财政支出差异性对创业活动的激励效应分析

经济新常态下，创业是推动中国经济发展、改善民生的重要途径。创业过程的风险性、不确定性及正外部性需要政府给予积极支持。基于2007-2015年中国内地30个省市（除西藏外）数据，运用动态面板模型，考察地区财政支出和创业活动的关系。研究结果表明：财政支出规模对创业活动数量及创业活动质量具有滞后的积极作用；财政支出规模的滞后效应源于财政支出结构的滞后效应，不同财政支出结构对创业活动质量影响的差异较大；同时，创新是提升创业活动质量的重要手段。因此，政府应积极支持“大众创业、万众创新”，各地区财政创业扶持资金应该从规模和结构上进行调整，重点优化有利于创新的支出结构，为创业提供良好的公共环境。     

Fine-dining in prisons: Online TripAdvisor reviews of The Clink training restaurants

This study evaluated customer reviews about The Clink restaurants to understand how they are rated and what experience is gained by fine dining in a prison. The Clink Charity runs training restaurants in four U.K. prisons and aims to change attitudes and transform lives through prisoner rehabilitation. This research used an interpretive case study of the Clink restaurants to evaluate online customer reviews posted on TripAdvisor. In total, 3951 reviews were analysed using Leximancer 5.0. The most prominent themes were Food: ‘fine-dining in prisons’, Visit: ‘The Clink ambassadors’, and Prison: ‘the inside and outside divide’. Despite the prison location, customers reported having exceptional, professional and memorable dining experiences delivered by highly trained chefs, and that the front of house staff would rival those in many fine-dining restaurants. Further research is required to confirm how dining at a Clink restaurant may have potentially begun to change the public perceptions of prisoners.     

Trading off learning and performance: Exploration and exploitation at work

Employees are increasingly given control over how they learn, and their choices for training are diverse and varied, yet employees must balance competing demands. On one hand, they are expected to be increasingly efficient in their current job duties – on the other hand, they are expected to develop new skills and competencies that enable them to adapt and respond to changing job demands. Drawing from the organizational learning literature, we propose a model of worker and work characteristics that inform choices between two mindsets related to learning at work. The first mindset is exploration, or the pursuit of learning outside one’s current knowledge domain; the second mindset is exploitation, the refinement/deepening of one’s existing knowledge stock focusing on the task at hand. We further propose that these strategic choices, or trade-offs, influence employee learning and performance in unique ways, with different implications for both routine and adaptive performance. Finally, we incorporate the notions of feedback loops and risk assessments that influence ongoing decisions between exploration and exploitation mindsets. Recommendations for future research and extensions of the theoretical model are also proposed.     

因病致贫与缓冲效应的比较优势

当大病的自付医疗费用支出占家庭非食品支出的比例超过一定门槛值时，灾难性医疗支出发生，会增大因病致贫或返贫的概率。本文基于中国家庭追踪调查数据库（CFPS）2014年数据，利用A-F多维贫困测量方法有效识别贫困家庭，探究因病致贫发生率。大病冲击使贫困发生率增加15%，总财富减少6.9%。我们还发现医疗保险、社会资本及民间借贷对因病致贫都具有缓冲效应。这三种缓冲垫具有各自比较优势：医疗保险对中低收入家庭或中高疾病风险家庭缓冲效应显著；社会资本的缓冲效应只存在中高收入家庭或高风险疾病家庭；民间借贷只对低收入家庭具有缓冲效应。因此，家庭尤其是低收入家庭应合理利用缓冲垫，提高大病冲击的抵御能力，降低因病致贫的发生率。     

The impact of firm-provided training on productivity,wages, and transition to regular employment for workers in flexible arrangements

This paper examines the incidence and density of firm-provided training for workers in flexible work arrangements – i.e., non-regular employees who are working part-time or with fixed-term employment contracts – and analyzes the effect of this training on skills, productivity, and wage growth, using a unique survey of Japanese workers. Among non-regular employees, those who work on a full-time basis are found to receive a higher density of both on-the-job training (OJT) and off-the-job training (Off-JT). Participation in firm-provided training is shown to improve job skills and productivity, but does not appear to impact the wage growth of non-regular workers. However, training participation is shown to make the transition from non-regular to regular employment in the current occupation more likely, enhancing the probability of future wage increases.     

珠海市商业银行机构员工培训管理研究

现代企业之间的竞争,归根到底是人才的竞争。培训已经成为企业日常经营的一项关键性工作。近几年,我国商业银行越来越重视培训的重要作用,不断增加对培训的投入力度。本文以珠海市商业银行机构的培训现状为研究对象,分析珠海市商业银行机构从业人员培训管理的特点以及存在的问题,并提出加强商业银行培训管理的建议。     

Training in service – importing and imparting customer service culture as an interactive process

Customer service culture initiatives have received renewed academic attention. Recent surveys of employee responses have highlighted the importance of training. However, its precise nature and how messages and various responses are mediated through an interactive and dynamic process have been largely neglected. In addition, employees' experience of customer service as consumers and of its contradictions has yet to be fully explored in accounting for employee responses. In an effort to develop existing knowledge and models of customer service culture, these issues are addressed by drawing on observational research. Four training programmes are examined in varied contexts, including a UK call centre and a Malaysian bank. They reveal a dynamic whereby trainers' anticipation of employee attitudes such as cynicism and the immediate reactions and dialogue of trainees help shape both the service message and subsequent responses.     

'More is not necessarily better': the relationship between the quantity and quality of training efforts

International comparisons indicate that, on average, Belgian companies spend less on training than their French, German and Dutch counterparts. Encouraging companies to commit to training has consequently been an important policy goal over the last few years. One notable aspect of the policy to encourage training efforts by companies is that the effort is always represented in terms of the resources invested (input), not in terms of the learning achieved (output) or the quality of training programmes (throughput). Government policy is aimed at increasing the level of investment in company training. One of the questions we wish to investigate is whether this input-oriented approach to the training issue is actually effective. Whether companies will succeed in raising human capital to ever-increasing levels may depend not only (and maybe not even chiefly) on the extent of financial investment in training. The investment level does not necessarily determine the quality of the training processes developed by companies. Therefore, this paper focuses on the following research questions: (1) to what extent do companies monitor the systematic development of sufficiently effective training processes? In other words, is qualitative under-investment an issue, alongside financial under-investment? (2) Is the level of financial investment in company training correlated to the quality of training processes? The empirical data confirm that a kind of 'qualitative' under-investment can be reported and that the relationship between the level of investment in training and the quality of the training programmes is weak.     

农民专业合作经济组织发展的制约因素:基于企业家能力的视角

农民合作经济组织发展中存在着诸多问题,这些问题与企业家能力缺失都有一定的关系。本文从企业家能力的视角,分析了在企业家能力缺失的背景下,农民合作经济组织的发展困境,并提出通过建立企业家培育机制来破解这些问题的措施。     

“逆全球化”探源:基于双边投资协定深度决定因素的研究

近年来全球化进程受阻,“逆全球化”根源有待进一步探讨。本文首次利用贸发会议“IIA绘图”数据,构建涵盖101项关键条款的双边投资协定(BITs)深度评价体系,测算了全球2539份BITs深度数据。通过理论和实证研究发现,东道国区位优势和母国所有权优势是决定BITs深度的重要因素。具体来看,东道国劳动力和自然资源禀赋的区位优势对BITs深度具有显著抑制作用,母国资本、技术和制度质量的所有权优势对BITs深度具有显著促进作用,同时母国资本和技术水平对BITs深度的影响存在异质性。进一步研究表明,2008年金融危机后,东道国劳动力资源对BITs深度的抑制作用增强,母国资本和技术水平的促进作用减弱,导致世界经济呈现“逆全球化”趋势,提高母国制度质量是实现经济全球化发展的有效途径。