中国银行核心系统项目群管理执行力的研究

核心银行系统,是商业银行最重要的软件系统。核心银行系统的构建,是通过一系列互相关联的软件开发项目群来实现的。如何对项目群进行有效管理是金融软件项目管理的热点问题。通过建立项目矩阵,从而引入项目集群分析方法,是一个可推广的办法。本文进一步通过因子分析法从执行力角度对核心银行系统的软件项目集群进行了综合评价,并给出相关管理建议,从而建立了项目集群分析的一套方法。     

中国工商银行竞争力分析

本文从银行的发展竞争力、盈利竞争力和市场竞争力三个方面选取了9个指标,构建了银行竞争力的评价指标体系。利用2002年至2006年的数据,运用因子分析方法对以中国工商银行为主的9家银行进行了分析,得出工商银行竞争力的总体排名及相应结论与对策。     

Analysis of the response structure to a set of questions with large number of scale points: a new combined metric and categorical approach

In the field of social sciences, certain tasks, such as the identification of typologies and the characterization of groups of individuals according to a set of questions, tend to pose a challenge for researchers. Further complications arise if the chosen rating scale is from 0 to 10, since the responses can be treated either as metric or categorical variables. This paper shows that neither treatment is able on its own to capture all the inherent properties of this type of data, and goes on to propose a bicriteria clustering approach, which captures both perspectives and enables the simultaneous analysis of mixed data using multiple tables.     

Culture and personality in international schools: are trait differences in students’ personalities attenuated or amplified?

International schools provide a unique context for examining the influence of culture on adolescent personality and identity. In order to investigate whether intercultural education attenuates or amplifies known cultural differences in personality, the traits of 81 students from Chinese, North American, and mixed Chinese-North American cultural backgrounds were assessed. An online version of a Five Factor Model (FFM) personality inventory was used to measure personality. Students participating in the study attended a large, American international high school in Hong Kong. Despite previous studies showing cultural differences in personality, MANOVA results yielded no significant differences between the personality traits of students from Chinese, North American or mixed Chinese-North American cultural backgrounds. The findings support theories that propose intercultural schooling is associated with acculturation. Paradoxically, numerous qualitative investigations of cultural identity have concluded that a more distinctive, amplified cultural identity emerges when individuals move to more multicultural environments. The paper considers these different findings and the role of personality in culturally diverse classrooms. Implications for intercultural education are discussed.     

城市化、技术创新与经济增长――基于创新中介效应的实证研究

 经济增长中技术创新的作用日益突出,城市在专业化与多样性、人力资本积累、信息交流网络形成、交易效率提高以及基础设施等方面的优势使其有利于技术创新的产生及扩散,城市化通过技术创新的中介效应推动经济增长。时序及横截面数据的相关分析显示,我国城市化水平与技术创新之间高度正相关,投入产出模型证实城市化有利于技术创新;基于省级面板数据的多模型估计发现,城市化与技术创新对经济增长具有正向促进作用,当前技术创新的中介效应还不是十分明显,结论对于提升技术创新能力,推动经济持续增长具有启示意义。     

我国商业银行绩效评估指标体系的构建与应用

当前对商业银行进行绩效评估有重大意义,本文结合商业银行的特点,提出一套绩效评估统计指标体系．运用因子分析法进行实证分析,对15家商业银行进行绩效评估,并对商业银行未来发展提出相关建议,希望有助于商业银行绩效的提升。     

浙江省劳动收入比重变动的实证研究

本文以浙江省为例,对劳动收入比重变动的机理进行了分析。在机理分析中,对劳动收入比重的变化率进行了分解,得出三个主要因素:系数大小、人均资本及要素偏向型技术进步。与此同时,运用"动态最小二乘法"对浙江省的劳动弹性进行测算,并对浙江省1985-2007年的劳动收入比重变化进行了实证分析。通过研究发现:人均资本增长能够提高劳动收入比重,系数则缩小了资本对劳动收入比重的正向拉动作用,造成浙江省劳动收入比重下降最主要的原因是要素偏向型技术进步,提高私营企业投资占总投资比重以及人均资本存量可以提高浙江省劳动收入比重,而工业化进程加快、FDI以及劳动偏向性技术进步等因素则降低了浙江省劳动收入比重。     

组织行为与制度建构:非领导职务公务人员绩效考核影响因素探析——基于八省问卷调查数据的因子分析

绩效考核作为一种管理工具,对于提升公共组织的效率,建立现代意义上的公务员制度,具有重要意义。现行的《公务员法》明确了公务员绩效考核的地位,使绩效考核具备初步的制度基础,但其制度效力如何,仍然是一个悬而未决的问题。以问卷调查为主要研究方法,基于因子分析的定量技术来分析影响非领导职务公务人员绩效考核实际效果的各类因素,可以发现,考核指标的主观性、程序公正性的缺失、组织中的政治行为以及组织文化,对公务人员对绩效考核的满意度均有明显的影响。     

区域可持续发展及其人口安全策略研究

区域可持续发展是建立在社会、经济、资源、环境对人口系统的支撑之上,关键是要保持人口与社会、经济协调发展,并维持资源、环境对人口发展的持续支撑。基于此,建立了包括人口子系统、社会经济子系统、资源环境子系统和科技制度子系统的区域可持续发展指标体系框架,并用全国各省的横截面数据,对区域可持续发展各系统状态进行因子分析与评价,并根据结果提出区域可持续发展系统的人口安全对策思考。     

Review of the effects of Five Factor Model personality traits on network structures and perceptions of structure

We review recent research on Five Factor Model personality and social network analysis to assess how structures develop and are perceived. Extraversion and agreeableness relate consistently to personal but not workplace networks. Extraverts are more likely to seek connections, whereas agreeable individuals receive connections from others. Openness predicts network diversity and is marginally related to position when groups pursue collective goals. Conscientiousness is associated with maintaining certain personal relationships, but is strongly related to central positions in workplace networks. Neuroticism has no consistent relationship with network size or composition, and is differentially related to network positions, depending on the context.