导游人员组织承诺与离职倾向关系实证研究——以广东佛山为例

采用SPSS13.0软件对问卷调查的统计数据进行因素分析、相关分析和回归分析,结果显示导游人员的组织承诺与离职倾向之间存在着显著的负相关关系,感情承诺和经济承诺对离职倾向有显著的预测性。为此,旅行社应着重实行＂以人为本＂的管理方式,提高导游人员的感情承诺,设计合理的薪酬体系,提高导游人员的经济承诺,达到降低导游人员离职率的目的。     

中国国库统计改革

国库统计是政府对国民经济进行宏观管理，特别是制定相互协调的财政政策和货币金融政策的基本依据。近年来，随着人民银行体制与财政体制改革的深化，国库改革问题开始受到学术界与实际部门的重视，国库统计改革也相应被关注。而对中国国库统计问题的思考，必须置于转轨经济制度变革的背景下进行。从这个意义上讲，厘清国库统计制度的变迁，准确把握所面临的新的挑战，冷静审视国库统计的地位，并进一步明确国库统计改革的基本取向就显得非常迫切而且十分重要。     

Posterior consistency of logistic Gaussian process priors in density estimation

We establish weak and strong posterior consistency of Gaussian process priors studied by Lenk [1988. The logistic normal distribution for Bayesian, nonparametric, predictive densities. J. Amer. Statist. Assoc. 83 (402), 509–516] for density estimation. Weak consistency is related to the support of a Gaussian process in the sup-norm topology which is explicitly identified for many covariance kernels. In fact we show that this support is the space of all continuous functions when the usual covariance kernels are chosen and an appropriate prior is used on the smoothing parameters of the covariance kernel. We then show that a large class of Gaussian process priors achieve weak as well as strong posterior consistency (under some regularity conditions) at true densities that are either continuous or piecewise continuous.     

我国部门间收入流量测算及特征分析

摘　　要:国民收入在部门间的分配流量及其比例,是宏观经济研究的重要内容。研究收入分配问题,不能不考虑部门间在收入分配中的相互关系,但我国目前官方只公布收入与部门交叉数据,还缺乏部门与部门交叉流量数据,且有3年的滞后期。本文采用了一种称为“双矩阵RAS法”的方法,首先利用官方公布的2003年收入与部门交叉数据对2005年收入与部门数据进行了测算,进而用“收入转移法”测算了2005年部门与部门交叉流量数据。分析了1997年至2005年我国部门间收入流量状况,总结出近年来我国部门间收入流量变化的六大特征,并提出了相应的建议。     

Path(ological) Dependency? Core Competencies from an Organizational Perspective

The development of the 'resource-based theory of the firm' has helped to reorient the field of strategic management towards a focus on the organizational processes and structures which produce 'core competencies'. By challenging previous assumptions of market determinism this approach seems to open up the prospect of a greater dialogue with the theories and concerns of organization studies. This paper aims to determine the scope of such a dialogue by developing an appreciation and critique of the core competencies framework from an organizational perspective. In this context, the key feature of resource-based theories is seen to be their focus on organizational knowledge rather than decision-making processes as the engine of competitive performance. This focus has a powerful resonance with studies of knowledge in organizations, particularly those forms of knowledge which are linked to product and process design.
However, despite the important shift towards a knowledge-based view of competition, the core competencies approach fails to follow the logic of its own argument as far as the organizational appropriation of knowledge is concerned. In their pursuit of an ontological model of competitive performance –defining the essential causes of firm competitiveness – resource-based approaches neglect the socially embedded qualities of organizational knowledge. As a result, the social construction of knowledge, encompassing the dilemmas posed by the employment relationship and the pitfalls of institutionalization, is neglected. Instead, a smoothly linear model is developed linking skills, competence and competitiveness. This mechanistic view is further reinforced by reliance on a command and control model of the management process. Organizational knowledge is not a biddable resource at the disposal of top management.     

Exposure to occupational violence and the buffering effects of intra-oranizational support

This paper presents a conceptually distinct analysis of the data first reported by Leather et al. Specifically, it investigates the effects of exposure to a variety of forms of work-related violence upon work attitudes and general well-being within a sample of UK public house licensees—individuals who manage public houses and hold the licence permitting the sale of alcoholic drinks on the premises. In addition, it examines the role of social support in moderating such effects. Based upon a sample of 242 licensees, it reports a consistent interaction between exposure to such violence and the availability of perceived intra-organizational support in determining the size of any negative effects upon individual well-being, job satisfaction and organizational commitment. It is argued that exposure to all forms of work-related violence, including intimidation, verbal abuse and threat, should be seen as a potential stressor within the work environment, the negative effects of which are buffered by perceived support from within the organization, but not by that perceived to be available from informal sources such as family and friends.     

怎样評价一个专家系统

本文首先介绍了专家系统,然后着重介绍了国外评价专家系统的准则。它包括基本特性的估计、开发环境、学习和使用性、成本以及怎样得到支持等,最后将举例说明怎样用这些准则来评价一个实际的专家系统。     

穗港两所高校《英语教学法》课程结构比较

本文通过对比穗港两所高校《英语教学法》课程模式的异同,阐述当前的师培工作中一些引人注意的特点,如反思教学、行为研究、教师职业发展、教师认知过程等等。显然,当前师培者正承担越来越重要的自我更新的责任     

企业伦理气候、组织承诺与组织公民行为的关系——以温州民营企业为例

企业社会责任等方面存在的问题是造成温州民营企业“民工荒”的重要原因。通过问卷调查,发现员工对企业伦理气候中的法规导向最为认可且看法比较一致,对组织承诺中的情感承诺最为认可且对道德承诺的看法相对一致,对组织公民行为中的组织公益最为认可且看法比较一致。员工对组织承诺、组织公民行为的主张是正向积极的,未发现企业伦理气候、组织承诺对组织公民行为有强烈的正向影响。提出温州民营企业摆脱困境的思路：重视企业伦理气候建设,形成正确的企业文化,增强员工的向心力;强化员工的组织承诺;鼓励员工的组织公民行为。