我国上市银行高管薪酬和经营绩效相关性研究

近年来,上市银行高管薪酬成为社会关注的热点.本文运用我国5家上市商业银行2001～2007年年报披露的有关数据,分析了高管薪酬与企业经营绩效的关系.实证研究表明,这5家银行的高管薪酬与商业银行的盈利性水平呈显著正相关,总资产正向影响高管薪酬,但是高管薪酬与商业银行经营的安全性和流动性相关程度不高,与不良资产率的相关性不显著.商业银行的绩效变量只能解释高管薪酬30%左右的变化,这说明当前上市银行高管薪酬的决定机制中还没有充分考虑银行的综合经营绩效.因此,为了充分发挥薪酬的激励作用,应建立能充分考虑银行综合经营绩效的高管薪酬决定机制.     

浅谈高中生德育管理的重要性

目前,随着我国教育的不断改革和完善,充分发挥德育教育在学员教育管理中的导向作用,是学校做好学员教育管理工作取得成功的重要保障,是教师参与学员教育管理工作取得成功的重要保障,是学员自我教育管理工作取得成功的重要保障。     

典型任务教学法在高职建筑类专业课的应用

高等职业教育的培养目标是具有职业能力与长足发展的高技能应用型人才,具体体现在合理科学的课程设置与课程内容。用典型工作任务教学法可为课程内容体系提供充分的依据。从建筑类是的一门专业课土力学地基与基础入手分析典型任务教学法的具体应用。     

Heritage tourism: A question of age

This research analyzes the demographic characteristics and motivations of the senior and non-senior market segments in selecting a heritage site. By studying how these two groups of individuals select heritage sites, planners will be better able to comprehend what these individuals expect from their visit. A survey consisting of a historic preservationist scale, benefits sought scale, services sought scale, historic site preference scale, and demographic information was mailed to a systematic random sample of 700 travelers requesting tourism information about Virginia. The findings show that many similarities exist between the senior and non-senior market. However, the senior market is more likely to visit a historic site that is less convenient to reach, has fewer facilities, and is more authentic and less developed; while the non-seniors are motivated more by opportunity to escape work overloads.     

远程看护在老龄群体中的作用

从我国的传统角度来看,家庭养老是老人与子女之间的认可方式,子女对老人的赡养是义不容辞的责任与义务。但是,随着我国社会形态的不断演进、产业结构的调整、城市化、家庭小型化、家庭成员的缩小等因素的影响,以家庭为主体的养老模式在不断受到冲击,其功能也开始日益弱化。加之社会化养老服务的供给匮乏,使得养老问题日益严重。远程看护的介入,不仅提高了看护的效率而且还大大减轻了老年人自身及其家庭的负担,它将在老龄群体中发挥更加积极的作用。     

沈阳市老年人理财探究

通过了解沈阳市老年人平均收入情况,结合非理性购买理论的知识,发现沈阳市老年人由于受对投资方式的信息了解不足、低卷入等方面影响易产生非理性购买行为。并通过不同投资方式的分析,结合沈阳市老年人的特点,得出老年人较适合投资基金和将其资金存放在银行获取少量利息的结论,认为这样能够提高老年人生活质量。     

Gender-based Barriers to Senior Management Positions: Understanding the Scarcity of Female CEOs

Although the number of women in middle management has grown quite rapidly in the last two decades, the number of female CEOs in large corporations remains extremely low. This article examines many explanations for why women have not risen to the top, including lack of line experience, inadequate career opportunities, gender differences in linguistic styles and socialization, gender-based stereotypes, the old boy network at the top, and tokenism. Alternative explanations are also presented and analyzed, such as differences between female leadership styles and the type of leadership style expected at the top of organizations, feminist explanations for the underrepresentation of women in top management positions, and the possibility that the most talented women in business often avoid corporate life in favor of entrepreneurial careers.     

浅析胜任力理论与中小型纺织企业高管人员的选拔与使用

胜任力理论是人力资源管理学的一个重要理论,对于现代企业的人才选拔与使用有着重要的启示。本文结合当前我国中小型纺织企业高层管理人员的现状,以胜任力理论为指导探讨了改善纺织企业管理人才状况的有效途径。     

经营者人力资本与企业所有权安排

经营者人力资本的特性影响企业所有权安排,将企业所有权安排给经营者是企业本质的要求,最优的企业所有权安排具体化为剩余索取权和剩余控制权的对称性安排,所以经营者享有剩余索取权优化了企业所有权安排,体现了经营者人力资本的价值。