救济的功能,应明确该理论旨在解决的问题是查明主观公权利,诉请保护之利益的法律属性不明是该理论适用的前提,在具体操作中合理确定保护规范的范围,对规范目的作体系化解释及合宪性考量。     

子女照料、家庭负债与已婚女性就业——基于Becker家庭决策模型的微观实证

子女照料与家庭负债对已婚女性的就业选择具有重要影响。为此,在Becker家庭决策模型基础上,建立资产负债约束下已婚女性“子女照料—闲暇—就业”效用最大化决策模型,利用2016年CFPS数据分析发现：子女照料对已婚女性就业概率及周工作时间存在负向影响,且家庭的银行负债对子女照料与已婚女性就业的关系存在负向调节效应。因此,在鼓励女性生育的政策背景下,政府需要综合考虑子女照料负担与家庭负债约束,制定更加有效的已婚女性就业保障政策。     

含硫气田除硫剂溶液中游离碱检验方法的改进

除硫剂中游离碱的测定对于产品质量的判定有着重要意义。阐述了GB 19106-2013《次氯酸钠》检验方法中存在的不足及新方法改进的要点,介绍了除硫剂溶液中游离碱含量测定的新方法。通过实验分析与改进,提高了除硫剂溶液中游离碱测试的重复性。改进后的方法准确、快速、实用,且重复性极高,检测结果均符合允差不大于0.04%的标准要求。     

基于系统动力学与DEA的企业技术创新项目效率评价方法研究

本文综合考虑项目层和企业组织层影响因素,提出企业技术创新项目效率综合评价方法。首先分析组织层与项目层的影响因素;然后,构建涵盖项目层和组织层影响因素的两层次系统动力学仿真模型,为所建立的数据包络分析模型提供仿真值,有效解决数据包络分析模型中定性变量的量化;最后,以国内纺织业某大型集团公司多项技改项目为例,验证建模思路与方法的正确性。研究成果对于企业技术创新项目的有效管理具有指导意义。     

Workgroup Salary Dispersion and Turnover Intention in China: A Contingent Examination of Individual Differences and the Dual Deprivation Path Explanation

The present study generalizes previous pay dispersion research to the Chinese context by examining the cross‐level relationship between workgroup salary dispersion and employee turnover intention contingent on individual differences. Field survey data including annual objective salary and self‐reported attitudes among 370 Chinese employees in 51 organizational workgroups supported our cultural predictions by showing that the relationship between workgroup salary dispersion and turnover intention was positive only among employees with higher rather than lower levels of Chinese traditionality and among those with lower rather than higher salary levels. Furthermore, the results of mediated moderation analyses suggest that a dual‐deprivation path model can explain the above relationships. We discuss the theoretical, cultural, and practical implications of these findings for organizations. © 2015 Wiley Periodicals, Inc.     

Subnational institutional contingencies and executive pay dispersion

This paper investigates the impact of subnational institutional contingencies on executive pay dispersion structure and the relationship between pay dispersion and firm performance. Using executive compensation data on Chinese listed firms between 2000 and 2011, we find that executive pay dispersion is significantly lower in state-owned enterprises (SOEs), while is significantly higher in cross-listed firms and to a smaller degree in firms located in developed regions. There is also evidence that executive pay dispersion is smaller during the voluntary compensation disclosure period. After controlling for endogeneity of pay determination, we find that executive pay dispersion is positively associated with firm performance. In addition, the positive link between executive pay dispersion and firm performance is stronger in non-SOEs than in SOEs, and stronger in firms located in more developed regions than those not. Our findings are also robust to alternative measures of pay dispersion and firm performance.