‘I didn't feel like I was alone anymore’: evaluating self‐organised employee coping practices conducted via Facebook

The long‐term fracturing of the labour movement has led to increased attention to employee coping practices under new management practices and labour processes. However, the literature caters little for the recent rise of employees taking to social networking sites (SNSs), such as Facebook, to find ways to cope with the pressures of contemporary employment. To explore the self‐organised coping qualities of SNSs, interviews were conducted with front line workers, employed by a large anti‐trade union US retailer, who contribute to a self‐organised Facebook group set up as a place for fellow employees to deal with collective employment‐related problems. The main findings suggest employee self‐organised Facebook groups represent an important development and extension to the coping practices available to individual and groups of employees. The main implication of the findings is that Facebook groups appear to strengthen and widen the options for employee resilience in an age of continuing trade union retreat.     

按劳分配与收入公平分配

按劳分配与收入公平分配存在正相关,主要表现在按劳分配存在前提和分配主体转换的公平性、分配依据和利益结构及其主体地位的合理性五个方面.按劳分配的实践与收入公平分配存在负相关,主要表现在由于理解上的偏差、应用中的偏差、实施对象客观条件不同而导致收入分配中事实上的不公平.为了强化按劳分配与收入公平分配的正相关、弱化按劳分配的实践与收入公平分配的负相关,必须采取相应对策.     

科技金融与中小高新技术企业发展的实证分析

科技和金融是现代经济发展的重要构成要素。分别选取政策性科技金融和金融机构科技贷款表示科技金融指标,构建生产函数为基础检验模型,并以1999--2011年大连相关数据对二者的关系检验。结果表明,中小高新技术企业的发展约13％可以归因于政策性科技金融,约56％归于高层次科技人员的投入,但是金融机构科技贷款的波动不利于中小高新技术企业的发展。在因果关系上,只存在金融机构科技贷款与中小型高科技企业发展的单方向Granger因果关系。     

谈市场经济条件下的高校思想政治工作

面对市场经济大潮的冲击,高校思想政治工作如何顺应历史发展的趋势,充分发挥其应有的强有力的作用,这是一个重大的课题。笔者认为,在经济体制的变革中,高校思想政治工作应当牢牢把握有利时机,解放思想,转变观念,主动适应,改革创新,通过扎实有效的工作,进一步促进高等教育的改革和发展,从而为社会主义市场经济体制的建立和完善发挥作用。     

中西信用文化的比较与接点

中西信用文化有同有异.相同点在于中西方信用地位同样凸显,传统内涵基本相同,对信用同样重视;不同点在于观念、性质、范围和手段差异.中西现代信用文化有道德、经济、法律、技术四个方面的接点.借鉴西方社会信用建设经验,有助于我国更好地完善现代社会信用管理,建立与国际接轨的信用体系.     

A Note on Capital IQ's Credit Line Data

Empirical work in finance is increasingly using Capital IQ's detailed data on capital structure. We compare the Capital IQ credit line data to hand‐collected data for a random sample of firms. Missing values in Capital IQ are prevalent, so the data set underreports the importance of corporate credit lines. When data are reported, Capital IQ often differs from hand‐collected credit line activity. We suggest methods for correcting the errors in the Capital IQ data, note which portions of the data are most reliable, and quantify the effects of Capital IQ's underreporting by examining the tradeoff between cash and lines of credit.     

金融信用发展演变研究

由信用风险引发的美国金融危机引起了我们对金融信用的反思。随着金融信用发展,金融信用的内涵和外延在不断变化。本文研究了金融信用的演进历程,根据不同发展时期的特征,将金融信用的发展划分为五个阶段:道德化、法制化、商业化、证券化及风险的市场化阶段。每一发展阶段,金融信用的作用和蕴含的风险是不同的,而目前的金融信用蕴含的信用风险,成为金融危机的重要诱因。     

钢结构资产的抵押潜能:枣庄案例

枣庄市创新开办钢结构资产抵押贷款新业务,挖掘和提高了中小企业自身抵押担保能力,突破了钢结构厂房资产动产性质认定的瓶颈,符合政银企各方利益诉求,具有较强的可操作性、易复制性,对破解中小企业融资困局具有推广价值。     

博弈视角下大学生互联网消费信贷决策行为研究

基于博弈论视角,从理论上构建了金融机构与大学生消费信贷决策的动态博弈模型,并引入信誉机制,比较分析了传统金融机构退出大学生信用卡市场而互联网金融大举进入校园信贷市场的深刻原因,同时借助大学生消费信贷调查一手数据实证检验了信誉机制的有效性,研究结果表明:在单次和有限次重复博弈中,“囚徒困境”普遍存在,而在无限次重复博弈中,尽管利率和交易成本下降有利于促进交易,但信息不对称问题却使博弈只能进行有限次,因此要达成长期合作,必须引入具有“社会性惩罚”的信誉机制来抑制大学生的短期投机行为,然信誉机制对于促进传统金融机构与大学生合作的作用有限,更多的是促进互联网金融机构与大学生消费信贷关系的达成,实证结果验证了该结论。由此得到的启示是,充分利用互联网大数据优势、强化互联网金融市场监管、引导大学生树立正确的消费观和责任意识,有助于破解“一放就乱,一管就死”的监管困局,这对于规范互联网金融校园消费信贷市场具有重要现实意义。     

The HR quadriad: a framework for the analysis of HRM in project-based organizations

This paper introduces the idea of the ‘HR quadriad’ as a framework for the analysis of HRM as a collective, configurational, and complementary system of roles and practices. The framework highlights the interplay between HR specialists, line managers, project managers, and project workers in the implementation of HR practices. On the basis of a multiple case study comprising six project-based organizations, two organizational factors are singled out as important for the design of the HR quadriad: (1) the nature of project work as either intra-functional or inter-functional, and (2) project participation as either focused or fragmented. The paper gives empirical support to recent research on HRM favoring the synergic integration of the elements of HRM systems designed in a way that acknowledges internal coherence and organizational conditions.