Gendering and Gender in Public Service Organizations: Changing Professional Identities Under New Public Management

This article examines the enactment of new public management (NPM) in public service professional organizations, the nature of professional/managerial subjectivities promoted within the NPM discourse, and the implications for male and female professionals/managers. The article has two aims. First, taking a gender ing organization perspective, it explores the gendered meanings of NPM and the promotion of new professional/managerial subjectivities. Second, focusing on gender in organizations, the article then considers the implications of the enactment of NPM for male and female professionals/managers. The article illustrates the complex, manifold and fluid nature of both the meanings ascribed to NPM and individual responses. It is argued that a gender lens offers a more nuanced and sophisticated understanding of NPM enactment and the implications of this for public service professionals/managers are considered.     

城市劳动力市场上的就业冲击对家庭教育决策的影响

本文使用中国社会科学院人口与劳动经济所的城市住户调查资料,分析了父母的就业冲击对子女大学入学决策的影响。作者对中国经济结构的调整和劳动力市场冲击进行了介绍,讨论了中国的高等教育体制及其新近在融资和扩招方面的改革措施。在经验分析部分,我们仔细地控制了家庭之间不可观测的差异性所产生的影响,并利用线性概率模型对父母就业冲击所产生的影响进行了测算,结果发现父亲失去工作使即将进入大学的子女的入学可能性下降了约30%。     

国有企业重组中值得关注的一个问题

为了在国际竞争中处于比较有利的地位,中国国有企业正在设法重组自身的资产.本文仅就其中的一个问题提出自己的看法,即国企更需要重组自身的无形资产,尤其对人力资本的重组不可忽略.     

Competition in Turkish Banking: Impacts of Restructuring and the Global Financial Crisis

This paper investigates the evolution of competition in the Turkish banking industry by taking into account the transformation in the sector in the aftermath of the country's financial crisis of 2000 to 2001 and the global financial crisis. The results demonstrate that the level of competition in the system did not increase despite the restructuring that was undertaken and the increased foreign bank participation. In addition, the level of competition in the sector deteriorated during the global crisis. There is also some evidence that the market power of banks with different ownership characteristics varied and did not converge over time.     

农村信用社中间业务科技支撑体系研究——以吉林省农村信用社为例

中间业务对农村信用社实现转型发展具有重要意义,中间业务的发展离不开科技的支撑,尤其需要科技支撑的快速化和差异化。基于两级架构的开发模式,提供一种灵活的科技支撑方式,满足两级法人体系下发展有先后、需求有特色的各县级行社的中间业务需求。     

运用债务重组手段处置金融不良资产的实例研究

债务重组已成为我国的国有资产管理公司处置金融不良资产的重要手段.本文概述了债务重组的定义和方式,探讨了以债务重组手段处置金融不良资产的优势以及风险防控等值得注意的问题,并对一个处置实例进行了具体分析,总结了项目运作的经验,以供参考.     

Wage inequality and between-firm wage dispersion in the 1990s: A comparison of rural and urban enterprises in China

Using a worker–firm matched sample, this paper compares the changes of wage structures of urban and rural enterprises following public sector restructuring in China's manufacturing sector. While the wage responses of rural firms with respect to firm characteristics are found to have declined steadily, compensation of urban workers has become increasingly linked to their firms' ability to pay. Our analysis reveals that industrial restructuring has weakened the influence of institutional factors, such as market power, soft budget constraints, and insider influence, on the wage determination of rural firms but it has enhanced their impact on urban firms. Journal of Comparative Economics 33 (4) (2005) 664–687.     

关于支持小微企业转型发展的思考

目前,小微企业在经济社会发展中扮演了越来越重要的角色,但由于小微企业存在着先天性不足,抗冲击抗风险的能力较低,国际国内经济环境一旦出现变化,很容易陷入困境。近些年来,小微企业的困难越来越凸显出来。为了帮助小微企业缓解困难,国家出台了一系列政策措施支持小微企业转型发展,金融部门也制定了多项措施办法加大对小微企业的支持力度。     

电信企业转型中的组织与人力资源机制创新研究

电信企业转型是一个从市场转型到服务与技术转型再到企业管理转型的多种内容并存、全方位、相互交叉的过程,而管理转型中的一个关键问题是组织与人力资源机制创新问题。通过对当前电信企业转型中组织与人力资源机制创新的必然性和基本内涵的阐述,研究了电信企业组织人力资源机制创新的主要措施,即以市场化导向创新组织架构、以岗位和职务通道分类管理创新用人机制、以多渠道吸纳新兴业务人才创新用工机制和以市场与客户价值为导向创新分配机制。     

Agency problems in tracking stock and minority carve-out decisions: Explaining the discrepancy in short- and long-term performances

Several studies have evaluated short- and long-term performances of parent firms who resort to restructuring via tracking stock or minority carve-out. Results show that short-term positive performance of restructuring parents turns negative in the long haul. Although researchers have attempted to resolve this inconsistency, a satisfactory explanation is yet to emerge. In this paper, we offer the self-serving behavior of restructuring parents’ managers as a potential explanation for the observed discrepancy in the short- and long-term performances. We argue that managers of parent firms create new units to receive additional compensation packages. We present evidence that the long-term negative performance can be attributed, at least partially, to self-awarded raise. Since managers of tracking stock parents enjoy a greater degree of managerial discretion and controls, we hypothesize that they would pay themselves a bigger compensation package than their carve-out counterparts and their long-term performance would be inferior to that of the latter group. Our results largely support these hypotheses.