浅析暖通空调设计安装中存在的问题

施工管理工作中,管理人员应当做好质量控制工作,这样才能从整体上提供施工水平.在进行暖通空调安装的过程中,要根据施工图纸,分析施工设计的意图,并且根据施工图纸制定可行性的方案抓住施工前、施工中以及施工后等各个环节的质量管理工作,才能进一步提高暖通空调安装的质量水平.但从实际情况来看暖通空调设计与安装工作中依然存在一系列亟...     

可持续人力资源管理研究:实践体系与理论模型

可持续人力资源管理突破传统战略人力资源管理以组织为中心的视角,致力于平衡组织经济效应和可持续发展之间的分歧,成为新的研究动向.现有关于可持续人力资源管理的内涵、实践构成及系统化理论模型尚未明确.本文在梳理相关文献基础上,从雇主和股东的经济利益、员工职业发展、员工家庭与工作平衡、政府税收和扩大就业需求、环保生态稳定等五方面提炼出可持续人力资源管理的实践体系,推导出包含前因变量、过程变量和结果变量在内的理论模型,启示企业以可持续发展理念有效地管理人力资源,以期获得持续竞争优势,实现经济、社会、环境和个人的协调发展.     

中国服务业碳生产率变动的差异及收敛性研究

研究目标：中国服务业碳生产率变动的差异及收敛性。研究方法：采用SBM方向性距离函数和Global Malmquist-Luenberger(GML)指数,对2004~2013年中国服务业分行业的碳生产率进行测算,并对其进行收敛性检验。研究发现：中国服务业碳生产率整体呈增长趋势,技术进步是其增长的主要因素,技术效率并没有发挥出应有的提升服务业碳生产率的作用,利用效率的改善来提高服务业碳生产率增长还有很大的空间。此外,中国服务业碳生产率并没有呈现显著的σ收敛,而绝对β收敛和条件β收敛模型研究表明,中国服务业分行业间的碳生产率总体差异正在逐步缩小。研究创新：将碳生产率的测算及收敛性研究延伸到服务业领域。研究价值：有利于低碳经济背景下服务业碳生产率的提升和节能减碳目标的实现。     

Relationships between organizational justice,organizational trust and organizational commitment: a cross-cultural study of China,South Korea and Australia

In an increasingly globalized world, organizations that operate in more than one country are a substantial part of the world economy. It is therefore beneficial to understand the attitudes of employees in different countries and their impact on the organization. One important area is organizational justice and its relationships with organizational trust (OT) and organizational commitment. This empirical study collected survey data from university employees across China, South Korea and Australia. We proposed that OT would mediate the relationships between affective organizational commitment (AOC) and both distributive justice (DJ) and procedural justice (PJ) in all three countries. In Australia, we found that PJ and AOC were significantly related, and OT fully mediated the PJ-AOC relationship. In China and South Korea, both DJ and PJ were significantly related to AOC, and OT fully mediated the PJ-AOC relationship. OT partially mediated the DJ-AOC relationship in China but fully mediated this relationship in South Korea. Implications for theory and for management practitioners are discussed, and areas for future investigation are identified.     

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.     

Analyst Herding and Stock Price Crash Risk: Evidence from China

We examine the proposition that firms with disproportionately more analysts herding in their coverage, as measured by a larger herding index value, have higher crash risk. Our findings are consistent with the main proposition. The results suggest that information production, rather than monitoring, is the primary mechanism behind the positive relation between herding and crash risk. Our conclusion is robust to different measures of crash risk, crash risk windows, herding measures, subsamples, and instrumental estimation. In addition, using post‐earnings announcement drift, we report that analyst herding slows down bad news transmission in the market. Our findings extend the literature by documenting that analyst herding plays a role in enhancing crash risk. Analyst herding has economic consequences on the covered firms. We offer support for the concern in the literature regarding analyst herding and market fluctuations.     

ERP实施中的采购业务BPR实践

企业的业务流程重组(BPR)最基本的思想在于充分利用信息系统的潜能以及面向过程的人员与组织管理,对企业业务流程进行根本性的思考和再设计,从而促使经营管理水平得到改善。详细阐述了某矿业集团公司ERP项目实施过程中的采购模式的重建和业务流程再造。     

基于BP神经网络的拱坝风险评价研究

拱坝坝高库大,环境条件复杂,又多处于高烈度地震区;一旦失事,后果不堪设想。不但会严重影响工农业生产、重创国民经济,而且会使人民生命财产遭受极大损失,产生恶劣的政治影响。因此,拱坝的风险分析与风险评价越来越受到力学界、坝工界、政府的高度重视和社会各界的广泛关注。利用神经网络的方法,研究具有拱坝风险评价问题,建立了基于BP神经网络的评价模型。     

基于不完全信息动态博弈模型的报价策略研究

目前应用博弈论对价格谈判所进行的研究大多集中于讨价还价问题,而关于报价问题的研究往往依靠定性分析。因此本文建立了一个关于报价策略的三阶段不完全信息动态博弈模型,并通过求解证明：在谈判双方信息对称的条件下,无论对买方还是卖方来说,“抢先报价”都是占优策略。在买卖双方都采取“抢先报价”策略时,报价顺序博弈的结果具有不确定性。在现实中买卖双方往往会通过各种其他手段来达到抢先报价的目的。     

高职院校新型学生就业指导队伍建设探索——以广西建筑类高职就业指导队伍建设为例

文章以广西建筑类高职就业指导队伍建设为例子,阐述了新型就业指导队伍建设遇到的新问题和面临的新机遇,探讨了针对不同经济区域建筑市场、以建筑业就业特性为主线建设就业指导队伍,具有一定的借鉴作用.