基于社会需求视角下高职院校毕业生的就业分析

随着我国社会经济的成功转型,社会对专业技术人才的实际需求数量存在重大缺口,专业技术人才出现严重短缺。但是,学校的人才培养与社会需求没有达到有效的对接。     

工会主席专职化对工会维权活动的影响效应——来自雇主—雇员匹配调查的证据

本文利用“中国雇主—雇员匹配数据追踪调查（2012）”,采用多变量 Probit 模型考察工会主席专职化对工会维权活动的影响效应。结果发现：工会主席专职化强化了工会在工伤补偿、改善工作环境及改善住宿和伙食等员工福利方面的作用,而在提高员工工资、发加班费及减少解雇等核心维权活动方面的作用并不显著;工会主席专职化对工会维权作用在不同性质的企业有显著差异,在公有制企业主要表现为改善工作环境,而非公有制企业工会主席的专职化对工会维权的推动作用更大,特别是在发放加班费、工伤补偿等方面。     

基于DKC值的K-means改进聚类算法的研究

由于K-means算法的中心点是随机选择的,这样会导致聚类结果很不稳定,同时,孤立点的存在也会影响到聚类的精度,为解决这些问题及二者之间互相牵制,文章基于DCK值来对初始聚类中心进行选择,同时去除数据中的孤立点,使得聚类中心相对稳定,再利用改进的k-means算法对数据进行聚类,改进后的算法较原始算法更准确。     

第三方物流服务商开展电子商务的竞争策略研究

通过对我国第三方物流服务商开展电子商务的SWOT分析,提出了其利用电子商务整合企业资源,实现整个供应链最优化从而获得竞争优势的策略。     

Drivers and implications of entrepreneurial orientation for academic spin-offs

International Entrepreneurship and Management Journal - This paper has been designed with a dual goal. On the one hand, the paper aims to examine the role of management teams, industry agents, and...     

Priority-driven behaviors under the Boston mechanism

We study school choice markets where the non-strategy-proof Boston mechanism is used to assign students to schools. Inspired by previous field and experimental evidence, we analyze a type of behavior called priority-driven: students have a common ranking over the schools and then give a bonus in their submitted preferences to those schools for which they have high priority. We first prove that under this behavior, there is a unique stable and efficient matching, which is the outcome of the Boston mechanism. Second, we show that the three most prominent mechanisms on school choice (Boston, deferred acceptance, and top trading cycles) coincide when students’ submitted preferences are priority-driven. Finally, we run some computational simulations to show that the assumption of priority-driven preferences can be relaxed by introducing an idiosyncratic preference component, and our qualitative results carry over to a more general model of preferences.     

The relationship between high performance work systems and employee proactive behaviour: role breadth self‐efficacy and flexible role orientation as mediating mechanisms

Drawing on the contextual perspective, this study provides novel empirical evidence on how the organisational context (specifically, the firm's human resource strategy) has an effect on employee proactivity. We use matched data from managers and employees in 102 Spanish professional service firms to examine how high performance work systems contribute to enhance employee proactive behaviours through two motivational variables: role breadth self‐efficacy and flexible role orientation. Results of a multilevel study demonstrate that role breadth self‐efficacy mediates between HPWS and employee proactivity, but flexible role orientation does not mediate this relationship.     

Measuring input-specific productivity change based on the principle of least action

In for-profit organizations, efficiency and productivity measurement with reference to the potential for input-specific reductions is particularly important and has been the focus of interest in the recent literature. Different approaches can be formulated to measure and decompose input-specific productivity change over time. In this paper, we highlight some problems within existing approaches and propose a new methodology based on the Principle of Least Action. In particular, this model is operationalized in the form of a non-radial Luenberger productivity indicator based on the determination of the least distance to the strongly efficient frontier of the considered production possibility sets, which are estimated by non-parametric techniques based upon Data Envelopment Analysis. In our approach, overall productivity change is the sum of input-specific productivity changes. Overall productivity change and input-specific changes are broken up into indicators of efficiency change and technical change. This decomposition enables the researcher to quantify the contributions of each production factor to productivity change and its components. In this way, the drivers of productivity development are revealed. For illustration purposes the new approach is applied to a recent dataset of Polish dairy processing firms.     

NONPARAMETRIC AND SEMIPARAMETRIC PANEL DATA MODELS: RECENT DEVELOPMENTS

In this paper, we provide an intensive review of the recent developments for semiparametric and fully nonparametric panel data models that are linearly separable in the innovation and the individual-specific term. We analyze these developments under two alternative model specifications: fixed and random effects panel data models. More precisely, in the random effects setting, we focus our attention in the analysis of some efficiency issues that have to do with the so-called working independence condition. This assumption is introduced when estimating the asymptotic variance–covariance matrix of nonparametric estimators. In the fixed effects setting, to cope with the so-called incidental parameters problem, we consider two different estimation approaches: profiling techniques and differencing methods. Furthermore, we are also interested in the endogeneity problem and how instrumental variables are used in this context. In addition, for practitioners, we also show different ways of avoiding the so-called curse of dimensionality problem in pure nonparametric models. In this way, semiparametric and additive models appear as a solution when the number of explanatory variables is large.