基于多层级指标体系的城镇低效工业用地认定与查询*——以山西省榆社县为例

［目的］基于地方普遍反映低效工业用地利用量最大,程度最重的问题,文章将探寻城镇低效工业用地认定和查询的新方法,为地方政府科学化、层次化管理工业用地提供帮助,更好地促进土地资源的集约节约利用。［方法］基于多层级指标体系,以企业基础设施完备度为控制轴,企业经济效益和社会效益为评价轴,构建工业用地三维认定查询模型,创新工业用地的结果查询模式。［结果］以山西省榆社县为例,采用多层级指标体系能够得出,越是规模以上企业,其基础设施越完备、经济效益和社会效益分值越高,从侧面也可以反映出来地均税收和地均产值是造成该宗地高效利用和低效利用的关键。［结论］采用多层级指标体系确定的低效工业用地于与《山西省城镇低效用地编制要点》中确定的低效工业用地一致。且多层级指标体系不仅能将工业用地划分为高效利用、一般利用、低效利用、极差利用4个层次,还能对每个层级的分数进行比较,从而找出低效用地产生的原因,更好地指导地方政府对于工业用地的差异化管理和再开发工作。     

发电企业上网电价风险因子识别

从发电企业角度对电力市场中竞价上网机制引发的电价风险影响因子进行了识别,并对年度、月度等中长期竞价中的影响因子和日前竞价与实时市场中的影响因子分别给予了初步分析,为发电企业在报价决策过程中提供了参考和决策依据。     

降雨作用下反倾岩质边坡尖点突变模型研究

针对降雨触发的滑坡,以反倾岩质边坡为例,在岩层受力分析的基础上,提出了一个简单的力学模型,并运用突变理论分析该类边坡弯曲倾倒破坏的力学机制。结论表明:反倾岩质边坡弯曲倾倒破坏过程是其内外因素共同作用的结果,其中内部因素起主导的定性作用,外部因素起触发作用。     

基于 BP 神经网络的结构损伤识别研究

针对结构的损伤识别进行了研究,选取结构固有频率平方变化比作为特征参数,建立12×25×1 BP网络结构,采用均方误差函数目标误差函数,学习函数选取梯度下降动量学习函数和L-M优化算法,对四层钢框架结构的损伤进行了检测。     

美国石油学会(API)管道标识标准先进性研究

管道标识有助于公众确认管道位置和规避潜在风险。针对管道标识设置原则较为简略、管道标识制作样式不一致、管道标识警示作用没有充分发挥等问题,梳理评价了管道标识国内标准。介绍了API RP 1109-2010《液体石油管道设施标识推荐做法》,该标准技术先进性表现在管道标识定义,管道标识类型多样化;管道标识设置合理且具有灵活性,兼顾与其他管道保护措施的协调性;空中巡检牌设置原则和设计样式等。通过借鉴API RP 1109-2010先进理念,对于提升我国管道管理维护技术水平具有重要意义。     

我国资源型企业国际化风险辨识与防范研究

在对企业国际化路径、发展阶段和风险管理等理论分析的基础上,提出了资源型企业国际化发展风险辨识的理论框架,结合我国资源型企业国际化发展的业务展开对风险的全面性分析,从而建立了我国资源型企业国际化发展的风险体系。针对国际化发展过程中的8类具体风险,包括政治、政策、经济、文化、管理、资金、技术、市场等方面,提出了应对不同风险国际化发展过程中的各种风险的防范措施,以期为资源型企业国际化发展风险管理提供思路与经验借鉴。     

建设项目土地征收社会稳定风险识别与评估

基于文献研究与专家访谈识别建设项目土地征收社会稳定风险因素22项,将社会稳定风险因素按合法性、合理性、可行性、可控性进行分类,构建了建设项目土地征收社会风险因素清单。采用评估实例对风险因素清单加以验证,评估结果显示,拟征地项目的组合风险指数为0.24,属于低社会稳定风险。     

Using partial identification methods to estimate the effect of violence against women on their children’s health outcomes

A growing literature in economics seeks to estimate the costs of violence against women by examining, for example, its impact on the health outcomes of their children. However, it is difficult to assign a causal interpretation to these nonexperimental studies due to the presence of unobservable characteristics affecting violence and health outcomes simultaneously. The lack of credible instrumental variables applicable in several countries further limits our knowledge. I address this gap by using new partial identification methods to estimate the relative size of the unobservables needed to eliminate the estimated effects in nonexperimental studies. I also expand the external validity of the analysis by using data from five standardized nationally representative household surveys in Latin America. Consistent with previous studies, cross-sectional estimates show large negative associations between violence against women and an array of child health outcomes. However, when accounting for omitted variable bias, at best, two-thirds of the estimates remain robust and they are concentrated on the outcomes with the largest cross-sectional estimated impacts.     

混凝土坝基防渗帷幕体老化的基本模式及识别指标

采用综合分析方法,对混凝土坝基防渗帷幕体的老化模式以及识别指标进行了系统的探讨。基于相对防渗效率,把帷幕体老化分为相对稳定型、缓慢变化型以及阶段性变化型3种基本模式;在分析时段内,不同的模式具有不同的防渗效率。用于识别帷幕体老化的指标有3类:第一类为渗流的微观动态要素,包括析钙量、TDS值、pH值、无机质和有机质等,可用于揭示帷幕体的老化机制;第二类为渗流的宏观动态要素,包括扬压力、排水量等,可用于判断帷幕体的老化程度及其基本模式;第三类为数值分析指标,包括饱和指数和渗漏水源比例系数等,可用于量化分析帷幕体的老化过程。3类指标的识别有助于构建混凝土坝基防渗帷幕体老化评估体系。     

HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices

Abstract

HR managers have different beliefs about the nature, value, and instrumentality of talent—referred to as ‘talent philosophies’. In line with cognitive psychology, we reason that talent philosophies are similar to mental models that influence how HR managers interpret and use talent management (TM) practices within their organizations. In this article, we explore the prevalence of four different talent philosophies (exclusive/stable; exclusive/developable; inclusive/stable; inclusive/developable) in a sample of 321?HR managers. We then explore how talent philosophies relate to organizational context (i.e. size, ownership form, multinational orientation) as well as to HR managers’ perceptions of their organization’s TM practices. Cluster analysis corroborated the presence of the four talent philosophies in our dataset. All four talent philosophies were represented almost equally often in the overall dataset. Organizational size was found to be related to talent philosophies, such that HR managers who worked in smaller organizations were more likely to hold an inclusive talent philosophy. We also found support for the relationship between talent philosophies and perceptions of the exclusiveness or inclusiveness of the organization’s definition of talent, and its degree of workforce differentiation. Contrary to expectations, results did not support a link between talent philosophies and perceived talent identification criteria.