FDI与上海经济增长关系的实证分析

本文根据1991～2002年上海的外商直接投资(FDI)和GDP时间序列数据,研究了FDI与上海经济增长之间的关系。研究结果表明,上海经济增长与FDI之间并不存在直接的因果关系。FDI对上海经济增长的直接作用并不明显,我们认为FDI对经济的推动作用体现在其“溢出效应”上。     

企业成长过程中组织结构演进规律及动因

阐述企业成长过程中组织结构的演变规律,运用管理学及经济学相关理论,揭示组织结构演变的内在动因。分析表明,随着企业的成长,组织结构呈现从直线职能制到事业部制的规律性变化,从管理学意义上,这种变化极大地降低了生产成本和流通费用,从而取得了管理协调的“速度经济”;从经济学意义上,则意味着管理分工导致企业运营效率提高;更深层次看,是一个分权的、控制权较为明晰的组织模式被逐渐使用,最终导致一个均衡权力结构模型———联邦分权式事业部制的产生。     

指数分析中多种方法的结合运用

指数分析法在经济分析的各个领域里已得到广泛的应用。但只用单一方法分析问题往往不够全面、深入。本文以工业劳动生产率的分析为例,从三个方面,多角度、多层次、比较系统地阐述了指数分析中独具特色的分析手法。     

中国经济增长模式转型：供给结构视角分析

本文从供给结构角度分析了自1978年以来中国经济增长模式转型的特征，并针对存在的问题提出了相应的解决对策，旨在寻求经济增长模式转型的有效路径。     

The Big Five personality factors and team performance: implications for selecting successful product design teams

In the pursuit of faster product development, product design teams are a growing phenomenon in many organizations. In order to be successful, these teams must be composed of people who work well together. However, despite the benefit of selecting the optimal combination of team members, this topic has received little attention. Personality has been identified as a potentially helpful selection variable in the determination of optimal team composition. This study examines the relationships between the ‘Big Five’ personality factors (Conscientiousness, Extraversion, Neuroticism, Agreeableness, and Openness to Experience) and objective team performance for three-member product design teams. In addition to this, the potential incremental contribution of personality to the variance in team performance over that accounted for by established selection measures such as general cognitive ability was investigated. In the short duration of the study, it became apparent that some teams were capable of success, and some were not. Successful teams were characterized by higher levels of general cognitive ability, higher extraversion, higher agreeableness, and lower neuroticism than their unsuccessful counterparts. In successful teams, the heterogeneity of conscientiousness was negatively related to increments in product performance. Implications for the selection of product design teams and future directions for research are discussed.     

Testing hypotheses for the growth curve model when the data are incomplete

Kleinbaum (1973) developed a generalized growth curve model for analyzing incomplete longitudinal data. In this paper the small sample properties of several related test statistics are investigated via Monte Carlo techniques. The covariance matrix is estimated by each of three non-iterative methods. The null and non-null distributions of these test statistics are examined.     

试论《贵妇的画像》中伊莎贝尔的成长

《贵妇的画像》是19世纪末美国著名小说家亨利·詹姆斯的杰作之一,同时也是其创作早期代表作,是美国现代小说的一个里程碑式的作品,具有较强的可读性。这部作品结构严谨、内涵丰富,以精巧的笔触对女性的心理进行了细致入微的刻画。本文通过《贵妇的画像》这本小说,对主人伊莎贝尔·阿切尔的成长进行了深入探讨。     

朝鲜族人口自然增长率下降对发展的影响

本文分析了朝鲜族人口减少的主要原因及负面影响,并提出了解决的对策.     

The Experience-Earnings Profile: Productivity-Augmenting or Purely Contractual? Evidence from the UK

We test the human capital interpretation of the experience-earnings profile. Does the upward sloping portion of the experience-earnings profile reflect on-the-job training which in turn causes the experience-productivity profile to slope upwards, or do purely contractual factors determine the nature of life-cycle earnings. Herein, we provide additional evidence on the relationship between productivity and earnings by examining earnings differentials in the UK academic labor market for economists. Using a test first suggested by Mincer, we find that the empirical results are consistent with human capital theory. We find that, although the positive relationship between earnings and experience persists when individual productivity measures are included in the salary equations for lecturers and senior lecturers, the positive relationship becomes statistically insignificant when the same productivity measures are included in the salary equations for professors. For lecturers and senior lecturers, the experience-salary profile properly reflects the structure of the national pay scale rather than variations in individual research productivity. At the professor level, where individual salaries are not determined by a pay scale, the data support the human capital explanation of the positive experience-earnings profile.