进城农民工社会保障的影响因素研究

缺乏明确的法律规定、不同制度模式之间难以互通互联及其自身的缺陷,是制约进城农民工参加社会保障的重要制度性因素;性别、城市工作年限、是否签订劳动合同、工资收入、所在城市等则是影响进城农民工参加社会保障的非制度性因素。从制度创新和强化执法等方面提出了政策建议。     

数字化技术作用下产品与服务创新：综述及展望

制造企业服务化过程中伴随着产品创新和服务创新，且两类创新协同演进是推动服务化进程的重要力量。当前，服务化研究大多以此为基点，探讨两类创新的关系，并且随着服务化的“数字化”特征越发明显，大多数学者从技术层面提出数字化技术对两类创新的促进作用。然而，鲜有学者考虑数字化技术对两类创新关系的影响，在一定程度上制约了数字服务化研究与实践。为此，首先通过系统回顾相关文献，分析两类创新的相互作用及其耦合困境；其次，厘清数字化技术促进两类创新的前因、过程与结果，并据此解析数字化技术增强两类创新耦合效应的作用机理；最后，提出该主题未来可拓展研究的三大方向。     

农民工的社会网络变迁

采用系统模式研究了进城农民工的社会网络重构过程,指出随着谋生方式由农业生产向非农产业的转移,进城农民工正在逐步建立起以业缘关系为基础的新的社会纽带,并使之成为其社会网络的重要组成部分.这些由进城农民工一手构建的社会关系网络正在成为他们在城市生活中赖以生存和发展的重要资本.     

基于知识员工的KPI设定原则探讨

文章指出了对知识员工进行绩效管理时存在的困难,分析了KPI的概念及其确定过程,并着重探讨了针对知识员工KPI的设定原则。     

随机型连续盘点订货模型中供应链周期服务水平的波动和优化

对存在数量折扣和运费折扣的随机型连续盘点库存策略,进行了建模和分析,设计了供需双方合作的库存策略和订货策略,给出了理想的经济订货量和订货价格的甄选方法流程,模型确定了供应链理想的周期服务水平,证明了在该策略下,理想周期服务水平对于订货批量具有相对稳定性,并分析了此稳定性对供应链整体的重要意义,以及模型近似的合理性。在这个服务水平上,确定了再订货点和安全库存,并分析了该策略对供应链各方在管理措施方面的启示。利用该模型进行库存和订货决策,设计供应链合同,可以在不伤害服务水平的基础上,降低供应链总成本。     

On the cost-benefit of the regionalisation of the National Health Service

In this paper we analyse in formal terms the desirability of the regionalisation of a National Health Service. The policy consists of a devolution process, i.e. the increase in the health services provision to be decided by a region and financed by an increase in its revenues. The change is a marginal one, as it regards the part of supply of the health services exceeding a minimum standard, which for purposes of equity is maintained uniform in the national territory. As the central government is responsible for this component of the provision of health care (a federal “mandate”), the level of the said component is chosen by this authority and financed by federal taxation. Moreover, the government also applies an equalisation scheme based on the difference between a standard level of tax revenues and the revenues which the region is deemed able to raise for this purpose. Within the theoretical context of welfare improving reforms with distortionary taxation, we derive two conditions which focus on the regional, as well as the social, convenience of regionalisation. Received: May 5, 1999 / Accepted: January 21, 2000     

农民工工资收入偏低分析——现实、宏观效应与原因

农民工工资收入长期处于一个较低的水平,然而,农民工对我国GDP及其增长做出了巨大的贡献。农民工对GDP增长的高贡献与其较低的工资收入水平导致了我国社会有效需求不足。农民工工资收入偏低的核心机制是古典产权制度下的工资市场定位。因此,要解决这个问题,必须进行相应的经济体制改革,构建和谐社会。     

基于BSC的服务创新成长绩效评估

服务经济时代的全面来临,促使我们以一种全新的视角来关注和审视现代企业的服务创新.服务创新是企业实现跨越式发展的重要途径,服务创新的根本目的在于实现企业的可持续成长.通过引入BSC(平衡记分卡)测评工具,可建立起一个涵盖财务、客户、内部流程与组织学习等方面的服务创新成长绩效的综合评估框架和模型,该评估模型能够分析滞后型结果指标与领先型驱动指标之间的因果关系,从而为改进服务创新绩效指明控制关键.     

数字化校园中"一卡通"系统的设计

“一卡通”系统是校园内的准金融系统,是数字化校园重要的组成部分。本文在设计“一卡通”系统时,首先建立数字化校园共享的基础数据库,利用WebService实现统一身份认证,接着列出“一卡通”系统的各功能子系统以及与其他应用系统连接的两种功能接口,从多个方面提出了实现系统安全和可靠的多种措施。     

Are there major differences in the attitudes and service quality of standard and seasonal employees? An empirical examination and implications for practice

Despite the increased use of seasonal employees by organizations, few studies have been completed on the attitudes and service quality of seasonal office workers. Using Lautsch's classification model, we analyzed the organizational context in which the standard and seasonal workers in this study were employed. Hypotheses were developed based upon the organizational analysis and social exchange theory. Results from archival data obtained from a web‐based organizational survey of 205 clerical and professional workers indicated contrary to expectations, standard and seasonal employees did not significantly differ in terms of perceptions of overall job conditions, perceived organizational support (POS), or job engagement. However, seasonal employees did report significantly fewer opportunities to work on challenging tasks, less comfortable physical working conditions, and less job security than the standard workers. As predicted, standard employees reported significantly higher levels of service quality performance than seasonal employees. Additionally, job engagement mediated the relationship between POS and service quality for both the standard and seasonal employees. Implications for managing seasonal employees are discussed.