Biochemical markers of bone metabolism in healthy elderly men. The relationship to physical activity

The purpose of the present study was to examine the serum levels of bone turnover markers and interleukin 1β in healthy elderly men with different levels of habitual physical activity. The study was conducted on 40 healthy men aged between 65 and 85 years (mean 74.0?±?7.55 years). The study population was divided into two groups with respect to the level of physical activity: 22 less active subjects (energy expenditure related to physical activity below 1600?kcal per week) and 18 more active subjects (above 1600?kcal per week). To estimate the physical activity of the study population, weekly energy expenditure was measured in each subject with use of Caltrac accelerometer. In the blood serum levels of bone formation marker – osteocalcin and resorption marker – the C-terminal telopeptide of collagen I (ICTP), and interleukin-1β were determined. Concentrations of osteocalcin and ICTP in less active subjects were significantly higher (by 3.62?ng/ml and by 1.21?μg/l respectively, p?<?0.05), reflecting the higher bone turnover in comparison to values determined in more active subjects. Positive correlations between ICTP and osteocalcin levels (r?=?0.5814 and r?=?0.6526; p?<?0.05), and between ICTP and IL-1β (r?=?0.5823 and r =?0.6040; p?<?0.05) in less and more active men were found. On the ground of the presented study it can be concluded that the decreased bone turnover occurred in men with higher level of habitual physical activity. This study showed the relationship between serum level of IL-1β and bone resorption but the habitual physical activity has no effect on this cytokine activity.     

Relationships between work-family culture and work attitudes at both the individual and the departmental level

There is a need to better understand the nature of work-family culture and its relationships with job-related outcomes. The main objective of this study was to investigate the associations between a supportive work-family culture and work attitudes (i.e., job satisfaction, work engagement, turnover intentions) at both the individual and work departmental level. Survey-based data were gathered from 52 Finnish work departments (1219 individuals) in the domains of health care, ICT, and the paper industry. Data were analysed via multilevel structural equation modelling. Work-family culture was assessed via managers’ supportiveness, organizational time demands, and the expected career consequences of taking up work-family-related benefits. The results showed, first, that employees in the same work department shared similar perceptions of the department's work-family culture and work attitudes; second, the perceptions of the work-family culture shared within the work department as well as employees’ individual perceptions of it were associated with work attitudes. Thus, the positive effects of a supportive work-family culture on work attitudes were established at both the individual and work departmental levels.     

Job demands and work-related psychological responses among Malaysian technical workers: The moderating effects of self-efficacy

Abstract

Job design has long been found to affect the work-related psychological responses of employees, such as psychological strain, job satisfaction, and turnover intentions, but scholars have begun to question whether established theoretical relations regarding job design continue to hold given the enormous changes in the nature of work during the past two decades. It is also increasingly recognized that individual differences affect work behaviours in substantial ways, but few studies on work design have investigated these differences. We addressed these concerns with a two-wave longitudinal study among 245 technical workers at a telecommunications company in Malaysia, a country that has a collectivist culture and a high power distance between managers and subordinates. We examined the moderating effects of job control and self-efficacy on the relationships between job demands and employee responses. The results failed to support the job demands-control model, as job control variables did not moderate the impact of demands on employee work-related psychological responses. However, self-efficacy moderated their impact on psychological strain (although not on job satisfaction or turnover intentions). Our findings provide insight into the moderating effect of self-efficacy, and suggest that practitioners interested in reducing psychological strain should consider making efforts to increase self-efficacy among employees.     

高管权力与公司治理效率——基于国有上市公司高管变更的视角

本文基于国有企业的高管变更视角分析了高管权力对公司治理效率的影响.以2004 -2008年的国有上市公司为研究样本,实证发现:(1)总体上高管变更与公司业绩呈负相关,而高管权力的增强会降低其因业绩低劣而被强制性更换的可能性,表明国企高管的权力在高管变更决策中发挥了显著的职位堑壕效应;(2)发生了高管变更的公司其未来业绩有明显的提高,但这一促进效应仅在权力较小的高管被变更后出现,而权力较大的高管被变更后公司业绩并没有得到改进;(3)进一步的研究显示,政府控制层级的提升和制度环境的改善能够抑制国企高管的权力寻租行为.本文的研究结果有助于我们理解国有企业高管权力的经济后果,并为当前有关国企公司治理和高管选聘体制改革的政策导向提供了经验启示.     

证券流转税：理论分析与改革建议

我国证券市场流转税的改革必须以促成证券市场的良性运行为根本目的，以引导对整个社会资本的优化配置为最终目标，以尽量不造成政府收入的大幅波动为前提，并以此为依据．对是否应该正名、如何拓宽税基、怎样差别税负、能否单向征收等问题进行梳理。     

流动资产的质量与管理效率

企业利用其经济资源获取收益,资产又因其构成不同以及管理效率的差异,收益能力各不相同。如何提高资产质量,提高其收益能力,在市场竞争中获胜?本文结合历年不同行业上市公司的资料进行对比分析,探讨有效管理流动资产的管理策略思路和方法。更重要的是,企业必须保持一种状态,即在同行业竞争中,不进则退,发展慢了也是倒退。吸取好的经验,借鉴成熟大公司的管理策略,才能更好地发展壮大。     

中国股市高换手率:行为金融学的解释

针对中国股市的高换手率,许多学者从宏观层面加以分析,本文则试图从投资者行为特征的角度出发来探讨股市高换手率背后的成因。文中首先对现有的关于股市高换手率成因进行探讨,接着提出了造成中国股市高换手率的三个原因:文化差异、投资者幼稚和性别差异,并做了必要的实证研究,最后简要论述了这些分析对股市监管的启示意义。     

试论企业合并的法制问题

对企业合并进行规制是反垄断法的重要内容之一。我国法学界对企业合并已经进行了较为广泛的讨论,建立了企业合并法律规制的大体框架,但是不够细化。本文从一些细节问题着手,探讨了企业合并纳入法律规制的判断标准,企业为合并进行申报的有关问题以及企业合并的豁免领域等问题,对我国正在制定的反垄断法提出了一些建议。     

幼儿教师心理弹性与离职倾向的关系：工作倦怠的中介作用

目的：探讨幼儿教师心理弹性与离职倾向之间的关系,并考察工作倦怠在其中所起的中介作用,从而为幼儿教师离职倾 向的干预提供理论依据。方法：采用心理弹性量表、离职倾向量表、工作倦怠量表对四川省292名幼儿教师进行问卷调查。结 果：（1）幼儿教师心理弹性与离职倾向之间呈显著负相关（r=-0.235,p＜0.01）,心理弹性与工作倦怠之间呈显著负相关（r=- 0.355,p＜0.01）,工作倦怠与离职倾向之间呈显著正相关（r=0.872,p＜0.01）;（2）工作倦怠在心理弹性与离职倾向之间起部分 中介作用,中介效应占比为82.1%（p＜0.05）。结论：提高幼儿教师的心理弹性水平,有助于缓解她们的工作倦怠感,从而降低 她们的离职倾向。