Leisure,international retirement migration,and retirement adjustment: insights from the best exotic marigold hotel movies

ABSTRACT

International retirement migration (IRM) is a growing phenomenon linked to increased longevity, early retirement, and improved financial status. Encompassing both travel and leisure experiences, IRM is a topic relevant to both tourism and leisure studies. By analysing the fictional movie series The Best Exotic Marigold Hotel (2012) and The Second Best Marigold Hotel (2015) from psychological, gerontological, and sociological theoretical perspectives, this paper examines motivation, goal setting, continuity and change, and identity development in IRM experiences within tourism and leisure contexts. This paper (a) identified motivations for IRM as finance, romantic relationships, social relations, self-esteem, self-fulfilment, and social norms; (b) in turn, time perception and attitude influence IRM emigrants’ priority and emotional fulfilment; (c) innovation extricates IRM emigrants from role loss and facilitates role change; and (d) IRM emigrants experience various identity development processes. A conceptual framework for IRM is proposed that purports to explain the IRM experience process and indicates that such an understanding of IRM should incorporate psychological, gerontological, and sociological perspectives.     

论金融危机下中国企业家的作为与责任

面对国际金融危机,作为领军人物的企业家应增强必胜的信心,不断提升素质与能力,切实履行社会责任,保持健康向上的心态,勇于承担责任,完成历史赋予中国企业家的使命。     

徐家围子断陷区营城组火山岩识别

勘探实践表明徐家围子断陷营城组火山机构是深层天然气藏良好的储集体。本文以徐家围子断陷中部营城组火山岩为研究对象,该区火山岩厚度大,爆发相、喷溢相和火山沉积相等各种相带均较发育,通过对火山岩地震反射特征的系统分析,总结了各种相带的具体震相特征。并以此为依据,应用趋势面属性、相干体分析技术等多种手段,对火山机构的空间分布进行了识别与预测,在营城组共识别出44个火山锥,对本区火山岩气藏的勘探开发具有一定的指导作用。     

Job satisfaction and quit intentions of offshore workers in the UK North Sea oil and gas industry

The North Sea oil and gas industry currently faces recruitment and retention difficulties because of a shortage of skilled workers. One means of retaining existing employees is to improve workers’ job satisfaction. In this paper, we investigate the determinants of job satisfaction and intentions to quit within this industry sector. We find that individuals in good financial situations, those whose skills are closely related to their job and those who received training reported higher levels of job satisfaction. Furthermore, we establish the importance of job satisfaction, promotion prospects and training opportunities in determining workers’ intentions to quit their job.     

Children aged 9-14 living in disadvantaged areas in England: Opportunities and barriers for cycling

The aim of this paper is to take a holistic perspective to explore levels of cycling and opportunities and barriers to increase children’s safer cycling in disadvantaged areas in England. The study was one part of a larger study which explored the factors underlying the high level of road traffic casualties especially among children in the most disadvantaged areas of England and to explore how this impacts on mobility and quality of life. The methods involved a cross sectional survey comprising school based questionnaire surveys with children aged 9-14 and focus groups with parents who had children within this age range. The surveys were conducted in 2007 and the focus groups during 2008. 4286 children completed the survey and eight focus groups were held. Bike ownership (77%) was high, use in previous week moderate (39%) but only 2% cycled to school. Ownership was significantly lower in minority ethnic groups. Despite young children’s strong preference to travel by cycle (30%) than walk or go by car, most parents felt it was too hazardous. It is unlikely that these findings would be any different from the rest of England, however the combination of environmental and social factors may elevate the risks for young cyclists in these areas. This paper concludes that a number of barriers exist to increasing levels of cycling among children living in disadvantaged areas particularly amongst ethnic groups. These barriers could be addressed by environmental modifications to reduce speeds and by reducing the levels of antisocial driving and riding in residential areas and around destinations where children travel, by providing cycle training to improve children’s skills and parent’s confidence, and by providing secure storage facilities for bikes. Until these barriers are addressed it is unlikely that cycling will increase despite the strong preferences children have to travel by bike. Such preferences to cycle provide an opportunity for local authorities to act on.     

光接收机原理及常见故障分析

本文简要介绍了光接收机工作原理及使用中应注意的一些问题,并结合实际对常见故障进行分析.     

集体林区林业专业合作社人才培养质量评估研究

基于福建省83个林业专业合作社的调查数据,运用层次分析法,构建集体林区林业专业合作社人才培养质量的评估模型,并对其进行分析。结果表明:被调查的83个林业专业合作社的人才培养质量评估的各个维度的评估、总体评估的结果均不理想。因此,提出加强对人才培养的重视,营造良好氛围;精心规划培养内容和方法,提高培养的实效性;充分运用多方资源,系统拟定分类人才培养规划;增加人才培养的投入,完善配套制度安排等建议。     

我国出口贸易摩擦预警机制的现状、问题与对策

我国“入世”以后,为了保证出口的稳定增长,维持正常的出口秩序,迅速建立了出口贸易摩擦预警机制并已发挥了重要的作用。然而,出口贸易摩擦出现的一些新特点,对正在完善中的预警机制提出了新的挑战。本文对我国出口贸易摩擦预警机制的现状和问题进行了分析,并提出了相应的对策。     

复方坦索罗辛非那雄胺胶囊的含量测定方法研究

目的探讨复方坦索罗辛非那雄胺胶囊的制备和质量控制。方法将非那雄胺和微晶纤维素混合后与溶解有坦索罗辛的乙醇溶液混合制粒装入胶囊中。盐酸坦索罗辛的含量测定采用高效液相色谱法,色谱柱为KromasilC18柱(250mm×4.6mm,5μm),流动相为乙腈-0.2mol.L-1磷酸二氢钾-0.2mol.L-1磷酸盐溶液=5:7:7(v/v),流速为1mL.min-1,柱温为30℃,检测波长225nm。非那雄胺的含量测定也采用高效液相色谱法,色谱柱为WatersC18柱(250mm×4.6mm,5.0μm),流动相为甲醇-水(75:25),流速为1mL.min-1,检测波长220nm。结果结论所用方法简单,易于操作,含量测定方法简便、准确、回收率高,可用于复方坦索罗辛非那雄胺胶囊的质量控制。     

Generational differences: An examination of work values and generational gaps in the hospitality workforce

The purpose of this study is to identify generational differences and similarities among hospitality employees and managers in order to develop leadership strategies and management styles that can be utilized to increase employee morale and productivity while enhancing recruitment and retention rates of highly qualified workers. Data for this study were collected through a series of in-depth focus group discussions. Findings indicated significant generational differences in world views, attitudes toward authority and perspectives on work. Findings suggested the Baby Boomers respect authority and hierarchy, while the Generation X-ers (Gen X-ers) rebel against authority. Findings also suggested while Baby Boomers live to work, Gen X-ers work to live. The Baby Boomers are willing to wait their turn for promotions and rewards, and are very loyal. On the other hand, Gen X-ers expect immediate recognition through title, praise, promotion, and pay. They also want a life outside of work—they are not likely to sacrifice theirs for the company. The Millennial Generation believes in collective action, with optimism of the future, and trust in centralized authority. They like teamwork, showing a strong will to get things done with a great spirit.