西北五省滑雪场空间分异特征及其影响因素研究

西北五省区冰雪资源丰富、冰雪运动历史悠久、冰雪文化厚重,具备优越的冰雪旅游资源条件和发展基础。本文以2019年西北五省区125个滑雪场为研究对象,运用最邻近指数、核密度、空间自相关、热点分析和不均衡指数等方法,分析滑雪场空间布局分异及其影响因素。研究表明：（1）西北五省区滑雪场呈“双核心、集聚化”的空间格局特性,2个高密度区域分别为陕西中部和新疆北部地区;空间自相关性较明显,冷热点分布呈现“西北和东南热,中部区域较冷”的非随机性分布特点。（2）西北五省区滑雪场分布受多种因素影响,供给维度的核心影响因素是冰雪资源禀赋条件、交通可达性基础,消费维度的核心影响因素是社会经济发展水平、城市辐射与消费市场。据此建议西北五省区应以中国冰雪旅游新发展极为战略目标,构建“多点连片”空间发展结构,放大核心资源综合利用效率,建造多要素融合发展新模式,强化区域协作与联动发展,塑造国际化冰雪旅游品牌。     

Enterprise maturity models: a systematic literature review

Maturity models (MM) have been used by different enterprise segments. However, while many MM have been developed, few have been validated because of the lack of studies that demonstrate how to classify model levels. This study investigates the literature that presents assessment models for classifying maturity levels as well as the development of the research area. A systematic literature review was carried out, finding 409 relevant papers and a list of the few methods for classifying the maturity level. This review enabled us to update the state of the art on MM and identify gaps that may prompt future research.     

Crime and economic growth: A case study of Manaus,Brazil

Brazil became the seventh largest economy in the world in 2012. In the same year, the country was responsible for 13% of all worldwide murders. Despite the economic advances, crime is increasing over time in the country. This study explores the impact of organized crime on local economies, focusing on the case of Manaus, Brazil, and the emergence of the criminal group Família do Norte (FDN). We employ a synthetic control method to analyze the economic effects of the FDN's presence in Manaus. The findings reveal a significant negative impact on the city's economic growth and prosperity, with Manaus experiencing a 2% per year lower GDP per capita compared to what it would have been without the FDN. Robustness checks confirme this result, showing how organized crime can disrupt the country's economic advances.     

我国小微型企业贷款保证保险相关问题研究

小微型企业为国家的经济发展做出了巨大的贡献,但融资困难的问题一直存在。小微型企业资金短缺难以获得担保,缺少担保就难以获得银行的贷款,没有贷款使得企业运营更加困难。资金短缺的不良循环严重制约了小微型企业的发展。小微型企业的贷款保证保险的出现,为企业提供了一种新型的融资保障方式,在提高企业的信用水平的同时,又为贷款的提供者———商业银行提供了保障。结合保证保险与小微型企业融资现状,针对小微型企业贷款保证保险发展存在的问题和不足,提出了对该业务发展的针对性建议,助力小微型企业贷款保证保险更好更快地发展。     

Factors influencing the adjustment of women on global assignments

This study tests a four-factor model proposed by Caligiuri and Cascio (in press) for predicting the cross-cultural adjustment of female expatriates. The four factors tested in this paper were family support, personality characteristics, organizational support and host nationals' attitudes towards female expatriates. Structured phone interviews with thirty-eight American female expatriates from US-based companies were conducted. The responses were content analysed and regression was conducted. The results suggest company and family support are significantly related to cross-cultural adjustment. Thus, suggestions are given for future research on female expatriates using the theoretical model of social support. Practical recommendations for how to maximize the likelihood of success for women on global assignments are also given.     

The Impact of Management Control on Employee Motivation and Performance in the Public Sector

Abstract

This study examines the relations among various types of management control, intrinsic and extrinsic motivation, and performance in the public sector. We draw on motivation crowding theory and self-determination theory to argue that four different types of management control (i.e. personnel, cultural, action, and results control) are likely to have an influence on intrinsic motivation and/or extrinsic motivation. We test a structural equation model using survey data from 105 similar departments in the public sector. Our findings indicate that the use of personnel and cultural controls is positively associated with employees’ intrinsic motivation, and that the use of results controls is positively associated with employees’ extrinsic motivation. Moreover, both intrinsic motivation and extrinsic motivation are positively associated with performance. Taken together, these findings support the idea advocated by New Public Management proponents that results control can enhance employee motivation and performance in the public sector. However, the findings also highlight an essential nuance; in addition to results control, personnel and cultural controls are also important, as they enhance intrinsic motivation and performance. This implies that a sole focus on results control is too narrow and can lead to suboptimal levels of employee motivation and performance in the public sector.     

The conceptual contribution of education to research on entrepreneurship education

By building a bridge between the conceptual discussion of education science and entrepreneurship, this article demarcates the role of entrepreneurship education as a form of pedagogy and its connection to a progressive movement. As a form of pedagogy, entrepreneurship education changes the idea of the human being, brings action-orientation, autonomy and interplay between risk and responsibility to the centre of the learning process and challenges the previous ontological, epistemological and to some respect axiological bases of earlier learning paradigms and also presents new ideas for pedagogy and didactics. Thus, seen from an educational perspective, entrepreneurship can now be perceived as a form of pedagogy that renews the previous learning paradigms and furthers educational institutional practices.     

Mental Health and the ADA: A Focus Group Discussion with Human Resource Practitioners

In 1997, the Equal Employment Opportunity Commission (EEOC) issued new guidelines to clarify implementation of the mental health regulations under the ADA. This paper explores the impact of those guidelines on human resource practices in the workplace. Focus group discussions were conducted with human resource practitioners from over a dozen medium-sized, mid-western corporations. Analysis of the focus group discussions identified four primary issues: underreporting of mental health disabilities; the impact of demographic differences on mental health; misreporting of mental health disabilities; and the impact of the environment on mental health.     

“But we can't go back”

In 2004, a provincial cancer agency in Canada developed and implemented a provincewide Leadership Development Initiative (LDI) to enhance organizational leadership and relationships. Research using a quasi‐experimental survey design determined whether LDI implementation influenced the emotional health and leadership practices of LDI participants. An ethnographic approach (18 focus groups and 13 individual interviews) explored participants' perceptions of the LDI. This article presents qualitative findings that contribute to understanding the statistically significant findings of increasing levels of cynicism, emotional exhaustion, and burnout for most LDI participants. The LDI was regarded as a critical strategy for helping leaders grow and cope with change and help in changing organizational leadership culture to be more collaborative and inclusive. However, an organizational history of short‐lived, flavor‐of‐the‐month development initiatives and growing skepticism and disengagement by leaders represented in the themes of Catch‐22 and “there is no going back” contributes to understanding why these quantitative measures increased. Few studies have explored the hypothesis that real organizational development happens through a series of planned stages. In this study, leaders experienced escalating frustration because change was not seen to occur fast enough in “others” and reported that this was necessary before they would alter their own behavior. Leadership development programs in general need to reflect the reality that it takes considerable time, patience, and effort to effect fundamental change in leadership culture.