提高公务员素质应注重英语能力的培养

作为国家公共管理和公共服务的主体,公务员的其整体能力和水平不仅关系到党的执政能力和政府的管理能力、服务水平,也关系到我国全面建设小康社会的伟大进程。当今世界,全球化的趋势日趋明显,国际间的交往日益频繁,公务员的素质培训也应与时俱进,而外语作为现代公务员必备的能力之一,应该得到充分重视。     

基于预值的区域应急物流中心选址方式研究

基于应急物流的时间效益需求,在进行应急物流中心选址时,提出选址过程分两个阶段：第一个阶段,构建应急物流中心时间运行费用模型,利用枚举法计算出若干个最优解作为预值。第二个阶段,根据得出的预值,利用最大覆盖模型进行二次选址。最后给出实例对此模型算法做进一步的验证。     

审计独立性:良策难觅的世纪难题

审计独立性是审计的灵魂,没有独立性,审计工作就没有价值,这已成为人们的共识。但在审计实践中,由于审计费用的支付方式、审计任期过长和同时向客户提供非审计服务等众多因素的影响,审计师的独立性常常难以保持。为此,审计理论界和实务界都已进行了大量积极的探索和思考,以找到有效的解决方案。然而,由于其固有的局限性,迄今为止,所有的措施都难以真正解决审计的独立性问题。审计独立性已成为一个现代社会渴望解决但又良策难觅的世纪难题。     

海上强制责任保险中的直接诉讼制度

强制责任保险在国际海上保险领域已经广泛存在,但在中国,不管理论还是实践都不够完善。强制责任保险中包含了很多值得讨论的问题,如保险范围、责任限额、直接诉讼制度和保险人的抗辩等。本文将挑选其中的直接诉讼权,从其含义、意义、理论根据等对强制责任保险中的直接诉讼权进行分析,并兼对《海事诉讼特别程序法》的第97条进行讨论。     

浅论企业文化形成机制与建设

企业文化客观地存在于每一个企业之中。优秀的企业文化，会极大地促进企业的发展，反之，则会削弱企业的组织功能。企业文化总是随着企业和社会文化的发展而不断发展，因此，企业文化建设是企业文化发展的永恒主题。     

发展农业电子商务实现农业信息化

农业电子商务,作为先进的生产力,其潜在优势是不可忽略的。针对我国农业发展过程中面临的突出问题,提出农业电子商务是促进农业发展的强大推动力和客观需要。并研究了当前加快农业产业信息化进程中存在的困难并探讨了相应的解决策略。     

The heterogeneous relationship between board social ties and corporate environmental responsibility in an emerging economy

Firms in emerging economies are faced with multiple, incompatible institutional forces in their environmental activities. Which of these forces will be dominant and instantiated within an organization is partly determined by the social relationships that a firm maintains with external actors. This paper investigates the relationship between board social ties and the level of environmental responsibility undertaken by firms in China, an emerging economy, by categorizing board social ties into three types in terms of the three isomorphic forces in the institutional field (coercive, normative and mimetic). Drawing on institutional and agency theories, using a sample of listed firms in environmentally sensitive industries, and a generalized least squares regression method, the results provide empirical evidence that ties that are linked to coercive and normative forces (i.e., political organizations and universities) are related to a higher level of environmental responsibility; however, those that are linked to mimetic forces (i.e., industrial peers) have a negative association with environmental responsibility, which is mitigated by CEO power. These findings suggest that the heterogeneous effects of board social ties on environmental responsibilities experienced by firms in a context of environmentalism are at an early stage.     

Experiencing meaningfulness climate in teams: How spiritual leadership enhances team effectiveness when facing uncertain tasks

This study integrates social information processing theory with leadership and climate literature, and aims to produce novel theoretical insights into whether and how spiritual leadership and task uncertainty foster conditions to enhance meaningfulness climate and subsequent team effectiveness in China. Team effectiveness was operationalized as team performance and team organizational citizenship behavior (OCB). Based on data collected at three time points over 12 months from multiple sources of 123 teams in China, we found that spiritual leadership was positively related to team performance and team OCB through meaningfulness climate. Further, the relationship between spiritual leadership and meaningfulness climate was stronger for teams with high task uncertainty than teams with low task uncertainty.     

Whither seniority? Career progression and performance orientation in South Korea

Framed by institutional theory, this study reassesses the influence of seniority on (HRM) in South Korea today. We analyze first the overall influence of seniority in business, second its significance for career progression (i.e. promotion), and third its relation to individual performance orientation. By conducting in-depth interviews among local and expatriate managers, we find that the role of seniority is still pronounced. Seniority-based promotion remains significant, and individual performance evaluation systems, as are typically found in Western countries, hardly fit the cultural environment and tend to be ineffective. By contributing to the extant theories on institutional dynamics and the convergence–divergence–hybridization debate alike, our results strengthen the culturalist approaches, holding that informal institutions persist and do not disappear quickly. Further, rather than moving towards global convergence, we see the Korean HRM system as being in a state of hybridization caused by coercive isomorphism resulting from experimentation with foreign best-practice systems. As a result, some HRM practices are dysfunctional. We recommend that firms should reinterpret their valuation of individual performance towards team achievements and pay more attention to the optimal team composition.     

2013年上半年就业形势分析

本文探讨2013年上半年的就业形势及主要特征,并对下半年的就业形势影响因素进行了分析且做出预计判断,最后对下半年的就业工作提出了针对性的政策建议。