基于层次分析法的职务绩效定量分析

针对企业绩效评价中存在的问题,引用管理决策的层次分析法,从系统论的角度,对企业职务绩效指标进行整体分析和比较,更为科学地确定了绩效体系中各指标的权重。     

人力资源个体价值计量方法——当期实现价值系数法

由于人力资源自身具有复杂性、不确定性的特点,使得人力资源价值难以计量。而准确的计量人力资源价值,尤其是人力资源的个体价值是人力资源会计能否实施的关键因素。针对这个问题,本文在分析前人成果的基础上提出了人力资源当期实现价值系数法计量模型。并通过实例验证了计量模型的实用性。     

A decision support system for the selection of a casting process using analytic hierarchy process

This paper presents an Analytic Hierarchy Process (AHP) based decision support system to select the most suitable casting process for a given product. The hierarchical structure of the proposed method allows the decision maker to compare the different casting processes using the material suitability and flexibility, geometrical complexity, dimensional tolerance and surface finish of the casting, and the cost as the criteria for selection. Judgemental inconsistency of the decision maker in selecting the casting process is taken care by ensuring that the value of consistency ratio is below (0.1). A numerical example is presented to illustrate the effectiveness of the proposed methodology for selecting the suitable casting process.     

A robust ranking method extending ELECTRE III to hierarchy of interacting criteria,imprecise weights and stochastic analysis

A great majority of methods designed for Multiple Criteria Decision Aiding (MCDA) assume that all assessment criteria are considered at the same level, however, decision problems encountered in practice often impose a hierarchical structure of criteria. The hierarchy helps to decompose complex decision problems into smaller and manageable subtasks, and thus, it is very attractive for computational efficiency and explanatory purposes. To handle the hierarchy of criteria in MCDA, a methodology called Multiple Criteria Hierarchy Process (MCHP), has been recently proposed. MCHP permits to consider preference relations with respect to a subset of criteria at any level of the hierarchy. Here, we propose to apply MCHP to the ELECTRE III ranking method adapted to handle three types of interaction effects between criteria: mutual-weakening, mutual-strengthening and antagonistic effect. We also involve in MCHP an imprecise elicitation of criteria weights, generalizing a technique called the SRF method. In order to explore the plurality of rankings obtained by the ELECTRE III method for possible sets of criteria weights, we apply the Stochastic Multiobjective Acceptability Analysis (SMAA) that permits to draw robust conclusions in terms of rankings and preference relations at each level of the hierarchy of criteria. The novelty of the whole methodology consists of a joint consideration of hierarchical assessments of alternatives performances on interacting criteria, imprecise criteria weights, and robust analysis of ranking recommendations resulting from ELECTRE III. An example regarding the multiple criteria ranking of some European universities will show how to apply the proposed methodology on a decision problem.     

中心的消解:一个华北乡村庙会中的平权与等级

庙会体现的是对乡村神祗权威的建构,也隐含一种消解中心的倾向,这种倾向一方面体现于每个人都可以参与的庙会表演,另一方面也体现于庙会组织本身,即庙会组织提倡在轮值的所有会头之间维系一种平等以及责任分担的原则。对等级的消解从日常生活中生发出来,在庙会仪式生活中这种等级似乎又得到重新建构,但这实际还是一种消解和否定,通过欢快的表演而得以实现。同时,一种新的平等状态会通过这种内隐的消去等级结构的去结构化倾向而获得。     

层次性、渐进性实验考核方式的思考与探索

机电类课程上机实验教学的考核方式十分重要,层次性、渐进性实验考核方式的思路、内容、流程及成绩评定效果显著。在教学实践中,由于采用了自主设计、自主实验考核模式,激发了学生的学习兴趣,锻炼了学生的动手能力,培养了学生的创新思维,取得了较好的教学效果。     

应用层次分析法识别组织创新风险

伴随着组织创新的巨大风险已严重威胁企业的生存和发展。文章在分析了风险识别常用方法的优缺点后,提出了用层次分析法识别组织创新风险,并应用该方法对某企业的组织创新风险进行识别。     

中国商业银行效率比较研究--兼议国有商业银行股份制改革的合理性

运用层次分析理论和方法综合比较评价四大国有商业银行和有代表性的四家股份制商业银行的效率,综合排序结果表明,股份制商业银行的效率相对于国有商业银行要好.     

基于模糊层次综合评判方法的企业投资财务评价

企业投资管理的财务评价包括数量评价和质量评价两个方面,其中投资管理的数量评价是与企业战略发展结构的贯彻、核心能力的强化以及管理控制的跟进息息相关的;投资管理的质量评价则建立在时间价值和现金流量的考量之上。鉴于企业财务信息的模糊性特征,建立基于模糊层次综合方法的企业投资管理的财务评价方法,无疑为企业投资管理的财务评价开辟了一种新的思路。     

How dominance hierarchies emerge from conflict: A game theoretic model and experimental evidence

We develop a game theoretic model of conflict and empirically test its predictions to study the emergence of social hierarchies in small groups. Previous research shows uncertainty about actors' ability may lead to more conflict; conflict demonstrates actors' ability and establishes relationships of dominance and submissiveness. Since we assume uncertainty regarding ability to be a crucial cause of conflict, we focus on the effects of different information conditions. We posit that actors know the distribution of abilities in their group and vary whether or not they know (1) their own ability and (2) their interaction partners' interaction histories. Our results from a laboratory experiment closely match qualitative model predictions. Most importantly, conflict produces information about actors’ ability, which reduces subsequent conflict. In an exploratory analysis we investigate to what extent gender, social value orientation, risk preferences and a competitive personality account for the quantitative discrepancies between model predictions and subject behavior.