企业兼并战略分析与对策研究

本文剖析了企业兼并在我国产生的原因,通过对我国企业兼并现状分析,提出兼并过程中存在的问题,并提出相应的对策建议。     

新时期加大农村土地流转力度的思考

[目的]在系统阐述我国土地流转现状的基础上探索新形势下加大土地流转力度的新思路,以期为新形势下的农村土地流转提供理论参考。[方法]文章运用文献研究法和调查法,对我国目前土地流转的模式、面积、速度等进行调查和分析,总结目前的发展趋势,寻求新形势下加快农村土地流转的措施。[结果]2007~2014年,我国农村土地流转面积在稳步上升中,从2007的0.042亿hm~2增长到了2014的0.269亿hm~2,翻了6倍多。2007年约为424.8万hm~2,仅占家庭承包耕地总面积的5.2%。截止2014年底,全国家庭承包耕地流转面积达到2 686.7万hm~2,比2013年底增长18.3%;流转面积占家庭承包经营耕地面积的30.4%,比2013年提高4.7个百分点。2007~2010年,农村土地流转面积年际变化逐年减小,从2007~2008年的0.031亿hm~2减少到2009~2010年的0.025亿hm~2;2011~2014年,农村土地流转面积年际变化呈现为逐年增加的趋势,从2010~2011年的0.027亿hm~2增加到2013~2014年的0.042亿hm~2。2007~2010年,农村土地流转面积年际增幅呈现逐渐下降的趋势,从73.8%急速下降到25%;从2010年开始,农村土地流转面积年际增幅趋于稳定,保持在21%左右,上下浮动不大。[结论]农村土地流转速度和进程逐渐加快,规模越来越大,流转形式多样化并存协调发展。国内土地流转面积表现出渐趋增加的态势,年际增幅趋于稳定,规模运营表现出攀升趋势。由于国家政策,市场经济的发展,农村形势的改善等原因,我国的土地流转进程进一步得到推动和加快。     

乡村振兴战略下农村产业融合、人力资本与农民增收*——以浙江省为例

［目的］乡村振兴战略是贯彻新发展理念,建设现代化经济强国的重大战略之一。农村产业兴旺,农民生活富裕是乡村振兴战略的重要目标。农村一、二、三产业融合发展是实现乡村产业振兴,农民增收的重要途径。农村人力资本状况关系到农村产业融合的人才建设,关系到农民增收的实现。文章力图探究乡村振兴战略下农村产业融合、人力资本与农民增收间的相互作用关系,以期为乡村振兴战略的实现提供政策建议。［方法］以浙江省为例进行实证分析,通过建立PVAR模型,采用格兰杰因果关系及面板数据模型进行检验。［结果］农村产业融合及人力资本构成农民增收的格兰杰因果关系,两者都对农民增收产生显著影响,且人力资本影响效应更大。农民增收及人力资本对农村产业融合没有起到相应的促进作用。［结论］在实证分析的基础上,从加大人力资本投入、培育农村产业融合复合型人才及加强宣传引导工作等方面提出相应的政策建议促进农村产业融合。     

公允价值模式有关问题研究

我国新颁布的会计准则公允价值的应用是新准则的创新。基于决策有用观,人们对公允价值计量的偏爱主要来自于它能提高会计信息的相关性。由于公允价值是以市场定价为基础的,所以其决策价值要明显优于历史成本。但在我国现阶段运用公允价值存在一些现实问题,针对这些问题本文进行了探讨并提出了相关对策。     

境外战略投资者与国有商业银行在股权定价中的博弈

引进境外战略投资者是我国金融服务业进入全面开放后,国有商业银行改革的重要策略.其中的股权定价问题是这一改革过程中关注和讨论的重要问题,形成了多种不同的观点.在境外战略投资者与国有商业银行进行股权议价的过程中,存在着影响溢价和折价的多种因素,最终价格的确定正是双方通过多种因素博弈的结果.     

基于主成分分析和BP神经网络算法的股权众筹风险评价研究

近年来,随着股权众筹的迅速发展,其在实际运作中风险评估和防范问题引起了人们的关注.基于此,本文首先利用主成分分析的方法构建了股权众筹风险评估指标体系,其次,利用BP神经网络以众投邦平台股权众筹项目为例进行了实证研究.结果显示:众筹风险评估指标体系由审核估值风险、发起人能力风险、项目本身风险、法律风险、经营风险、监管风险及流动性风险等七个指标构成;BP神经网络的方法在股权众筹风险评估方面是可行且有效的.研究结论可为我国股权众筹风险评估和防控及金融风险防控具有重要的理论及现实意义.     

产业升级转型阶段的制造业生产效率比较研究——以江苏为例

本文以江苏省全部国有及规模以上制造业30个行业为研究对象,运用DEA分析法测算了30个行业的纯技术效率和规模效率,在此基础上运用Malmquist指数法测算了制造业全要素生产率、技术进步指数和技术效率指数,并从制造业整体层面,将江苏与上海、浙江、广东和山东四省市进行了对比分析。结论认为,江苏省制造行业技术效率和规模效率差异显著,多数行业不能同时达到技术与规模有效;其制造业全要素生产率的增长主要得益于技术进步和纯技术效率的影响,而规模效率产生负面影响;江苏省制造业整体技术效率相对其他四省市而言水平较低。作为制造业大省,江苏需加快行业技术进步,提高技术效率和规模效率,以促进制造业行业全要素生产率的提高。     

Determinants and outcome of career competencies: Perspectives of hotel managers in China

This study aims to explore the determinants and outcome of career competencies. Based on the notion that organizations and individuals have respective obligations in the career management of employees’, this study developed perceived “organizational career management’ (OCM) and “career commitment” as determinants and career satisfaction as an outcome of career competencies. Data were collected in the state-owned hotels in China, and structural equation modeling was used to test the proposed relationships. The findings indicate that both perceived OCM and career commitments have positive, direct effects on career competencies. The findings of this study may benefit both hotels and hotel employees by providing valuable implications.     

From hotel career management to employees’ career satisfaction: The mediating effect of career competency

The purpose of this study is to explore the relationships between perceived hotel career management, career competency, and career satisfaction. It also aims to examine the mediating processes through which hotel career management contribute to employees’ career satisfaction. Results from structural equation modeling (SEM) show that career competency mediates the effects of three dimensions of hotel career management (career appraisal, career development, and career training) on career satisfaction. The article concludes with implications for theory development and management practice.     

Hotel career management in China: Developing a measurement scale

This study aims to develop a measurement scale for organizational career management (OCM) in China's hotel industry. The scale development procedure includes four steps: developing initial items, implementing purifying measures, data collection, and assessing the reliability and validity of the proposed measurement scale. Both exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) are used to test the reliability and validity of the measurement scale thus developed. The development process results in a reliable and valid scale for hotel career management incorporating three dimensions: (1) career appraisal and advice, (2) a career development program, and (3) career training. Given the scarcity of research on career management in China, the measurement scale developed in this study will serve as a foundation for future research. The findings of this study may help to stimulate further empirical research on the relationship between hotel career management and employees’ career commitment and career satisfaction.