以煤为原料的甲醇制备工艺研究

本文对以煤为原料的甲醇制备工艺研究,有利于指导煤制甲醇生产工艺实践,有助于煤制甲醇生产工艺的改进和提高。     

国内外终身学习数字化资源整合与共享现状分析

本文立足国家发展终身教育,实现全民学习、终身学习,创建学习型社会已成为一项基本国策。通过对国内外终身学习数字化资源整合与共享现状进行分析,力图提取有益的信息,存在的问题,甄别出可用的模式,适合的策略,以应用于终身教育的实践中。本文从通过调研,在多方面进行探索,提出了几点建议,希望能对各类数字化资源整合与共享应用有所启迪。     

工业锅炉煤改气客户细分模型及其应用——基于层次分析和熵权修正的模糊综合评价理论

煤改气是加快调整工业锅炉能源结构、改善大气环境质量的重要措施之一。燃气运营商欲开拓工业锅炉煤改气市场，应正确辨别终端市场客户的类别。从行业特性、企业特性、锅炉状况和客户开发潜力4个方面构建工业锅炉煤改气客户细分评价指标体系，用AHP－修正熵组合赋权方法确定评价指标权重，建立工业锅炉煤改气客户细分模型并开展应用。评价结果兼顾客观属性与主观偏好，符合客观实际，可为燃气运营商开展差异化管理，采取多元化营销模式提供决策依据。     

Career Patterns of Supply Chain Executives: An Optimal Matching Analysis

This exploratory study analyzes the careers of 307 supply chain executives (SCEs). Motivated by career theory, our findings create new knowledge about the educational backgrounds and career paths that lead to SCE positions. Based on an optimal matching analysis, we are able to distinguish among six career patterns for SCEs. They differ in terms of the individuals’ previous professional experience, educational background, and the time they needed to arrive in an executive position. By characterizing the backgrounds and career paths of SCEs, we show that supply chain management (SCM) is truly a cross‐functional profession. Our findings suggest that previous staff responsibility appears to be a more important hiring criterion than extensive SCM experience. While 56% of the executives had prior staff responsibility, only 12% of the cumulated careers were actually spent inside the SCM function.     

基于云计算的民族地区高校教育信息化平台建设研究——以贵州省为例

教育信息化程度成为了国家教育现代化程度的风向标,本文以"云计算"技术为抓手,从教育工作的流程出发,设计教育资源及教育管理两个平台。通过两个云平台的建设,夯实智慧教育基础,为智慧教育的应用开发提供强有力地保障。     

区域科技基础条件平台构建研究

区域科技基础条件平台的构建，可以更好的发挥公共科技服务在区域自主创新和科技进步中的作用，有利于减少科技资源布局分散和重复建设等问题，将为区域主导产业的发展起到极大的促进作用，可以确保产业在全国同行业中处于领先地位。本文在解析了区域科技基础条件平台建设影响因素的基础上，分析区域科技基础条件平台构建的目标任务和重点工作内容，并探讨相关的保障措施。     

Non-renewable resources in the long run

We model a competitive economy in which production is dependent on labor and a non-renewable resource, the stock of which is inhomogeneous. We solve the model analytically and show how—in infinite time—the economy moves away from an initial balanced growth path (b.g.p.) and towards a mature b.g.p. The characteristics of the initial b.g.p. match historical observations of slowly declining resource price and consumption growth tracking global product. The mature b.g.p. depends on the nature of the stock; the more steeply cross-sectional area declines with depth, the faster the rate of price increase. We show how the theoretical model may be adapted and parameterized to explain and predict the evolution of markets for specific resources, applying the model in two cases, copper and petroleum.     

On the timing of political regime changes in resource-dependent economies

We consider a resource-dependent economy initially ruled by the elite. The transition from the autocratic to a more democratic regime takes place only if the citizens decide to revolt against the elite. The occurrence of a revolution primarily depends on the autocratic regime vulnerability and the level of inequalities, both being driven by the elite׳s redistribution and repression policies. First, we show that when a political transition is inevitable, the elite choose the maximum rate of redistribution to lengthen their period in office. Second, we find that the duration of the autocratic regime is linked to resource abundance, and how it relates to the elite׳s policies. More resources lead to a shorter reign of a redistributive regime, which may not be the case of a repressive regime. Finally, we interpret the Arab spring sequence in light of our findings.     

Managing service employees: literature review,expert opinions,and research directions

This article reviews the service management and marketing literature on managing people with a particular emphasis on managerial relevance. This review explores the market and financial results of managing people effectively, emphasizing that it is probably harder to duplicate high-performing human assets than any other corporate resource. The challenges inherent in boundary-spanning frontline jobs are discussed, including role conflict and emotional labor. Next, recommended human resources (HR) strategies and practices related to recruitment, training, empowerment, service delivery teams, and employee motivation are reviewed. The literature review concludes with a section on service culture, climate, and leadership. Each section is complemented with further research suggestions that emerged from interviews with eight academic and practitioner experts. The last section outlines six themes for new research opportunities with high potential managerial relevance; they relate to (1) the financial impact of HR practices and strategies, (2) motivating service employees, (3) training, (4) emotional labor, (5) dealing with rude customers, and (6) the impact of technology on managing service employees.