Sustainability of A Pay‐as‐you‐Go Pension System in A Small Open Economy with Ageing,Human Capital and Endogenous Fertility

The aim of the article is to theoretically investigate if a pay‐as‐you‐go (PAYG) pension system is sustainable in the presence of a declining population and increasing longevity of the retired generation. For this purpose, we use an overlapping generation model with endogenous fertility, endogenous longevity and human capital accumulation in a small open economy. We find that pensions will always increase as long as it is beneficial for parents to invest in human capital. Furthermore, we get the result that the ratio between pension benefits and the consumption of the young generation will strive to a positive limit value, and that a pure PAYG pension system will not run into any solvency problem due to a decreasing fertility rate or ageing.     

Managing service employees: literature review,expert opinions,and research directions

This article reviews the service management and marketing literature on managing people with a particular emphasis on managerial relevance. This review explores the market and financial results of managing people effectively, emphasizing that it is probably harder to duplicate high-performing human assets than any other corporate resource. The challenges inherent in boundary-spanning frontline jobs are discussed, including role conflict and emotional labor. Next, recommended human resources (HR) strategies and practices related to recruitment, training, empowerment, service delivery teams, and employee motivation are reviewed. The literature review concludes with a section on service culture, climate, and leadership. Each section is complemented with further research suggestions that emerged from interviews with eight academic and practitioner experts. The last section outlines six themes for new research opportunities with high potential managerial relevance; they relate to (1) the financial impact of HR practices and strategies, (2) motivating service employees, (3) training, (4) emotional labor, (5) dealing with rude customers, and (6) the impact of technology on managing service employees.     

Inked: historic African-American beach site as collective memory and group ‘Third Place’ sociability on Martha’s Vineyard

Using data gained from ethnographic research and interviews, this article examines ‘third place’ sociability in the social interactions of the Polar Bears of Martha’s Vineyard, a group of predominantly but not exclusively middle-aged and senior African-American men and women who swim, exercise and socialise together each morning at ‘the Inkwell’ beach. Using Georg Simmel’s concept of sociability and Ray Oldenburg’s third-place theoretical framework, this study explores the key role of the Monday communal breakfast and the function of conversation in establishing bonds between individuals. It further investigates the promotion of strong feelings of social connectedness, belonging, social support, social capital gains and community among its group members. The ongoing sociability and informal rules of the Polar Bears of Martha’s Vineyard has enabled it to become a model group demonstration of third-place community building. The importance of race, class and place is socio-historically investigated within the broader social context of the popular racialised section of the beach, ‘the Inkwell’, of African-American community life, and within the sub-community milieu of group social interaction.     

马克思、恩格斯的人权批判的双重维度及其启示

马克思主义通过对西方近代人权观的法哲学批判,指出了人权的历史性;通过对资产阶级人权实质的政治经济学分析,揭示了人权的具体性。人权是普遍性与特殊性、应然性与实然性、社会性与个体性的统一。     

中国新型城镇化必须提升人的城镇能力

中国新型城镇化必须以人为核心,使城乡社会经济的发展与人的发展相适应。文章从人力资本理论的研究视角出发,着重分析中国新型城镇化中人的因素,创造性地提出了"人的城镇能力"这一概念,围绕农业转移人口的市民化,得出了重视人力资本投资,以推进中国新型城镇化的重要结论。     

云南知识密集型服务业的人力资源管理研究——以高校为例

高校作为知识密集型服务业的一个组成部分,师资作为其核心发展动力,师资的建设和管理对于如今知识经济高度发达的社会来说就非常重要,通过完善师资的建设来带动高校的发展。文章主要阐述了知识密集型服务业的人力资源管理的方式和特点,进而论述了知识密集型服务业中的高校的人力资源管理即师资管理的对策,并针对云南省发展的特点和云南省高校的特点展开论证。     

论《新装》中女主人公梅布尔矛盾的双重性格

《新装》是英国著名意识流小说家弗吉尼亚.伍尔夫的短篇小说之一,小说刻划了女主人公梅布尔矛盾的双重性格特征：既爱慕虚荣又渴望诚实,既自卑绝望又充满希望,既羡慕嫉妒又厌恶憎恨,既懦弱多变又勇敢坚强,既追求个性又迷失自我。从她矛盾的双重性格特征中可以看出人的本性及弱点。     

中小软件外包人力资本投资风险与控制策略研究

人力资本投资在服务外包总投资中占了最大比重,对软件外包企业来说更是如此.人力资本投资比重的增加给企业带来更大收益的同时也增加了企业的投资风险.目前,我国中小规模软件外包企业员工流动率高达20％,是社会平均流动率的两倍,形势严峻.本文力图突破传统的共性分析层面,从中小软件外包特性分析出发,探讨其人力资本投资风险的形成过程,并分别基于交易成本理论和期权理论提出控制人力资本投资风险的再外包和分阶段投资策略,为我国中小软件外包企业缓解高人力资本流失率,控制人力资本投资风险提供理论依据.     

专用性人力资本与三项贴水关联性研究

人力资本按专用性程度分为专用性人力资本、普通专用性人力资本和非专用性人力资本,员工的贴水可以分为收入贴水、品牌（信誉）贴水和情感贴水。通过揭示专用性人力资本和三项贴水的内在关联性,将两者进行深化匹配,在此基础上有助于给出组织运行机制的合理设计。     

Student Perspectives on the Quality of Hotel Management Internships

ABSTRACT

Internships have been widely used as an educational component for hotel management students. Despite the importance of internships, there has been limited empirical research in the academic literature on the quality of internships for hotel management students. The three stakeholders, academic institutions (educators), students, and organizations (employers) are important elements in the success of internships. From the viewpoint of students, this study examined the ranking of the level of expectation before placement and satisfaction after placement of selected internship issues, the differences between satisfaction and expectations, and the relation between these differences and demographic characteristics. Upon completion of the internships, it was found that the ranking of student issues was relatively higher than of academic institutions or organization issues. In addition, it was found that the differences on all issues before and after placement were significant. Finally, there were also differences concerning a few issues among the demographic groups. This study concludes that programs need to be improved to make internships successful. Although the study is based on research in Korea, it is argued that suggestions and discussions of the selected internship issues may be potentially applicable to hotel management internships in other countries.