中国城镇居民国内旅游消费的区域差异及变化

消费驱动是经济发展的基础性动力,旅游消费已成为我国城乡居民消费结构中的常规性项目。以全国39个主要城市为代表,通过分析2000-2009年中国城镇居民国内旅游消费的区域差异及其变化,发现中国城镇居民国内旅游消费规模不断上升,同时,中国城镇居民国内旅游消费的区域差异显著,空间格局变化明显;其中,城镇居民人均可支配收入、居民闲暇时间、消费偏好、相关政策因素以及一些重大事件等主导因素均会对中国城镇居民国内旅游消费格局产生重要影响。     

基于产业异质性的银行贷款政策效应分析——来自上市银行的经验证据

在银行信贷资金配置存在产业间差异的假定下,建立引入产业因素的银行贷款决定模型,考察产业因素影响银行贷款渠道有效性的内在机制,并运用2007年到2010年14家上市银行和5组产业数据展开动态面板模型估计,结果表明：从贷款需求角度看,各个产业的产出对产业贷款的影响效应存在产业间差异;从贷款供给角度看,人民银行运用货币政策工具调控产业贷款的影响效应也存在产业间差异。也就是说,产业因素确实影响到人民银行调控各个特定产业贷款的力度。     

我国东西部城市旅游的差异分析

城市是区域发展的核心与枢纽 ,城市旅游的发展状况影响着区域旅游发展的结构、规模和水平。本文从我国区域旅游发展不平衡的现状出发 ,从城市化水平、旅游整体水平、旅游空间结构、旅游产品与模式等方面分析了东部和西部城市旅游的差异。为西部旅游开发提供了一定的参考。     

Urban destination loyalty drivers and cross-national moderator effects: The case of Barcelona

The objective of this paper is to analyze the loyalty of tourists to urban tourism destinations, studying the differences existing on the basis of nationality of origin. The review of the academic literature identified perceived value and satisfaction as antecedents of loyalty. A theoretical model was constructed which was tested empirically with a total of 927 surveys of Italian and American tourists in the city of Barcelona. In the study of the data, structural equation models (SEM) were used, by means of a multi-group analysis. The empirical results show that the causal relationships among perceived value, satisfaction and loyalty and the moderating effect of nationality are partially confirmed. This study contributes to better knowledge of the processes that lead tourists to be loyal to an urban tourism destination.     

Black–white differences in beliefs about the U.S. restaurant tipping norm: Moderated by socio-economic status?

A re-analysis of two national telephone surveys found that black–white differences in awareness that it is customary to tip a percentage of the bill declined as socio-economic status increased. However, black–white differences in awareness that is customary to tip 15–20 percent in restaurants was unrelated to socio-economic status. The practical as well as theoretical implications of these findings are discussed along with directions for future research.     

基于锡尔系数的1998～2007年中国区域经济差异分析

研究目的：了解1999年以后陆续实施的中西部开发的政策和措施对中部和西部地带内以及三大地带问差异的影响。研究方法：运用锡尔系数对1998-2007年我国三大经济地带及其所属的省、市、自治区进行差异分解分析。研究结果：了解到政策和措施在不同地带内和三大地带间取得了扩大差异或缩小差异的不同效果,但影响程度偏小,且具有滞后性,并对原因进行了讨论。     

女性劳动力市场理论研究——明塞尔《劳动供给研究》一书述评

明塞尔的主要思想在两卷本的《雅各布.明塞尔论文集》中得到了充分体现。他的论著之一《人力资本》系统地发展了人力资本的理论基础与分析方法;另一部《劳动供给研究》则促进了现代劳动经济学研究体系和专业风格的形成。其中《劳动供给研究》一书对人力资本理论研究中的劳动力供给问题,尤其是妇女劳动力供给行为作了详细的讨论与分析。本文主要以此书为基础,着重于讨论女性劳动力供给理论和工资差别理论,最后联系我国女性劳动力的实际情况,提出该理论的现实意义。     

山东省产业劳动力效率时空差异及优化研究

以山东省为例探析产业劳动力效率时空差异,研究发现：2004-2014年山东省产业劳动力效率整体稳中趋优,房地产业劳动力效率逐年下降而金融业逐渐趋高,二者是山东省较显著的高效行业,其余行业效率多在1附近且变动不显著;青岛市等山东半岛城市群城市的综合劳动力效率较高,枣庄市等鲁西城市则较低,地域分异特征明显。据此提出继续推进产业结构创新调整、因地制宜地对各市产业结构进行优化、开展行之有效的城际分工合作等对策。     

我国公共基础设施投资增长的区域差异性研究--基于偏离—份额模型的分析

文章运用偏离—份额分析法,考察我国2001-2010年间各地区公共基础设施投资增长情况,分析发现我国公共基础设施投资增速普遍滞后于其他行业的平均增速,具有明显的时间和地域特征,呈现出先东后中西的发展特征,并且在各省份公共基础设施投资的增长中,结构偏离是决定投资水平的主要因素.     

Generational differences: An examination of work values and generational gaps in the hospitality workforce

The purpose of this study is to identify generational differences and similarities among hospitality employees and managers in order to develop leadership strategies and management styles that can be utilized to increase employee morale and productivity while enhancing recruitment and retention rates of highly qualified workers. Data for this study were collected through a series of in-depth focus group discussions. Findings indicated significant generational differences in world views, attitudes toward authority and perspectives on work. Findings suggested the Baby Boomers respect authority and hierarchy, while the Generation X-ers (Gen X-ers) rebel against authority. Findings also suggested while Baby Boomers live to work, Gen X-ers work to live. The Baby Boomers are willing to wait their turn for promotions and rewards, and are very loyal. On the other hand, Gen X-ers expect immediate recognition through title, praise, promotion, and pay. They also want a life outside of work—they are not likely to sacrifice theirs for the company. The Millennial Generation believes in collective action, with optimism of the future, and trust in centralized authority. They like teamwork, showing a strong will to get things done with a great spirit.