基于5P4F的电子商务模式创新方法研究

互联网的发展为商务模式创新开辟了广阔空间和自由度,持续创新是电子商务模式与生俱来的本质。亚马逊等商务模式在美国专利与商标局获得专利极大地刺激了商务模式创新活动。本文提出了基于 5P4F(5P指Product、Price、Place、Promotion和Potion;4F指businessflow、informationflow、capitalflow和logisticsflow)的电子商务模式的分析方法,提出了基于 5P4F的企业电子商务模式创新方法。     

“专业＋英语”双学士学位培养之需求分析

介绍大连理工大学“专业＋英语”双学士学位的办学模式。进行问卷调查和专访以了解学生的学习目的和收获,以及学生对四级后续阶段教学的评价。调查表明“专业＋英语”双学位办学模式是培养复合型人才的一条有效途径。     

“文化资本”视角叙事下的知识分子发展瓶颈与出路

旨在知识经济和国际化的全球化新语境中考察知识分子的发展生态。在知识经济和国际化的推动下,作为文化的代理人和知识代言人的知识分子也步入两难的境遇。他们努力坚守文化传统,面对知识和文化的转型却力不从心;他们试图挖掘文化的潜在经济价值,却又遭受良心的文化谴责。通过运用布迪厄的”文化资本”理论叙事来考量知识分子发展中所面临的这些瓶颈问题,分析其发展的机遇,并探讨一种可行的特色发展出路。     

论五四时期的民粹主义

中国近代存在着浓厚的民粹主义倾向,并在五四时期得到集中体现。五四时期的民粹主义,除了揭露资本主义罪恶并主张中国走非资本主义前途外,主要有四个基本特征:一是劳动主义的兴起及对劳动、劳工的推崇;二是平民主义思潮兴起及对民众力量的重视;三是呼吁到农村去、到工厂去,到民间去;四是对知识及知识分子的贬低,反智主义萌动。民粹主义倾向与启蒙主义的内在冲突,对五四新文化运动的历史走向产生了重大影响,使其逐渐偏离了启蒙轨道,走向了后五四时代的平民主义激进之路。     

Leadership behavior and employee well-being: An integrated review and a future research agenda

Leadership behavior has a significant impact on employee behavior, performance and well-being. Extant theory and research on leadership behavior, however, has predominantly focused on employee performance, treating employee well-being (typically measured as job satisfaction) as a secondary outcome variable related to performance, rather than as an important outcome in and of itself. This qualitative state of the science review examines the process by which leadership behavior (i.e., change, relational, task, passive) affects employee well-being. We identify five mediator groupings (social-cognitive, motivational, affective, relational, identification), extend the criterion space for conceptualizing employee well-being (i.e., psychological: hedonic, eudaimonic, negative; and physical), examine the limited evidence for differential processes that underlie the leader behavior-employee well-being relationship and discuss theoretical and methodological problems inherent to the literature. We conclude by proposing a theoretical framework to guide a future research agenda on how, why and when leadership behavior impacts employee well-being.     

Lost in translation: The World Bank and the Paris Declaration

The Paris Declaration embodies the consensus that country ownership of donor programmes is vital, and above all the principle that donors should base their programmes on developing country priorities. The Organisation for Economic Co‐operation and Development (OECD) has assessed the World Bank as performing relatively well against the Paris targets, though not moving towards full compliance. In Sri Lanka and Côte d'Ivoire, however, the Bank pays only lip service to the governments’ priorities. The Paris commitment is swamped by the influence of the Bank's governing Board and its US‐nominated President, its lending imperative and the professional preoccupations of its staff. Real implementation of the Bank's Paris commitment would entail, ideally, a reform of Bank governance and a contractual mechanism for developing countries to hold the Bank (and other donors) to their Paris promises. Less ambitiously, the Bank and other donors may still take limited but precise action to ensure that country priorities are respected and ownership becomes a reality. In the Bank, it might be enough for the Bank's President to make true adherence to the Paris Declaration a personal priority, and to nominate one of his senior managers to follow up.     

Syndicats et inégalités de salaire: la naissance du «salaire familial»

Dans de nombreux pays de l'OCDE, la législation consacre le droit des hommes et des femmes à percevoir une rémunération égale pour un travail de valeur égale. Pourtant, dans la première moitié du XX^e siècle, employeurs et syndicats ont parfois défendu l'idée d'un «salaire familial» synonyme d'inégalité salariale. L'auteure retrace les origines historiques et sociologiques de ce système, à la fois dans une perspective comparative et à partir de documents d'archive sur la situation en Israël. Elle met en lumière le rôle complexe des syndicats, guidés dans leur défense du salaire familial à la fois par une vision patriarcale et par des valeurs socialistes.     

Spillovers from targeting of incentives: Exploring responses to being excluded

A growing set of policies involve transfers conditioned upon socially desired actions, such as attending school or conserving forest. However, given a desire to maximize the impact of limited funds by avoiding transfers that do not change behavior, typically some potential recipients are excluded on the basis of their characteristics, their actions or at random. This paper uses a laboratory experiment to study the behavior of individuals excluded on different bases from a new incentive that encourages real monetary donations to a public environmental conservation program. We show that the donations from the individuals who were excluded based on prior high contributions fell significantly. Yet the rationale used for exclusion mattered, in that none of the other selection criteria used as the basis for exclusion resulted in negative effects on contributions.     

Employer‐oriented labour market policies in Sweden: Creating jobs and the division of labour in the public sector

In many European countries, greater importance is accorded to labour market policies in which employers are involved in activating unemployed people. Such employer‐oriented policies target employers’ demand for labour and attempt to influence their willingness to hire, train or guide (often disadvantaged) unemployed groups. Using data from a qualitative interview study of an employer‐oriented programme in a medium‐size city in Sweden, the present article aims to develop knowledge about how these policies are used to influence employers to hire unemployed workers and how jobs created in this context differ from regular jobs. The article argues that creating jobs through new arrangements for the division of labour, with the promise of relieving regular staff of unskilled tasks, may influence employers’ willingness to hire the unemployed when used alongside other kinds of policy instruments. However, the article also shows that this new division of labour, with programme participants performing mainly unskilled tasks, has been difficult to realize, as new staff gradually come to perform an increasing number of regular working tasks.