论对下岗职工再创业的金融支持

本文围绕金融如何加大对下岗职工支持力度这个中心, 从分析其困难入手, 按创业不同时期的不同需求, 将下岗职工的再创业划分为初创期和成熟期两个阶段, 并依照各个阶段的侧重点对各个时期的金融支持进行了详细的阐述。提出初创期以政策保护扶助为主, 成熟期以自由竞争、市场规律为主。特别在初创期, 提出构建创业银行的构想     

内部控制缺陷披露对资本成本的影响研究——基于沪深两市A股的经验数据

文章选取我国A股上市公司2011--2012年披露的年报及相关信息为样本数据,建立多元回归分析模型分别对沪深两市178家样本上市公司2012年的权益资本成本和债务资本成本进行检验。研究结果显示：披露内部控制缺陷的样本公司存在较高的资本成本,缺陷的披露与权益资本成本和债务资本成本呈现显著正相关,权益资本成本对缺陷信息的披露敏感度更高。对控制变量回归分析,发现股权投资者更有动力积极获取公司经营管理信息,而债权投资者更关注财务指标信息。总体来看,我国资本市场对内部控制缺陷信息的披露作出了较为稳定的资本成本定价,内部控制缺陷的披露对资本市场来说具有重要价值。     

大气污染对人体健康影响的经济损失研究

采用修正人力资本法,分析大气污染对人体健康影响的经济损失的影响因素,估算大气污染引起的过早死亡人力资本损失和大气污染造成的慢性支气管炎发病人力资本损失,并以广东省为例,估算出大气污染对人体健康影响的经济损失约为112.1亿元。     

铁路项目成本管理分解结构

目前国际通用的工作分解结构(WBS)技术是将主要的项目可交付成果分解为较小的且更易于管理的单元。在论述工作分解结构的作用和优点的基础上,给出项目成本WBS设计方法、设计步骤、工作包分拆原则和结构设计等,以及成本WBS的编码设计。     

人力资本与战略性新兴产业发展——基于105家上市公司的DEA-Malmquist指数分析

利用DEA-Malmquist指数,对我国7大战略性新兴产业2007年—2011年全要素生产率的变动做了纵向和横向比较,并进一步测算了各产业分别以人力资本和物质资本作为单一投入要素的Malmquist指数,即对战略性新兴产业全要素生产率分行业进行了要素分解,从而对人力资本投入对于培育和发展战略性新兴产业的重要性,以及各细分行业的人才战略实施情况有一个整体把握。结论认为要充分发挥人力资本的作用,依靠企业内部的高强度人才招聘和培训是其中一方面,而更应从价值链重构、产业结构调整的视阈中开拓人才战略的新思路。     

FDI流入影响因素的VAR模型分析

外商直接投资(FDI)是一个区域对外经济发展中不可或缺也是最为活跃的领域,FDI流入对地方经济的促进作用受到理论的广泛认可,但对FDI流入影响因素的解析却存在诸多分歧。本文以陕西省为例,通过FDI发展情况和自向量回归模型VAR以及协整检验对陕西省FDI的影响因素做了实证分析。结果显示:在诸多外因中,产业结构是影响陕西省FDI的主要因素,且影响有两至三年的滞后期,劳动力工资水平对陕西省FDI有反向影响,但影响力逐步减弱,因此加大产业结构调整,提高劳动力素质是吸引外资的重要途径。     

Generational differences: An examination of work values and generational gaps in the hospitality workforce

The purpose of this study is to identify generational differences and similarities among hospitality employees and managers in order to develop leadership strategies and management styles that can be utilized to increase employee morale and productivity while enhancing recruitment and retention rates of highly qualified workers. Data for this study were collected through a series of in-depth focus group discussions. Findings indicated significant generational differences in world views, attitudes toward authority and perspectives on work. Findings suggested the Baby Boomers respect authority and hierarchy, while the Generation X-ers (Gen X-ers) rebel against authority. Findings also suggested while Baby Boomers live to work, Gen X-ers work to live. The Baby Boomers are willing to wait their turn for promotions and rewards, and are very loyal. On the other hand, Gen X-ers expect immediate recognition through title, praise, promotion, and pay. They also want a life outside of work—they are not likely to sacrifice theirs for the company. The Millennial Generation believes in collective action, with optimism of the future, and trust in centralized authority. They like teamwork, showing a strong will to get things done with a great spirit.     

Examining the influencing factors of intention to share accommodations in online hospitality exchange networks

ABSTRACT

CouchSurfing is a free social-network-based online hospitality exchange network, aptly representing a new sharing economy phenomenon. Based on social capital theory and previous literature, this study attempts to answer why hosts help strangers without any expected economic benefit within online hospitality exchange networks. An empirical study based on a Web survey conducted with CouchSurfing hosts reveals that the most identified antecedents (enjoy helping, shared narratives, desire to make friends, and reciprocity) are significantly related to hosts’ intention to share accommodations. Interestingly, the overshadowing effect of trust in CouchSurfing on the intention to share accommodations is also found.     

The managed heart: The structural analysis of the stressor–strain relationship and customer orientation among emotional labor workers in Korean hotels

This study examined the structural relationships among three different dimensions of workplace stressors (customer-related stressor, CRS; work environment-related stressor, WERS; job-related stressor, JRS), negative affectivity (NA), emotional exhaustion (EE), and the negative effect of that strain on customer orientation (CO) in the context of the emotional labor (EL) of frontline employees in the hotel industry. Data were collected from self-administrated questionnaires distributed among frontline employees in room and F&B divisions in Korean deluxe tourist hotels, where EL is intense. The results of the structural equation analysis indicated a positive association between all three workplace stressors and NA and between NA and EE. There was also a relationship in the opposite direction with EE and CO, as hypothesized. The moderating effect of organizational level on the workplace stressors–NA relationships was also confirmed. In addition, in an alternative model, we found that NA partially mediates the relationship between JRS and EE; whereas, NA fully mediates the relationships between CRS/WERS and EE. Practical implications are discussed in detail and limitations of the study and future research directions are also suggested.     

Using social networking websites as a selection tool: The role of selection process fairness and job pursuit intentions

A growing trend in the hospitality industry is openly encouraging applicants to join their social networking sites as part of their recruitment process (0080 and 0185). However, there is a dearth of studies examining how applicants perceive and react to the use of social networking websites in the recruitment and selection process. Therefore, the purpose of the current study was to examine how applicants react to the use of social networking websites as a selection tool. Using experimental methods, participants attending a career fair for hospitality jobs completed a questionnaire after reading about a hospitality company that does or does not use social networking sites in the selection process. The results showed that perceived fairness and job pursuit intentions of applicants were lower for an organization that used social networking websites as a selection tool than an organization that did not use social networking websites as a selection tool.