自我激励与人力资源的开发

人力资源实力的竞争取决于人力资源开发水平的竞争。自我激励在人力资源开发中具有重要的作用。人力资源开发中运用自我激励,就是要求人力资源能确立远大奋斗目标、积极主动适应环境、培养健康积极的心态、不断提高期望值、养成良好的习惯和善用榜样的力量等。     

新时期人民内部矛盾的特点、根源与方法

两类矛盾学说是毛泽东在20世纪50年代提出的,是他对马克思主义理论的新贡献。在今天社会主义现代化建设的新时期,人民内部矛盾的学说依然是适用的。只是对以往划分敌我矛盾与人民内部矛盾的旧标准可能需要有新的考虑。这不是本文要谈论的问题。我要讨论的是:人民内部矛盾在新时期的特点、根源和解决矛盾的方法。     

Socio-emotional and monetary employee-organization resource exchanges: Measurement and effects on daily employee functioning

ABSTRACT

Daily exchanges between employees and their organisation pertain mainly to socio-emotional resources. We investigate how daily employee-organizational resource exchanges relate to daily strain and work-related self-efficacy. We also examine the role of perceived organisational monetary investments on the relationship between daily employee resource investments and outcomes. To do so, we assess the psychometric properties of the Resource Exchange Scale (RES) that we developed for measuring general and daily employee and organisational resource investments (Study 1 and Study 2). Seventy-six health-care employees completed a general survey and a 10-day diary survey twice: at mid-shift and at the end of their shift (Study 3). Analyses supported the validity of the RES. Findings revealed that daily, under-reciprocal exchange related to increased physical symptoms. Mutual high daily resource investments related to greater work-related self-efficacy. The relationship between daily employee resource investments and self-efficacy was positive under conditions of both high and low perceived monetary investments. Lagged analyses showed that the previous day’s self-efficacy related positively to employees’ next day resource investments. Our findings suggest that socio-emotional resource exchanges matter for daily employee functioning, over and above between-person effects.     

The role of national HRD in an era of COVID-19

ABSTRACT

COVID-19 has revealed the many ways in which processes across the globe have failed us. If NHRD were in place globally, many of these issues should not have occurred. This has especially been the case in the U.S. The country with the most highly developed NHRD, South Korea, has had among the greatest success in fighting the virus. In this article, I will explore many of these issues at the micro, meso, macro, and cross-country perspectives in which NHRD can improve on the failed processes and prepare for the next pandemic, whenever it occurs.     

考虑投资者情绪的中国股市自激发效应研究

本文在极值理论中引入行为金融学，结合标值自激发点过程（MSEPP）刻画股指收益率极端值序列的集聚性、短期相依性，并将传统的超阈值模型所描述的齐次泊松过程拓展为非齐次泊松过程，探讨投资者情绪对极端收益率的冲击。运用风险偏好指数的方法，基于沪深300指数成份股合成中国投资者情绪指数（EMSI），进一步构建MSEPP-EMSI模型预测沪深300指数、上证综合指数及深圳成分指数的极端风险爆发概率，并对其进行动态ES风险测度。实证结果表明，沪深股市在短期内股指连续暴跌现象时有发生，投资者极度负面情绪会加剧股市的剧烈动荡，当考虑投资者情绪对极端风险的冲击时，MSEPP-EMSI模型能有效的提高对极端风险的概率预测精度及ES预测精度。     

基于未来效率的兼顾公平与效率的资源分配DEA模型研究——以各省碳排放额分配为例

根据需要实现的目标，评估各生产决策单元的投入产出效率及改进潜力，可以为资源分配提供重要参考。构建一个基于未来效率的兼顾公平与效率的资源分配DEA模型可以有效、灵活地解决该问题。该DEA模型首先根据历史数据计算每个生产决策单元过去各期的技术增长率，并预测各DMU未来的技术增长率，从而获得未来的生产前沿面。以此为基础，在九个硬性目标约束下，分三个步骤分别解决三个追求的软性目标：最大化期望总产出、最小化非期望总产出、最小化可变要素总投入。管理者不仅可以改变九个硬性目标的参数值，以及调整三个软性目标的优先顺序和软性目标参数值，进而形成各种兼顾效率与公平的资源分配方案。最后，运用该DEA模型评估了我国各省碳排放削减潜力，并形成了能够实现管理者期望目标的各省碳排放削减责任分配方案。     

资源竞争力的科学内涵及影响因素

资源竞争力与资源优势不是一个概念,也有别于一般的竞争力涵义,它是指将资源优势转化为经济优势的能力。研究资源竞争力有助于揭示广大西部地区"富饶的贫困"现象,为国家实施西部大开发提供决策依据。影响资源竞争力的因素主要包括资源状况、市场需求、成本情况、区位条件、制度因素以及区域环境,等等。文章最后对资源竞争力的评价问题提出了几点认识。     

试论教育资源的市场配置方式

教育资源作为一种重要的社会资源 ,其合理配置到底是采用市场的方法 ,还是借助政府的调控来完成 ?随着对教育产业化观点讨论的展开 ,教育资源配置的问题又提上议事日程。笔者认为 ,教育市场是客观存在的 ,教育是产业 ,“化”只是一个过程 ,是一个状态 ,或者说是一个动态的过程 ,不必在“化”上做文章。教育资源的配置 ,在其供求客观存在的条件下 ,可以借鉴我国经济体制的配置方式 ,以市场配置为主 ,政府宏观调控为辅     

中国水资源:优势、问题和利用

本文通过分析比较提出了中国水资源丰富的观点,目前存在人为利用不当的问题,只要合理地开发,水资源可得到永续利用．     

Five-Hundred Life-Saving Interventions and Their Cost-Effectiveness

We gathered information on the cost-effectiveness of life-saving interventions in the United States from publicly available economic analyses. "Life-saving interventions" were defined as any behavioral and/or technological strategy that reduces the probability of premature death among a specified target population. We defined cost-effectiveness as the net resource costs of an intervention per year of life saved. To improve the comparability of cost-effectiveness ratios arrived at with diverse methods, we established fixed definitional goals and revised published estimates, when necessary and feasible, to meet these goals. The 587 interventions identified ranged from those that save more resources than they cost, to those costing more than 10 billion dollars per year of life saved. Overall, the median intervention costs $42,000 per life-year saved. The median medical intervention costs $19,000/life-year; injury reduction $48,000/life-year; and toxin control $2,800,000/life-year. Cost/life-year ratios and bibliographic references for more than 500 life-saving interventions are provided.