中介机构参与下联盟企业知识转移的三方利益博弈分析

知识转移是企业保存知识、提升创新能力的重要途径，中介机构在转移过程中发挥了重要作用。本文以联盟企业间知识转移为研究对象，考虑了企业的不同心理压力，首先建立了联盟企业双方的讨价还价博弈模型；其次构建了考虑中介机构参与知识转移的博弈模型，分析和讨论三方收益变化的影响因素及策略选择。结果表明，在直接知识转移博弈中，转移主体的收益大小与自身的心理压力呈负相关，而与对方的心理压力呈正相关，同等心理压力下知识转出方占优；中介机构参与博弈情形下，中介机构作为协作角色的博弈收益仅受博弈双方心理压力影响，且与知识接收方协作可获得更大收益，而主导角色博弈情形下收益受到三方主体心理压力的综合影响，并在主导知识接收博弈时获得收益更大；中介机构的角色选择与知识转出方心理压力变化相关性不明显，主要受到知识接收方及自身心理压力影响。     

环境保护行政执法与刑事司法衔接机制的构建

随着生态文明建设的深入推进，积极推动环境保护行政执法与刑事司法的有效衔接，有利于发挥刑事司法对环境法益的保护功能，推动生态文明和美丽中国建设。目前，我国环境保护行政执法与刑事司法衔接存在案件移送率较低、案件移送标准不明确、证据转换比较困难、检测鉴定难度大、网络信息共享平台不顺畅等问题。为了进一步完善环境保护行政执法与刑事司法衔接机制，当前应积极推进五项工作：构建考核评价机制，确保案件积极移送；制定案件移送标准，提高案例移送受理率；明确证据转换规则，提高证据采信度；健全检测鉴定机制，确保鉴定意见可信度；构建网络信息共享平台，推动信息资源共享。     

Validation of the Learning Transfer System Inventory (LTSI) in the Korean corporate context

Lack of a valid instrument to measure learning transfer predictors has been the major obstacle hindering Human Resource Development (HRD) professionals from moving forward. This problem is one of the lingering HRD issues in South Korea, in which human resources have been strategically emphasized as a critical asset due to the scarcity of natural resources. To address this issue, this study aims at testing the validity and reliability of the data collected with the Korean Learning Transfer System Inventory (LTSI) Version 4. A sample of 753 managers from 16 Korean industries was divided into two subsamples for exploratory and confirmatory factor analyses. Reliability and the effect of common method variance on the factor structure were examined, with the results suggesting that the LTSI is valid for use in the Korean industry.     

“省直管县”改革能否提升县级财力水平?

将“省直管县”财政体制改革作为拟自然实验，基于全国县级面板数据，利用可有效校正选择偏差问题的 PSM-DID 方法构造“反事实”状态，估计改革对县级财力水平的平均处理效应。结果显示: 改革增加了人均本级财政收入，却减少了人均转移支付水平，且下降幅度较大，致使人均财政总收入减少，表明“省直管县”改革不但无法提升，甚至会在一定程度上恶化县级财政状况。东、中部地区的平均处理效应与全国类似，上述结论具有比较好的稳健性。此外，还进行了影响机制检验，地级市与县、县与县之间的财政竞争以及省对各市、县的协调机制会在一定程度上影响财政体制改革的效果。     

基于模糊TOPSIS的企业知识转移能力评价

知识转移能力作为企业获取知识、吸收知识和应用知识能力的衡量标准,是企业从事创新活动的前提和基础。以知识转移主体和客体两个要素为依据,构建企业知识转移能力指标体系,运用模糊TOPSIS法对企业知识转移能力进行综合评价,并进行实证分析,为企业制定发展战略和提高自身竞争力提供借鉴。     

Using the Strengths and Difficulties Questionnaire (SDQ) to Predict Emotional and Behavioral Difficulties on Positive and Negative Affect Among Adolescents in Disadvantaged Communities

The Strengths and Difficulties Questionnaire (SDQ) was used to predict the positive and negative affects of emotional and behavioral difficulties among adolescent boys and girls aged between 14 and 21 years living in disadvantaged communities. A total of 316 adolescents—181 boys and 135 girls—living in the Seri Pantai and Pantai Ria Public Housing Projects in Kuala Lumpur were invited to complete the questionnaire. The results showed that conduct and peer problems were the most prevalent emotional and behavioral difficulties experienced by these adolescents. As expected, the emotional symptoms were more common among the girls than the boys. A further analysis showed that emotional symptoms, peer problems, and low prosocial behavior were predictors of the negative affect of emotional and behavioral difficulties while negative emotional symptoms and high hyperactivity were predictors of a positive affect. The findings suggested that three subscales of SDQ are required to produce a negative affect, and two subscales of SDQ for a positive affect.     

劳动力转移的困境和挑战——基于对凉山彝族外出务工人员困境的思考

目前，在凉山彝区，外出务工是劳动力转移的主要方式，许多家庭通过外出务工脱贫致富。在当地无力承担和消化剩余劳动力的情况下，外出务工的现象将长期存在，正确认识彝区劳动力转移的合理性非常必要。为此笔者对四川凉山的冕宁、盐源等地彝区外出务工人员较多的村寨通过田野调查方式，了解当地劳动力转移的历史和现状，掌握存在的问题并分析其原因，提出解决思路和具体措施。应该建立劳动力转移的社会支持系统，继续不懈地积极推进劳动力转移工作。继续加大各级职业技术教育，增强劳动力转移的市场竞争力。加强法制教育，促进用人机构和彝族群众增强法制意识，依法促进彝族务工者的城市融入。进一步强化乡镇劳务开发工作体系建设,加强跨区域合作,倡导有序输出，规范对劳务经纪人的管理,强化劳务培训质量，提高彝族务工人员素质,保护彝族务工人员的合法益。     

Testing the gender similarities hypothesis: differences in subjective task value and motivation to transfer training

ABSTRACT

Are female and male trainees similar or different in their reaction to training programmes, specifically regarding their subjective task value and motivation to transfer? According to the gender similarities hypothesis, women and men are alike on most psychological variables. However, according to research in organizational behaviour, female and male employees differ on certain aspects, such as their job satisfaction and work identity. To test these two views on gender similarities and differences in the context of human resource development and training evaluation, the present study examined the extent to which gender moderated reactions to training. Based on the expectancy-value theory of motivation and self-determination theory, a web-based questionnaire was used to measure six training reactions: intrinsic value, attainment value, utility value, perceived relative cost, autonomous motivation to transfer, and controlled motivation to transfer. The results indicated that women and men differed in their ratings of attainment value but were similar for the remaining five reaction measures. These outcomes support the gender similarities hypothesis. The findings are discussed in terms of their theoretical implications for modelling gender effects in HRD research and their practical significance for promoting training effectiveness and transfer of training.     

土地流转中为什么会形成大量小农复制

土地流转是实现规模化经营的前提之一,然而土地流转中却出现大量小农复制,从而影响土地流转的质量和效果。运用12省(自治区)2 553份农户问卷,详细分析土地流转中小农复制的现状及其形成原因。研究发现：(1)农户流转耕地面积不大,转入户流转面积20亩及以下的约占总转入户数的60.3％,转出户流转面积5亩及以下的约占总转出户数的74.38％,转出户中仍然经营土地的约占总转出户数的74％。(2)农业分工发达使生产更加方便、文化传统形成路径依赖、禀赋效应产生“价值幻觉”以及公共服务不健全使未来存在不确定性导致转出户流转部分土地。乡土社会限制土地流转范围和经营风险增加风险感知导致转入户流转小规模土地。