关于非英语专业高职学生学习自主性问题的探讨

本文通过对某高职院校非英语专业学生英语学习的自主性、元认知、兴趣、动机、自信度、焦虑度测试的分析研究表明:英语学习的自主性和性别及英语的学习成绩、兴趣、动机、自信度有非常显著的正相关性,而和英语学习元认知没有相关性,同时和英语学习焦虑度有非常显著的负相关性,从而为构建有效的培养英语学习自主性的教学模式提供依据,并就此提出若干提高学生英语学习自主性的建议。     

Hypocrisy pay

Emotional labor—putting on an act asrequired explicitly orimplicitly in work situations-is very often psychologically, emotionally, and mentally damaging to most employees. As for soldiers in wartime who receive combat pay, it is suggested that such employees be specially compensated for their emotional labor with hypocrisy pay. Another solution is to select only those who are immune to such stress for jobs involving emotional labor—an ideal that probably cannot be achieved in all cases. Another assessment is that such special compensation is unwarranted.     

How does perceived underemployment influence expatriate job-related outcomes? A moderated mediation study

Abstract

Although research has investigated the consequences of underemployment in domestic settings, research on the effects of underemployment among expatriates remains limited and has yielded inconsistent results. From a theoretical perspective, there is a need for a better understanding of the mechanisms through which underemployment affects various work-related outcomes and to account for potential contingencies. Drawing on the person-job fit literature and research on organizational identification, we theorise and empirically examine how and under what conditions underemployment influences expatriate performance. Using an original primary data-set of 103 Japanese expatriate managers in the UK, we find that underemployment affects expatriate work outcomes by increasing expatriates’ maladjustment and that this effect is moderated by the level to which expatriates identify with their organization.     

论加强高职大学生的职业道德教育

高职院校培养学生良好的职业道德是体现高职教育特色,提高高职院校办学质量的重要举措.高职院校职业道德教育,必须从学生成长成才阶段的实际情况出发,把社会对人才的要求与高职学生成长的特点结合起来,建立完善的教育内容体系,通过多渠道多途径使之得以实施.思想政治理论课是大学生思想道德教育的主阵地,实习实训、专业知识课等都承载着职业道德教育的任务.     

产品寿命周期理论与标准化工作的探讨

根据实现带全局意义的两个根本性转变的要求，阐述了应用产品寿命周期理论对企业标准化工作的作用和意义。     

评价指标体系在经济责任审计中的应用

将评价指标体系应用于经济责任审计可避免审计的随意性和不同审计人员审计的不一致性,本文以高等院校为主体从合法合规性、效益性、目标性等方面设计了经济责任评价指标体系。     

Institutions matter,but which ones?

The purpose of this paper is to go beyond the narrow focus of the current institutional economics literature in development on the institutions protecting individual property rights, and to look at the economic effects of some other aspects of institutional quality on the development process (like democratic participation rights and institutions to address coordination failures). Another purpose is to suggest an alternative instrumental variable in quantifying the effects of property rights institutions. Finally, we speculate how, on account of distributive conflicts, institutions that have an adverse effect on economic performance often tend to persist for long periods of time in many poor countries.     

The macroeconomy and microfinance outreach: a panel data analysis

This study examines the effects of macroeconomic and institutional factors on microfinance institution (MFI) outreach. To capture the performance of the macroeconomy, we include proxies for institutional quality, economic growth, FDI inflow, unemployment rate, inflation and the prevalence of wage-earning jobs. Further, we examine effects on outreach along the dimensions of outreach depth and outreach breadth. Using data on 1526 MFIs from 99 countries over the period 2000 to 2015, our results suggest that environments characterised by high levels of economic performance and good institutions tend to hinder outreach performance. These results suggest that MFIs depend on a poor economy to thrive given the informal nature of microfinance.     

非正式制度视角下的集群企业信誉机制

产业集群中的企业信誉是保证产业集群有序运作的前提,要保证企业间高效的合作就必须有强有力的制度保障。与科层组织的信誉机制不同,产业集群中企业间的信任和合作主要是依靠非正式制度。文章从关系性嵌入、专用性投资,以及联合制裁三个方面对此问题进行了阐释。文章的结论是,产业集群中特有的信誉机制是导致产业集群竞争优势的一个重要原因。     

Behind closed doors: Sex bias at professional and managerial levels

U.S. companies have made important strides in combating sex discrimination in the workplace over the last two decades, but more subtle forms of sex bias still exist, often in decisions and behaviors that occur behind closed doors. This paper focuses on sex bias at professional and managerial levels. It explores sources of sex bias in the informal culture, selection and recruitment, task assignment, performance appraisal, promotion, and salary allocation, and then suggests action steps to help reduce sex bias in each of these areas.