A cross cultural study of gender-role orientation and entrepreneurial self-efficacy

The study of gender differences in entrepreneurial self-efficacy to date has produced inconclusive results. Cross-cultural studies are virtually non-existent. The present study seeks to understand the complex interplay of biological sex, socialized gender-roles, and culture on entrepreneurial self-efficacy and motivation to become an entrepreneur. Findings indicate that among American business students the traditional view of “entrepreneur as male” is fading. For the next generation of business leaders and entrepreneurs, a new entrepreneur stereotype is emerging that balances stereotypical feminine and masculine characteristics. These findings were not replicated in Spain where traditional gender-role stereotypes associated with entrepreneurship persist, even among business students. Implications for entrepreneurial education are discussed as they relate to the development of skills associated with venture creation.     

信用违约互换与中小企业信贷风险的分散

2007年以来,我国产业转型的压力逐渐增加,对转变增长模式的需求也越加迫切.在这样的背景下,一方面,我国需要支持和发展中小企业,利用其在科技创新方面的优势来推动产业转型;另一方面,银行又必须注意中小企业风险的防范与防控,以保持金融系统的稳定和信贷资产的安全.因此,银行信贷与产业转型要求之间便产生了矛盾:本需要支持的中小企业却更难获得银行的信贷支持.本文正是针对这一矛盾,从金融制度和业务创新的角度出发,利用信用违约互换这一重要的金融衍生工具,创新性地重构了信用违约互换的交易模式,以求缓解银行风控要求与中小企业融资需求之间的矛盾.     

毛泽东生产力思想探论

在革命和建设实践中,毛泽东形成了解放和发展生产力的重要思想,这一思想的要点是革命可以解放生产力、在社会主义制度下可以发展生产力。毛泽东提出了发展生产力的具体途径:先是工业化战略,继而发展为现代化战略。但由于主客观因素的影响,在20世纪50年代末以后,毛泽东逐步地偏离了实事求是的思想轨道,发动了一系列脱离中国实际的"运动",给中国生产力的发展造成了严重的负面影响。     

城市地下管网震后安全恢复评价曲线研究

安全恢复评价曲线（$RAC）是应用主分量分析法降维的思想,根据管网恢复评价指标中存在着一定相关性的特点,用较少的指标来代替原来较多的指标,描点形成安全恢复评价曲线。该曲线很好地解决了管网震后恢复评价过程中,多指标评价带来的选取指标过程中的主观性和由此导致的评价结果的偏差等问题,有效地提高评价的精度和效率。文章阐述了SXAC的原理与构造方法,结合聚类分析,给出了SRAC评价应用算例。     

Decisions nonindustrial forest landowners make: an empirical examination

Our purpose is to estimate a model of non-industrial forest landowner behavior that considers certain types of behavior that have escaped discussion and rigorous investigation in the literature, yet which are critical to future policy making. Our focus on the many different but related decisions landowners make broadens the typical understanding of landowner behavior to show how bequest motives, debt and participation in non-timber activities, and harvesting decisions are interrelated and dependent on landowner preferences, market, and land characteristics.     

货币政策与银行风险承担

文章基于2013-2017年24家银行的微观数据,实证检验了货币政策银行风险承担渠 道的存在性与贷款损失准备金的调节作用,以及银行异质性特征对商业银行风险承担的异质 性影响。实证结果表明：（1）数量型和价格型货币政策风险承担效应存在,而结构型货币政策 风险承担效应不存在。（2）银行的贷款损失准备可以削弱货币政策对银行风险承担的影响。 因此,本文给出了央行应将银行风险承担状况纳入货币政策目标、实施不同的货币政策组合以 降低风险、监管当局应将贷款损失准备金率指标纳入监管框架的政策建议。     

Perceived human resource system strength and employee reactions toward change: Revisiting human resource's remit as change agent

Although scholars have highlighted human resource's (HR's) important role as a change agent, we know little about the extent to which HR influences the change context to foster positive employee responses and support organizational changes. This study positions perceived HR system strength as an important internal context factor that influences employees' reactions toward change. Drawing on emotion theory and social exchange theory, we analyze the mechanisms through which employees' perceptions of HR system strength lead to positive employee responses to organizational change. Data from 704 employees in a UK police force showed that employees' perceptions of HR system strength were positively related to their ability to cope with organizational change and that this relationship was simultaneously mediated by state positive affect and perceived organizational support. Moreover, our findings demonstrated that coping with organizational change was positively related to employees' change‐supportive behavior. This study is important because it broadens the remit of HR's role as change agent and provides valuable insight into how HR positively influences employee outcomes during organizational change.     

Demands or Resources? The Relationship Between HR Practices,Employee Engagement,and Emotional Exhaustion Within a Hybrid Model of Employment Relations

This article explores the ways in which employees may experience and respond to tensions inherent in the mix of potentially conflicting human resource (HR) practices that compose hybrid models of employment relations. By drawing on the job demands–resources (JD‐R) literature and viewing HR practices as “demands” and “resources,” we explore the impact of performance management and employee voice practices on employee well‐being, as exemplified by engagement and emotional exhaustion, in a large public‐sector organization in Ireland. Our findings suggest that employee voice mechanisms may act as a resource in both enhancing engagement and in counterbalancing the demands presented by a performance management system, thus reducing the deleterious effects of emotional exhaustion. Our study extends understanding of hybrid models of human resource management (HRM) and of the ways in which employees manage the contradictory signals that such models may send in terms of performance expectations. © 2015 Wiley Periodicals, Inc.     

论日本与中国台湾地区的经贸关系及其特征

日本与中国台湾地区经济关系发展紧密。2003年,日本取代美国成为台湾地区第二大贸易伙伴。长期以来,日本是台湾地区最重要的进口市场,具有重要影响力。截至2006年,日本是台湾地区的第一大投资国、第四大出口目的地和第八大进口来源地。目前,台湾地区对日贸易出现严重赤字,双方存在出口商品的结构差的问题。日本通过对台投资,主导双方经贸关系。同时,近年来日台间的经济行为的政治化不可忽视。双方经贸关系仍有很大的空间,但基于一些主客观因素的制约,双方的经贸关系发展将会有一定限度。