万物互联时代的“算法”崇拜与资源配置变革

随着万物互联时代的来临，人类资源配置将被各种人工智能“算法”①所取代。万物互联产生的数据将成为社会资源的重要形态，也是支撑人工智能“算法”的重要基础。数据资源的安全、所有权归属、开发利用效率以及保密等重要议题，将成为民族学、经济学、社会学和心理学等相关学科关注和研究的新热点。我国是一个统一的多民族国家，如何将丰富的民族多样化资源转化为支持万物互联资源网络协同优化配置人工智能“算法”的数据，需要从民族历史、文化、生物、信息处理技术等相关学科做深入的理论和实证研究。在万物互联时代，因资源配置方式与配置机制发生变革，经济学一般不再直接求解资源最优配置的策略集，更多是从理论和实证方面研究资源配置中人工智能“算法”的构造原理、构造条件与影响因素。万物互联时代，社会和谐秩序的构建，需要政府建立和维护万物互联网络的安全防护体系，并对资源配置中人工智能技术演变路径作规范和指引。     

企业资源配置战略与盈余持续性

盈余持续性是盈余质量的重要特征。较高的盈余持续性预示着企业的盈余质量较高,在一定程度上表明企业的经营状况平稳并具有良好的管理水平,有利于企业降低经营风险、提升公司价值。近年来,盈余持续性已经成为资本市场研究领域的一个热点问题。以我国A股市场2007—2017年非金融类上市公司为样本,对企业资源配置战略与盈余持续性之间的关系进行了实证研究。研究结果表明,经营主导型公司的盈余持续性要显著强于投资主导型公司;进一步区分具体的盈余构成后发现,经营主导型公司核心利润的持续性显著强于投资主导型公司,但其投资收益的持续性显著弱于投资主导型公司。上述结论表明,盈余及其构成的持续性均会受到公司资源配置战略的影响。相关研究结论既为公司资源配置战略影响盈余特征提供了经验证据,又对外部利益相关者透过战略本质看清会计信息的内在价值具有一定的启示作用。     

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.     

规模化生猪养殖污染防治的现状与政策启示——基于养殖户调查数据的实证分析

基于规模化生猪养殖户的问卷调查数据,归纳和界定规模化生猪养殖污染防治行为的内涵,并进一步通过单因素方差分析和交叉分析研究规模化生猪养殖污染防治行为的群体差异。研究发现:规模化生猪养殖的污染防治行为具有多维性且总体实施情况一般;其无害化处理行为的群体差异显著,资源化利用行为的群体差异部分显著。据此,应进一步强化源头治理以提高污染防治的执行能力、加强过程监控以提高污染防治的规范水平、重视末端利用以推进污染防治的综合利用,从而有效改善规模化生猪养殖污染防治政策的实施效果。     

Sharing and exchanging: understanding common grounds in northeast India

ABSTRACT

Northeast India, a ‘zipper region’ that gives impetus to Southeast Asian and Himalasian studies, is marked by complexities and ambiguities. The paper examines the multiple identity construction in contemporary Assam, the central state of this region and seeks to recover the other experiences that make ethnic life-world possible while challenging the ethnocentric discourses—in academia, politics, public and social movements. Acknowledging the presence of common or possibly universal processes behind the production of such discourses, it aims to interrogate the factors that cut across socio-cultural, political-economical or ecological dimensions. It further examines the multiple discourses and narratives that makes that social possible in the region. In doing so, it locates the strategic positioning of such discourses and how they deal with Indian nation-state and beyond. This paper in essence is interested in the question of possibility of various discourses—as a question of post-history.     

基于人力资源管理价值链视角的“用工荒”现象分析

本文基于人力资源管理价值链的视角，分析了政府和企业在农民工这一特殊人力资源类型的价值创造、价值评价和价值分配的三个环节管理中存在的问题。这些问题最终导致了＂用工荒＂现象的产生。政府层面存在的主要问题有：在价值评创造环节中，缺乏对低端劳动力群体的规划、建立统一的劳动力市场和对农民工技能培训经费的投入不足；在价值评价环节，缺乏对技能人才的评价机制；在价值分配环节，对农民工利益保障的立法不完善且执法不严。企业层面存在的主要问题有：在价值创造环节，只重使用，不重培养；在价值评价环节，缺乏多种评价手段；在价值分配环节，企业发放给农民工的薪酬福利低，针对以上问题，从政府和企业两个层面，提出了相应的解决对策。     

Bi-objective multi-resource scheduling problem for emergency relief operations

Abstract

Resource scheduling for emergency relief operations is complex as it has many constraints. However, an effective allocation and sequencing of resources are crucial for the minimization of the completion times in emergency relief operations. Despite the importance of such decisions, only a few mathematical models of emergency relief operations have been studied. This article presents a bi-objective mixed integer programming (MIP) that helps to minimize both the total weighted time of completion of the demand points and the makespan of the total emergency relief operation. A two-phase method is developed to solve the bi-objective MIP problem. Additionally, a case study of hospital network in the Melbourne metropolitan area is used to evaluate the model. The results indicate that the model can successfully support the decisions required in the optimal resource scheduling of emergency relief operations.     

文化生态视域下阴山地域民族文化资源的数字化保护研究

从文化生态学的角度,对阴山地域民族文化资源进行数字化保护是促进阴山文化认同、实现阴山文化生态建设的重要技术手段。阴山地域各部门应该积极建设阴山地域民族文化资源数据库、展开多领域数字化合作和宣传,将数字化技术与文化产业有效对接,实现生产性保护等,有效促进阴山地域民族文化资源的保护和传承,实现阴山文化认同,全方位构建阴山文化生态圈,促进阴山地域经济和社会的全面发展。     

国家级新区义务教育资源供需矛盾及消解路径——基于N市J区12345政务热线数据分析

成立国家级新区对迅速改善欠发达地区经济环境、改变落后的民生状态进而促进城市区域发展具有重要意义。国家级新区应努力推动社会公共服务体系与产业发展体系协同共进。义务教育资源是社会公共服务体系的重要组成部分，不容忽视。国家级新区在初创的关键时期需要打好义务教育资源均衡分配的基础，为后续义务教育资源的优化升级提供坚实保障。本文以N市J区为例，通过对12345政务热线服务平台的数据分析和对关键人物的访谈，探讨国家级新区初创期义务教育资源需求特征，同时发现实际存在着义务教育资源供不应求、供需脱节、配置失衡、提质升级乏力等供需矛盾，并依据新区初创阶段的实际需求，从制定规划、资金支持、供需互动、创新升级等方面进一步探讨国家级新区义务教育资源供需矛盾的消解路径。     

HRD research and practice after ‘The Great COVID-19 Pause’: the time is now for bold,critical, research

ABSTRACT

The COVID-19 pandemic has disrupted life as we knew it and created an unprecedented opportunity to pause and assess ‘normal’ life and work. We have an opportunity to create a new ‘normal.’ What possibility does the chance to show up differently in our lives and work hold? The pandemic has caused significant shifts in values that will affect individuals, organizations, communities, and nations. This article challenges HRD scholars and practitioners to imagine how HRD might create a new normal through bold, critical research inquiry that interrogates exclusion, pursues organization and social justice, and creates humanly sustainable organizations and communities.