大城市保障性住房空间布局的社会问题与治理途径

本文研究了北京、上海、南京等五大城市保障性住房空间布局特征,指出大城市保障性住房普遍存在空间选址偏僻、大规模集中建设、配套设施不完善等现实问题.在分析以上问题形成原因的基础上,认为大城市保障性住房集中建设在偏远郊区可能导致社会隔离与排斥加剧、出现城市贫民区与贫困文化、贫困的代际延续与社会风险加剧等一系列社会问题.因此建...     

略论农民专业合作社法的经济法属性

从分析农民专业合作社法的部门法属性的必要性入手,在对农民专业合作社法所体现的经济法的一般属性分析的基础上,着重对农民专业合作社法的相关具体内容所体现出来的经济法"管理型"立法和"促进型"立法所具有的特殊属性进行具体分析,指明农民专业合作社法具有经济法属性.     

Variations in human resource management in Asian countries: MNC home-country and host-country effects

This paper investigates the determinants of HRM strategy in a random sample of firms operating in Korea and Taiwan. Both indigenous and foreign-owned firms are studied. HRM strategy is measured in terms of the company's reliance on high-performance, versus more traditional, HRM policies and practices in several different areas, including staffing, employee influence, employee rewards and employee autonomy. Independent variables include the firm's country or region of origin (USA, Japan, Europe, Korea or Taiwan), the host country (Korea or Taiwan) and the internal culture of the firm, as measured by upper management's perception that human resources constitute a significant source of value for the organization. Pronounced differences are found across countries of origin and between the two host countries. Managerial values and various organizational characteristics that serve as control variables are also found to impact on HRM strategy.     

Research productivity patterns in the organizational behavior and human resource management literature

Closely following the analysis approach used for similar studies in the economics and finance literature, we present the first study to examine if there exists an empirical regularity in the bibliometric patterns of research productivity in the organizational behavior (OB) and human resource management (HRM) literature. Our results present strong evidence that there indeed exists a distinct empirical regularity. It is the so-called Generalized Lotka's Law of scientific productivity pattern: The number of authors publishing n papers is about 1/n^c of those publishing one paper. The observed pattern in the OB and HRM area is interestingly very consistent with those in much older, related business disciplines.     

法国、英国的水务管理模式

对水资源等稀缺自然资源的合理利用和有效管理是可持续发展的重要前提.合理利用和有效管理自然资源在很大程度上有赖于相关的法律制度和科学管理模式的构建.欧盟国家以市场为基础,配置以法律和行政的手段,建立了行之有效的水法体系和现代水务管理模式.通过对法国和英国水务管理的实证研究,从立法和管理的角度解析欧盟国家现代水务管理模式,有助于中国城市化进程中现代化的水务管理理念、综合化的水资源管理、市场化的公共服务以及法制化的社会监管等的建立.     

Conceptualizing and measuring “industry resilience”: Composite indicators for postshock industrial policy decision-making

Can resilience be a relevant concept for industrial policy? Resilience is usually described as the ability of a socioeconomic system to recover from unexpected shocks. While this concept has caught the attention of regional economics researchers seeking to understand the different patterns behind regional recovery after a disruption, it is increasingly recognized that resilience can have policy-relevant conceptual applications in many other regards. In this paper, we apply it to industries and define the “industry resilience” concept and measurements. Our contribution is twofold. Theoretically, we frame industry resilience as a useful conceptual framework for policy-making to support the selection of industrial policy targets that are more capable of recovering after unexpected shocks. In addition, industry resilience can mitigate government failures by supporting decision-makers in promoting both economically and socially sustainable structural change. Methodologically, building on post-2008 U.S. data, we develop two composite indicators (CIs) to separately analyze quantitative and qualitative postshock variations in sectoral employment. Such CIs support policy-makers in visualizing sectoral performances dynamically and multidimensionally and can be used to compare each sector both to other sectors and to its counterfactual. Our results highlight that sectors react heterogeneously to shocks. This points to the relevance of tailoring vertical industrial policies according to sector features and the aims of industrial policy initiatives.     

The impact of the European social fund on youth education and employment

The effectiveness of the European Union's Cohesion Policy in reducing regional socio-economic gaps remains an open empirical issue, while evidence as to how the policy is affected by specific territorial factors and which social groups benefit most from it remains sparse. This article seeks to address this gap by disentangling the impact of the European Social Fund (ESF) on youth education and employment prospects. Drawing on macro-level data for the European NUTS-2 regions, we assess the impact that this fund has on different education-specific youth population shares and employment rates. In the case of education, we find that the receipt of funding is associated with a human capital polarization of regional populations. Specifically, we identify a positive impact of the ESF on population shares with lower-secondary and tertiary education, and a simultaneous negative impact on the share of those with upper-secondary education. In the case of employment, we find a positive response for youth of all education levels. A heterogeneity analysis indicates that both the education and employment responses of the youth population to the receipt of the ESF are strongly influenced by local specialization in high-skilled activities.     

电网企业完善土地权属的效益探讨

近年来,电网企业在系统内部正在大力开展土地权属清理完善工作。随着不动产物权管理的有关法规政策不断完善,不动产登记已成为维护企业合法财产权益的重要环节。文章旨在提出电网企业完善土地权属管理需要解决的问题及改进措施,并对取得效益进行分析。     

"空间失配"假设及对中国城市问题研究的启示

对美国学者在"空间失配"假设方面的研究及其对政策的影响进行了回顾,提出在研究中应重点关注在中国城市就业、城市交通规划、土地利用规划和城市改造拆迁四个方面应用"空间失配"假设的可能性和必要性.     

Encouraging employees to co-operate: the effects of sponsored training and promotion practices on employees' willingness to work overtime

The ‘mutual-investment’ model argues that when employers invest more in the social exchange relationship between them and their employees, their employees will show more effort. In this paper we relate the ‘mutual-investment’ model to training and promotion (possibilities) and examine if these kinds of career-enhancing measures influence the willingness of employees within organizations to work overtime. To test this hypothesis, a vignette experiment was conducted in five organizations (N = 388; 1,531 vignettes). Multilevel analyses show that employees are more willing to work overtime when their employer has provided for training, when the employee recently was promoted, when the supervisor was supportive in the past and when co-workers approve of working overtime and behave similarly. But we did not find that future promotion chances affect willingness to work overtime.