组织管理中员工与组织关系的新扩展：前员工-组织社会关联

数字化技术加剧了组织环境的复杂性和不确定性，使组织人力资本表现出非稳态和高流动的特征，同时数字化技术催生的新型社交媒体使个体间的社会互动处于高度连通性。在此背景下，员工离职后与原组织之间仍然保持联系这一现象不断凸显。针对这一现象，本文将其概括为“前员工-组织社会关联”，并对其进行分析。第一，本文对前员工-组织社会关联的涵义、关联形式及性质进行了阐述；第二，从组织系统观分析了前员工-组织社会关联的必要性；第三，根据能力-动机-机会理论，从前员工意愿视角分析了前员工-组织社会关联发生的潜在因素；第四，根据能力-动机-机会理论，从能力和机会视角分析了前员工-组织社会关联发生的边界条件；第五，从前员工和组织的视角，阐述了前员工-组织社会关联产生的积极效应。本文关注前员工-组织社会关联现象，扩展了员工-组织关系的理论研究，延伸了人力资源管理的边界。     

Human Capital Development and Its Influence on FDI Withdrawal: An Empirical Analysis

This paper examines the causal effect of human capital expansion on the exit of foreign-owned firms using the difference-in-differences method together with a quasi-natural experiment involving the expansion of higher education in China in 1999. The expansion of human capital reduces the probability of the exit of foreign-owned firms significantly. This conclusion remains robust under a series of tests, including changing the sample range, adjusting the identification method, and considering the trade liberalization. Analysis of the mechanism indicates that human capital expansion reduces the exit probability of foreign-owned firms by stimulating innovation, improving production efficiency, and optimizing the quality of input and output goods. Industries with higher asset specificity are also more likely to restrain the exit of foreign-owned firms through human capital expansion. Overall, the findings of this study provide a good insight into the exit behavior of FDI in China from the perspective of human capital.     

基于历史数据的水利工程建设市场主体信用动态评价与预测模型

针对水利工程建设市场主体信用评价周期不等、评价周期过长、评价方法不够科学等问题,参考现有水利工程建设市场主体信用评价指标,采取综合赋权法确定指标权重,以确保指标权重的合理性;利用模糊综合评价法得到某水利施工企业的综合信用评价值,并基于历史数据得到最终的信用动态评价值,最后,利用马尔科夫模型(Markov Model)计算信用动态预测值。研究结果表明,水利工程建设市场主体信用动态评价模型对水利施工企业的信用评价有效可行,利用马尔科夫模型得到的信用动态预测值可以为选择水利施工企业提供参考。