基于Fluent的波节管内流体流动与传热特性研究

为了深入研究影响波节管传热效果的主要因素,应用CFD软件Fluent对波节管内流体的流动和传热特性进行数值模拟,分别研究了不同入口流速v(0.3,0.5,0.7和0.9 m/s)、波峰直径D_1(28,30,32,34和36 mm)、弧形段长S_1(34,23,17,13和10 mm)下波节管内流体的流动与传热特性。结果表明,不同型号波节管的努塞尔数(Nu)、流体压力损失以及综合性能随着入口流速的增加而增加;随着波峰直径D_1(弧形段长S_1)的增大,波节管的Nu先增大后减小,最后趋于一个相对稳定的值。当波节管的波峰直径D_1=34 mm时,波节管的传热性能最好,流体压力损失最大,综合性能最好;弧形段长S_1=23 mm时,波节管的换热性能最佳,流体压力损失最大,综合性能最好。通过参数正交分析可知,影响波节管传热效果的因素由强到弱依次为入口流速v、波峰直径D_1、弧形段长S_1。研究成果可为工程实际中提高波节管传热性能提供理论指导。     

Innovative human resource management and corporate performance in the context of economic liberalization in India

The Indian economy was forced to adopt a structural adjustment programme at the beginning of 1991. The structural adjustment programme or liberalization initiated the process of the opening up of an otherwise closed economy of India. Liberalization created a hyper-competitive environment and to respond to this turbulence, Indian organizations adopted innovative changes in their HRM practices. Current research shows that HRM practices are important for enhanced corporate performance but little has been reported on the effect of HRM practices and corporate performance in the context of economic liberalization of India. This study tries to understand the role of innovative HRM practices and specifically questions how HRM practices, such as the role of HR department, recruitment, retraining and redeployment, performance appraisal and compensation, enhance corporate performance during the change process. A multiple-respondent survey of 69 Indian organizations was undertaken to study the impact of innovative HRM practices on firm performance. The survey found that the innovative recruitment and compensation practices have a positive significant relationship with firm performance. It was observed that recruitment, the role of the HR department and compensation practices seem to be significantly changing within the Indian firms in the context of India's economic liberalization. The synergy between innovative HRM practices was not significant in enhancing corporate performance during the liberalization process.     

高速公路建设项目卓越管理绩效熵权-层次评价方法

笔者引用"卓越绩效"概念,界定了高速公路建设项目卓越管理绩效评价的概念,并分析了其特点及影响因素,运用组合评价的基本思想,将层次分析法与熵权法组合起来,用秩相关系数对熵权-层次组合评价方法进行组合前检验,并用Kendall协和系数对组合评价方法进行组合后检验,以验证该组合评价方法的可行性和科学性。     

渠道权力的来源、使用与渠道绩效——关于我国汽车营销渠道的实证研究

产生渠道冲突的非常重要的原因是渠道成员所拥有的不同的渠道权力来源和使用方式。渠道权力是成员间依赖性的反映,它既来源干强制性权力,也来源于非强制性权力,使用不同的权力引起的后果不同。本文发现,生产商的权力无论来源于强制性权力还是非强制性权力,都对经销商拥有更大的权力,从而牢牢控制着渠道;无论强制性权力还是非强制性权力,都可以引发渠道冲突;生产商对经销商较大的权力和渠道冲突并无必然联系,但对渠道绩效却有显著的正面效应。     

What do mutual fund managers’ private portfolios tell us about their skills?

I study a registry-based dataset of Swedish mutual fund managers’ personal portfolios. The majority of managers do not invest personal wealth into the very same funds they professionally manage. The managers who do invest personal money into their funds subsequently outperform the managers who do not. The results suggest that fund managers, in contrast to regular investors, are certain about their ability to generate an abnormal return, or lack thereof, and invest their personal wealth accordingly.     

Let the evidence speak again! Financial incentives are more effective than we thought

In this essay, the authors rejoin the debate about financial incentive effectiveness. They (a) briefly review the state of the literature in 1998, (b) highlight new meta‐analytic findings and update conclusions regarding the financial incentives–performance relationship, (c) address the myth that financial incentives erode intrinsic motivation, (d) provide explanations for the presumed failure of financial incentives and (e) offer some concluding thoughts and suggestions for future research.     

基于平衡计分卡的X医院人员绩效评估的研究

目前,M医院正在进行全面综合的绩效评估,医院管理者正寻求改善医院的绩效管理。而平衡计分卡不同于传统的绩效考核,只把短期财务指标视为非营利医院绩效的唯一指标,它同时引入了三个新的管理层面,这四个层面把长期战略目标与短期行动联系起来发挥作用。本文以M医院为研究对象,结合问卷的信度与效度分析、描述性统计分析、重要性分析方法来构建非营利医院的绩效指标体系。针对研究结果,探讨M医院实施平衡计分卡的可行性及提出建设性的意见,以利于M医院绩效的提高,促进医院的持续健康发展。     

利益相关者关系影响公司财务绩效持续性的实证研究

基于123家沪深 A 股上市公司的样本数据,运用时间序列自回归模型;考量卓越与不良绩效企业股东、管理人员、员工、消费者、债权人和政府与财务绩效持续性的关系。结果表明,良好的利益相关者关系与卓越财务绩效的持续性正相关,与不良财务绩效的持续性负相关。不同的利益相关者对财务绩效持续性的影响存在差异,消费者和员工是保证卓越财务绩效持续性的最重要因素,也是陷入财务困境的企业实现业绩转向的关键推动力量。当企业经历财务困境时,股东的积极作用表现突出。     

国外社会创业组织绩效评价模式与整合研究

社会创业组织的存在与社会经济进步和民主治理密切相关,但目前对社会创业组织绩效评价的系统研究还比较缺乏。本文首先从基于社会或财务分析角度以及研究方法与过程角度分别介绍了国外经典的基于平衡计分卡的绩效评价模式、基于投资社会回报的绩效评价方法、基于影响机制的绩效评价模式和基于研究方法论的绩效评价思想,然后构建了一个社会创业组织整合指标体系,旨在为后续研究提供相应的理论分埽与指导框架。     

International Monetary Reform: A Review Article

Original institutional economics (OIE) has three significant, but apparently contradictory, definitions of institution(s) stemming from Thorstein Veblen, John Commons, and J. Fagg Foster. In this first installment of a two-part paper I address this apparent contradiction by developing an "irenic reconciliation" of these definitions using a methodological approach I call "critical institutionalism"— a synthesis of the OIE in the tradition of the Veblen, Commons, and Foster, the pragmatism theory of Charles Sanders Peirce and John Dewey, the critical realist methodology of Margaret Archer, and the critical realism of Roy Bhaskar. In so doing, I provide an alternative discussion to that of some current institutionalists who propose to replace the existing OIE definitions of institution(s) with "consensual definitions" developed in the discourse with non-OIE traditions. I propose that there is still considerable analytical value in the OIE definitions, and that replacing them with non-OIE-originating concepts would unnecessarily carry OIE away from its methodological and philosophical roots. In the second installment of this paper (yet to be published), I proceed to demonstrate the analytical value these "reconciled" definitions have for the OIE project.