新农村建设与经济发展模式重建

建设社会主义新农村,既是推动和促进我国农村经济和现代农业发展的必由之路,也是进一步加快我国整个国民经济增长和全面提高经济发展与社会进步综合效益的一个重要方面,并在促进和实现我国经济社会发展的地域构造与产业配置结构以及资源开发利用模式的有效转变与重建方面具有十分重要的现实意义和深远的历史意义.     

基于因特网的工程项目环境信息库研究

在工程项目建设过程中，项目经理（业主方）需要查阅和使用项目所处的环境信息。本的目的是探讨利用当代信息技术如何建立一个信息库，为项目经理及时提供全面和准确的环境信息，通过访问专业人士，查阅献，分析典型工程实例，并结合作的工程实践经验，从系统的角度定义了工程项目经理所需用的环境信息，确定了它的分类，建立了它的概念模型，并且详细地介绍了该信息库的技术实现途径。     

国有建筑企业中的人力资源开发与管理

在现代管理中人力资源开发与管理日益成为企业的一项战略性工作，赢得了人才就赢得了企业的持续发展的后劲。本通过选择一个传统的建筑行业为出发点，结合笔较长时期在该行业从事人力资源管理工作的实际，从建筑企业自身具具的特殊工作性质来概述人力资源开发与管理工作的现状、面临的难题，分析其原因、并着重从具体的人员培训、绩效考核、薪酬管理以及企业化建设几个方面来提出如何建立、实行高效的人力资源开发与管理体制，从而为企业的发展提供强大的人才保障。     

我国建造合同准则与国际准则的比较分析

会计准则的实质是一种规范，起着保证会计信息在国际间可比的重要作用。市场经济的发展要求我国加快会计准则国际化的进，以尽快与世界经济体系接轨。本对我国的《企业会计准则－建造合同》与国际上通行的《国际会计准则第11号－建造合同》在建造合同的定义、类型、分立和合并、收入、成本、收入和费用和确认、会计估计的变更、披露等八个方面进行了对比分析，认为我国建造合同在会计准则虽然大部分已经与国际接轨，但还存在一定的差异。     

论施工项目成本精细核算

工程项目成本精细核算对建筑施工企业成本管理具有相当重要的作用，它是建筑施工企业管理的基础和核心。章从施工企业角度分析了现阶段建筑施工企业在项目成本管理中存在的问题，研究了施工企业如何按照工程项目施工准备、施工、竣工结算的实施顺序，对项目进行成本精细核算的方法。     

建设行业虚拟团队的构建

虚拟团队是基于现代信息技术。进行跨时间、空间和组织边界的协同工作而形成的群体。这种方、式能促进对人才综合利用、提高工作效率和降低成本，这符合建设行业进步和发展的需要。构建虚拟团队包括硬件建设、清晰的目标、有效的管理和高素质的成员。实践证明，虚拟团队可有效地应用于建设行业。     

The potential for technology and knowledge transfers between foreign and local firms: A study of the construction industry in Ghana

Multinational corporations (MNCs) and other foreign firms can be conduits for technology and knowledge (T&K) transfer to host countries in the developing world. Most of the existing research focuses on T&K transfers through FDI and are drawn from Asia not Sub-Saharan Africa (SSA), although SSA is increasingly receiving foreign investment. There is a paucity of research that gives insights into project-level T&K transfer issues in SSA countries. Using the Ghanaian construction industry as an empirical focus, this article explores T&K transfer potential. The findings reveal significant weaknesses in T&K transfer across industry subsectors and between foreign and local firms. This arises from the potentially complementary but dissimilar resource and knowledge bases. The weaknesses are compounded by the absence of coherent government T&K development policies.     

我国最低工资政策的就业效应——基于北京市和重庆市建筑业的分析

VAR模型对最低工资就业效应的分析结果显示:北京市的最低工资标准与建筑业就业只是在数理统计上存在关系,并没有实际的经济意义;最低工资对重庆市建筑业的微弱负影响可以忽略不计。最低工资的就业效应并不明显,可以紧密联系行业平均工资来调整最低工资标准,以保障劳动者的基本生活。     

How group efficacy mediates the relationship between group affect and identification

This study examines the mediating role of group efficacy on the relationship between group affect and group identification by integrating the collective cognition process. Using a sample of forty-seven work groups in Study 1, the results show that group efficacy fully mediates the relationship between positive and negative group affect and group identification. Study 2 applies a two-wave panel design to verify the impact of group efficacy on group identification. The results of Study 2 indicate that group efficacy relates positively to the development of group identification. The implications for theory and practice are discussed.     

Multilevel model of management support and casino employee turnover intention

This study proposed and tested a trickle-down model that manager support at the functional department level affect frontline employees' attitudes toward supervisor support at the operational level and subsequently influence leader-member exchange (LMX), organizational citizenship behavior (OCB), and turnover intentions. Three mediators were identified from the cross-level analysis, namely, supervisor support, group trust, and OCB. A survey collected valid responses from 336 line level casino employees who represent 112 work groups from 39 departments nested in 17 casinos. The hierarchical linear model (HLM) results indicate that (1) supervisor support mediates the relationship between departmental support and individual level LMX, (2) group trust mediates the relationship between supervisor support and hence employee turnover intention, and (3) OCB mediates the relationship between LMX and employee turnover. Our findings have important implications for casino management and operators by developing an efficient management support system to reduce the intention of frontline employees to quit.