基于演化博弈的成都外环铁路运营模式选择研究

铁路运营模式选择的实质是相关利益主体之间的利益博弈,不同铁路运营模式选择直接影响铁路的建设成本和运营收入。在界定铁路自主运营和委托运营2种模式内涵、优劣势的基础上,分析影响铁路运营模式选择的内外部因素,构建四川省和地方铁路局集团公司之间的演化博弈模型,并对成都外环铁路运营模式选择进行研究。结果发现:四川省和地方铁路局集团公司之间的博弈存在{委托运营,支持}{自主运营,不支持}{自主运营,支持}3种演化稳定均衡结果,这意味着成都外环铁路近期适宜选择委托地方路局运营的模式,中长期适宜采用自主运营模式。研究结论能为成都外环铁路运营模式的选择提供决策参考,有助于成都外环铁路选择合理的运营模式。     

基于“企业诊所”的教师与学生实践能力培养模式研究

唐山市工业企业正在加快转型升级,“企业诊所”为解决企业发展中遇到的产品设计、工艺控制等问题承担了非常重要的作用。因此,学校设立“企业诊所”,加强与企业联系,从研发设计、工艺装备入手,确定研究目标,设立合作项目,教师以此作为科研课题进行研究,形成科技创新团队,提升为社会服务的水平。同时,引导学生参加校企合作项目,提高学生理论联系实际的能力,形成一种基于“企业诊所”的教师与学生工程实践能力培养模式。     

Research on the time-varying effects among green finance markets in China: A fresh evidence from multi-frequency scale perspective

Green finance is an essential instrument for achieving sustainable development. Objectively addressing correlations among different green finance markets is conducive to the risk management of investors and regulators. This paper presents evidence on the time-varying correlation effects and causality among the green bond market, green stock market, carbon market, and clean energy market in China at multi-frequency scales by combining the methods of Ensemble Empirical Mode Decomposition Method (EEMD), Dynamic Conditional Correlation (DCC) GARCH model, Time-Varying Parameter Vector Autoregression with Stochastic Volatility Model (TVP-VAR-SV), and Time-varying Causality Test. In general, the significant negative time-varying correlations among most green finance markets indicate a prominent benefit of risk hedging and portfolio diversification among green financial assets. In specific, for different time points and lag periods, the green finance market shock has obvious time-varying, positive and negative alternating effects in the short-term scales, while its time delay and persistence are more pronounced in the medium-term and long-term scales. Interestingly, a positive event shock will generate positive connectivity among most green finance markets, whereas a negative event including the China/U.S. trade friction and the COVID-19 pandemic may exacerbate the reverse linkage among green finance markets. Furthermore, the unidirectional causality of “green bond market - carbon market - green stock and clean energy markets” was established during 2018–2019.     

Can internet surveys represent the entire population? A practitioners’ analysis

A general concern with the representativeness of internet surveys is that they exclude the “offline” population that does not use the internet. We run a large-scale opinion survey with (1) onliners in internet-survey mode, (2) offliners in face-to-face mode, and (3) internet users in face-to-face mode. We find marked response differences between onliners and offliners in different modes (1 vs. 2). Response differences between onliners and offliners in the same face-to-face mode (2 vs. 3) disappear when controlling for background characteristics, indicating mode effects rather than unobserved population differences. Differences in background characteristics of onliners in the two modes (1 vs. 3) indicate that mode effects partly reflect sampling differences. In our setting, re-weighting online-survey observations appears a pragmatic solution when aiming at representativeness for the entire population.     

数字技术采纳、社会网络拓展与农户共同富裕

数字技术不仅是农户生产生活的重要工具,而且是推进农户共同富裕的重要途径。现有研究对共同富裕的测度多从宏观视角出发,测度区域和国家的总体共同富裕水平,鲜有研究从微观层面探究增进农户共同富裕的问题。文章基于2019年中国社会状况综合调查(CSS2019)数据,对7031份农户样本的共同富裕水平进行刻画,运用Oprobit模型和中介效应模型实证检验数字技术采纳对农户共同富裕的影响及作用机制。研究发现:数字技术采纳显著提升了农户共同富裕水平,在更换变量、采取工具变量法估计与PSM匹配等检验后,结论仍然稳健。机制分析发现,数字技术采纳通过拓展社会网络促进农户共同富裕,其中,社会网络规模和社会网络强度是其主要传导机制。异质性分析发现,数字技术采纳对低收入组农户的共同富裕促进效应强于高收入组,有助于缓解农村内部贫富差距,发挥着促进"增富"及"共享"的分配效应;采用数字技术进行浏览信息、休闲娱乐、商务工作和投资理财对农户共同富裕发挥显著的促进作用,其中采用数字技术进行商务工作,对农户共同富裕水平的提升效应最大。可见,应以实施乡村建设行动为契机,完善农村数字硬件设施和软件基础,提升农户数字技术采纳能力,共享数字化发展红利,实现共同富裕。     

创新生态系统价值共创：概念内涵、行为模式与动力机制

创新生态系统价值共创已成为学界、政界、业界共同关注的议题。基于复杂适应系统理论和社会交换理论，对创新生态系统价值共创的概念内涵、行为模式及动力机制进行系统性研究。结果发现，创新生态系统价值共创是价值创造核心主体、价值创造服务主体和价值创造推动主体等具有共生关系的价值创造共同体在某一主体协调下，围绕共同价值主张，为实现主体间互惠共赢而形成的复杂适应行为；构建创新生态系统“交换—关系”价值共创行为模式分析框架，挖掘“契约型”“关系型”“经济互惠型”和“社会协商型”4类价值共创行为模式；指出“开发—保护—释放—重组”的适应性循环和“互惠、协商、公平、信任”的交换规则是创新生态系统实现可持续价值共创的动力机制及重要保障。最后，提出未来研究展望。     

Can older workers stay productive? The role of ICT skills and training

This paper quantitatively examines the effects of aging on labor productivity using individual worker data in Korea. We find that information and communications technology (ICT) skills and participation in job-related training can help older workers stay productive. The estimation results present that ICT skills, a measure incorporating an individual’s proficiency in ICT skills and their utilization in the workplace, has a positive effect on the wages of the older workers aged 50–64 with a high level of education or in a skill-intensive occupation. Job training also has a significant positive effect on the wages of older workers. These results imply that compared to younger workers, well-educated older workers can obtain greater productivity increase through ICT skill attainment and their adequate use, and job-training. The evidence suggests that a productivity decrease in line with the aging process can be mitigated by training aging workers to equip themselves with ICT skills.     

PPP模式的经济增长质量效应研究——来自微观层面的证据

文章依据财政部PPP项目库信息整理得到253个城市的非平衡面板数据并对PPP模式的经济增长质量效应展开实证分析。结果显示,我国PPP模式的运用能够有效促进地区经济增长质量提升,且该结论通过一系列稳健性检验后依然成立。机制分析显示,缓解地方政府短期财政压力和促进地区市场化水平的提升是PPP模式发挥经济增长质量效应的主要渠道。与此同时,政府干预较多会抑制PPP模式经济增长质量效应,而提高财政透明度则有利于发挥该效应。此外,异质性分析表明,市政工程以及教育、医疗等社会事业领域PPP模式的经济增长质量效应更强,并且当某地PPP模式以中短期合作或以政府付费和可行性缺口补助项目为主时,其对地区经济增长质量的提升作用更为明显。     

The era of Omni-learning: Frameworks and practices of the expanded human resource development

According to the ever-changing organizational environment, we also adopt an ever-expanding HRD in contents and scope. Focusing on the drivers of the recent HRD reforms, the growing demand for organizational agility and holistic capabilities of human resources is driving the need for change, and the pandemic crisis is pushing the revolutionary changes of HRD. Such trends of the expanded HRD can be characterized as a ‘march toward Omni-learning’. In specific, there are at least four noticeable and intertwined waves of HRD reforms toward Omni-learning: (1) embracing holistic capabilities such as benchmarking, modeling, forecasting, and backcasting (BMFB); (2) integrating working and learning by promoting on-the-job learning (OJL), on-the-life learning (OLL), and on-the-life training (OLT); (3) standardizing communication tools such as LMF (logic tree; multi-dimensional matrix/map; flowchart) and EEOSP (everything/everyone on the same page); and (4) diversifying communication space-time across diverse places (close; remote) and times (synchronized; a-synchronized). And all the HRD waves are commonly facilitated and promoted by technological breakthroughs of artificial intelligence (AI) and the metaverse. Beyond the current innovations of HRD, no one would be certain about the answer to the question “What’s next?”. But what is certain is that HRD will continue to be deepened and widened as long as human resources are needed to respond to the ever-changing organizational environment.