从“其他绿地”到“区域绿地”： 城市非建设用地下的绿地规划转型 与优化

新版《城市绿地分类标准》(CJJ/T 85—2017)以“区域绿地”代替“其他绿地”，这为城市非建设用地下绿地的保护利用提出了新的要求和目标。解读新标准指导下城市非建设用地中的绿地建设发展要求并进行科学合理的规划，是响应当前城市绿色发展新形势和满足人民日益增长的美好生活新需求所面临的重要课题之一。聚焦从“其他绿地”到“区域绿地”的分类调整，分析新标准下区域绿地的内涵和特征。以河北省承德市为例，结合城乡发展需求，阐述区域绿地规划的核心转型思路。并从目标、内容、方法和评价等方面，论述区域绿地设定下城市非建设用地中绿地规划的具体内容和方向。最后从空间政策、发展引导、部门合作和大众参与等方面，提出了规划实施保障优化的策略。以“区域绿地”的解读为源，聚焦当前城市建设用地内外绿地规划建设割裂的现状问题，提出区域绿地规划的转型优化措施和实践经验，以期为新时代中国城市绿色空间的拓展与优化提供参考。     

大城市周边城乡融合区人口的就地城镇化——以福州市为例

城乡界限趋于模糊是20世纪后半叶以来亚洲许多国家城镇化进程的一个重要特点,大城市周边城乡融合区的形成和发展及其人口的就地城镇化即是这一特点的一个突出表现。以就地城镇化发达的闽东南地区的福州市为例,从实体地域和未来人口规模两方面探讨其城乡融合区的现状特点和发展趋势。在制定大城市的发展规划时,要密切关注其周边城乡融合区内农村人口就地转变为城镇人口、城市核心区人口向城乡融合区转移的状况,并在制定城市规划时把城乡融合区的发展趋势考虑进去。     

永康市副中心城镇绿色空间系统规划探索

城市绿色空间系统规划是城市规划的重要方面,也与城市形象息息相关。文章以浙江省永康市副中心城镇为例,探讨城镇密集地区绿色空间系统规划的内容及方法,主要包括城镇污染综合防治、总体布局及景观规划三个方面的内容。     

当前高职教育校企合作中的创新人才培养多元模式研究

校企合作中的高职教育创新人才培养模式是实现高职教育人才培养目标和培养应用性高技能人才的基本保证,直接影响到高职院校的整体办学效益和人才质量。由于当前高职院校性质类型、专业设置、资源环境和办学特色等的差异性和校企合作的方式的多样性,形成了高职教育创新人才培养模式的多元化。文章从不同角度探讨了当前高职教育校企合作中的创新人才培养多元模式的发展趋势、内涵特点、构建要求和效能管理。     

高校的时代使命——培养创新人才

培养创新人才,是经济、社会、科技发展对高校的必然要求。培养创新人才.要全面认识“创新”,转变教育思想和观念,营造良好环境,重视科研活动的作用。     

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。     

高等职教国际贸易专业建设的几点思考

随着中国加入WTO,企业需要大量的国际贸易专业人才。文章从市场人才需求特征、高职办学的特点和优势、国家对高职教育的政策扶持等方面对高等职教国际贸易专业建设的必要性和可行性进行了详细阐述,并提出了一些专业建设中应尽快解决的问题。     

城市建设管理中环境问题的思考

可持续发展应该成为城市建筑设管理的重要战略，通过分析传统的城市建筑设管理观念，我们应该在更深层次上深化对城市管理与生态意识，环境规划之间关系的认识，从而达到城市管理现代化的目标。     

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.     

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.