设施蔬菜绿色生产技术采纳影响因素与经济效益研究——以河北省定兴县为例

[目的]农业资源环境是农业产品质量保障的基础,农业科技创新有力支撑农业产业发展,探究农业绿色生产技术的影响因素与经济效益,对保障农业产业绿色发展,提高农户绿色生产积极性具有重要意义。[方法]文章基于2020年河北省定兴县实地调研所得的219份农户数据,通过二元Logistic模型分析农户采纳绿色生产技术的影响因素,在此基础上运用倾向得分匹配方法研究技术采纳对农户家庭经济效益的作用水平。[结果]（1）虽然定兴县绿色生产技术推广取得一定成效,共有67.58%的农户采纳一种或多种绿色生产技术,但采纳程度有待提高。（2）农户的年龄、受教育程度、大棚类型、是否加入合作社、是否接受技术培训以及政府是否给予指导显著影响农户技术采纳决策。（3）采纳绿色生产技术的农户与未采纳组相比每公顷年均收入增加28.44%;测土配方技术、病虫害绿色防控技术分别带来26.52%和14.90%的增收效应,并分别在1%和5%的水平上显著,节水灌溉技术和废弃物循环利用技术增收效果不显著。[结论]绿色生产技术能显著提高农户收入,因此政府要加强对绿色生产技术的推广,通过技术培训、经济激励、构建技术推广体系等措施提高农户绿色生产...     

乡村振兴背景下农民工迁移决策机理研究

目的 乡村振兴离不开农民参与,农民工作为农民群体的一部分,分析其迁移决策的形成机制并给予合理的行为引导是乡村振兴战略实施的现实需要。方法 文章以计划行为理论为基础建立农民工迁移决策分析框架,结合实地调研数据,运用结构方程模型的方法,剖析农民工迁移决策的形成过程与各节点关键影响因素。结果 （1）反映社会压力的主观规范与反映农民工自身喜好程度的行为态度之间存在相互影响关系,反映农民工迁移阻碍的知觉行为控制与主观规范、行为态度之间影响较弱,农民工迁移意愿主要受行为态度与知觉行为控制影响。（2）来自农村社会的意见是农民工迁移决策过程中社会压力的主要来源,经济与福利因素是影响农民工行为态度的主要因素,而工作信息传导不畅、城镇生活保障缺失等则是农民工迁移的主要障碍。结论 未来应以产业布局为抓手,充分发挥各级政府与村委会的影响作用,对农民工迁移行为进行合理引导。     

Encouraging knowledge sharing among employees: How job design matters

Job design is one of the most frequently researched practices in the Human Resource Management (HRM) literature, and knowledge sharing has become an important and heavily researched managerial practice. The links between these practices, however, have received little attention in the literature. We argue that job design matters to knowledge sharing for motivational reasons. Specifically, jobs contain characteristics that stimulate different kinds of motivation toward knowledge sharing, which have different effects on individual knowledge sharing behavior. We develop six hypotheses that unfold these ideas and test them on the basis of individual‐level data collected within a single firm. The hypotheses are tested in a LISREL model that confirms that job characteristics, such as autonomy, task identity, and feedback, determine different motivations to share knowledge, which in turn predict employees' knowledge sharing behaviors. © 2009 Wiley Periodicals, Inc.     

工作满意度、组织承诺与工作绩效之间的实证研究

在现代高强度的工作环境下,企业竞争越来越依靠于人才的配置。为了吸引和留住人才,越来越多的企业更加关注公司员工的感受和需求,在提高员工满意度的同时提高员工的工作绩效,保障企业的高效低成本运作。员工满意度、组织承诺、工作绩效是企业能否长时间留住人才的主要指标,对于企业人力资源管理有着重要意义。从理论上来说,通过实证研究可以具体量化三者之间的关系;从实践上来说,对三者之间影响关系的清楚认识可以为企业人力资源部门提供制度和政策上的指导,从而降低企业的人力成本、提高企业运作的效率。研究的主要内容为通过问卷收集的方法,以各类企业员工为研究对象,探究员工满意度、组织承诺和工作绩效之间的相关关系,建立员工满意度、组织承诺和工作绩效三者之间的量化研究模型。根据研究结果,给企业人力资源管理部门提出具有建设性的建议,以在减少成本的同时促进企业的高效运作,使企业更具凝聚力。     

Examining the Draw of Diversity: How Diversity Climate Perceptions Affect Job‐Pursuit Intentions

Organizations must target talented applicants, who will often be demographically diverse, to attract the most competent and competitive workforce possible. Despite the bottom‐line implications of attracting the best and brightest, surprisingly little is known about how and why diversity recruitment strategies affect recruitment outcomes (e.g., job‐pursuit intentions). To gain insight into this question, we conducted an initial experimental study (N = 194) to test the premise that other‐group orientation moderates the relationship between perceived organizational value of diversity and job‐pursuit intentions. In a follow‐up experiment (N = 255), identity affirmation was examined as the mediating mechanism for the interaction observed in the first study. Mediated moderation analyses supported the proposed model. Collectively, the studies indicate that job seekers high in other‐group orientation are more intent on pursuing employment with organizations deemed to value diversity because they feel that their salient identities are likely to be affirmed. No such indirect effect is present for those lower in other‐group orientation.     

Does knowledge explain trust behaviors and outcomes? The different influences of initial knowledge and experiential knowledge on personal trust interactions

This paper examines the influences of initial knowledge and experiential knowledge on trust behaviors and trust outcomes, respectively, at an interpersonal level. We use an experimental dynamic trust game, and our results show that (1) the initial knowledge that exists a priori between a trustor and a trustee helps to explain the trustor's trust behaviors toward the trustee, and (2) the experiential knowledge gained directly by a trustor during a specific trust interaction with a trustee influences the trust outcome, i.e. the difference between the original expectations of the trustor and the subsequent trust behaviors. Our results contribute to human resource literature by clarifying the specific influences of different types of knowledge on interpersonal trust relationships (e.g. between managers and employees) and by supplementing the traditional notion that trust within a firm develops slowly by showing that personal expectations have an immediate and important influence on trust output.     

金融发展、经济增长及政府职能——文献综述和基于中国经济的分析

简要回顾了改革开放以来中国金融发展历程;介绍了两种经济增长理论,即平衡增长理论和非均衡增长理论;阐述了金融发展与经济增长的关系;并对政府作用的三种理论:亲善市场理论、国家推动发展论,市场增进论进行了探讨与分析;最后提出了政策建议。通过对经济增长模式、金融发展的衡量指标,以及传统的政府职能理论方面的分析,为中国转型阶段的政府职能导向提出一些初步的见解。     

中国证券市场机构投资者的羊群行为研究

“羊群行为”是金融市场上一个令人困惑的现象,长期以来,投资者的羊群行为一直被认为是导致股票市场剧烈波动和引发市场系统风险的一个重要原因。以往对美国金融市场的研究表明,机构投资者在进行投资时存在典型的羊群效应,而研究表明我国证券市场中机构投资者的羊群行为更加典型。对这个问题作一个文献综述,并在此基础上进一步作理论研究和政策分析。     

绿色财务管理的短期均衡分析

当前,生态问题日趋严重,这种状况的形成主要是人类自身行为造成的,人们虽然已经越来越多地认识到其危害性,但是在经济利益的驱使下,人类的这种破坏行为并没有真正停止或减少。作为微观经济主体的企业,它的行为对生态问题的影响非常重要,所以必须改变企业的经济行为。作为经济主体其目标就是为了获取经济利益,只有保证其有一定经济利益的情况下,来改变其行为以利于解决生态问题才是可行的。鉴于此,本文从市场上各类企业的经济行为特点入手,来探讨解决问题的途径。     

中国消费者炫耀性购买行为的特征与形成机理——基于参照群体视角的探索性实证研究

炫耀性消费行为包括社会地位展示、人际调节、物质享乐主义和群体归属交流四个维度;对炫耀性消费影响最显著的是面子意识;参照群体中的价值观表达既同物质享乐主义等维度强正相关,还同人际协调和群体归属交流存在弱负相关;信息影响和功利影响都只对基于群体归属交流的炫耀性消费行为发挥作用.