电子商务环境下绿色物流实施研究

随着网络技术的迅猛发展与网上贸易活动的普及．利用电子商务进行物流管理已成为发展绿色物流的有效途径。本文拟从绿色物流的内涵出发．揭示基于电子商务环境下实施绿色物流的必要性．并对其具体实施对策进行了探讨。     

浅析企业执行力

一、关于执行力的理解 “执行力”一词是近年来提出来的，对于其内涵，人们从不同的角度有不同的理解。所谓执行力（Executive Ability）就是将战略规划落到实处，是一门如何完成任务的学问。它是一种由企业领导发起并最先掌握，继而带动整个组织形成的一种战略执行能力。执行力就是要求员工按质按量完成自己的工作任务，执行力就是核心员工的执行力，执行力就是要排除官僚主义的作风，执行力就是要坚持一丝不苟。     

"空间失配"假设及对中国城市问题研究的启示

对美国学者在"空间失配"假设方面的研究及其对政策的影响进行了回顾,提出在研究中应重点关注在中国城市就业、城市交通规划、土地利用规划和城市改造拆迁四个方面应用"空间失配"假设的可能性和必要性.     

Does pay for performance diminish intrinsic interest?

One concern with pay for individual performance (PFIP) is that it may undermine intrinsic interest, thus having little or no positive net influence on performance. A major basis for this concern is cognitive evaluation theory [CET; Deci and Ryan (1985), Intrinsic Motivation and Self-Determination in Human Behavior, New York: Plenum Press]. Most evidence on CET, however, comes from non-work settings and, even in that arena, there is debate regarding the undermining effect of PFIP. There is little workplace-based evidence on the validity of the undermining hypothesis and none that makes use of data on between-employer differences in PFIP. Also, a close reading of CET, reinforced by recent developments, suggests that PFIP plans could, under common workplace conditions, have a positive, rather than negative, influence on intrinsic interest. To our knowledge, there is no research that examines between-organization differences in PFIP and how they relate to employee intrinsic interest. There is also no research on whether employees having a preference for PFIP plans are likely to gravitate to organizations using such plans. To the extent such attraction–selection–attrition or sorting processes take place, the likelihood of detrimental consequences (e.g. diminished intrinsic interest) of PFIP plans due to mismatches between how the organization pays and how the employees are motivated should be less likely. We find no evidence of a detrimental effect of PFIP plans on intrinsic interest. Instead, intrinsic interest is actually higher under PFIP. We also find that organizations placing greater emphasis on PFIP plans tend to have employees with motivation orientations matching their PFIP plans, which may reduce the probability of a detrimental effect of PFIP.     

Who are ‘managing’ the lawyers in China? Control and commitment in an evolving institutional and cultural context and gendered implications

National legal systems are distinctive with strong institutional legacies and societal contexts. Research on the lawyers' work and their operating environment in China has been limited. This study fills part of this gap by investigating the nature of work and career prospect, with gendered implications, in six Chinese law firms. We argue that the lack of commitment to each other between the employer and the lawyers is a result of the governance structure, culture and business process of the law firms, societal norms, market pressure and the active involvement of other stakeholders. The political, economic, social and physical insecurity that engulfs lawyers' work environment undermines their ability to uphold justice for the weak, standards of the profession and ethical values of the society. The study has implications for western law firms operating in China as well as for Chinese law firms that intend to internationalize as part of an emerging trend of Chinese professional services firms. It also has broader implications for human resource management of professional services organizations in China.     

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.     

云南省科技企业孵化器发展对策研究

科技企业孵化器是促进科技成果转化、培育科技型中小企业、造就创新人才的有效途径。总结云南省企业孵化器实施经验,可以为进一步推进云南省科技企业孵化器的发展提供积极的指导,为制定合理的科技企业孵化政策提供有效的决策建议。     

产业集群特征探析及形成机理——以中山市沙溪镇为例

专业镇作为一种区域性的特色经济聚集体,为解决我国"三农"问题提供了一种可行模式。文章选取广东省中山市沙溪镇休闲服装产业集群作为研究对象,在对该产业集群的发展轨迹进行分析后,深入探讨其集群特征,重点剖析其形成机理,并获得相关启示。     

乡土建筑装饰及其民俗意蕴——以乐清市黄檀硐历史文化名村为例

乡土建筑广泛分布于中国的广大农村,千百年来因受民间美术与民俗民风的长时熏陶展示出其独特、鲜活的艺术魅力。文章以乐清市黄檀硐历史文化名村为例,分析了乡土建筑中的装饰中常见的木雕、石雕、砖雕、瓦当和彩画的装饰手法,及其创作题材所蕴含的民俗意义。     

西方现代股利政策理论及实证研究回顾

本文对西方现代公司股利政策方面的理论和实证研究进行了一个综合性的回顾和分析。其中包括主流的股利行为模型、股利的信息内涵、代理成本、追随者效应,也包括国内研究中较少涉及的债务约束、声誉学说、成长机会和交易成本问题,以期对国内相对落后的股利政策研究和随意性较强的股利政策制定带来一定的借鉴意义。