我国消费需求不足的深层次原因及政策取向

收入决定消费。20世纪90年代中期以后我国消费需求不足的根本原因在于长期以来居民收入增长速度低于GDP增长速度。低收入和高增长构成我国经济运行的典型特征。因此,应努力改变过去那种粗放型经济增长方式,并把提高居民收入作为拉动内需的一项长期发展战略。     

基于需求不确定性的供应链库存控制研究

通过建立需求不确定性环境下供应链成员的独立存货成本模型,运用模拟退火法对该模型进行52周的仿真,求解存货最佳订购数量与最佳再订购点,从而比较出不同存货控制策略的供应链存货总成本及订单满足率的差异。     

文化需求与信息资源管理的转型

由于人文环境的巨大转变及互联网文化无可匹敌的影响,21世纪的都市文化需求尤其是阅读需求,发生了革命性的变化.都市文化与人本角色的这种互动,对于社会科学信息资源的合理配置和深度开发利用,具有决定性的影响,并直接造成了信息资源管理模式的转型.重点讨论都市文化需求对信息资源合理配置的影响,以及由此产生的信息资源管理模式的转范.     

按单装配系统中的协同补货问题研究

多库存品的库存系统中各库存品具有需求相关性在现实中很常见,但许多关于库存的文献并没有考虑这一点.针对按单装配系统的特性,本文研究了不同部件需求具有相关性的情况下的库存控制问题,分析了不同部件独立补货和不同部件协同补货两种补货策略.数值分析表明,按单装配系统中部件协同补货策略比部件独立补货策略具有更低的总成本.     

An upper bound on the minimal total cost of the transportation problem with varying demands and supplies

In general cases, to find the exact upper bound on the minimal total cost of the transportation problem with varying demands and supplies is an NP-hard problem. In literature, there are only two approaches with several shortcomings to solve the problem. In this paper, the problem is formulated as a bi-level programming model, and proven to be solvable in a polynomial time if the sum of the lower bounds for all the supplies is no less than the sum of the upper bounds for all the demands; and a heuristic algorithm named TPVDS-A based on genetic algorithm is developed as an efficient and robust solution method of the model. Computational experiments on benchmark and new randomly generated instances show that the TPVDS-A algorithm outperforms the two existing approaches.     

高校人才资源与社会需求的合理配置

高校是重要的人才生产基地，必须根据社会的需求，对人才资源进行合理的配置。大学毕业生供给与人才市场竞争的局面给大学毕业生的职业指导工作带来了巨大的困难和严峻挑战。如何提高学生的综合素质和职业竞争力已经成为社会关注的热点，高校应当充分利用自身的人才资源优势，做好毕业生的职业指导工作，从而为社会提供高素质的优秀人才。     

German fathers and their preferences for shorter working hours for family reasons

This study is among the first to analyze fathers’ preference for shorter working hours specifying that the preference is related to the wish to spend more time with the family. Assuming that preferences are context-dependent, this article explores the relevance of the family and workplace context for preference formation. We develop need-based and capability-based arguments to contrast the job demands–resources approach and the capabilities approach in work–family research. Using a sample of 632 fathers from the German LEEP-B3 data with a representative linked employer–employee design for large work organizations we conclude that fathers’ preferences for shorter working hours are indeed context-dependent and that there is more evidence for need-based arguments than opportunity based arguments. Our results indicate that fathers with young children and fathers with high work demands are more likely to desire shorter working hours, whereas a reduction in working hours appears to be unnecessary for fathers who can satisfactorily reconcile work and family life through support from their supervisors. In contrast to capability-based arguments the perception of a highly demanding work culture was not found to decrease but increase the likelihood to desire to work shorter hours.     

The recruitment and selection of hospital medical consultants

Abstract

The literature on selection has been dominated in recent decades by the ‘prediction’ paradigm. Such an approach requires a substantial number of positions to be filled in order to compute validity coefficients. There are other approaches, using a different paradigm, when concentrated on adjusting the organization and the employee. Here careful analysis of job demands is essential. This article describes such an analysis, taking the medical consultant as an example. The method can be used in an iterative way. It is useful when one has to work with small numbers of positions.     

Work–family conflict: The importance of differentiating between different facets of job characteristics

This review study clarifies the relationships between job characteristics and work–family conflict (WFC) by differentiating among three facets of job characteristics: latent, perceived, and enacted. To date, research linking job characteristics to WFC has not distinguished the facets of job demands and job resources in this way. Such distinctions are important as a means of understanding the affective, behavioural, and cognitive processes involved in determining how and when job characteristics relate to WFC. Our review of 115 studies showed that perceived job characteristics have been most commonly explored in relation to WFC, whereas latent and enacted job characteristics have been hardly examined. While these findings may not be surprising, our contribution lies in reviewing the literature through the lens of these categories. Based on the findings, and through highlighting examples in the extant literature, we argue that understanding job characteristics in terms of both how they are perceived and enacted by workers will provide a deeper insight into the mechanisms underlying the relationship between job characteristics and WFC. In order to inform evidence-based interventions, future research must uncover the dynamic mechanisms underpinning the connection between job characteristics and WFC through a focus on enacted job facets and the cognitive, affective, and behavioural processes involved.     

Sustainable Caregiving? Demands Upon and Resources of Female Carers of Adults with Intellectual Disability

Female carers of adults with an intellectual disability are increasing in our communities as those with intellectual disability live into middle and old age. Twenty-seven carers between the ages of 45 and 85 years responded to questionnaires about demands, resources, and their health. Almost all were in the clinical range on the measure of psychological functioning. Demands contributed significantly to poorer functioning; however, other measures did not. The women in this study appeared to underreport the level of difficulties they experienced. The caregiving role undertaken by these women does not appear to be sustainable under their current circumstances.