珠三角地区企业员工满意度及离职意愿的探讨

员工的自愿离职直接影响到企业人才的稳定性,也会增加企业的人力资源成本。员工的实际离职产生于离职意愿,而离职意愿与员工满意度密切相关。了解员工对工作的态度,将有助于我们制定相应的人力资源管理的措施,更好地留住企业所需的人才,增强企业的竞争力。文章采取问卷调查的方法,通过方便随机抽样获得1469份有效问卷,被试者来自珠三角地区不同企业的员工。研究内容主要包括:广东珠三角地区的企业员工工作满意度和构成因素,员工离职意愿,人口特征对满意度、离职意愿、工作积极性的影响。     

中国MBO产生的动因分析

MBO是近几年并购界热点问题之一,以中国MBO产生的深层动因入手,从宏观和微观两个层面加以分析。宏观方面从经济环境、政治环境、法律环境三个方面剖析了MBO在中国产生的特定背景,微观方面着重于信托收购业务开展及MBO基金的推出,分析了MBO在中国未来规范化操作的可行性。最后,借鉴国外的经验加以评述。     

我国民事法律行为合法性标准质疑

从传统民法对法律行为的界说出发,在对我国民事法律行为合法性标准进行质疑的基础上,提出了我国民法应以设权的意思表示作为民事法律行为的本质标准。     

论民间文学喜剧性作品中的超越性意向

超越性意向是文学创作中一种基本的心理动力,它在不同的文学类别中有着不同的表现。从观察视角的选择、叙事策略的运用、创作手法的独特和艺术精神的体现等几个方面探讨它在民间文学喜剧性作品中的表现。     

消费情绪与购后行为的关系研究综述

消费情绪在消费者购后行为中起着重要作用,所以消费情绪与购后行为的关系就成为众多研究成果的重点。总结这些研究内容,大致有三个研究方向:消费情绪与期望—差异理论;消费情绪与消费者满意;消费情绪与认知理论。第一类研究将二者的关系置于传统的期望—差异理论框架下,可以说是对原有模型的补充和完善;第二类研究是纯粹对消费情绪与满意二者的关系从多方面进行深入剖析,其中负面情绪与满意的关系研究和第一类研究有密切的联系,从负面情绪的起因出发,研究不同起因的负面情绪与满意之间的不同关系,改变了第一类研究“负面情绪导致不满意”这一相对简单的认识;而第三类研究是将消费情绪纳入传统的认知理论框架中进行研究,可以被看作是对以往认知理论的补充。     

Welfare Reform and Teenage Pregnancy,Childbirth, and School Dropout

This study estimates the effect of welfare reform on adolescent behaviors using a difference‐in‐differences approach. After defining the prereform and reform cohorts and considering the life course development of adolescent behavior by following each cohort from age 14 to age 16, we compare the welfare‐target and nontarget populations in the two cohorts. The difference‐in‐differences estimates are obtained using an event history model. Our analysis suggests that welfare reform has not reduced teenage fertility and school dropout. We find modest evidence that welfare reform is associated with higher risk of teenage births for girls in welfare families and higher risk of school dropout for girls in poor families. A combination of a difference‐in‐differences approach and a life course perspective can be a useful way to delineate the effect of societal‐level change on family phenomena.     

企业员工离职影响因素及调节因素探讨

离职研究是人力资源管理领域一个很重要的课题。实证研究结果显示,影响离职意向的7因素是:(1)工作激励与成就感,(2)企业文化,(3)薪酬福利,(4)晋升与培训,(5)公司效益与前景,(6)人际关系,(7)工作条件;离职的调节因素有3个:(1)离职信心,(2)对组织支持的知觉,(3)外部条件。     

Developmental Outcomes for Children of Young Mothers

This study tested the association between mother’s early age at first birth and various life outcomes for her children in later adolescence and early adulthood. Data were analyzed from the Rochester Youth Development Study, an ongoing panel study of adolescents enrolled in seventh or eighth grade in Rochester Public Schools in 1988 (N =729). Boys born to mothers who began childbearing before age 19 had elevated risks of drug use, gang membership, unemployment, and early parenthood. Girls born to young mothers only had elevated risks of early parenthood. Of the mediators tested, low maternal education had the largest mediating effects. The findings suggest that the risks associated with being born to a young mother are substantial but perhaps disproportionately so for boys.     

“The Motherhood Wage Gap for Women in the United States: The Importance of College and Fertility Delay”

One of the stylized facts from the past 30 years has been the declining rate of first births before age 30 for all women and the increase rate of first births after age 30 among women with four-year college degrees (Steven P. Martin, Demography, 37(4), 523–533, 2000). What are some of the factors behind womens decision to postpone their childbearing? We hypothesize that the wage difference often observed between like-educated mothers and non-mothers (Jane Waldfogel, Journal of Labor Economics, 16, 505–545, 1998a; Journal of Economic Perspectives 12(1) 137–156, 1998b) may be affected by the postponement of childbearing until after careers are fully established. Hence, we focus on college-educated women because they are typically more career-oriented than their non-college educated counterparts and also the group most often observed postponing maternity. We use individual-level data on women from the 1979 National Longitudinal Survey of Youth (NLSY79) in order to control for individual-level unobserved heterogeneity as well as human capital characteristics, such as actual work experience, in our empirical analysis. We estimate wage equations, first producing base-line results to compare to the existing literature. Then, we expand the basic wage equation model to address fundamental econometric issues and the education/fertility issue at hand. Our empirical findings are two-fold. First, we find that college-educated mothers do not experience a motherhood wage penalty at all. In fact, they enjoy a wage boost when compared to college-educated childless women. Second, fertility delay enhances this wage boost even further. Our results provide an explanation for the observed postponement of maternity for educated women. We argue that the wage boost experienced by college-educated mothers may be the result of their search for family–friendly work environments, which, in turn, yields job matches with more female-friendly firms offering greater opportunities for advancement.JEL Codes: J13 and J3     

从《楚辞》成书之体例看其各非屈原作品之旨

<楚辞>所录之非屈原作品,既不以质为前提,亦不以文为条件,故西汉最大之赋家司马相如无作品得人,而东方朔之入选者非其最佳之作,宋玉赋亦仅<九辩><招魂>在其域中.从成书体例之角度进行研究,得出<楚辞>中之非屈原作品,均代屈原设言.即这些作品中之"我",均为"屈原".缘此,以这些作品所叙证屈原之事迹,固不会尽是;而以之考察作者之生平,则全失.