高职院校旅游类人才培养和就业问题的相关调查研究

我国高职教育起步较晚,旅游学科本身发展历史较短,又属于边缘学科,旅游类专业课程设置还处于探索阶段,很多问题仍制约着高职类旅游教育的发展。该论文以西安SVT学院为样本学校,通过对其近三年来旅游专业毕业生就业状况的追踪调查为切入点,对高职类旅游专业的专业设置、课程设置等方面存在的问题进行分析探讨,并提出了相应对策。     

Exploring reallocation’s apparent weak contribution to growth

Two recent meta-analyses use variants of the Baily et al. (Brookings Papers Econ Act Microecon 1:187–267, 1992) (BHC) decompositions to ask whether recent robust growth in aggregate labor productivity (ALP) across 25 countries is due to lower barriers to input reallocation. They find weak gains from measured reallocation and strong within-plant productivity gains. We show these findings may be because BHC indices decompose ALP growth using plant-level output-per-labor (OL) as a proxy for the marginal product of labor and changes in OL as a proxy for changes in plant-level productivity. We provide simple examples to show that (1) reallocation growth from labor should track marginal changes in labor weighted by the marginal product of labor, (2) BHC reallocation growth can be positively correlated, negatively correlated, or uncorrelated with actual growth arising from the reallocation of inputs, and that (3) BHC indices can mistake growth from reallocation as growth from productivity, principally because OL is neither a perfect index of marginal products nor plant-level productivity. We then turn to micro-level data from Chile, Colombia, and Slovenia, and we find for the first two that BHC indices report weak or negative growth from labor reallocation. Using the reallocation definition based on marginal products we find a positive and robust role for labor reallocation in all three countries and a reduced role of plant-level technical efficiency in growth. We close by exploring potential corrections to the BHC decompositions but here we have limited success.     

第三方物流企业优选的混合多属性决策方法研究

在分析研究的基础上，将第三方物流服务企业选择问题归结为一类典型具有多类评价信息的多属性决策问题，据此提出根据多类评价信息对备选第三方物流企业进行综合排序，为企业选择物流合作伙伴提供参考依据。文中实例分析说明，该方法在进行第三方物流供应商的选择上是可行有效的。     

Mixed Causal–Noncausal Autoregressions: Bimodality Issues in Estimation and Unit Root Testing1

This paper stresses the bimodality of the likelihood function of the Mixed causal–noncausal AutoRegressions (MAR), and it is shown that the bimodality issue becomes more salient as the causal root approaches unity from below. The consequences are important as the roots of the local maxima are typically interchanged, attributing the noncausal component to the causal one and vice-versa. This severely changes the interpretation of the results, and the properties of unit root tests of the backward root are adversely affected. To circumvent the bimodality issue, this paper proposes an estimation strategy which (i) increases noticeably the probability of attaining the global MLE; and (ii) selects carefully the maximum used for the unit root test against a MAR stationary alternative.     

How diversity contributes to academic research teams performance

The objective of this paper is to analyse how the job-related diversity in academic research teams influences their scientific performance. To achieve that objective, an empirical study of a university's research teams was carried out during the years 2006–2009. The results reflect a non-significant effect of functional diversity on research teams' performance, whereas status diversity affects in a positive and significant way. However, educational diversity has a significant negative impact when a certain threshold is exceeded. The effect of institutional diversity presents an inverted U-shaped relation with the number of published articles by the research teams. The results reveal that the relationship between diversity and research performance may not be a simple and direct one because its effect could depend on the organisational context and the type of diversity attributes.     

控制方位论在监狱人力资源开发中的价值和功能

当前正是知识经济的时代，组织之间的竞争关键在于人力资源的竞争。开发人力资源，加强人力资源能力建设．已经成为各个组织发展的重大问题。监狱作为国家机器的一个重要组成部分，作为一种包含固定意义和特殊意义的组织，在人力资源建设蓬勃发展的今天，没有理由将人力资源的开发和发展拒之门外。组织是由个人构成的，他偿在组织理论中是分析的基本单位。     

论"中国近现代史纲要"课程的定位及其基本功能

"中国近现代史纲要"课程属于思想政治理论课,它是高校思想政治理论课新课程体系的重要组成部分.它区别于一般的历史课,又区别于其他的思想政治理论课,它是从历史教育的角度对大学生进行思想政治理论教育的课程.它具有历史教育、思想教育、理论教育、价值观教育等多重功能.要充分实现其基本功能,需要处理好历史教育与思想政治教育、历史事件与历史规律以及历史与现实的关系.     

The performance effects of major workforce reductions: longitudinal evidence from North America

This paper investigates the performance effects of major job cuts.1 1 Like Wayhan and Werner (2000 Wayhan, V. and Werner, S. 2000. The Impact of Workforce Reductions on Financial Performance: A Longitudinal Perspective. Journal of Management, 26: 341–63. [Crossref] , [Google Scholar]), we interchangeably use the expressions ‘workforce reduction’ and ‘job cuts’ instead of the broad concept of ‘downsizing’ which is subject to multiple confusing definitions (DeWitt, 1998 DeWitt, R.L. 1998. Firm Industry and Strategy Influences on Choice of Downsizing Approach. Strategic Management Journal, 19: 59–79.  [Google Scholar]). Using data from Compustat S&P database, we examined the longitudinal impact of workforce reductions on labour productivity and operational indebtedness of 239 US and Canadian companies. Repeated measures analysis showed that firms that substantially cut jobs failed to improve their labour productivity and their operational indebtedness. Then, taken a step further, statistical analysis surprisingly revealed that firms that cut the highest proportions of their workforce had a significant deterioration of their operational indebtedness and a non-significant change of their labour productivity. These results call into question the economic legitimacy of major workforce reductions increasingly institutionalized to the detriment of the strategic approach of HRM.     

The role of organizational culture and HRM on training success: evidence from the Canarian restaurant industry

This research aims to analyse the influence of organizational culture and human resources management (HRM) practices on the success of training at restaurants. Effective training is especially important for modern restaurants that aim to gain competitive advantage by means of good quality service and performance of their employees. To achieve this objective, an empirical study was conducted on 137 restaurants in the Canary Islands. Results show that organizational culture does not influence the success of the training programmes unless HRM practices that support the training process are implemented. Specifically, the study reveals the full mediating role of HRM practices between a continuous learning culture and effective training.