景区拓荒群体的旅游特征——以福建邵武天成岩为例

邵武市天成岩是一处原始旅游地,已有一些旅游者自发而来。这些拓荒群体以中青年为主,他们多数经人介绍获得信息,以猎奇心态对景区观光漂流体验活动感兴趣,他们希望景区保持原样,不要太多人为干扰。这些拓荒群体的旅游特征对原始旅游地开发具有一定的指导意义。     

当代艺术审美理想的迷失与重建

中国当代艺术审美理想的迷失从根子上说是有些中国作家和艺术家社会背叛的结果,从美学上说,不但是席勒当年所批判的恶劣倾向的沉渣泛起,而且消解了人对自己的尊严的捍卫和对自由的追求。中国当代艺术审美理想的重建就是要求中国作家和艺术家精神寻根,按照美的规律创造。     

加入WTO中小企业经营策略初探

中小企业是社会和经济发展中不可或缺的力量,在经济高速发展、竞争日趋激烈的今天加入WTO,给中小企业带来了新的机遇和挑战,把握好时机,采取避实就虚、加强创新、做专做精,避免贪大求全、盲目扩张、感性炒作,这是新形势下,中小企业进行资本积累,发展壮大的必由之路。     

石油企业机关量化管理的思路和对策

石油企业机关管理效率和服务质量不高的原因是管理中缺乏量化的约束和激励机制,要改变这种“大锅饭”现象,必须做到目标量化、责任量化、考核量化的“三量化”管理。     

新形势下如何加强与改进学生思想政治工作

新形势下,高校学生工作环境发生了巨大的变化,使学生工作面临新的挑战。新时期如何加强与改进高校学生思想政治工作已成为学校工作的当务之急。因此,研究加强与改进高校学生思想政治工作应当从分析学生工作面临的环境变化着手,更新教育观念,确立“以人为本”的思想观念,搞好校园文化建设,坚持与时俱进,开拓创新。     

Strategic Behavior and Consolidation in the Agricultural Biotechnology Industry

We develop a model explaining the consolidation patterns in the agricultural biotechnology industry. Among different consolidation and cooperation mechanisms, we consider collaborative and licensing agreements, joint ventures, acquisitions, and exchanges of ownership and spin-offs. The key results derive from the benefits of coordinated actions, distinction between transferable and nontransferable payoffs, the substitutability, complementarity, and the importance of the managers' noncontractible investments, and access and expansion of markets. Results from the model are used to examine the cooperation and consolidation activities for four major players in the agricultural biotechnology industry, DuPont , Dow Chemical , Monsanto , and Novartis .     

隋唐五代时期园艺作物的培育与引进

隋唐五代时期是我国园艺业发展史上的重要时期。多种园艺作物培育成功并有为数不少的域外作物引进中土。这些新品种的花果、蔬菜、香料等，为我国园艺业增添了新的内容，丰富了人民生活。有的作物后来传到国外，为世界园艺提供了宝贵的种质资源。培育与引进的成功，则是与隋唐五代时期经济发展、气候条件适宜以及园艺技术提高等因素紧密相关的。     

迎接知识经济时代 实现财务管理创新

随着知识经济的日益发展,尤其是我国改企建制工作的广泛推行和进一步深化,勘察设计企业为了能更好地应对市场竞争的挑战,其日常运作的各项工作就需要有所改进。而作为企业管理的核心,财务管理则需要密切配合企业改制工作的整体部署,进行相应的创新。本文结合勘察设计企业的实际情况,谈谈实现财务管理创新的几点思路。     

小氮肥清洁生产实践

文章介绍了沅江市氮肥厂废水闭路循环、尾气回收、废渣综合利用等工程,并介绍了该厂的生产工艺、污染源分布及排污特点。     

The voice of the loyal manager: Distinguishing attachment from commitment

The purpose of this article is to use Albert Hirschman's Exit, Voice, and Loyalty framework to analyze the extent to which corporate employees are merely attached to the firm rather than committed. A model of managerial loyalty is developed where loyalty is defined as the percentage pay increase that an employee would require to leave the current firm for alternative employment. Independent variables in the model include barriers to exit and voice. This model was tested on three data sets from North American airlines. This model received empirical support during a stable environment but was not strongly supported during a more turbulent environment. Implications of the results are discussed.