创新人才开发的绩效测度

本文提出了绩效测度的步骤及实施核心,确定了创新人才开发绩效测度指标及指标权重,构建了创新人才开发绩效测度体系。并通过对西安市IC孵化器的实证分析,说明了本文构建的创新人才开发绩效测度体系的有效性。     

基于管理熵模型的外部因素评价矩阵重构

基于企业外部系统的复杂性,运用管理熵和管理耗散理论,重构企业的外部因素评价矩阵。通过计算企业外部系统使企业产生的外部管理熵流值,并考虑各外部子系统的相互影响力,以度量企业外部系统对企业的综合影响力,评价企业现行战略对外部系统的适应性。     

韩国与其它外国直接投资在中国的比较分析和综合评价

本文主要对韩国与其它投资国家和地区在中国大陆直接投资进行对比分析和综合评价。采用秩和分析方法在全国、山东省、青岛市三个层次上对韩国、日本、美国、新加坡、香港和台湾的直接投资进行对比分析；采用多层次综合评价方法和主分量评价方法对上述四国和两地区的直接投资按照不同标准分别进行综合评价。研究结果对资本输入、输出双方皆有重要参考价值．     

Standard setting: the crucial issues. A case study of accounting & auditing

A study of standard-setting efforts in accounting and auditing is reported. The study reveals four major areas of concern in a professional standard-setting effort: (1) issues related to the rationale for setting standards, (2) issues related to the standard-setting board and its support structure, (3) issues related to the content of standards and rules for generating them, and (4) issues that deal with how standards are put to use. Principles derived from the study of accounting and auditing are provided to illuminate and assess standard-setting efforts in evaluation.     

基于Malmquilst指数的我国邮政业经济增长的分析

曼奎斯特指数是宏观经济分析中的一种重要方法,它可分解为技术变化指数和效率改善指数两个部分,从而揭示经济集约化增长的内在动力源泉。文章运用1996-2005年间邮政行业的相关数据,对我国邮政行业近10年来的经济增长状况进行了深入的分析,认为邮政行业的经济增长主要来源于本身效率的改善,提高技术水平将是我国邮政行业未来的发展方向。     

European Communication Monitor: Current developments,issues and tendencies of the professional practice of public relations in Europe

The European Communication Monitor (ECM) research explores the current developments for communications disciplines, practices and instruments. It is an extensive research project to monitor trends in communication management, analyse the changing framework for the profession driven by European integration and evaluate specific topics of relevance to public relations practice. Specifically, the 2008 ECM edition is focused on aspects such as: strategy and control, interactive channels, corporate social responsibility, intercultural challenges, influence on management decision making, cooperation with agencies, and future budgets.     

简析《国语》评价历史人物的标准

《国语》作为以记言为主的史书,其内容包含有大量对人物忠贞奸佞,美善丑恶的评价。《国语》对人物评价标准是较为严格的,其涵盖范围也十分广泛。包括明礼、遵礼、重信、恤民、俭、敬、让、咨等等。《国语》评价人物标准的主体是礼,礼是忠、信、仁、义、俭、敬、让、咨等标准的统帅,而忠信等则是礼的载体,礼的组成部分。《国语》本身就是用以礼治国、以礼修身的礼学思想贯穿全书的。     

Distinguishing traumatic, vicarious and routine operational stressor exposure and attendant adverse consequences in a sample of police officers

Problems in studying occupational stress within the police service are identified and the paucity of work on operational duties as potential stressors are discussed. The present study reports the results of a factor analysis of operational stressors (N = 601 serving British police officers) that revealed three factors: exposure to death and disaster; violence and injury; sexual crime. These were demonstrated to be reliable scales and were included in logistic regression models together with a range of demographic and psychological variables. Models were applied to men and women separately, which showed there to be different predictors of the likelihood of suffering distress (measured by the General Health Questionnaire, GHQ) in terms of the officer's gender and operational role. Overall the model for women officers was better at predicting psychological distress than that for men. These findings are related to aspects of the police occupational culture. Further discussion is offered that conceptualizes police operational stressors as traumatic, routine and vicarious. Finally, some implications are drawn for the provision of stress intervention in the light of this differentiation.     

学术腐败与科技评价机制

本文综合当今多位专家的诊断和作者的切身体会,论述了学术腐败和不端行为的表现和产生的原因,提出了以改进科技评价机制为重点的治理建议。     

The role of employers’ beliefs in the evaluation of educational output

The purpose of this paper is to advance an alternative view of the educational output and the question of how to evaluate it. In contrast to the dominant tradition in the economics of education, we take the view that that output is what agents evaluate as such. We focus more specifically on an analysis of employers’ beliefs and representations. Several tens of recruiters were interviewed. Analysis of these interviews shows that employers regard the qualities required at work as either ‘learnable’ or innate. These beliefs as to the origin of workers’ qualities will shape employers’ evaluations of employees’ education, influence firms’ organization as well as how labour markets operate.