产业集群的创新型创业人才保留机制研究

创新型创业是创业的新模式,是地区产业升级和经济可持续发展的原动力,创业离不开创业人才,研究特定区域产业集群下创新型创业人才保留影响因素和保留机制成为现实课题。本研究首先界定了创新型创业的含义,以珠三角地区的广东省中山市数据为例,通过问卷调研和深度访谈方式在获得大量第一手资料数据的基础上,分析了产业集群中创新型创业人才与产业集群的互动机理、构建了产业集群对创新型创业人才的保留机制模型,并对集群中创新型创业人才保留给出了政策建议。     

Marketing Culture and Business Performance in the Airline Industry

Abstract

In recent years the airline industry has witnessed increased emphasis on the cultivation of a culture which fosters the effective implementation of marketing programmes. This growing attention stems from the belief that sound marketing practices provide an important source of competitive advantage in the service sector which is characterised by high levels of interaction between firms and their customers. Moreover, marketing academics and managers proclaim that a strong marketing culture leads to customer retention, which in turn, yields higher profitability. In this study an attempt is made to investigate empirically the relationship between UK airline firms' marketing culture and business performance. Our results indicate a strong relationship between marketing culture and business performance. To conclude, implications of the findings for airline managers and avenues for future research are discussed.     

Staying Afloat in the Tropics

SUMMARY

This study examines the extent to which the top ten Caribbean destinations market their tourism product using their national tourism organization Websites. A comparison of the national tourism organization Websites of the Caribbean Tourism Organization member countries will be conducted to determine the differences in technical aspects, user friendliness, site attractiveness, and marketing effectiveness using the modified Balanced Scorecard (BSC) for Website evaluation. The modified BSC results were next used to develop and test a model of Caribbean NTO Website visitor retention. Third-order confirmatory factor analysis (CFA) was used to test the model. The model showed that the four aspects which comprise the modified BSC are important in the development of Caribbean NTO Websites.     

Hourly Employee Retention Factors in the Quick Service Restaurant Industry

Abstract

Hourly employee retention in the quick service restaurant industry has long been a major area of concern for both operators and multi-unit restaurant decision makers. While numerous studies concentrated on managers' perceptions on why employees leave, few have explored the employees' perceptions on employment characteristics that kept them from changing jobs. The study employed a self-administered questionnaire and asked 233 quick service restaurant employees in the Midwestern region of the United States to rate the importance of and their experience with 20 employment characteristics of their job. The findings revealed that the most important employment characteristics were nice people to work with, humane approach to employees, and hourly wages. In addition, the study showed statistically significant differences between the level of importance and the level of experience attached to 18 out of 20 employment characteristics, which could explain the high turnover and low retention of employees in the industry. Implications for management are discussed.     

Forms of Adjustment

ABSTRACT

In the increasingly competitive field of tertiary education in New Zealand, characterised by strong levels of institutional competition for a numerically limited pool of students, there has been an almost belated recognition of the importance of student retention strategies. In this context, the literature indicates that transition to the tertiary institute lifestyle can often result in a period of major personal re-adjustment for first year students, which sometimes manifests itself in early academic results that are below expectations-these twin factors can contribute to early perceptions of alienation and, in some instances, can result in unac-ceptably high dropout rates. This paper describes an intervention that attempted to increase rates of retention in a tourism study programme, through a process designed to facilitate easier assimilation into the tertiary education culture, and to consequently improve the academic results obtained in early course assessment. The nature of this approach, intended to alleviate adjustment problems and provide students with appropriate coping mechanisms, is described in outline, and the results of subsequent student evaluations discussed. The paper concludes by assessing the benefits of this intervention, and by highlighting the implications for future student intakes.     

Interviews as a Selection Tool for Entry-Level Hospitality Employees

Abstract

Behavior based interviewing is a technique that has been used successfully in many industries for a number of years. This paper investigates the process of developing behavior based interviews for hospitality use with entry level employees. The first step of the investigation process is to identify critical job behaviors. This paper reports on a survey conducted with hospitality professionals to identify these behaviors. Results suggest that clear identification of these key behaviors may be an area of weakness.     

压缩沧州西站货物作业停留时间的对策

货物作业停留时间是衡量货车使用效率和运输组织效率的一项综合性指标。鉴于沧州西站停时居高不下的现状,通过对车站实际作业过程的分析,指出了影响停时的八大因素,并提出了优化运输方案、加强设备管理、进行站场改造、严格奖罚措施等对策。     

Stock Price Reactions to the Repricing of Employee Stock Options*

We study whether the repricing of employee stock options is in the best interests of common shareholders by examining the excess stock returns associated with timely, noncontamin‐ated repricing announcements made by Canadian firms. On the basis of three theories of why firms reprice, we develop competing predictions about the mean announcement‐date excess stock return and the cross‐sectional relations among excess stock returns, the estimated probability of repricing, and proxies for predictions from each theory. For a sample of 72 noncontaminated repricing announcements made by Canadian firms between November 1994 and July 2001, we find a reliably positive three‐day announcement‐date mean excess return of 4.9 percent. The results of our cross‐sectional analyses suggest that the market responds favorably to repricings because they assist in retaining key employees even though, at the margin, they enable managers to extract rents from shareholders. We do not find sufficient statistically significant evidence to reliably conclude that repricings are done to realign employee incentives.     

Tax, Corporate Behaviour and the Foreign Income Dividend Scheme

A model is derived which considers the interactions of corporation tax, advance corporation tax (ACT) and capital gains tax and their impact on UK corporate behaviour. It is shown that the recent changes to the ACT system, in the form of the Foreign Income Dividend (FID) scheme, will increase the gearing ratios of those firms affected by the changes. Debt will become more attractive, since it no longer increases irrecoverable ACT by reducing taxable profits. Furthermore, retention rates will fall, since retentions no longer serve as an ACT shield.     

Diversification Strategies for the Service Sector

No abstract available for this article.