我国煤矿人员对煤矿城市投入产出效率的影响——基于DEA的实证研究

随着煤炭从业人员比重的下降,地县两类煤矿城市的投入产出总体效率明显不同,县级煤矿城市的规模效率明显不如地级煤矿城市;而且两类城市的投入产出的相对冗余率在组内也相差很大。因此,对不同类型和组别的煤矿城市必须进行分类指导,以促进我国煤矿城市的规范发展。     

员工满意度研究的背景、现状及趋势

分析了员工满意度研究产生的背景，对国内外员工满意度的相关研究进行了归纳和评述，并探讨了员工满意度研究的趋势。     

Learning from experience or learning from others?: Inferring informal training from a human capital earnings function with matched employer–employee data

A model of informal training which combines learning from own experience and learning from others is proposed in this paper. It yields a closed-form solution that revises Mincer–Jovanovic's [Mincer, J., Jovanovic, B., 1981. Labor mobility and wages. In: Rosen, S. (Ed.), Studies in Labor Markets. Chicago University Press, Chicago, pp. 21–64] treatment of tenure in the human capital earnings function. We estimate the structural parameters of this non-linear model on a large French cross-section with matched employer–employee data. We find that workers on average can learn from others 10% of their own human capital on entering one plant, and catch half of their learning from others’ potential in just 2 years. The private marginal returns to education are declining with education as more educated workers have less to learn from others and share the social returns of their own education with their less qualified co-workers. The potential for learning from others on the job varies across jobs and establishments, and this provides a new distinction between imitation jobs and experience jobs. Workers in imitation jobs, who learn most from others, tend to have considerably longer tenure than workers in experience jobs. Although workers in experience jobs can learn little from others, we find that they learn a lot by themselves. We document several analogies between the imitation jobs/experience jobs “dualism” and the primary/secondary jobs and firms’ dualism implied by the dual labor market theory. However, our binary classification of jobs depicts the data more closely than the dual theory categorization into primary-type and secondary-type establishments. Competition prevails between jobs and firms but jobs differ by their learning technology.     

小说艺术本质特征再探

在现实主义文学“真实性”原则的支配下，中国作家的虚构意识相对淡薄，小说的艺术品性未得到充分重视。在小说创作中，“虚构”与“真实”呈现为二元对立的悖论关系：不真实的被看作是虚构的，真实的则不是虚构的。小说由虚构抵达真实的美学特征并没有得到正确认识。从强调小说的反映功能到注重小说的虚构品性，是现代小说艺术自身发展的必然。20世纪80年代中期以来，中国小说突显三大特征：虚构、叙事、真实的生命创造。     

论早期人类活动与原始体育文化

本文采用逻辑和综合分析法，对远古文化与原始体育进行了阐述。结果表明：体育的产生是人类生存本能的需要，早期人类在求生存的生产劳动中发明了射箭与投掷等动作，并在生活中为了满足生理和心理的需求，又发明了舞蹈和游戏，这是体育产生的基础；其次，原始社会的战争进一步推进了体育的萌芽与发展。     

实施“政府雇员制”打造“有限政府”

文章就政府雇员及政府雇员制和有限政府的内涵界定入手,从我国当前部分地区实施"政府雇员制"的角度分析探讨了建构"有限政府"的问题;为打造有中国特色的有限政府提供了一个全新的视角和契机.     

组织变革期企业的人员流动影响因素的实证研究

人才流失是我国国有企业尤其是组织变革期的企业所面临的重要问题。在回顾国内外有关员工流动主要研究成果的基础上,从个体、组织和社会3个层面,对处于变革期的一家电力企业的人员流动问题进行了实证研究,找出了影响该企业员工流动的11个因素,即年龄、党派、受教育程度、企业工龄、职称等级、所在部门、岗位性质、岗位等级、行政级别、评先进次数和培训次数,可为电力行业类似企业留人政策的制定和创新提供参考。     

科学范式·文论要素·当代转型

新时期文学理论旧范式的解体固属必然,而新范式的选择与创立并非易事.世纪之交的文学理论研究及其相关领域正处于艰难而缓慢的"范式转型"之中."范式"理论和文学理论"四要素"说为我们认真思考文学理论"当代转型"提供了有价值的理论框架.在今天提倡理论对话的同时,我们似应依据文学理论的四种要素来重新整合编码古今、中西的三大文论系统.     

模糊AHP在职工绩效考核中的应用

将模糊数学概念引入AHP中构成模糊AHP,运用于企业职工绩效考核,可以提高绩效考核的科学性和可靠性,以利调动职工积极性、创造性。     

Negotiating Quality: Total Quality Management and the Complexities of Transforming Professional Organizations

During the past two decades organizations in many industries have introduced management-style changes, such as employee involvement (EI) and total quality management (TQM). In the health care sector, one change has been the inclusion of TQM into the accreditation process. Using ethnographic and interview data, this case study examines the process of introducing TQM into a professional organization—a hospital—and shows how successful implementation of such new management styles in professional organizations requires complex negotiations of existing formal and informal power relationships. Some employees and middle managers embraced the TQM philosophy and techniques and successfully influenced the implementation and project-team design. In this case, administrators used TQM as rhetoric and justification for increased bureaucratic control, goals that are distinctly at odds with the ideological objectives of TQM.