When workplace ostracism leads to burnout: the roles of job self-determination and future time orientation

Abstract

Given that ostracism is a common occurrence in the workplace, scholars and practitioners alike have identified its range of negative effects. This study aims to examine the association between workplace ostracism and burnout level as well as the moderating effects of job self-determination and employees’ future time orientation, using a survey questionnaire. This was completed by a total of 248 employees from a hotel group. We hypothesized that: (a) workplace ostracism was positively associated with burnout; (b) this positive relationship was contingent upon job self-determination such that the relationship was weaker for higher, rather than lower, job self-determination; and (c) the positive relationship was also contingent upon employees’ future time orientation such that the relationship was weaker for employees who have higher, rather than lower future time orientation. Results confirm all three hypotheses.     

“一带一路”战略下中部六省专利实施许可网络研究

“一带一路”战略为中部地区科技创新成果转化提供了新机遇。为制定和优化中部地区跨域技术扩散政策,运用社会网络分析方法,以2015年度国家知识产权局专利实施许可备案数据为样本,分析了专利许可整体网络、跨区域专利许可网络、四大国家级自主创新示范区节点城市专利许可网络结构特征和技术类型。研究发现存在如下问题：中部六省在整体网络中处于次边缘层向次中心层过渡位置、地域结构与“一带一路”战略目标不匹配、自主创新示范区节点城市的技术扩散引领辐射作用不足。据此,提出了构建中部六省技术帮扶联盟增强科技扶贫力度、发挥区位优势搭建跨域技术扩散中介桥梁、优化示范区技术扩散评估和激励政策以及发挥技术比较优势等建议。     

外包物流服务水平监督下的效率工资激励机制

针对如何提高第三方物流服务水平的问题,建立了物流服务水平监督下的效率工资激励机制,分析了监督程度与效率工资的关系,研究了外生变量对发包方最优监督程度和最优效率工资的影响,为促进第三方物流服务商提高服务水平提供了一种新思路.     

我国外籍人士科学技术奖励制度完善对策研究

完善外籍人士科技奖励制度是全面深化对外科技交流工作的需要,是扩大科技奖励国际影响力的需要,更是我国科技事业发展的需要。虽然国家法律、行政法规、部门规章和地方性法规、规章等各层级,构成了外籍人士科技奖励制度的基本内容,但在奖励规模、评选规则和设奖主体等多个方面,已经不能适应国际科技合作与交流的需要。应当借鉴国外科技奖励制度的成功经验,提出完善我国外籍人士科技奖励制度的对策建议,包括在评选中强调科技成果的本土化应用,由重视项目奖励向重视人物奖励转化,推动社会力量发展国际性奖项,提高科技奖励规则质量等。     

我国需求侧资源促进大规模间歇可再生能源并网消纳模式

通过需求侧资源促进可再生能源并网消纳,能够降低系统对传统燃煤备用机组和输电线路扩容的需求,具有显著的经济、环保效益。为了促进需求侧资源的合理开发和利用,服务于促进整个电力系统中可再生能源的消纳,文章首先分析了我国间歇可再生能源并网消纳传统模式及存在的问题;然后,构建了面向需求侧资源业主、电网企业和发电企业三个市场主体,涉及长期规划、短期运行和需求侧资源促进可再生能源并网消纳贡献度评价的我国需求侧资源促进间歇可再生能源并网消纳的“三横三纵”模式;最后,研判我国促进间歇可再生能源并网消纳的需求侧资源关键技术。     

The effects of slack resource of R&D professionals on firm performance: evidence from traditional manufacturing firms in an emerging economy

Abstract

As an important component of organizational human resource slack (HR slack), the slack of research-and-development (R&D) professionals has been studied by several authors. However, it remains unclear whether and how this small component of general HR slack, i.e. the slack of research-and-development professionals (RHR slack), may affect overall firm performance in an emerging economy without much R&D tradition or pro-R&D institutions. Based on two organizational theories, i.e. institutional theory and the resource-based view of the firm (RBV), we propose competing hypotheses on the relationship between RHR slack and firms’ accounting performance. We also examine whether the relationship between RHR slack and firm performance should be linear or curvilinear. Finally, we also test the relationship between RHR slack and other dimensions of firm performance. Several interesting findings have been obtained. For instance, neither the perspective based on institutional theory nor that based on RBV can fully predict all types of RHR slack-performance relationships, be these relationships linear or curvilinear.     

我国货币政策区域效应的存在性及原因--基于最优货币区理论的分析

早在蒙代尔提出最优货币区理论之时,他就指出了最优货币区的范围可以大于国界,也可以在一国国界之内。本文把常用于国际经济领域的最优货币区理论运用于我国这样一个大国内部,指出我国并不满足最优货币区标准;利用VAR模型和IRF检验也证实我国货币政策存在显著的区域效应。进一步,本文从货币政策传导机制的角度分析得出信贷渠道和利率渠道是导致我国货币政策区域效应的主要原因。最后本文提出推进生产要素自由流动,缩小东中西区域经济差异,顺畅我国货币政策传导机制的建议。     

国防人力资本对国防工业企业产出贡献度的实证分析

本文主要研究国防人力资本对国防工业产出的增长效应,以及其对国防产出的贡献度.本文借鉴C-D生产函数、Lucas舶的人力资本模型以及二元经济理论,把国防人力资本作为影响国防工业产出的要素纳入到国防工业生产增长的实证分析模型中,从理论上分析国防工业企业中国防人力资本对国防工业产出的贡献度,用实证分析模型进行数理分析.通过分析国防工业产出增长与劳动力投入、物质资本投入、人力资本投入之间的关系,提出建立实证分析模型以及分析该模型的合理性及其现实意义,并建议加强国防工业企业中国防人力资本投入.     

谈欧盟东扩对区域内劳动力流动的影响——文献评述与小结

本文试从对已有文献评述的角度,分析欧盟东扩可能造成欧洲内部劳动力市场的变化前景。通过文献综述并对一些比较有代表性的观点进行归纳和小结,让国内学者了解当前国际上对中东欧国家加入欧盟前后,有关劳动力领域研究的最新进展,并以此分析欧盟东扩后中东欧国家与欧盟原有成员国之间劳动力流动的现状与发展前景