论我国非公有制经济发展的动力机制转换

我国非公有制经济发展的启动力量和扩张动力，一直主要源于政府的安排和推动。由于外部环境和内部实力的深刻变化，这种以政府为主导的外生动力机制的延续，对非公有制经济的主体意识、微观经营机制、市场空间扩张与力量壮大，均产生诸多消极影响。转换动力机制，激活并充分发挥其内在动力，是市场经济条件下实现非公有制经济持续、健康、快速发展的客观要求。     

Enhancing effects of manufacturing flexibility through operational absorptive capacity and operational ambidexterity

A large body of research investigates how manufacturing flexibility in uncertain environments leads to firm performance, with mixed results. The mixed findings could be due to differences across firms in terms of the capabilities to acquire, assimilate, and transform knowledge and to simultaneously pursue both the exploitation of existing operational capabilities and the exploration for new operational capabilities. Building on the literature that suggests that manufacturing flexibility mediates the relationship between environmental uncertainty and firm performance, we explore the applicability of two organizational learning contingencies to the operations environment: operational absorptive capability and operational ambidexterity. Absorptive capacity enables the recognition and assimilation of new knowledge. Ambidexterity determines whether this knowledge will be applied for both exploration and exploitation. Using a sample of 852 manufacturing firms, we find that environmental uncertainty affects firm performance directly and indirectly through manufacturing flexibility. Furthermore, both operational absorptive capacity and operational ambidexterity moderate the relationship between environmental uncertainty and manufacturing flexibility and the relationship between manufacturing flexibility and firm performance. Theoretical and practical implications are discussed.     

全球化时代国产电影的品牌建设和对外营销

全球化时代的到来,为中国的电影产业提出了新的挑战,国产影片不能仅是满足于国内市场的开发,还应当放眼全球,参与到国际市场的竞争中。国产影片海外市场竞争力的提升有赖于自身的品牌形象建设,对此,必须探索一套切之可行的对外营销策略。     

分工深化、代工和迂回生产——基于古典经济学视角的研究

借助于代工生产方式的工业化发展道路,虽然有助于发展中国家实现起飞或低端阶段的工业化进程,但是在发展中国家进行到高端工业化进程中,却广泛地出现了低端锁定的问题。本文基于古典经济学的分析视角,借助分工理论对代工生产方式进行了深入的分析,阐释了代工模式产生的条件,对以中国为代表的发展中国家和地区制造业低端锁定问题进行了深入探讨。本文认为技术水平落后的发展中国家和地区制造业在发展过程中,旨在充分发挥各自资源禀赋差异带来的比较优势的选择行为,将引导这些地区的制造业主动、自发自然的融入全球范围制造业分工体系,主动、自发自然的被低端锁定。因此,只有依靠相关政策制定部门通过产业政策和贸易政策的协调,从外部引导制造业企业实现企业升级和产业升级,弥补市场资源配置方式和分工机制的缺陷。     

Employee well-being attribution and job change intentions: The moderating effect of task idiosyncratic deals

We developed and tested a research model in which employee well-being human resource (HR) attribution differentially influences the intention to change jobs across organizations (i.e., external job change intention) versus that within the same organization (i.e., internal job change intention). Furthermore, we posited that task idiosyncratic deals (I-deals) moderated the relationships between employee well-being HR attribution and external and internal job change intentions. Results indicated that employee well-being HR attribution was negatively related to external job change intention, but positively related to internal job change intention. Further, task I-deals significantly moderated the relationships between employee well-being HR attribution and external and internal job change intention. Specifically, employee well-being HR attribution played a less important role in reducing external job change intention when task I-deals were high rather than low. On the other hand, high task I-deals significantly strengthened the positive relationship between employee well-being HR attribution and internal job change intention. Our study extends the careers literature by differentiating the impact of employee well-being HR attribution on job change intentions within an organization compared with that across organizations and the important role of supervisors in enhancing or mitigating these effects.     

How does the availability and use of flexible leave influence the employer–employee relationship?

In this article, we develop, and empirically test, a moderated mediation model of the effects of flexible leave on employees' organizational attachment. Drawing on a social exchange framework and signaling theory, we explore how the material and non-material nature of exchange between the employer and employee shapes their relationship. First, we show that the relationship between the availability of flexible leave and organizational attachment is shaped by two competing mediators, perceived organizational support (POS) and perceived flexibility stigma. Second, we delineate between availability and use of the policy, to show how the effect of POS is enhanced and perceived flexibility stigma reduced, with use. Our findings demonstrate that the relationship between the availability of flexible leave and organizational attachment is complex, but is enhanced through use of flexible leave. We contribute toward HRM scholarship about the relationship between employees' experience of HR practices and their corresponding impact on employees' subsequent behavior.     

新兴战略性产业的进入管靛与管制绩效——以我国手机“牌照制度”的实践为例

本文建立了一个简单的进入管制模型,并以信产部的手机“牌照制度”的实践为例,分析了新兴战略性产业的进入管制与管制绩效。本文发现,与认为进入管制容易引发垄断低效率的传统观念不同,在开放经济下新兴战略性产业初期由于外部性和高风险而导致本国企业进入不足;进入管制能够为先驱企业提供某种“专利”租金的机会,从而有助于企业提高产量,降低价格,增加社会总剩余。从长期来看,进入管制存在成本和容易激发企业的短视行为而影响产业效率,因此有必要逐步放开管制。另外,建立明确的竞争程序和规则来挑选进入者也是提高管制绩效的重要方面。     

财务弹性在企业生命周期中的运用分析

企业生命周期理论阐述了企业从发展、成长、成熟和衰退的过程,而在企业的发展规律之中,其财务或推动或制约着企业的发展。资金充裕之时,公司可以把握良好的投资契机,获得更丰厚的投资收益及利润;而在资金不足的情况下,企业面临的资金链断裂很可能导致公司的破产和倒闭。由此看出,财务管理贯穿企业发展始终,而在此过程中,企业需要把握财务弹性的"度",控制财务弹性的伸缩程度,使得企业得到一定的财务储备,使之长期稳定的发展。文章结合企业生命周期理论,分析了财务弹性在各个发展阶段的倾向性,为企业在不同发展时期提供相应的借鉴。     

一般院校人才培养与环境建设研究

高等学校尤其是一般院校的人才培养和学校发展必须受到客观存在的外部自然环境、社会环境、特定环境的影响,同时也受到学校内部资源环境、管理环境、文化环境的影响.要提高人才培养质量,实现学校发展目标,除了主动适应外部大环境外,应依据其变化,及时研究对策调整决策,充分利用有利的外部环境,尽量减少不利的外部环境的影响;同时要加强内部环境建设,采取有效的政策措施,发挥内部环境的积极作用,克服消极作用.     

降低凝析油挥发性的措施

分析了南帕斯凝析油的物理性质及毒害性,针对南帕斯凝析油易挥发的特性在各个作业环节采取有效的安全防护措施、并对储存凝析油的专用储罐进行了优化改进。