用企业文化启动人力资本

企业是文化母体。企业文化指明了企业发展战略中最根本的问题是人力资本的启动问题，即人的激励问题。用企业文化的多样化启动人力资本，有利于实现人力资本价值的多元化。     

高校构建全面薪酬体系探讨

科学合理的薪酬体系是高校有效传达学校的办学理念、办学宗旨,充分激发广大教职工的积极性、创造性,留住人才、吸引人才的关键。高校现行的工资制度仍存在工资平台现象严重和单位内部不同职务人员工资收入差距过小等问题。高校全面薪酬体系应包括制度工资、岗位津贴、奖酬金、福利、事业成就感、环境等因素。     

基于市场化运营导向的铁路运输清算激励机制研究

依据现行铁路运输清算办法,对京哈、京沪等重点线路客货运输清算收入的实例分析发现,铁路局开行客货列车的意愿与全路收益最大化目标不一致。直通客货运输、管内与直通运输、清算收入与成本支出之间存在一定程度的激励机制缺失,不利于铁路运输企业的市场化运营。建议从清算类别、清算标准以及清算机制等方面完善现有清算体系,建立符合全路收益最大化和运力资源集约化利用的铁路运输经济激励机制。     

心理契约视角下高校临聘人员激励机制研究

高校临聘人员的稳定和发展需要良好的激励机制。随着我国高校对临聘人员管理的全面加强,如何调动临聘人员的工作积极性,提高他们的工作满意度和对高校的忠诚度,降低临聘人员的流失等问题,成为当前高校队伍建设中需要解决的重要问题。本文通过对心理契约理论与高校临聘人员管理的契合等方面的研究,力求构建高校临聘人员有效的激励机制。     

从税收优惠措施看我国采用加速折旧法的可行性

本文从税收优惠措施和会计折旧方法两方面结合考虑 ,探讨采用加速折旧法的可行性 ,这无论是对税收政策的制定还是对会计折旧法的选择都是一种启发     

Florida Households’ Expected Responses to Hurricane Hazard Mitigation Incentives

This study tested a series of models predicting household expectations of participating in hurricane hazard mitigation incentive programs. Data from 599 households in Florida revealed that mitigation incentive adoption expectations were most strongly and consistently related to hazard intrusiveness and risk perception and, to a lesser extent, worry. Demographic and hazard exposure had indirect effects on mitigation incentive adoption expectations that were mediated by the psychological variables. The results also revealed differences in the factors affecting mitigation incentive adoption expectations for each of five specific incentive programs. Overall, the results suggest that hazard managers are more likely to increase participation in mitigation incentive programs if they provide messages that repeatedly (thus increasing hazard intrusiveness) remind people of the likelihood of severe negative consequences of hurricane impact (thus increasing risk perception).     

建立有效的国有企业管理人员的激励和约束机制

如何充分发挥国有企业管理人员的才能 ?如何针对国有企业管理人员的行为特征建立有效的激励和约束机制 ,从而解决激励不力、约束不力的问题 ?对这些问题的回答也正是搞活国有企业的关键所在。论文尝试建立针对国有企业管理人员的有效的激励、约束机制 ,从而推动国有企业的改革 ,实现国有资产的保值增值。     

Attempts to Increase Vehicle Safety-Belt Use Among Industry Workers

Abstract

A multiple intervention level hierarchy was evaluated with systematic implementation of successive interventions over a period of two years. Successive applications of written prompts, goal-setting, goal-setting plus feedback, and promise-card commitment interventions did not significantly impact the safety-belt use of 556 employees at a manufacturing plant in southwest Virginia. A modest increase in safety-belt use (from 59% to 68%) occurred only when a promise-card commitment strategy was combined with an incentive/reward strategy. These data support a multiple intervention level hierarchy which suggests that repeated attempts to change behavior with interventions at the same level of intrusiveness will not affect behavior uninfluenced by the first attempt at that level. A flow of behavior change model (Geller, 1999) is used to explain the impact of interventions on people at different stages of readiness for behavior change and to extend the multiple intervention level model. Suggestions are given for selecting the most appropriate behavior change strategy for large-scale applications.     

加强企业应收账款风险管理

由于商业信用的发展,企业间赊销赊购现象已非属偶然。而由赊销赊购带来的应收账款风险,一直困扰着企业,使企业不能有再生产所需的充足的资金。应认真总结其形成的原因,采取有效的措施,避免或减少应收账款风险,以加速资金的收回。     

公司瑕疵设立事前规制失效的经济分析与展开

公司瑕疵设立在公司法实践中经常出现,影响了利益相关者的权益,因此各国或地区往往采用事前或事后的方法对瑕疵设立进行规制.由于产权缺位与模糊导致的诚信缺失、实质审查制的低效运行和权力寻租、机会主义的泛化和深化、股东有限责任引致的逆向选择和道德风险、多方利益主体博弈的机制设计无法实现激励相容以及背离公司设立制度变迁路径六个方面的原因,事前规制无法有效抑制公司瑕疵设立的发生.要抑制公司瑕疵设立,不仅要放松对公司进入的管制,完善信息披露制度,更重要的是完善产权制度,塑造社会诚信的氛围.