人民币汇率失衡及贸易壁垒对我国出口行业影响异质性研究

贸易摩擦、新冠疫情使我国经济贸易面临严峻挑战,人民币汇率波动及贸易壁垒将常态化地影响我国出口贸易.在加快形成以国内大循环为主体、国内国际双循环相互促进的新发展格局背景下,文章基于HS分类原则,选取WTO等机构的贸易数据,通过构建BEER模型测算了人民币汇率失衡程度;通过建立固定效应面板模型研究了人民币汇率失衡及贸易壁垒双因素对我国出口行业影响的异质性.研究表明:人民币汇率失衡对我国出口贸易整体上具有显著负向影响,非关税壁垒对我国出口贸易整体上具有显著正向影响;关税和非关税构成的贸易壁垒与人民币汇率失衡双因素对我国出口贸易具有显著抑制作用,并对不同出口行业的影响存在异质性;人民币汇率失衡与非关税壁垒双因素对大多行业均具有显著负向影响,人民币汇率失衡与关税壁垒双因素对不同行业影响的正负效应及程度大小有异质性.因此,建议通过运行逆周期因子等完善人民币汇率自我修正机制;通过引导出口企业了解使用外汇衍生品等促进外汇衍生品市场运行机制的健全;通过加强"海外仓"建设及深耕RCEP框架下的东盟十国市场等实施出口行业差异化贸易策略;通过提升自主科技创新能力等加快出口行业产业转型升级,推动双循环,实现我国出口贸易高质量发展.     

中国环境资源法律实施的障碍及对策

全面建设小康社会要求解决好环境资源问题,而环境资源问题解决的地实施.文章探讨了环境资源法律实施的内涵及其价值,分析了影响环境资源法律实施的因素以及深层基础原因,同时提出了要从建立环境法律体系和环境法律机制,配套环境法律实施的外部制度,加强环境法律监督,加强环境法律宣传,提高环境执法水平和司法水平,建立环境资源法律实施的评价标准等方面完善中国环境资源法律实施的制度.     

中国银行业规制性进入壁垒研究

银行业规制性进入壁垒是影响我国银行业市场结构、银行机构市场行为的重要因素,也是影响我国银行业绩效与可持续发展的关键问题。对银行业进入规制进行改革,降低规制性进入壁垒,确保银行业进入规制的科学与适度,是进一步深化我国银行业改革,提高银行业整体绩效的必由之路。     

Corporate Giving in Australia: An Analysis of Motives and Barriers

This study comprises data analysis of data collected by McNair Ingenuity Research as part of the 2005 Giving Australia study, which estimated the total value of corporate giving for the year 2003‐04 at $3.3 billion. This was contributed by 67% of all Australian businesses. Business giving was found to comprise 68% monetary donations, 16% goods and 16% services. This article concentrates on the monetary donations of businesses, reporting on the motives and barriers businesses named for making donations. More than 80% of businesses are motivated to give, at least in part, by altruism, with larger businesses (by number of employees and turnover) more likely to claim benefits in terms of enhancements to employee morale, the organisation's image, supplier/customer relationships and the general level of publicity they were able to attract. The most significant barrier to giving named by both businesses who made a donation and those who did not was that business resources were committed elsewhere. Looking at how additional giving might be stimulated among those already giving to the sector revealed that the most generous businesses also cited more barriers to giving suggesting that they give greater consideration to their giving and the drawbacks thereof.     

创新思维发展障碍及对策

本文通过对创新思维发展障碍的分析 ,结合当前的创新教育要求 ,提出了树立全新的学生观 ,以及改革课程设置、强化内部动机、改善评价机制等教学策略     

全面推进我国证券市场国际化的思考

全面推进我国证券市场的国际化 ,一是要弄清楚证券市场国际化的内涵 ;二是要了解我国证券市场国际化的现实障碍 ;三是要有具体的对策 ,即逐步开放资本市场 ,规范企业股份制改造 ,深化金融体制改革 ,建立防止资本外逃的早期预警系统 ,加强对资产评估与证券评估机构的管理。     

高校贫困新生心理障碍探析

本文对以SCL—90(Symptom Checklist 90)筛查出来的82名具有不同程度心理障碍的大学贫困新生进行了面谈和追踪访问,发现经济压力夹杂在各种生活事件中,增加了大学贫困新生适应大学生活的难度,贫困新生的心理障碍主要表现在强迫、人际关系敏感、偏执、抑郁,并且性别之间存在差异,需要加强有针对性的心理健康教育和辅导。     

论基础教育的均衡发展与政府责任

基础教育的均衡发展 ,是契合时代特征的一种全新的教育理念和教育发展观 ,我们应站在战略的高度来认识基础教育均衡发展的重要意义。针对我国基础教育非均衡发展的现状 ,我们认为 ,政府对推进基础教育的均衡发展应负有主要的责任。     

Self‐Construal,Career Decision Self‐Efficacy,and Perceived Barriers Predict Mexican American Women's Life Satisfaction

This study used the social cognitive theory of well‐being (SCTW; Lent, 2004 ) to examine the role of career decision self‐efficacy (CDSE), perceived educational barriers, and independent self‐construal on the life satisfaction of 176 Mexican American college women. A 3‐step hierarchical regression analysis indicated that independent self‐construal, CDSE, and fewer perceived educational barriers significantly predicted greater life satisfaction among Mexican American college women above and beyond the influence of socioeconomic status and generational status. These findings are consistent with SCTW and highlight the need for counselors and researchers to be aware of the role that self‐construal, CDSE, and perceived educational barriers can have on Mexican American women's life satisfaction. Implications for practice at the secondary‐school and university levels are discussed.     

Work-family culture and job satisfaction: does gender and parenting status alter the relationship?

Previous studies on work-family culture have examined its relationship with different employee outcomes (e.g., work-family conflict, job satisfaction, commitment) but neglected one important question; namely, who are most likely to benefit from a supportive work-family culture in terms of positive employee outcomes? The aim of this study was to shed new light on the work-family culture–job satisfaction linkage by examining the moderator effects of gender and parenting status in this relationship. Specifically, we asked whether gender and parenting status would alter the association between work-family culture and job satisfaction. We hypothesized – on the basis of traditional gender roles – that women, and especially mothers, would benefit most from a family supportive organizational culture. We utilized three divergent samples gathered from male (N=768) and female (N=1364) employees in Finland: (1) a female-dominated sample from social and health care; (2) a male-dominated sample from paper industry; and (3) more gender-mixed sample from the ICT company. Work-family culture was described through its positive (work-family support) and negative facets (work-family barriers), whereas job satisfaction was operationalized via a facet-based scale. Hierarchical moderated regression analyses performed separately for the three different organizations revealed that the results for mothers and fathers under the condition of high work-family support differed in the paper mill and the information and communication technology (ICT) company. Thus, in addition to gender, the type of organization also moderated the relationship. Specifically, in the paper mill, mothers benefited more from high work-family support than fathers, whereas in the ICT company the reverse situation held: fathers benefited more than mothers. Thus, high work-family support was associated with higher job satisfaction among mothers in the paper mill and among fathers in the ICT company.