我国物流人才培养的关键问题分析及解决途径——建立区域联合培养实践基地的战略思考

产学研相结合的人才培育模式是培养高层次、复合型物流人才，解决我国物流人才缺口的关键。但我国目前的物流人才培养模式以及一对一为主的产学研培养模式仍存在着一定的问题需要解决。文章首先分析了我国目前物流人才培养过程中的基本问题，进而针对校企合作的产学研模式及其存在的主要问题进行了探讨。在此基础上，提出了解决这些问题的途径——建立区域联合物流人才培养实践基地的战略思考，并分析了该战略在运作模式、服务范围、资源利用、培养方式、协作关系以及功能拓展等方面的独特优势。     

Does Accrual Management Impair the Performance of Earnings‐Based Valuation Models?

This study examines how accrual manipulations affect firm valuation in the years surrounding the passage of the Sarbanes‐Oxley Act (SOX). We compare the absolute percentage pricing errors of RIM and DCF valuation models for a group of US firms suspected to have engaged in accrual manipulations to avoid a small loss or a small earnings decline vs. ‘Normal’ firms matched on industry, year and size. We find that RIM can better estimate intrinsic value than DCF for the matched Normal firms in the pre‐SOX period, but not so for accrual manipulators, and that SOX mitigates the harmful effect of accrual manipulations, completely eliminating the difference in RIM's accuracy advantage over DCF between Normal firms and accrual manipulators. As a further analysis, we redefine Suspect firms as real‐activity manipulators and find a significant across‐group difference in accuracy wedge in both sample periods, implying that SOX has prompted firms to favor real‐activity manipulations over accrual manipulations.     

基于OID编码体系的汽车电子标识编码应用研究

本文为了解决物联网所连接对象的多样性带来的标识体系存在不兼容、相互矛盾的问题，基于车联网RFID汽车电子标识的使用特点，创造性地提出将OID编码和汽车电子标识编码相结合的方案。首先简单介绍了基于发证机构及时间和基于汽车VIN码的两种OID编码规则；然后提出了OID编码在汽车电子标识芯片中的规划，主要是内存分配方案；最后介绍了相应区域的读写操作的具体方法。     

乡村旅游景点自营电子商务平台的市场推广路径研究--以南京市为例

以南京市景点自营电子商务平台为研究对象,调查发现南京市景点自营电子商务平台存在着知名度不高、使用频率低等问题,导致这些问题主要原因是景点自营电子商务平台产品单一、市场推广渠道受限。提出了景点自营电子商务平台借助政府公信力完善信息资源体系、加强第三方平台合作、丰富平台特色产品等市场渠道拓展战略。     

宏观审慎政策、经济周期与银行风险承担*

本文基于中国227家商业银行2005－2016年非平衡面板数据，实证检验中国宏观审慎政策实施对于银行风险承担的影响。结果表明：宏观审慎政策增强会在一定程度上抑制银行风险承担，而且这种显著的负向关系并不随着银行风险代理变量、经营辐射范围以及是否有外资入股等条件的改变而发生变化。经济周期会对宏观审慎政策的有效性产生非对称性影响，即相比在经济上行时期，在经济下行时期的宏观审慎政策对银行风险承担的抑制作用更强且更为显著。就可能的影响机制而言，本文发现宏观审慎政策通过提高银行盈利能力，从而降低银行风险承担。       

Selecting people based on person‐organisation fit: Implications for intrateam trust and team performance

Teamwork is widely adopted in organisations. Although much evidence indicates that using person‐organisation (P‐O) fit as a selection criterion benefits individual employees, little is known about how this practice influences team functioning. Drawing on the input‐mediator‐outcome model and the research on value congruence, this study built and tested a model that links P‐O fit in recruitment to work teams' performance. Based on data collected from team members, team leaders, human resources managers, and chief executive officers in 96 firms, we found that P‐O fit in recruitment had a positive relationship with team performance and that intrateam trust mediated the relationship between P‐O fit in recruitment and team performance. Further, this mediated relationship existed only when the organisation had a weak, rather than strong, respect‐for‐people culture. This study contributes to the P‐O fit and team literature and has practical implications for human resources practices and team management.     

Can mutual funds time investor sentiment?

Review of Quantitative Finance and Accounting - This paper examines the ability of mutual fund managers to time aggregate investor sentiment. Our results indicate that mutual fund managers alter...     

论中职教师到企业实践进修难点——从中职教师到企业实践进修的难点看建立专业工作室的必要性

文章通过对当前中职院校教师轮训的现状分析探讨其中存在的问题,提出成立专业工作室来解决教师实践的有效策略。