论经贸外宣资料的英译原则

运用翻译目的论和翻译接受美学等相关理论探讨了经贸外宣资料的翻译目的和译文读者的阅读需求以及两者之间的关系,提出了指导经贸外宣资料翻译的三条原则:即选择适量的信息,文本功能语用对等和概念术语译名统一,并用具体译例论述这些原则在翻译实践的具体运用。     

中国农村社会保障制度的需求分析——基于新制度经济学的视角

改革开放三十多年,我国基本社会保障建设正在向纵深推进,但农村社会保障仍存在着制度供给与需求的矛盾.新制度经济学认为,任何制度的有效供给,都必须有相应的需求,制度的供给方和需求方必须在某种程度上达成一致.作为需求方,农民的社会保障制度需求具有紧迫性、多样性的特点;但农民组织化程度较低,自身的声音微弱,其利益诉求难以有效表达.农村社会保障制度的发展需要增强农民在社会宏观层面的谈判诉求能力.     

旅游人才培养模式探析

旅游高等教育人才培养的现状,导致人才培养与市场需求相脱节.采取专业培养目标的综合性与多面性、课程体系设置与教学方式的实践性、增强教师理论联系实际的能力、加强校企合作等相应对策, 寻求多元化学生实战能力的培养方式。     

论文化产品与“政府文化需求”

文章试图用经济学原理,以"需求"为基本范畴,分析社会文化产品生产、流通、消费的基本规律,揭示文化产品的价值和使用价值相统一的商品属性.文中特别提出了文化产品"政府消费"的概念,意在解决"公益文化"的市场定位问题,并为转变文化行政部门职能、改革现有文化事业单位体制、创新政府文化投入的拨款方式提供一定的理论依据.     

Do Work Demands and Resources Predict Work-to-Family Conflict and Facilitation? A Study of Iranian Male Employees

This study examined the effects of some work demands-resources on two dimensions of work-to-family interface among Iranian employees. The results of canonical correlation and multiple-regression showed that among work resources (i.e., social support and autonomy), social support was associated negatively with work-to-family conflict and autonomy was associated positively with work-to-family facilitation. Also, among work demands (i.e., job demands and working hours), job demands were associated with both work-to-family conflict and work-to-family facilitation. Unlike previous studies, working hours shows a positive association with work-to-family facilitation, which may be explained by the specific cultural context in Iran. The findings of the study will be of importance to employees and organizations.

In search of family-friendly careers? Professional strategies,work conditions and gender differences in work–family conflict

The aim of this paper is to investigate whether women in a dual-earner context acquire family-friendly jobs as a strategy to keep work–family conflict down. The analysis is based on a survey of newly graduated highly educated men and women in five occupations in Sweden (n?≈?2400). The sample was stratified by occupation and gender to minimize the influence of factors other than gender. The results show that women are more family-oriented, but also more career-oriented than men in their professional strategies. In their jobs, women have less control over work and schedules than men but a similar level of work demands. However, women face lower requirements for employer flexibility (e.g. frequent over time) and this is related to their professional strategies. Finally, women report a higher level of work–family conflict than men in the same occupation, but this gender difference becomes non-significant when accounting for women’s lower level of control. In sum, women in this sample clearly aim for both family and career and do not acquire family-friendly jobs, but aim to avoid ‘family-unfriendly’ requirements for constant availability. To some extent, this enables them to limit their work–family conflict but due to their lower control over work, women still experience more conflict than men in the same occupation.     

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.     

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.     

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.