近代中国海关雇用洋员的历史原因探析

近代中国海关雇用洋员,首先是由于外方的逼迫和诱导.另外,也有中方自愿接受的成分.洋员治下的海关为清政府增加了财政收入,提供了洋务指导,在一定程度上加强了清朝中央政府的统治.     

劳动合同法下企业制度差异对员工的分流机理及企业签订合同的临界值研究

固定合同期限的长期化虽然加大了企业在签订员工时的用工风险,但并不意味着《劳动合同法》不利于企业的发展。本文运用博弈分析方法,从企业制度角度对该问题进行研究,提出了一种劳动者分流现象及企业签订合同的临界值p,该现象不仅可以促进企业不断完善制度,还能促使劳动者不断提高自身素质,从而有利于我国企业竞争力及劳动者整体素质的提高。所以,《劳动合同法》不仅不会阻碍企业的发展,反而对企业的长远发展有不可替代的促进作用。     

加强普通地方高校财务管理的对策研究

随着普通高校办学规模的扩大和各项事业的发展,原有的高校财务管理适应不了新形势的需要。文章分析了现阶段普通高校在财务管理中普遍存在的问题及其产生问题的原因,并结合现阶段高校财务工作的实际,提出了可操作性的改进对策,为促进普通高校财务管理水平的不断提高提供参考。     

Risk-Based Objectives for the Allocation of Chemical, Biological, and Radiological Air Emissions Sensors

This article addresses the problem of allocating devices for localized hazard protection across a region. Each identical device provides only local protection, and the devices serve localities that are exposed to nonidentical intensities of hazard. A method for seeking the optimal allocation Policy Decisions is described, highlighting the potentially competing objectives of maximizing local risk reductions and coverage risk reductions. The metric for local risk reductions is the sum of the local economic risks avoided. The metric for coverage risk reductions is adapted from the p-median problem and equal to the sum of squares of the distances from all unserved localities to their closest associated served locality. Three graphical techniques for interpreting the Policy Decisions are presented. The three linked graphical techniques are applied serially. The first technique identifies Policy Decisions that are nearly Pareto optimal. The second identifies locations where sensor placements are most justified, based on a risk-cost-benefit analysis under uncertainty. The third displays the decision space for any particular policy decision. The method is illustrated in an application to chemical, biological, and/or radiological weapon sensor placement, but has implications for disaster preparedness, transportation safety, and other arenas of public safety.     

买断工龄自谋职业--解决国有企业下岗职工再就业的一种思路

随着市场经济体制的建立,企业经济理性的恢复,国有企业要求释放其富余人员。但是在计划经济体制下,国有企业职工与国家签订的是终生就业合同。如果释放其富余人员,则违反了就业合同,应给予一定的补偿,即买断工龄。为此,我们应创造条件让下岗职工愉快离开原国有企业,自谋职业。     

企业员工流失的感知理论模型及其现实意义

以“关于雇员流出的感知理论反馈模型”为指导,针对雇员流失的问题,可以将企业关注的重点放在防止雇员对相关因素的消极感知上,并将其转化为积极感知,最终应体现以人为本的管理哲学和企业文化。     

Coping strategies used by staff following assault by a patient: An exploratory study

This study investigates how people deal with the stress of being the victim of a violent assault at work. A consecutive sample of 24 employees of a psychiatric hospital were questioned over a three-week period following an assault by a patient. The ways in which these staff spontaneously attempted to cope with these assaults was used as a basis for a classification scheme. In addition their psychological difficulties were measured. Despite the restricted sample some interesting associations were found. Ignoring the incident by avoiding thinking about it and taking time away from work or work colleagues was associated with decreases in psychological difficulties over time. Although the causal link is still unclear, further studies using similar analyses may be able to tease this out.     

Hiring Behavior Analysts: Free Gifts at a Booth Increase Verbal Contacts with a Recruiter,but Not Serious Job Inquiries

ABSTRACT

The job market for certified behavior analysts currently is excellent, which poses a serious challenge for organizations looking to hire such individuals. We evaluated whether the provision of small giveaways at a recruitment booth set up at two behavior-analysis conferences and at a university career fair influenced the relative number of attendees who verbally contacted a recruiter for an organization looking to hire certified and prospective behavior analysts. We also examined whether the provision of gifts influenced the relative number of attendees who left an e-mail address requesting further contact about possible employment. An alternating-treatments design was used to compare the giveaways and no-giveaways conditions. The giveaways items significantly increased the number of attendees who spoke with the recruiter, but not the number who requested further contact. These findings provide support for the use of giveaways items to generally attract attention to a recruiter, but further research is needed to determine whether their use increases applications for employment.     

工资总额限定下的医生年薪制成效与问题剖析——以福建省三明市为例

福建省三明市的工资总额政策和医生年薪制已实行了三年,文章总结了其实施以来的主要成效,包括医务人员劳动成果得到尊重?医院收入结构更趋规范和自上而下的考核评价体系基本建立,发现其执行过程中已经浮现的主要问题和可能存在的隐患,包括医院职工收入稳定性不能保证?诱导服务的隐患初现端倪和薪酬设计的缺陷,并提出相关建议,以期为完善我国的薪酬制度和深化公立医院改革提供参考意见?     

中国汽车工业科技人才的现状、问题及对策研究

世界汽车工业的发展史证明技术创新是提高产品国际竞争力的关键,而高素质的科技人才则是技术创新实现的根本。本文从分析我国汽车工业科技人才的现状入手,指出我国汽车工业科技人才存在总量少、结构失调、专业单一等问题,并探究其产生的原因,最后有针对性地提出了解决我国汽车工业科技人才问题的相应对策和建议。