乡村振兴战略背景下农业保险发展对策研究——以四川省为例

乡村振兴战略的有效实施离不开金融体系的有力支持,农业保险作为金融支农重要工具在乡村振兴战略实施过程中发挥着重要作用。本文以四川省农业保险发展为研究案例,结合全国农业保险发展概况,点面结合深入分析了农业保险服务乡村振兴的内在逻辑、现状与问题,从乡村振兴依靠主体--老人农业与新型农业经营主体对风险的异质性需求角度出发,论述了农险服务乡村振兴的主要任务。本文认为,现阶段农业保险服务乡村振兴还存在顶层设计不合理、供需错配、目标定位不清导致中长期规划滞后、创新激励不足等结构性问题。基于此,本文提出从中央、省级政府以及保险公司三方出发,采取农险供给侧改革、优化顶层设计、加强农险宣传,提升农户保险意识、探索互助农险合作模式、充分运用互联网高新技术提高风险管控能力等政策建议。     

殳权分置改革中“对价”的法律解读

本文从合同法上对价的一般法理出发，论证了国有股、法人股股东向社会公众股股东支付对价的法律依据，指出了关于对价的若干认识误区；分析了股权分置改革中对价的形式，认为对价包括基础对价、从属对价（特别承诺）两部分，并对股权分置改革中确定对价及相关事宜的法律程序进行了探讨。     

Market based price support program: an alternative approach to large scale food procurement and distribution system

In most developing countries of the world, large scale public food procurement and distribution systems (PFDS) have become too expensive for the country governments to support from their own resources. Despite high financial and administrative costs of the programs, the degree of seasonal price stabilization and price support achieved through the activities remain quite low. Using the Bangladesh PFDS as a case study, this research indicates that considerable improvements in price support can be achieved by providing credit to the farmers immediately after the harvest. If the government procurement is reduced by 50 per cent in Bangladesh, and providing 150 per cent of the cost of running PFDS as credit, Bangladesh can improve the farmers' income and achieve better stability of cereal prices at a cost less than one-third of the current costs of the PFDS.     

中资银行迎接外资银行全面竞争的策略研究

随着中国银行业市场不断扩大对外资银行的开放程度,在华外资银行已在市场份额、客户营销、业务经营及人才吸引等方面对中资银行的经营形成挑战。中资银行只有加快改革进程,进一步提升自身的竞争力,才能在2006年底中国银行业全面开放后从容应对外资银行的激烈竞争。本文结合当前中国银行业的改制过程,提出了中资银行的应对策略,即通过与外资银行的业务及股权合作来弥补自身不足,通过调整经营结构实现经营战略的转型,通过完善公司治理培育自身的核心竞争力,通过解决经营中的实际问题提高市场应变力,通过落实“以人为本”的理念切实提升人力资源价值。     

支持新农村建设需要增强农村信用社服务功能

在建设社会主义新农村的战略要求下,现行农村金融体系需要积极地进行变革和创新,以满足日益增长的农村金融需求。办好农村信用社是形成完善的新型农村金融体系的重中之重,也是当前农村信用社改革面临的重大课题。     

发挥政府采购政策效应促进中小企业发展

经过几十年的发展,中小企业已经成为我国科技创新、增加就业的重要力量,在市场经济体制的建立和城镇化的过程中有着举足轻重的作用,为整个国民经济的持续、健康发展做出了重要贡献,是社会主义市场经济的重要组成部分。但是,由于种种主客观原因,中小企业的发展困难重重,其中以资金不足为最。与此同时,我国政府采购的规模不断扩大,估计在今年要达到3000亿,这对我国企业的发展会起到非常大的促进作用,但从总体看,中小企业参与政府采购的程度很低,政府采购本身对中小企业的关注还很不够,这将是中小企业丧失很多难得的发展机会。为此,本文将从中小企业的现状和作用入手,分析政府采购支持中小企业发展的理论依据和法律依据,并着重提出发挥政府采购促进我国中小企业发展的对策建议。     

Population Aging and the Possibility of a Middle-Income Trap in Asia

We present three conditions for a demography-driven middle-income trap and show that many economies in East, South, and Southeast Asia satisfy all of them. The conditions involve (1) the support ratio of workers to consumers has an impact on economic growth, (2) economic development accompanies more investment in human capital and lower fertility due to the quantity–quality trade-off, and (3) a current low level of fertility corresponds to very low support ratios for keeping up with frontier economies in the long run. Panel analysis for 178 countries shows that (1) and (2) are satisfied for Asia with higher elasticity than others. As for (3), we set up a dynamic model for simulations, showing that approximately two-third of Asia’s developing countries have an unsustainable level of support ratios, implying possibility of a middle-income trap due to future demographic headwinds.     

Non-coercive influence: Scale development and validation based on resource and relational paradigms

To overcome competition in an increasingly network dependent market, retailers are required to influence upstream channel partners while sustaining relationships. However, the contemporary supply chain literature has not sufficiently leveraged the resource and relational paradigms to examine influence. Grounded on resource dependency theory and commitment-trust theory paradigms, this study describes conceptualization and operationalization of a 12-item scale for measuring non-coercive influence on upstream channel partners in retail supply chain management (R-SCM) context. The study is based on responses from 547 retail professionals in India obtained over four successive surveys. Psychometric properties were assessed using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The proposed scale demonstrates construct validity. Invariance-testing carried out over 4-levels of increasingly demanding equivalence confirmed cross-validation. Nomological validity of the scale was tested by evaluating association with suppliers’ intention to cooperate. The results indicate existence of three dimensions of non-coercive influence: collaborative intent, market intelligence dissemination, and operational support. Retailers can use the scale to assess their personnel's non-coercive influence behavior over suppliers.     

Are there major differences in the attitudes and service quality of standard and seasonal employees? An empirical examination and implications for practice

Despite the increased use of seasonal employees by organizations, few studies have been completed on the attitudes and service quality of seasonal office workers. Using Lautsch's classification model, we analyzed the organizational context in which the standard and seasonal workers in this study were employed. Hypotheses were developed based upon the organizational analysis and social exchange theory. Results from archival data obtained from a web‐based organizational survey of 205 clerical and professional workers indicated contrary to expectations, standard and seasonal employees did not significantly differ in terms of perceptions of overall job conditions, perceived organizational support (POS), or job engagement. However, seasonal employees did report significantly fewer opportunities to work on challenging tasks, less comfortable physical working conditions, and less job security than the standard workers. As predicted, standard employees reported significantly higher levels of service quality performance than seasonal employees. Additionally, job engagement mediated the relationship between POS and service quality for both the standard and seasonal employees. Implications for managing seasonal employees are discussed.     

The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention

In the organizational career management literature, scholars have focused on career management policies, with little attention given to practices that can vary within organizations. And despite its recognized importance, research on the role of leaders in the career management process is also scant. In this study, we investigate the effects of career management practices (OCPs) and leadership career support (LCS) on employee attitudes. Grounded on coping theory, we propose that career support received from line managers can be particularly consequential when OCPs are lacking. We analyze the moderating effects of LCS on the relationship between OCPs and both job satisfaction and turnover intention in a sample of employees from a large Brazilian organization, applying multiple regression analyses. Results showed that OCPs and LCS are positively related to job satisfaction and that OCPs are negatively related to turnover intention. In addition, we confirmed that LCS moderates the relationship between OCPs and both job satisfaction and turnover intention. Finally, we observed that the relationship between OCPs and turnover intention is mediated by job satisfaction. Theoretical and practical implications are discussed.