汶川大地震后社会工作实务研究——以四川团省委的灾区社工为例

汶川大地震后社会工作的力量得到彰显与成长,四川团省委率先建立“12355李家杰珍惜生命心理热线社工服务队”,以承接灾区服务工作.灾区社会工作者如何实施具体实务,实施效果如何,面临的困境以及灾民是否接受这种全新的服务形式等,都是值得探究的问题,也是社会工作本土化过程中一笔宝贵的经验财富.     

基于激励的IT企业员工需求特征分析

本文以奥尔德弗的生存、关系、成长需求理论的基本观点为基础,得出针对IT企业员工的主要工作激励因素,从工作激励因素角度对IT企业员工的需求特征进行分析。在此基础上,提出IT企业员工工作激励因素调查问卷,采用聚类分析方法,对成都市某IT企业的员工进行实证研究。     

我国乡村生态旅游发展中的政府行为研究

乡村生态旅游作为一种新的旅游业态,在乡村旅游中注重生态环境与产业的可持续发展,对农民增收与农村环境保护有重要的促进作用。但目前国内大部分地区对于乡村生态旅游,从概念上到操作上仍然是十分模糊的,这在很大程度上限制了政府对旅游项目有效管理。文章研究认为,乡村生态旅游具有一定公共物品属性,完全依靠市场调节是远远不够的,在不同地区和不同阶段都需要政府介入,但政府行为应当结合具体阶段特征采取适宜策略。政府应通过乡村旅游试点项目的实施,对其有效性、效率、影响和可持续性进行科学的监测和评价;将能力建设同具体的项目操作有机地结合起来,促进乡村生态旅游项目实施效果和效率的提高;应尽量减少行政干预,通过经济宏观调控,强化规划引领、市场监管和公共服务提供。总之,在乡村生态旅游发展中,政府应该有所为有所不为,扮演好主导、扶持与服务的角色。     

农户采纳稻虾共作模式的邻里效应研究

[目的]稻虾共作生态农业模式在长江中下游地区发展迅速,对于这一生态农业模式的扩散机理研究,有助于推动其他生态农业模式发展。[方法]文章基于湖北省、湖南省和安徽省农户调研数据,采用二元Probit计量方法分析了农户采纳稻虾共作模式的邻里效应,并采用工具变量法对基准回归结果的内生性进行检验及计算出社会乘数效应。[结果]（1）农户的稻虾共作模式采纳行为存在显著的邻里效应,同村邻里农户采纳行为均值每提高一个单位,个体农户采纳稻虾共作模式的概率将提高26.5%;邻里农户采纳行为的社会乘数效应为1.69。（2）农户的稻虾共作模式采纳行为还存在显著的情景效应;加入合作社可以显著提高农户稻虾共作模式采纳行为。[结论]在生态农业模式采纳比较少的行政村内,可以采取适当的激励政策引导部分农户采纳生态农业模式,再通过邻里互动效应作用,间接影响其他农户,从而提高整体采纳水平,形成规模效应。优先采纳的农户通过技术示范、经济收益示范,影响和带动其他农户采纳;充分发挥合作社的辐射带动作用,促进农户生态农业模式采纳行为。     

战略性行为下主导企业对集群实施CSR的作用机制

集群是一个复杂的自组织网络,实施CSR是集群可持续发展的必然选择。集群中主导企业因其特有的优势和地位,对集群实施CSR具有关键性的作用。本文研究表明,主导企业对集群实施CSR的带动作用主要分为三个阶段,并体现出三种不同的作用形式。针对研究结果,本文就集群实施CSR提出了相关政策建议。     

Linking Order Fulfillment Performance to Referrals in Online Retailing: An Empirical Analysis

Referral management for online retailers is a strategically important activity, as referrals offer a highly cost‐effective method of customer acquisition. In fact, online customers mention referrals as the second‐most common reason for choosing to shop at a particular retailer, second only to search engine suggestions. However, while online retailers are able to improve their visibility on search engines through focused keyword insertions, they are often unable to pinpoint the drivers of referral behavior among their customers. The current research examines the relationship between two key dimensions of online retailing: order fulfillment cycle times and referral behavior. Employing a theory of customer appraisal and empirically testing the ensuing model using structural equation modeling, we find that excellent order fulfillment is instrumental in generating referrals for the online retailer, even after factoring in product quality.     

Adaptive Performance: A New Scale to Measure Individual Performance in Organizations

As a component of overall employee performance, adaptive performance refers to the ability of an individual to change his or her behaviour to meet the demands of a new environment. The concept is relevant to firms that face especially complex and volatile business conditions. Research and practice have been hampered by a general lack of a widely available, psychometrically sound, multidimensional scale of adaptive performance that is applicable across a wide range of job contexts. Using both qualitative and quantitative methods, we develop and evaluate a 19‐item scale measuring five dimensions of adaptive performance. Copyright © 2012 ASAC. Published by John Wiley & Sons, Ltd.     

Job Classification for the Purpose of Making Optimal Decisions Concerning Management Control

The job classification literature has been dominated by a micro‐level orientation reflective of the needs of specialists in human resources. In contrast, we take a multidisciplinary approach involving both micro‐ and macro‐level variables to propose a relatively simple system comprised of four job classes. Our model isintended to inform management as to the type and mix of controls (e.g., centralization, formalization, and various human resources policies) that could be applied to different job types to optimally promote the overall goals of the organization. Fuzzy numbers analysis is employed to illustrate the application of the system using four jobs in a car dealership in Spain. Copyright © 2012 ASAC. Published by John Wiley & Sons, Ltd.     

人力资本与大学生就业——基于2010年对北京18所高校毕业生的调查

综合素质作为人力资本的核心体现,总体上不能提高就业概率,就业意愿和就业行为有助于展示人力资本价值,可提高就业率。与2008年相比,2010年综合素质和就业行为对大学生就业的作用减弱,就业意愿的作用增强,在一定程度上支持了读书无用论的观点,这会打击人力资本投资的热情,导致弃考、弃学现象,并最终影响国民素质的提高和经济的可持续发展。因此,要高度重视大学生就业问题。首先,要完善大学生就业机制,促进高素质人才顺利就业。打破体制性分割,建立全国统一的劳动力市场体系,提高社会保障的统筹层次,并加强就业服务与指导,减少交易成本,促进双方匹配。其次,要加强市场监管,规范信息发布、面试、录用等环节,确保透明、公开、公平,让拥有真才实学的优秀大学生脱颖而出。再次,要从创业教育、创业指导、创业资金等方面扶持更多的大学生创业,开辟一条增量型就业之路。