基于SWOT分析的陕西第三方物流发展战略研究

浅析了陕西第三方物流发展的现状及其存在的主要问题,并运用SWOT方法对陕西第三方物流发展进行了分析,指出了其发展存在的优势、劣势、机遇和威胁,并针对具体情况提出了相关发展战略.     

北京市建成区地下空间基础设施统筹研究

针对北京市建成区地下空间开发利用过程中因缺乏空间统筹导致的各类问题和矛盾,以及上位政策中对未来城市地下空间合理开发建设的统筹要求,分别研究不同类型地区的地下空间利用统筹模式特征及相应的统筹对策,增强地下空间的系统性、整体性和协同性,以期为未来北京地下空间规划和开发建设提供有力指导.     

手机测评现状、问题与对策分析

随着智能手机快速更新换代,手机测评已成为引导消费者快速全面地了解手机性能和功能的有效载体.本文对手机测评的环境、技术、传播方式、传播内容、测评者情况进行分析,指出手机测评面临的问题,并提出相应对策.     

我国金融监管的现状与对策分析

“入世”后我国金融监管面临严峻挑战。如何适应新形势建立高效的金融监管体制成为我国经济发展中一个非常重要的问题。文章通过“入世”后对我国金融监管带来的冲击以及目前金融监管存在的问题分析 ,提出转变我国金融监管的对策。     

物流公司全面预算管理现状及对策分析——以辽宁省某物流公司为例

以辽宁省某物流公司全面预算管理现状为基础,从预算组织管理、预算编制管理、预算执行、预算考核等方面进行分析与探讨,同时对其全面预算管理存在的问题进行剖析,结合其发展战略制定了相应的完善全面预算管理体系的对策。     

标杆管理在城市管理中的应用探析

标杆管理技术已在西方国家企业和公共部门管理中得到广泛应用并取得了成功实践.在我国,标杆管理的应用尚处在探索与起步阶段.本文在简要概述标杆管理的内涵与发展的基础上,着重分析了在我国城市管理中应用标杆管理的意义.并提出了在城市管理中实施标杆管理的一般步骤.     

当前的教育培训及其实施

本文通过对当今国内教育培训市场现状的分析，从组织的角度对教育培训所需的必要资源及教育培训的策划组织、顾客培训需求的识别、培训实践、效果跟踪和顾客关系的维护管理等，提出了的一些看法。     

Understanding Employees’ Perceptions of Human Resource Practices: Effects of Demographic Dissimilarity to Managers and Coworkers

Strategic HRM researchers have increasingly adopted an employee perspective to understand the influence of HR practices on employee outcomes and have called for studies to explain variability in employees’ perceptions of HR practices. To address this research need, we used the social information processing perspective to examine the contextual influence of managers and coworkers on employees’ perceptions of HR practices and explore demographic dissimilarities as boundary conditions of the contextual influence. Conducting research in two organizational settings, we found that both manager‐perceived and coworker‐perceived HR practices were positively related to employees’ perceptions of HR practices. The results also revealed that employee demographic dissimilarity to coworkers in terms of age and organizational tenure weakened the positive relationship between coworker‐perceived and employee‐perceived HR practices. However, the relationship between manager‐perceived and employee‐perceived HR practices was not influenced by demographic dissimilarities. © 2015 Wiley Periodicals, Inc.     

人力资源管理强度的研究回顾及在中国情境下的理论框架建构

人力资源管理强度能够从整体上反映企业人力资源管理的效果,在组织管理实践中具有重要的指导作用.但以往关于人力资源管理强度的探讨主要集中于西方情境,这极大地限制了其在中国情境下的发展.因此,本文立足于中国情境,在对现有人力资源管理强度进行理论回顾的基础上,构建了中国情境下人力资源管理强度的研究框架,并从维度、测量与实证研究三个方面进行了未来展望.     

Strategic HRM in China: Configurations and competitive advantage

The strategic HR literature suggests that a firm will perform better through internal appropriate fit among HRM practices (the configuration fit) and through external appropriate fit between a firm's HRM practices and business strategy. The present study adopts a configuration approach to identify unique patterns of HR practices and business strategy that are posited to be maximally effective. The proposed relationships were empirically tested by surveying with a sample of 241 business firms in Guangzhou, South China, to find out the extent that four HR configurations could be successfully adopted in the Chinese context. The results revealed that HR configurations are significantly related to effect in predicting overall outcome performance and turnover, but not significantly related to effect on sales growth and profit growth rates. Research findings showed not only competitive strategies are significantly related to effect on HR configurations. The results also showed significant interaction effects between HR configurations and business strategy in their effect on profit and sales growth. These results further extended support for a contingency perspective in strategic HRM to the Chinese context, with significant practical implications for managing HRM in China. © 2008 Wiley Periodicals, Inc.