股票市场、融资模式与产业结构升级——基于中国A股市场的经验证据

本文采用面板数据这一分析工具从区域的层面研究了我国股市融资模式对产业结构升级的影响。在考虑了异质性偏误、遗漏变量和省际特性之后,本文的实证结果发现股票市场融资与我国产业结构升级之间存在正向相关,这种相关性在不同的股市融资模式下又不同:在审批制模式下相关而不显著,而在核准制下通过了1%的显著性检验。这说明我国股市融资模式由审批制向核准制的市场化演进起到了推进产业结构升级的作用;另外,本文的研究还发现,我国股市融资率越高的地区,产业升级的效应越是明显。     

沿海欠发达地区经济联动开发模式研究——以江苏沿海开发为例

区域经济联动发展作为一种区域经济合作方式,受到密切关注。沿海欠发达地区面对经济高地的压力,要紧紧抓住其发展机遇,充分挖掘自身优势,打造新的经济发展模式,才能赶超经济发达地区。本文在总结国内区域经济联动发展理论与实践的基础上,提出沿海欠发达地区要建立多角度、多层次的经济联动开发模式。首先要实现城市联动,通过不断强化中心城市的集聚、扩散作用和壮大县域经济实力,打造经济中心与腹地经济联动发展的沿海经济圈;其次要实现产业联动,通过传统特色产业与新兴高科技产业联动和陆地产业与海洋产业联动相结合,打造支柱产业与新兴产业联动发展的沿海经济带;还要实现＂港口-城镇-产业＂联动,通过港口与城镇联动和港口与产业联动,打造港口、产业和城镇三位一体的港口经济区。希望可以为沿海欠发达地区的经济发展提供理论依据和借鉴参考。     

Human resources in Sino-foreign joint ventures: selected case studies in Shanghai,compared with Beijing

This article examines HRM in joint ventures (JVs) in Shanghai compared with those in Beijing using a case-study approach. It focuses primarily on issues relating to labour contracts, rewards and benefits, social insurance, trade unions and personnel policies, and describes current developments in China in each of these areas. In order to place these JV human resource practices in context, we also draw on interviews in state-owned enterprises (SOEs) in Shanghai and Beijing. Taking as a starting point a summary of traditional SOE 'iron rice-bowl' ( tie fan wan ) practices in the management of personnel, we ask to what extent HRM in the present JV sample differs from traditional methods and to what extent 'iron rice-bowl' practices continue despite foreign ownership. The extent to which HR practices in JVs are distinct from those in contemporary SOEs is also examined. We conclude that, although, as one would expect, foreign ownership has modified traditional practice, the degree and extent to which this is true varies widely. There is strong evidence of institutional and organizational continuity in 'iron rice-bowl' practices in both JVs and SOEs. Finally we propose a framework for categorizing the companies investigated in terms of their distance from traditional 'iron rice-bowl' HR practices and proximity to 'imported' practices. This consists of two 'pure' and two hybrid categories: pure 'iron rice-bowl'; hybrid I (predominantly local); hybrid II (predominantly imported): and, finally, pure imported. In this schema, the companies examined do not however group neatly according to whether they are JVs or SOEs.     

Reconfiguring supplier relationships between local and global: History matters

Small and medium-sized companies are increasingly facing international markets as part of their processes of growth and development. A great deal of literature deals with different patterns of growth and international development that are specific to SMEs with respect to large companies. Fewer studies have been conducted on the reconfiguration of company supplier relationships involved in these processes. This paper focuses on the role played by the consolidated set of company supplier relationships when the firm faces some critical stages in its process of development, i.e., growth from small to mid-sized and the implementation of new ventures abroad accessing new business relationships with international suppliers. A multiple and longitudinal case study shows how the local set of supplier relationships of four mid-sized Italian mechanical companies acting in industrial districts has played an important role in shaping the emerging set of supplier relationships and addressing companies' actions in their growth and internationalization processes.     

A New Decision Making Model for Subcontractor Selection and Its Order Allocation

All experts agree on the importance of subcontracting. The high impact of subcontractors on the construction process means that the selection of subcontractors is a sensitive activity. Previous investigations documented the selection of subcontractors based on criteria but did not consider the number of subcontracted tasks. This paper explores allocating the best portion of tasks to subcontractors while optimizing the risk and cost in the fixed project schedule. The study's main finding demonstrates that subcontractor selection without attention to the order allocation is not a realistic approach; therefore, a hybrid model that applies continuous ant colony and fuzzy set theory is proposed.     

Employee acceptance of organizational change:the role of organizational commitment

This study tests a causal model that predicts the acceptance of organizational change using a sample of 761 employees from a large public hospital in the state of Victoria, Australia. The LISREL results indicate that employee acceptance of organizational change is increased by organizational commitment, a harmonious industrial relations (IR) climate, education, job motivation, job satisfaction, job security and positive affectivity, and is decreased by union membership, role conflict, tenure and environmental opportunity. Organizational commitment was found to act as both a determinant and mediator in the change process. Implications for the management of organizational change using human resource (HR) strategies and policies are discussed.     

Comparative research in industrial relations: helping the survey cross frontiers

There has been a relative dearth of comparative, cross-national research which has followed a survey-based approach. This partly reflects the difficulty that researchers encounter in collecting such information, either via primary collection or the secondary matching of existing survey material. This paper addresses these difficulties and suggests ways in which their impact can be minimized. It notes that such difficulties are much more severe in the case of secondary matching and are thereby likely to constrain the scope of this approach. They are not totally absent in primary collection and it is suggested that there are limits to what can be achieved during data collection to promote the development of like data-sets across countries. This indicates that great care must be taken in interpreting data so obtained. Despite such limits and cautions, it is nevertheless concluded that the survey approach can be an important adjunct to the process of understanding why the world of work varies across frontiers.     

北京市产业空间布局演变特征

《北京城市总体规划(2004年—2020年)》自2004年实施以来,尤其是在2008年奥运会之前,北京市积极推动产业优化与转型,2004—2008年是北京市产业转型与产业布局变化较大的时期。利用GIS空间自相关分析方法,以北京市各街道及各镇为空间单元,分析了北京市2004—2008年的就业密度空间特征,研究揭示了近几年北京市的产业空间布局演变特征。研究结果表明,北京市总就业密度的空间特征为单中心扩展,中心城的吸引力仍然十分巨大,南北空间分异明显;从各产业的就业密度演变特征看,北京市制造业向郊区扩展的趋势明显,服务业在中心城更加集聚。最后,提出了北京市产业空间重组的演化趋势与调控路径。     

后危机背景下贵阳市工业结构调整

近几年,贵阳工业在改革开放的进程中不断发展壮大,成为贵阳市经济社会发展的主力军,但2008年受到雪凝灾害、国际金融危机爆发的影响,贵阳工业经济运行遇到了前所未有的困难和挑战.本文分析了贵阳市工业发展的现状以及金融危机以后贵阳工业经济出现的情况,比如:工业生产增速放缓,产品销售增速放缓、产品积压、费用增加较快,工业综合经...