Unions and Gender Pay Equity in Academe: A Study of U.S. Institutions

This paper uses 1994-95 faculty salary data from over 1,100 four-year U.S. academic institutions, about one-fourth of them with collective bargaining agreements, to ask if faculty unions make a difference to gender pay equity. Average gender salary differences are negative at every rank and at every category of U.S. institution with or without collective bargaining agreement. Unions may improve gender salary differentials somewhat, particularly at the assistant professor level. There is no evidence that this gain will be lost at higher levels, and mixed evidence that further gains occur for women at the full professor level. The most pervasive and robust consequence of unions is to increase the positive impact that higher proportions of women at senior faculty ranks make on relative salaries at the assistant professor level. However, the influence of these higher-ranked women on gender salary inequalities at the associate and full levels is lower in union schools than nonunion schools. By reducing the flexibility of existing salary structures, collective bargaining apparently reduces the influence of senior women faculty on the salaries of current women faculty members while increasing their attention and influence at entry levels.     

力帆集团的东南亚之路

重庆力帆集团创建于1992年。当时，54岁的尹明善筹集了20万元，和9个员工起开始进行摩托车生产。经过十几年的艰苦创业，这个小作坊已发展成为集发动机、摩托车、汽车的研究与开发、生产、销售与出口于一体的国家级大型民营企业重庆力帆集团有限公司，并在东南亚市场交出了漂亮的成绩单。     

地方政府诚信现状分析与对策

政府诚信的建立以政府责任为前提,我国地方政府责任问题重重,所以构建诚信政府：需要竺规范政策机制、权力运作机制等多角度加以保障,其中明确政府责任应该是政府诚信建设的第一要务,也要从建立干部学习制、加强法律的规范作用和改变政绩的评定制度等方面努力。     

企业社会责任的动态演进机制研究

从企业承担社会责任的两个维度出发,结合特定制度及相关因素,厘清企业社会责任的演进机理。企业社会责任行为在相应条件具备时,围绕情境化、概念化、规范化以及定型化四个阶段循环演进,从而形成企业社会责任的动态发展模式。明晰企业社会责任动态演进机制,把握企业社会责任的内在演生特质,为企业更好地履行社会责任提供了路径参照。     

试论我国城镇住房保障的制度并轨

尝试性地提出住房保障制度并轨的观点,认为这种并轨应该包括短期并轨和长期并轨两个层面.在短期内,应该推进租售并举的经济适用房发展模式,提高租赁型住房保障比重,逐步将租赁型经济适用房、廉租房、公租房并入到租房保障体系;公积金管理实施“准银行式”的模式,实现保障资金的跨区域流动;长期内,应该构建多层次、梯度性、差异性的租房保障体系.同时,推进租房保障资金的准商业化、市场化运行模式,提高保障资金供给的可持续性.     

销售要找到＂关键人物＂

作为一个商业新手,你不得不为每一笔销售而拼尽全力。如果情况变成有一群稳定的、连续的、热情的准客户群主动找上门来,是不是很美妙呢？来自于客户和其他企业家的推荐能帮你把你的新公司列入备选名单。但要想达到上述效果,只是散发名片、在家人和朋友中间口口相传是远远不够的。你必须与影响者（influencers）建立关系那些有能力影响对你公司看法的人、或那些和你的最佳准客户一对一地打交道时能进行直接推荐的人。     

When do incentives work in channels of distribution?

The incentive dilemma refers to a situation in which incentives are offered but do not work as intended. The authors suggest that, in an interorganizational context, whether a principal-provided incentive works is a function of how it is evaluated by an agent: for its contribution to the agent’s bottom line (instrumental evaluation) and for the extent it is strategically aligned with the agent’s direction (congruence evaluation). To further understand when incentives work, the influence of two key contextual variables—industry volatility and dependence—are examined. A field study featuring 57 semi-structured depth interviews and 386 responses from twin surveys in the information technology and brewing industries provide data for hypothesis testing. When and whether incentives work is demonstrated by certain conditions under which the agent’s evaluation of an incentive has positive or negative effects on its compliance and active representation. Further, some outcomes are reversed in the high volatility condition.     

世界500强对中国的投资动因分析

开放的中国吸引了来自世界各地的大量外资,跨国公司对我国进行投资缘何情有独钟?本文试图就跨国公司对我国的投资动因问题做出分析。文章首先介绍了500强在我国的投资现状;然后根据跨国公司对外投资理论并结合我国的实际情况,分析了500强(主要是跨国公司)对我国的投资动因;最后具体讨论了500强中的IBM公司的对华投资动因。并由此得出结论：获得中国市场是对华直接投资的基本目标;而根本动因和目的则是利润最大化;我国逐步开放的引资政策,快速的经济增长,稳定的政治经济环境,诱人的市场潜力以及廉价的生产要素等因素,是跨国公司纷纷来我国投资的主要原因。