浅谈新时期企业人才管理工作

随着改革开放的不断深入 ,企业的竞争不仅是财力、物力、资源的竞争 ,更是人才的竞争 ,通过“人才配置”、“激励”、“培养” ,进行现代企业人才管理 ,让人才在企业中发挥最佳作用。     

Public university orientation for high-school students. A quasi-experimental assessment of the efficiency gains from nudging better career choices

We adopt a quasi-experimental approach to measure the causal effect, on first-year students in bachelor-level courses at the Department of Economics and Business Studies of the University of Genoa, Italy, of having been treated to a recently activated orientation program when they were high school seniors. Improvements are evaluated at the end of the first academic year in terms of grade point average (GPA), inactivity (failing to pass even a single exam) and number of successfully completed exams. Treatment effects on GPA are estimated both for the overall treatment group and for subsamples consisting of treated students with high and with low high school exit grades. After performing several sensitivity checks, a sizeable treatment effect is confirmed both in terms of inactivity and in terms of average GPA. No clear effect was found on the number of exams. Effects on GPA are considerably stronger on students with lower high school exit grades.     

关系专用资产对企业创新的锁定效应研究——战略导向的中介效应

客户与供应商协同创新已经成为一种重要的创新范式,但维护双方关系的专用资产投入容易对企业技术创新产生锁定效应。从战略导向视角分析关系专用资产对企业创新锁定效应形成机理,并进一步探索冗余资源对关系专用资产创新锁定的调节效应。之后,利用中国475家创新型上市公司2010-2018年面板数据进行实证检验。结果表明：①关系专用资产对企业创新存在锁定效应;②战略导向在关系专用资产与企业创新之间存在中介效应;③冗余资源可缓解关系专用资产的创新锁定效应,且不同战略导向企业冗余资源对关系专用资产创新锁定效应的影响存在差异。探索性战略导向企业冗余资源解锁效应明显,而防御性战略导向企业冗余资源不仅未能有效缓解,反而增强了关系专用资产的锁定效应。     

组织健康研究的道德化取向及其对中国企业的启示

组织健康研究是个新兴的研究课题,但时文献追根溯源,也可将其大致分为三个阶段.阶段性研究中所呈现出的道德化取向是理论研究时现实实践的反映和提升;现实实践中显示出的道德化取向,则是企业追求利润最大化的内在动力和相关利益群体力量变化的外在压力共同作用的结果.道德和财务成为今天组织健康两个并重的评价标准,这对中国企业的实践有着重要的现实意义和价值.     

民间金融发展现状与理论思考

农村金融中介的缺位、民间财富的膨胀及银行信贷门槛过高,使民间金融应运而生.民间金融具有规模大、用途广、主体多元化等特点.应正视民间金融的风险、确立民间金融的法律地位,并加强监管,积极引导民间金融有序成长.     

论中国西部大开发中的政府干预

经济发展中的政府干预是一把双刃剑,理性界定政府干预的行为导向十分重要。从改革的趋势与要求出发,中国西部大开发中的政府干预要与促进市场经济模式的建立相统一、与促进区域经济自主发展相统一、与政府转变职能规范行为相统一。在此基础上,才能实现中国西部大开发短期绩效与长期绩效的统一。     

要给证券市场正确定位

中国股票市场不是自下而上自发产生的,而是由政府自上而下建立起来的,政府是股票主要供应者,又是股票市场监管者,这决定了中国股票市场的初始阶段必然是政策市;由于对股票市场定位偏差和制度性缺陷,中国股票市场过度投机,无优化资源配置功能;现在解决中国股市历史遗留问题的条件已经成熟;不能把政府失效产生的问题都推给市场解决,解决中国股市的问题要靠政策与市场的合力,现在关键在政策力度.     

Managerial perceptions of employees’ affective commitment and product innovation

In this paper we examine how managers perceive employees’ affective commitment and how this perception determines their trust as a managerial attitude toward organizational learning capability (OLC). Likewise, we study how managerial trust affects product innovation and OLC. In other words, we carry out a double mediation: firstly, we examine whether managerial trust is a mechanism through which managerial perceptions of employees’ affective commitment influences on OLC, and secondly, we study if OLC mediates between managerial trust and product innovation. By using structural equation modeling (partial least squares) on a sample of 192 Spanish firms we conclude that: (1) if managers perceive employees to be affectively committed, they will be willing to enhance OLC and to trust them; (2) managerial trust favors OLC and product innovation and (3) OLC appears to exert a full mediation between managerial trust and product innovation.     

私法自治原则下职务发明奖酬制度研究

职务发明法律制度旨在协调职务发明人与单位间的利益关系,鼓励相关主体创新,进而促进科技成果转化、加快创新型国家建设。然而《职务发明条例（草案）》中的职务发明奖酬制度约定优先原则极不稳定及政府对市场过度干预的现实,与职务发明制度立法目的背道而驰。因此,要实现对立法本质的回归,应坚持以私法自治为基础,建立以企业为主体、市场为导向的科技创新激励机制,充分发挥科技成果转化相关立法的激励作用。     

Predicting is difficult, especially about the future: human resources in the new millennium

The author suggests that there are two possible futures for human resources management in the new millennium. The first is that human resources will become much more important to organizations. In this future human resources plays a critical role in both daily and long-term decision making. This future is occurring now in some organizations. The second possible future is that human resources as we have known it will disappear, being replaced by outsourcing and technology. This future also has already occurred in some organizations. The assumption that human resources will be any different in the future than it is today (or has been in the past) is based on some significant trends in the US. Suggestions for addressing issues of the future are offered and the author describes his hope for what human resources will look like in the new millennium.