新加坡政府跨越“中等收入陷阱”的经验

新加坡1965年独立后,经过几次经济转型,依靠科技创新,提升劳动生产力,成功摆脱中等收入陷阱,跻身于世界发达国家行列。新加坡之所以成功跨越中等收入陷阱,在于优化社会管理,弥补收入差距过大的问题;注重人力资本积累;拥有在全球占主导地位的支柱产业;鼓励和支持中小企业科技创新;解决劳动力转移,促进产业升级等。这些成功经验值得我们借鉴。     

品牌战略视域下的上海自贸区建设——新加坡经验的借鉴

上海自贸区建设的成功与否取决于后续具体措施细则的规划与落实,品牌战略则是建设外向型经济的重要导向.本文以品牌战略为切入点,分析新加坡一路走来的成功经验和理念,为上海自贸区建设提供一定的借鉴启示：从理念树立、政策实施、制度创新、行业建设四方面着手打造上海自贸区品牌.     

The dynamic interactions between hotel room rates and international inbound tourists: Evidence from Singapore

Recognizing the possible existence of mutual interactions between hotel room rates and the number of international inbound tourists, this research note investigates the short-run and the long-run dynamic interactions between these two variables for Singapore. It tests for the existence of any cointegrating relationship between them using the bounds testing approach to cointegration. The causal effects between them are tested with Granger causality test. We find no evidence that Singapore's hotel room rates and international inbound tourists are cointegrated. The results also suggest that there is a bi-directional short-run causal relationship between these variables.     

新加坡工业园区管理体系的分析及对中国的启示

中国开发区的建设已经进入了一个新阶段,但部分开发区的建设发展不尽人意。因此,本文以新加坡作为一个视角研究工业园区的管理体系的创新,得出一些有建设性的策略提升中国工业园区管理的创新体系。     

Turnover propensity and its causes among Singapore nurses: an empirical study

Nurse turnover has been a serious challenge to the efficiency and effectiveness of any health-care delivery system. Various antecedents of turnover are examined in this study in attempt to identify the most critical causes of the problem. One hundred and eighty nurses from a large hospital in Singapore participated in the survey. The results show that a) stress strikes throughout different stages in turnover development; b) professional commitment is a significant cause of turnover cognition, but not turnover intention; and c) organizational commitment and supervision satisfaction are among the top predictors of turnover intention. These results deviated from the apprehension of many health administrators about the causes of the nursing turnover, thus provided clues as to how to mitigate the problem. And, as they were compatible with the results of studies on Canadian and American nurses, these results contributed to the empirical generalization process. The implication of the findings is discussed in the paper.     

新加坡中央公积金制度的改革及其启示

新加坡中央公积金制度自建立以来，不断完善各项功能，对全体国民一视同仁，建立了灵活的缴费机制，适时调整最低存款额度，增加公积金储蓄的投资。中央公积金的会员人数、总缴费额、提取额和公积金余额不断增加。中央公积金制度也存在一些问题：没有发挥互助共济的作用、较高的公积金缴费率不利于提高企业的竞争力和保值增值难。影响新加坡中央公积金制度改革的因素主要包括：人口老龄化的压力、独特的经济发展模式、“托管式民主”和“威权政治”、儒家文化的影响以及多元的民族与社会。新加坡中央公积金制度及其改革对中国社会保障制度改革具有重要的启示。     

The impact of the employee-organization relationship on temporary employees' performance and attitude: testing a Singaporean sample

Following the framework proposed by Tsui et al . (1997), this research paper examines the impact of the employee-organization relationship on temporary employees' job performance, turnover intention, overall job satisfaction, affective commitment, perception of fairness and perception of work options. Data were collected from 191 temporary employees from seven employment agencies in Singapore. Analyses conducted revealed that employee responses do vary under the four types of relationship (quasi-spot contract, under-investment, mutual investment and over-investment). In general, both mutual investment and over-investment relationships were associated with higher levels of performance and more favourable attitudes than either the under-investment or quasi-spot contract. Specifically, temporary employees under the mutual investment and over-investment relationships have better job performance, a higher level of affective commitment to the agency, improved overall job satisfaction, higher perception of fairness, higher perception of work options and lower turnover intentions. Furthermore, these finding were obtained even after controlling for the effects of company tenure and job level on employee performance and attitudes. The results highlight the importance of employee-organization relationships in eliciting the desired temporary employee outcomes. Practical implications were drawn for human resource practitioners and employment agencies on how best to manage temporary employees. Some limitations and suggestions for future research were discussed.     

GLOBALIZATION AND CORRUPTION CONTROL IN ASIAN COUNTRIES: The case for divergence

The globalization of corruption has given rise to the concern in many countries on how to combat corruption and many international conferences on this topic. However, in spite of the sharing of ‘best practices’ in fighting corruption at these conferences, there is still a great deal of divergence in combating corruption in Asian countries because of the different contextual constraints and the effectiveness of their governments' anti-corruption strategies. This article describes and evaluates the three patterns of corruption control in six Asian countries and concludes that the third pattern of anti-corruption laws with an independent anti-corruption agency adopted by Singapore and Hong Kong is the most effective.     

以诚相待 务实进取——中国与新加坡建交20年评析

中国与新加坡建交20年来，两国关系迅速发展。双方高层密切互访，经贸合作富有成效，人才培训合作成绩斐然，在涉及国家利益的重大问题上保持沟通并相互尊重。中新关系呈现出以诚相待、务实求真和与时俱进的特点。中新关系令人鼓舞的发展是两国政府和人民共同努力的结果，也是源远流长的中新友谊的结晶。必须指出，广东与新加坡具有特别密切的联系，对推进中新关系发挥了重要作用。展望未来，我们对中新关系充满信心。     

Human resource strategies for managing knowledge workers: an Afro-Asian comparative analysis

We use the model of culture fit to determine the human resource (HR) strategies for managing knowledge workers in two socio-culturally different countries: South Africa (SA) and Singapore. The national culture of SA is ethnically more diverse. Enterprise environment, such as institutional factors, particularly ownership, organization size and industry type, has more HR impact in Singapore than in SA. We found that there were convergent effective HR strategies used for motivating and retaining, but practices were divergent for attracting knowledge workers. When most frequent and ineffective strategies were studied, there were divergent practices. This knowledge of effective strategies being transferred to the two countries from more developed economies is in line with similar HR research.