创新创造时代职业教育价值取向启示

当下我国职业教育的发展,面临着社会某些部门对职业教育的重要性认识不足,重视不够,职教专业设置和教学内容脱离社会经济发展的实际等问题。我们要充分认识职教在经济发展中的重要性,要把发展职教视为提升经济竞争力和综合国力的一项重要措施,使职业教育取得更大发展。作者在这一思想指导下,就科学发展时代职业教育发展的价值取向从社会、企业、学校、学生四个方面作了初步探讨。     

International work in domestic jobs: an individual explanation

Australian firms are attempting to internationalize and to become global companies. One way of staffing the forays into international business is by incorporating international work into domestic jobs. This study sought to understand the factors related to the amount of international work Australians perform in their domestic jobs. Alumni from an Australian university were surveyed, providing 1,046 full-time domestic employees working in a range of industries. Regression analysis showed that, beyond individual and organizational controls, employees performed more international work in domestic jobs when they worked in organizations at higher than at lower international levels with human resource support, worked in jobs at higher rather than at lower managerial levels and had international skills. However, there was no or little link with employees' international attitudes or family situation. As predicted, the managerial level of the job made a difference to the effects of the work environment. Working in MNCs and domestic organizations with operations abroad was related to the amount of international work in domestic jobs performed by senior managers and executives more than by lower and middle managers or subordinates and supervisors. Analysis of open-ended responses shows the major reasons Australians take up domestic international work are money, professional development and challenging content. The major reasons they would not are family commitments and disruption, in contrast to the quantitative results in which family factors are unimportant. The difference between the quantitative and qualitative results and the importance of family factors, international skills versus attitudes and human resource support are discussed.     

Unemployment benefits and recall jobs: a split population model

We study the transitions out of unemployment of the recipients of insurance benefits, focusing on whether or not they are recalled to their previous employment. Specifically, a split population duration model (SPDM) for the recall decision by employers is compared with a standard duration model (SDM). We find significant differences between the SPDM and the SDM estimates, both with regard to their magnitude and expected sign. Some of the variables record undervalued estimated hazard rates in the SDM with respect to the SPDM.     

浅谈校企合作的模式

校企合作是当前高等院校最重要的教学改革之一。针对目前高校教育中存在的一些问题,结合我校校企合作的实践经验,提出了顶岗实习等五种行之有效的校企合作模式,为校企进一步深入合作提供了思路和做法。     

A continuous time model for multiple yard crane scheduling with last minute job arrivals

Container terminal (CT) operations are often bottlenecked by slow YC (yard crane) movements. Efficient YC scheduling to reduce the PM waiting time is therefore critical in increasing a CT's throughput. This paper develops an efficient continuous time MILP model for YC scheduling. The model treats realistic operational constraints such as multiple inter-crane interference, fixed YC separation distances, simultaneous container storage/retrievals, realistic YC acceleration/deceleration stages and gantry time, and require far fewer integer variables than previous work. The model significantly improves the solution quality compared to the existing discrete time models and other heuristics found in the literature. Using heuristics and a rolling-horizon algorithm, our model can solve actual container yard (CY) problems quickly and robustly in polynomial time. Also, to cope with the last minute container arrivals which can disrupt routine CT operations, two methods for handling these last minute job insertions are discussed and compared.     

企业成长理论与成长动力研究评述

企业成长的源泉始终是企业成长理论研究的主题,近年来研究更加深入。本文回顾与分析了企业成长理论关于成长动力的研究,认为资源、能力、及知识是企业成长的动力与源泉,提出了企业应不断吸收、转换、创造知识,促进企业成长。     

Managerial technologies and power relations: a study of the Australian waterfront

In recent times, the modern port has been characterised by rapid changes in work technologies and the consolidation of logistics functions. These changes signify an important recomposition of the port labour process and raise questions about the strategic location of frontline manual jobs. This research examines how these changes have played out in the Australian ports industry, developing the argument that a depersonalised managerial form of control is emerging with potentially challenging consequences for worker solidarity and collective organisation. The argument is that relations between port management and workers have changed significantly, with a reconfiguration of job roles, skill compositions and thus workplace power relations. It is informed by qualitative research at two Australian ports, exploring the organisation of work and the impact of recent technologies.     

论广告创作的情景化倾向

现代人人消费物质的同时，也在消费精神和文化。单纯宣传商品的广告已不能适应竞争环境的要求，于是出现了广告情景化倾向，即营造一种意境深远的生活情景，记公众在消费中得到精神和文化享受。     

基于工作岗位职责的《薪酬管理》课程理实一体化改革探讨

《薪酬管理》课程理实一体化改革要基于人力资源管理专业高职毕业生所从事的薪酬专员的岗位职责展开,梳理薪酬专员的工作流程,提取其典型工作任务,从而明确一体化课程的学习目标;一体化课程的教学方法及考核方式也应改革。     

Preference for job diversity,mixed part-time jobs and voluntary unemployment

This article introduces job diversity preference into Hoteling's location model to explain individuals' displeasure with work. The mixed part-time jobs (MPJ) can be regarded as more diversified products firms can offer at a higher cost. Individuals pay the product (jobs) with their productivity. We intend to explain: (a) Why some individuals prefer not to work in only single full-time jobs (SFJ) cases; (b) Why allowing free MPJ can be a good idea; (c) How MPJ wage floor and ceilings can block or hinder the effect of the MPJ market. (d) What the government can do to improve employment and social welfare. Bringing Hoteling's model into the labour market to demonstrate individuals' preferences on job diversity is the major innovation of this article.