任务教学法在《商务口语》教学中的可行性探讨

任务教学法,始于上世纪80年代,在美国斯坦福大学和哈佛大学40％注重能力培养的课程都是采取这种教学法组织教学。中山大学外语教学中心夏纪梅教授多年来一直运用“任务教学法”,并取得了良好的教学效果。“任务教学法”能提高学生自主学习能力、协作能力,发掘学生潜能,并为教师自身发展提供出路。该教学法若能被应用于高职高专“商务口语”教学课程,应具有可行性。     

发展浙台经贸双向合作对策研究

在全球化潮流下,两岸能否合理利用的资源和市场腹地,攸关两岸经济持续发展,浙台经贸合作关系的建立是国际产业分工深化和发展的结果,同时也存在一些人为的障碍和亟待解决的问题,从而提出浙台经济双向发展的途径和对策,对于推进浙台经济双向发展有着重要的现实意义。     

What satisfies younger versus older employees,and why? An aging perspective on equity theory to explain interactive effects of employee age,monetary rewards,and task contributions on job satisfaction

In light of increasingly age-diverse workforces, organizations face the challenge of fostering job satisfaction among both younger and older employees. Combining equity theory with an aging perspective, we propose that due to age-related shifts in motives and goals, younger versus older employees’ job satisfaction will depend differently on monetary rewards (outcome side of equity theory), task contributions (input side of equity theory), as well as on imbalances (inequity) in the relationship between monetary rewards and task contributions. In a multisource study with 166 managers, we found that while younger employees were satisfied primarily by monetary rewards, older employees were satisfied primarily by their task contributions. Most importantly, a three-way interaction indicated that younger versus older employees react differently to two types of inequity: Being proportionally over-rewarded (i.e., receiving high monetary rewards for low task contributions) reduced older (but not of younger) employees’ job satisfaction. By contrast, under-reward inequity (i.e., receiving low monetary rewards for high task contributions) decreased younger (but not of older) employees’ job satisfaction. These age-dependent effects of job features on job satisfaction reveal important theoretical as well as practical implications.     

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.     

全面推进社会主义和谐社会建设

当前,构建社会主义和谐社会,是摆在各级领导干部面前一项重大而紧迫的战略任务。要全面推进社会主义和谐社会建设,必须深刻理解和把握构建社会主义和谐社会的丰富内涵,处理好若干重大关系。     

工作过程导向的商务谈判课程构建

通过对高职高专商务谈判课程的教学思考和审视，确定了以职业教育培养目标为起点，校企合作共同确定了专业职业岗位群、学习领域课程和商务谈判行动领域，提出了工作过程导向商务谈判课程构建原则和步骤，完成了工作过程导向商务谈判课程教学模式、教学方法和教学内容的构建，在商务谈判教学实施中受到了学生、教师、社会的欢迎和喜爱。     

上海转口贸易对近代中国贸易市场的影响

近代上海的开埠带来了国内市场的变化。19世纪60年代后,中国沿海与长江各口岸相继对外开放,沿海沿江贸易航运业快速发展,形成埠际贸易网络。上海转口贸易通过埠际转运网络的各级市场影响中国长江流域和华北、东北、西南、华南地区。在此过程中,上海与近代中国其他重要的通商口岸之间形成了固定的埠际转运网络,上海埠际贸易网络日益呈现出结构化特征。     

Estimating the export and import demand for manufactured goods: The role of FDI

In this paper we estimate the demand for exports and imports of manufactured goods for a panel containing the majority of the EU countries as well as the United States and Japan. The model includes as explanatory factors both the traditional determinants of trade and also the stock of foreign direct investment (FDI). We apply panel unit root and cointegration tests allowing for heterogeneity. Whereas there is no evidence of cointegration when using just the traditional formulation, the results are favorable to the existence of long-run relationships linking the variables of the augmented model. Moreover, the results point mainly to a complementary relationship between trade and FDI.     

授权型领导-员工授权感知匹配对任务绩效的影响机制

基于领导-成员交换理论,从领导-员工匹配视角出发,探讨了授权型领导-员工授权感知匹配与任务绩效的关系。采用多项式回归、响应面分析和块变量分析方法,对261份领导和下属的配对数据进行分析。研究结果表明：授权型领导与员工授权感知越匹配,下属的任务绩效越高;在一致性匹配情况下,相比于“低授权型领导-低员工授权感知”,“高授权型领导-高员工授权感知下的员工任务绩效更高;在不一致性匹配情况下,相比于“低授权型领导-高员工授权感知”,“高授权型领导-低员工授权感知”下的员工任务绩效更高;领导-成员交换关系在授权型领导-员工授权感知评价匹配对任务绩效的影响中起部分中介作用;工作场所地位调节了领导-成员交换关系与任务绩效间的关系。 本研究从匹配视角出发揭示了领导授权效果异质性的原因,丰富了匹配研究在授权型领导效能发挥中的应用,为授权型领导相关研究提供了更加全面的视角。     

基于任务技术匹配的“互联网+回收”价值共创行为研究

本文根据修改后的任务技术匹配模型,采用多项式回归和响应面分析法,对互联网回收平台的任务技术匹配度与消费者的心理距离及价值共创行为间的关系进行分析。本文的结果表明当任务特征与技术特征水平一致时,高度匹配对心理距离的影响大于低度匹配;当任务特征与技术特征水平不一致时,匹配过度对心理距离的影响大于匹配不足;心理距离在任务技术匹配度与价值共创行为间起中介作用。该研究丰富了任务技术匹配模型的理论成果,对促进电子废弃物规范化回收有一定启发意义。