晚清民初上海文人的经济生活与身份转型——以王韬、包天笑为例

近代上海城市的发展，把一批传统士人卷了进来，中国文人由此开始走出延续千百年的仕途经济，走向近代城市的分工体系和独立职业空间。作为晚清上海初始城市化的亲历者，王韬在文化心理和经济生活两方面，经历了一场由“士人”转向城市职业者的艰难蜕变。而生活于清末民初上海的包天笑，则以明确的职业归属感，取代了传统士人的仕宦情结，中国文人至此初步完成了由传统政教依附者向近代独立文化人的转型。     

员工职业生涯的心理契约的动态管理

员工的职业生涯是一个动态的过程。在这一过程的不同阶段,员工的需求、态度、工作行为都存在着较大的差别,员工与企业之间的心理契约在内容上也会发生变化。而心理契约作为一种隐性契约,具有显著的特殊性,这种特殊性在客观上要求企业对其进行动态管理。本文从职业生涯管理的视角阐述了员工不同职业生涯阶段心理契约的特点以及如何对其进行动态管理。     

事业满意感在我国销售员工离职倾向决定中的调节效应研究

用层级回归方法分析了员工离职倾向的主要结构化变量和环境变量,检验了事业满意感在员工离职倾向决定过程中的调节效应。主要结论包括 :第一,报酬满意感、晋升机会、工作自主性和上级支持与其它工作机会对员工的离职倾向具有显著的解释能力;第二,事业满意感与工作自主性之间的交互作用以及事业满意感与上级支持之间的交互作用对员工离职倾向有显著的解释作用。为员工离职倾向决定的权变主义观点提供了证据。讨论了研究结果的管理学含义。     

The Economics and Bioeconomics of Folk and Scientific Classification

Synopsis This paper is the product of a collaboration between a biologist (Ghiselin 1997) who works on the philosophy of classification and an economist (Landa 1981, 1994) who works on the ‘Economics of Identity’: how and why people classify people based on identity in the context of a theory of ethnic trading networks. In developing the ‘bioeconomics’ (the synthesis of economics with biology) of classification, we crossed a number of disciplinary boundaries—anthropology, economics, sociology, biology, and cognitive psychology including evolutionary psychology’s ‘fast and frugal’ heuristics. Using a bioeconomics approach, we argue that folk classifications—the classifications used by ordinary persons—have much in common with scientific classifications: underlying both is the need for economy of information processing in the brain, for the efficient organization of knowledge, and for efficiency of information acquisition and transmission of information to others. Both evolve as a result of trial and error, but in science there is relatively more foresight, understanding, and planning.     

专业技术人员职业倾向与职业成功关系实证研究

在目前专业技术人员流失率居高不下的背景下,管理专业技术人员职业倾向对有效发挥专业技术人员作用具有重要意义。本文围绕专业技术人员职业倾向与职业成功关系展开实证研究,发现专业技术人员呈现多样化的职业倾向,并不是以技能型及其相关的职业倾向为主导;同时发现专业技术人员的一些个人因素会影响其职业倾向和职业成功,不同的职业倾向会影响职业成功的不同方面。论文依据专业技术人员职业倾向特点及其对职业成功的不同影响,提出了保留和激励专业技术人员的建议。     

员工职业生涯规划主动性研究

本研究在理论分析的基础上,探讨了员工的职业生涯规划主动性及其影响作用。通过问卷调查 法对企业员工的职业生涯规划相关问题进行实证研究的结果表明,员工若对其个人的职业生涯规划有良好 的了解和认识,职业生涯规划的主动性就强,进而能够减少他们从工作中感受到的压力,增加个人信心,并为 组织的柔性发展创造有利的条件。     

东部与中西部企业家文化比较--基于中国企业家相关调查报告的分析

企业家文化的不同是导致经济发展和体制转型绩效差异的重要原因。基于对中国企业家一系列调查报告的分析，从企业家职业生涯、创新精神上对东部与中西部企业家进行比较，并据此分析东部与中西部企业家文化之间的差异。     

The coverage assignments of financial analysts

Previous studies document that forecast accuracy impacts analyst career outcomes. This paper investigates the influence of forecast accuracy on coverage assignments. I show that brokerage houses reward accurate analysts by assigning them to high-profile firms and penalise analysts exhibiting poor accuracy by assigning them to smaller firms. The coverage of high-profile firms increases the potential for future compensation linked to investment banking and trading commissions. In addition, covering such firms increases analysts' recognition from buy-side investors, which, in turn, increases the likelihood of obtaining broker votes and votes for the Institutional Investor star ranking. Overall, my results indicate that high forecast accuracy leads to increased future compensation.     

Inclusion climate: A multilevel investigation of its antecedents and consequences

This study investigates the antecedents and consequences of organization‐level inclusion climate. A national sample of human resource decision‐makers from 100 organizations described their firms' formal diversity management programs; 3,229 employees reported their perceptions of, and reactions to, their employers' diversity management. Multilevel analyses demonstrate that identity‐conscious programs (programs that target specific identity groups) generate an inclusion climate. Moreover, the analyses provide evidence of multilevel mediation: In organizations with an inclusion climate, individual employees perceive the organization as fulfilling its diversity management obligations and respond with higher levels of affective commitment. This study represents an important step toward understanding how a shared perception of organizational inclusiveness develops and how inclusion climate facilitates the achievement of diversity management objectives. The findings also shed light on the important role of identity‐conscious programs in promoting organizational commitment within a diverse workforce.     

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.