旅游企业建立企业年金制度探析

在介绍我国企业年金制度的基本特点与发展现状的基础上，对旅游企业建立企业年金制度的必要性和可行性进行了分行，然后对旅游企业如何建立企业年金制度进行了深入探讨。     

公共政策过程中的公民参与研究——基于治理和善治的视角

在现代社会,公民的参与程度已经成为衡量政府行政管理水平的一个重要指标.公共政策是协调利益关系、解决社会问题的基本治理工具,它必须公平体现公民的利益诉求,这就要求政府满足公民日益增长的参与需求.在社会转型期,由于政治经济文化等多种因素的限制,我国公民政策参与还面临很多困难.通过分析我国目前公民政策参与的现状及存在的问题,在借鉴国外比较成熟公民政策参与的相关经验的基础上,以构建政策网络治理为根本路径,从改善制度和技术、提升公民参与能力、培养参与型政治文化、健全保障机制以及促进有序参与的角度提出了完善我国公民政策参与的一些具体建议和措施.     

基于链式中介效应的真实型领导对员工创新行为影响研究

基于社会认知理论和价值观理论,考察了真实型领导对员工创新行为的复杂影响机制。以374份企业员工数据为样本,通过层级回归分析和Bootstrap方法进行假设检验,研究结果表明：真实型领导对员工创新行为具有显著正向影响;不确定性规避和创新自我效能感在真实型领导与员工创新行为之间分别发挥部分中介作用,而且发挥了链式中介作用,即真实型领导通过降低不确定性规避程度影响员工的创新自我效能感,进而鼓励了员工的创新。     

实际汇率变动会影响劳动力参与吗——基于跨国面板数据的实证研究

基于1997~2017年的跨国面板数据,构建双向固定效应模型研究实际汇率对劳动参与率的影响效应。研究结果显示：（1）实际汇率升值会降低劳动参与率,贬值则提升劳动参与率;（2）实际汇率变动主要通过影响劳动力需求,进而影响劳动参与率;（3）相比于高收入国家,中低收入国家实际汇率变动对劳动参与率的影响更显著。因此,汇率政策的制定需要考虑其对劳动参与率的影响。在中国经济发展过程中,也应采取适当措施来抵消人民币升值对劳动参与率的不良影响。     

中国企业员工边缘化的结构维度与人群特征

近年来,员工边缘化问题得到了学界和实务界的共同关注,但大都停留在理论探索阶段,尚缺乏一个成熟的员工边缘化测量量表。研究表明,中国企业员工边缘化的内容结构包括工作意义边缘化、企业文化边缘化、人际关系边缘化、利益互动边缘化、团队角色边缘化5个维度;员工边缘化水平能够预测离职意向水平。当员工主动或被动边缘化后,很可能产生较强离职意向;员工边缘化在性别、年龄、工作年限、企业性质上没有显著差异,但在学历、婚姻状况、岗位层级上存在显著差异,学历低的、未婚的、岗位层级较低的员工往往容易被边缘化。     

重大水利工程项目决策社会稳定风险评估中的公众参与博弈

为改善重大水利工程项目决策社会稳定风险评估中公众参与现状,从社会稳定风险评估3个主要利益主体——中央政府、地方政府与公众不同的利益诉求出发,运用演化博弈模型,探讨在不同利益诉求的相互作用下影响地方政府与公众在社会稳定风险评估中策略选择的因素。研究发现,当公众受到的损失大于参与付出的成本时,双方稳定均衡状态均表现积极,反之,双方可能均表现为消极或积极这两种截然不同的状态。基于此,分析了中央政府对地方政府和公众在社会稳定风险评估博弈中策略选择的影响。最后,提出应加大对地方政府的支持、规范公众参与相关制度、加大教育培训及宣传力度、创新公众参与方式几项政策建议。     

林权抵押贷款借贷双方的行为分析——以福建省永安市为例

在福建省永安市进行实证调查的基础上,从林权抵押借贷双方的行为出发,分析林权抵押参与金融机构的性质、参与程度、贷款规模和贷款结构;不同性质的借方参与林权抵押的程度及变化;以及普通农户贷款的特征。结果表明:林权抵押贷款供给以政策性金融为主,贷款越来越倾向于向资产较为雄厚的林业企业和林业大户;毛竹林成为普通农户的主要抵押物,而以村为单位牵头组织规模化的抵押贷款可以一定程度解决融资成本大的问题。     

Evaluating the London 2012 Games’ impact on sport participation in a non-hosting region: a practical application of realist evaluation

In the literature on Olympic legacies and impacts, there is a dearth of materials that specifically address the issue of Olympic impact for non-hosting regions. The literature tends to deal with impacts at a national level, or at a hosting-city region level, neglecting in large part the degree to which benefits can be leveraged by non-hosting regions. A further limitation identified in the literature is a failure to engage in detailed formal evaluation of policy implementation where assertions of potential policy impact are based on untested assumptions. This study is intended to address both of these concerns. It presents an empirical, ‘bottom-up’ application of a Realist Evaluation framework to assess the impact of a policy initiative – Workplace Challenge – aimed at leveraging enhanced sports participation in a non-hosting region – Leicestershire – in the period leading up to the 2012 Games. In doing so, it seeks to identify which causal mechanisms worked within this particular context to produce the observed outcomes. The evaluation results demonstrate that the programme represented a positive approach to fostering regular engagement with sport and physical activities for some groups in some types of organisations, and that awareness and motivational factors associated with the London 2012 Games are, in this case, linked (albeit weakly) to an increase in sport and physical activity participation for specific groups taking part in the programme in particular organisational contexts.     

Are you really doing good things in your boss's eyes? Interactive effects of employee innovative work behavior and leader–member exchange on supervisory performance ratings

Organizations increasingly depend on employee efforts to innovate. However, the quality of relationships between leaders and employees may affect the recognition that employees receive for their innovative work behaviors. Drawing from a social cognition perspective, we tested a model in which leader–member exchange (LMX) moderates the impact of employee innovative work behavior on supervisory ratings of employee performance. Results from two multisource studies combining self, colleague, and supervisor ratings consistently showed that employees receive more favorable performance ratings by engaging in innovative work behavior when they have high‐quality LMX relationships. Moreover, we found that this interactive relationship was mediated by leader perceptions of innovative employee efforts, providing support for a moderated mediation model. Implications for the literatures on performance appraisal, LMX, and innovation are discussed.     

CHILD CARE PRICES AND MATERNAL EMPLOYMENT: A META‐ANALYSIS

The literature estimates for labor force participation elasticity with regard to child care prices are extensive and varying. While some estimates imply substantial gains from child care subsidies, others find insignificant effects. To determine the causes of the variance, this paper reviews and analyzes the elasticity sizes using estimates from 36 peer‐reviewed articles and working papers in the literature. We start by reviewing the theoretical and empirical aspects related to participation elasticity with regard to child care costs, paying special attention to sample characteristics, methodological aspects, and macro level factors. We conclude by providing a meta‐regression using control variables based on our review of the literature to explain some of the differences between the estimates. As research builds on and improves the methods and assumptions in prior works, elasticity estimates have become smaller over time. This decline might also be partially explained by changes in labor market characteristics. In countries with high rates of part‐time work and very high or very low rates of female labor force participation, we find elasticity rates to be smaller.