宁波市企业职工培训现状分析

企业职工培训是目前提升企业竞争力乃至地方经济发展的重要因素,基于此,本文通过专题座谈和抽样调查问卷相结合方式,对宁波市企业职工培训现状进行为期一年的调查研究,通过调查得出结论：宁波企业职工培训仍然存在着企业特别是私营企业管理层不重视、培训组织机构不健全、政府引导还需继续加强等问题。     

基于员工满意度的物流企业人力资源管理研究

在人力资源理论研究的基础上,分析了影响物流员工工作满意度的主要因素,并结合实际案例,探讨了当前物流企业员工工作满意度的现状,在此基础上寻求提高员工满意度的人力资源管理途径。     

Quantile regression for the qualifying match of GEFCom2017 probabilistic load forecasting

We present a simple quantile regression-based forecasting method that was applied in the probabilistic load forecasting framework of the Global Energy Forecasting Competition 2017 (GEFCom2017). The hourly load data are log transformed and split into a long-term trend component and a remainder term. The key forecasting element is the quantile regression approach for the remainder term, which takes into account both weekly and annual seasonalities, such as their interactions. Temperature information is used only for stabilizing the forecast of the long-term trend component. Information on public holidays is ignored. However, the forecasting method still placed second in the open data track and fourth in the definite data track, which is remarkable given the simplicity of the model. The method also outperforms the Vanilla benchmark consistently.     

努力实现“四个”转变推动地勘经济科学发展

从当前产业发展情况和今后改革要求来看,宁夏地矿局依然存在着主业不强、结构不优、质量不高、层次较低、后劲不足、积累很少、可持续发展能力不强的状况。因此,必须下决心转变地勘经济发展方式,增强可持续发展的能力,在地勘经济发展的结构上,由单纯追求数量的经济发展模式向追求数量、结构、质量、效益四位一体的发展模式转变;在地勘经济发展方式上,由只从事勘查的“打工”经济模式向探采一体化可持续发展模式转变;在地勘经济管理上,由粗放式、以包代管式管理模式向精细化、科学化管理模式转变;在推动地勘经济发展的思维方式上,由按部就班、自我封闭的传统思维定势向与时俱进、善于变革、勇于开拓创新的模式转变。     

Employee stock ownership and financial performance in European countries: The moderating effects of uncertainty avoidance and social trust

This study investigates how the effect of employee stock ownership on financial performance may hinge on the diverse cultural and societal contexts of European countries. Based on agency and national culture theories, we hypothesize that the positive relationship between employee stock ownership and return on assets (ROA) is stronger in those nations with lower uncertainty avoidance and higher social trust. Using a multisource, time‐lagged, large‐scale dataset of 1,741 firms from 21 countries in Europe, our multilevel, random coefficient modeling analysis found evidence for these hypotheses, suggesting that uncertainty avoidance and social trust serve as important contextual cues in predicting the linkage between employee stock ownership and financial performance. Our supplemental analysis with distinction between the managerial and nonmanagerial employee stock ownership further indicates managerial employee stock ownership has a direct positive effect on ROA. Although nonmanagerial employee stock ownership had a nonsignificant association with ROA, the relationship was positive and significant when uncertainty avoidance was low and social trust was high. This research contributes to the existing literature by illuminating some of the contextual influences altering the effectiveness of employee stock ownership. Our findings also offer practical suggestions for effectively using employee stock ownership.     

Severance Pay and Corporate Finance: Empirical Evidence from a Panel of Austrian and Italian Firms

This paper examines the empirical link between severance pay and corporate finance. Severance pay is an economic debt of the employer and hence should be taken into account by the market in its assessments of risk. Using a hand-collected dataset of accounting data from Italy and Austria we find there is only a limited relationship between severance pay and market risk indicators. This suggests that arguments that severance pay systems destroy corporate value may need to be reassessed.     

旅游企业建立企业年金制度探析

在介绍我国企业年金制度的基本特点与发展现状的基础上，对旅游企业建立企业年金制度的必要性和可行性进行了分行，然后对旅游企业如何建立企业年金制度进行了深入探讨。     

基于链式中介效应的真实型领导对员工创新行为影响研究

基于社会认知理论和价值观理论,考察了真实型领导对员工创新行为的复杂影响机制。以374份企业员工数据为样本,通过层级回归分析和Bootstrap方法进行假设检验,研究结果表明：真实型领导对员工创新行为具有显著正向影响;不确定性规避和创新自我效能感在真实型领导与员工创新行为之间分别发挥部分中介作用,而且发挥了链式中介作用,即真实型领导通过降低不确定性规避程度影响员工的创新自我效能感,进而鼓励了员工的创新。     

中国企业员工边缘化的结构维度与人群特征

近年来,员工边缘化问题得到了学界和实务界的共同关注,但大都停留在理论探索阶段,尚缺乏一个成熟的员工边缘化测量量表。研究表明,中国企业员工边缘化的内容结构包括工作意义边缘化、企业文化边缘化、人际关系边缘化、利益互动边缘化、团队角色边缘化5个维度;员工边缘化水平能够预测离职意向水平。当员工主动或被动边缘化后,很可能产生较强离职意向;员工边缘化在性别、年龄、工作年限、企业性质上没有显著差异,但在学历、婚姻状况、岗位层级上存在显著差异,学历低的、未婚的、岗位层级较低的员工往往容易被边缘化。     

Effects of scale economies and production seasonality on optimal hub locations: the case of regional fresh produce aggregation

Interest in supporting local and regional food systems is rising and food hubs have attracted considerable attention among Federal, State, and local policymakers. This study explores the problem of endogenous hub location in fresh produce value chains in the Northeastern United States. To overcome limitations in the literature, we incorporate the effects of economies of scale and production seasonality into our models. Three experimental models are designed to examine the effects of alternatively applying yearly, quarterly, and monthly data on model solutions. We explicitly assess how interactions of scale economies and seasonality influence the structure and spatial attributes of an optimal regional produce aggregation hub system. The three models generate marketed different solutions and in many respects they lead to different conclusions about developing local/regional supply chains. The monthly model allows for production seasonality and actual hub operation cycle frequency and thus leads to more efficient hub solution with rich policy implications.