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中国MBA商业伦理教育的RMV范式构建研究
Research on RMV Education Mode of MBA Business Ethics in China
 [PDF]

长征, 赵西萍
Advances in Education (AE) , 2011, DOI: 10.12677/ae.2011.11008
Abstract:

基于我国MBA商业伦理教育现状的分析,提出并阐述了MBA商业伦理教育的RMV范式。该范式中,商业伦理教育分为三个层次,分别为责任伦理层次(R,Responsibility)、道德伦理层次(M,Moral)和价值伦理层次(V,Value),并给出各层次商业伦理教育所应该匹配的不同教学手段与教学内容。其中,责任伦理层次教育致力于构建基于外部压力的伦理行为的动力机制,道德伦理层次教育致力于构建基于利益驱动的伦理行为的动力机制,而价值伦理层次教育则致力于构建基于内在追求的伦理行为的动力机制。在每一层次的商业伦理教育中,为MBA学员提供解决实际伦理困境的伦理决策技能与工具都是关键。
Based on the analysis of the status quo of MBA business ethics education in China, the paper proposes the RMV Mode of MBA business ethics education. The modes proposes that there are three levels of teaching of business ethics education, respectively responsibility (R) level, moral (M) level and value (V) level, and proposes different teaching methods and teaching contents for each level. Of which, R level constructs the driving mechanism of behavior based on the external pressure of the MBA students, M level constructs the driving mechanism of behavior based on the benefits seeking motivation of the MBA students, and V level constructs the driving mechanism of behavior based on the internal value seeking motivation of the MBA stu-dents. In each level, it is critical for the business ethics education to provide the MBA students with the ethical decision-making skills and tools for resolving the practical ethical dilemmas.

知识管理的战略性界定对跨国公司知识管理成功的影响研究
长征
科技进步与对策 , 2012, DOI: 10.6049/kjjbydc.2011040635
Abstract: 跨国公司多被视为专门创造和内部扩散知识的社会实体,因而对知识管理的成功有更为迫切与强烈的需求。近年来,针对跨国公司知识管理成功影响因素的研究偏重于流程性、管理性、文化性与结构性因素的探讨,而忽视知识管理与企业战略结合的重要性。有鉴于此,基于战略性因素对知识管理成功的影响,探讨了知识管理概念的战略性界定与知识管理目标的战略性界定对知识管理成功的影响效应,并在一定程度上给出了促进知识管理成功的建议。知识管理跨国公司战略管理
慢性咳嗽:诊治流程及治疗新进展
长征,
解放军医学杂志 , 2014,
Abstract: 慢性咳嗽是呼吸内科门诊常见的就诊症状,严重影响患者生活质量。慢性咳嗽的病因比较复杂,除可由呼吸系统疾病引起外,还可与肺外疾病有关,所以许多患者常无法及时获得正确诊治。对慢性咳嗽进行病因诊断时,目前多采用Irwin等学者提出的解剖学诊断流程。该流程虽然可以明确大多数患者的咳嗽病因,但也存在明显不足:涉及检查较多,费时费钱。更重要的是,该流程中涉及的一些检查在许多医院都无法普及开展。这些因素极大地限制了解剖学诊断流程的推广,因此,需要研究探讨更为简便易行的诊断流程。目前的观点认为,重点针对慢性咳嗽常见病因,结合有限的检查及经验性治疗的诊断流程更容易推广和应用。
经理自主权对高管薪酬差距的操纵效应研究评述与展望
Study on the Manipulation Effect of CEO Power on Managerial Compensation Dispersion: A Literature Review
 [PDF]

长征, 惠调艳, 王硕, 赵欣
Modern Management (MM) , 2014, DOI: 10.12677/MM.2014.46015
Abstract:
学术界在委托代理理论框架之外引入了经理自主权理论来研究高管薪酬差距问题。由于这一研究视角有机整合了公司治理、战略管理和人力资源管理三大理论的核心观点与方法,兼具前瞻性与继承性特征,因此经理自主权理论已日渐成为当前高管薪酬差距研究的主流视角。有鉴于此,从高管团队内部薪酬差距、高管–员工薪酬差距两个方面回顾并评述了国内外基于经理自主权理论视角研究高管薪酬差距的历史进程与最新动态。结果表明,经理自主权对高管团队内部薪酬差距的操纵效应存在正向操纵效应、倒U型操纵效应和无操纵效应三种竞争性观点,而对高管–员工薪酬差距则呈现出具有初步共识性的正向操纵效应。整体而言,该领域研究在研究方法和研究内容上已经历了从粗放到精细、从简单到复杂、从单一到多元的发展历程,研究结论的有效性越来越高,但也存在着诸多研究不足。未来研究应秉持扬弃精神,沿着纵深化发展、强调比较研究、强调权变视角的三大发展趋势向前推进。
Existing studies have found that the traditional principal-agent theory has been unable to explain the reality of managerial compensation dispersion issues effectively, so scholars have to introduce a new theoretical perspective to study the decision mechanism of managerial compensation dis-persion. As the result of interdisciplinary and theoretical integration, the study based on CEO power (managerial discretion) perspective has become the mainstream of the decision mechanism of managerial compensation dispersion. It has integrated closely core ideas of three theory, respectively corporate governance theory, strategic management theory and human resources management theory, thus it is of both prospective and inherited characteristics. Under this back-ground, the paper reviews the history progress and the status quo of the literature on Managerial Compensation Dispersion, which mainly includes two sub-dimensions, i.e. Pay Gap between ex-ecutives-employees and Pay Gap among top executives, from the perspective of CEO power Theory. Results of the summarization show that: Firstly, studies on the manipulation effects of CEO power on Pay Gap between executives-employees reach three conclusions respectively: positive effect, inversed-U-shaped effect, or none effect at all; Secondly, the conclusions on the manipulation effects of CEO power on Pay Gap among top executives have nearly reached a consensus, i.e., there is a positive effect between the two. On the whole, the studies in this field have experienced a good developing progress moving from a relatively simple, extensive and single-faced state to a more complex, lean and multiple-faced state both in the research methods and research contents. Though such a change necessarily leads to many more effective study results than before, there are still many unreached tasks on this issue. In the future, scholars should try to move the study forward following the three trends, respectively, the trend of further deepening the insight, the trend of emphasizing comparative methods, and the trend of focusing on contingent perspective, by adopting
经理自主权对高管薪酬水平的操纵效应研究评述与展望
Study on the Manipulation Effect of CEO Power on Executive Compensation Level: A Literature Review
 [PDF]

长征, 王硕, 高灼琴, 赵欣
Management Science and Engineering (MSE) , 2015, DOI: 10.12677/MSE.2015.41001
Abstract:
近年来上市公司业绩持续下滑与高管薪酬水平快速提升的反向变动日益引发公众的质疑和学者的关注,由此学术界在传统委托代理理论框架之外引入了经理自主权理论作为主要理论视角来研究高管薪酬水平问题。在此背景下,本文分别回顾并评述了美国、中国和世界其他地区基于经理自主权理论视角研究高管薪酬水平的历史进程与最新动态。结果表明,经理自主权对高管薪酬水平的正向操纵效应在学术界已达成基本共识,但是具体的操纵效应强度将因国家、行业、所有权属性等情境因素有显著权变性差异,而且学者对操纵效应发生机理也存在多种有待进一步检验的竞争性观点。整体而言,该领域研究结论的有效性越来越高,但也存在着诸多研究不足。未来研究应秉持扬弃精神,在经理自主权度量、控制变量选择、数据准确性提升和实证模型设计四个方面进一步丰富和拓展本领域研究。
Recently the inverse change between the persistent decrease of list companies’ performance and quick growth of executive compensation level has received more and more attention both from the public and the scholars. Therefore, the theoretical circle introduces CEO power (or managerial discretion) theory as the main theory perspective on the studying of executive compensation level outside the traditional framework of principal-agent theory. Under this condition, the paper focuses on the historical process and the latest progress of the literature on the manipulation effect of CEO power on executive compensation level all over the world, but taking the studies in American and China as the key parts. Results show that the studies on this issue have received a consensus that the positive manipulation effect of CEO power on executive compensation level does exist, while the specialized manipulation degree will be different according to different countries, ownership characteristics, and industries. What is more, there are already many competing views on the mechanism of how such manipulation effect happens, which need to be confirmed further. On the whole, the validity of the research conclusions is getting higher, but there are still many shortcomings. The future studies should explore and enrich the literature in this field by especially emphasizing on the measure of CEO power, the choice of control variables, the enhancement of data correctness and the design of empirical models.
团队信任形态的动态演进模型研究
长征,李怀祖
科技进步与对策 , 2006,
Abstract: 基于认知的双重过程理论,构建团队信任形成的动态模型,指出团队信任主要有预设信任、认知信任与情感信任3种形态,分别通过启发性途径、系统性途径与习惯性途径形成。3种信任形态因其特性差异而对团队成员行为具有不同的影响。团队信任预设信任
空间光学遥感器变形镜消热结构设计
Athermal Design for Space Telescope Deformable Mirror
 [PDF]

长征
Applied Physics (APP) , 2014, DOI: 10.12677/APP.2014.412025
Abstract:
空间光学遥感器用变形镜可以校正光学系统像差,具有广泛的应用前景。由于空间光学遥感器所处空间环境恶劣,并需经受发射冲击振动等力学环境,因此空间光学遥感器变形镜需满足微重力变形,热环境变化,冲击振动等方面要求;同时,由于变形镜促动器较多,结构非静定,由于变形镜各部分材料线胀系数(CTE)不匹配,在热环境变化条件下热变形严重。本文研究了促动器数量为25,口径为Φ200 mm的空间光学遥感器变形镜,提出了一种消热柔性结构取代原有殷钢材料的柔性结构,通过同材料过渡和柔性结构消除不同材料间热胀影响,并对该结构进行优化设计。设计结果表明该设计在温度变化±8℃工况下,镜面变形PV/RMS为47.26 nm/9.31 nm面形提高约17.8%,柔性结构质量减少约58.5%。微重力变形PV/RMS为20.56 nm/3.50 nm,满足微重力变形要求;一阶频率为1832 Hz,动态性能满足设计要求。消热结构工艺合理,满足空间变形镜设计要求。
Space deformable mirror is widely used in compensating system wavefront error for space tele-scope. Space telescope resides harsh environment in space, and needs survive launch environment. Space deformable mirror is structurally non-kinematic. Thermal stress caused by thermal environ-ment may cause unacceptable figure error for optics due to material mismatch in CTE. A new ather-mal structure is proposed by flex transition for a Φ200 mm space deformable mirror with 19 actua-tors. Optimization design is performed. Final design shows the figure error PV/RMS 47.26 nm/9.31 nm for thermal environment change of ±8?C, the figure error PV/RMS 20.56 nm/3.50 nm for gravity, and first mode 1832 Hz for dynamic performance. Athermal design meets design specification well.
组织设计对知识共享的影响研究
长征,蒋晓荣,徐海波
科技进步与对策 , 2013, DOI: 10.6049/kjjbydc.2011080686
Abstract: 传统的组织设计职能对知识共享的影响显著。在剖析组织设计职能、知识共享机制的概念及其构成的基础上,研究了两者之间的关系。组织设计职能包括组织文化设计、组织结构设计、组织评价设计和组织激励设计4个构成要素,知识共享机制则包括知识共享理念基础、知识共享结构基础、知识共享导向机制和知识共享激励机制4个构成要素。其中,组织文化设计奠定了知识共享的理念基础,解决了知识共享中的信任问题;组织结构设计奠定了知识共享的结构基础,解决了知识共享的渠道能力问题;组织评价设计强化了知识共享的导向机制,解决了知识共享的资源协调问题;而组织激励设计则强化了知识共享激励机制,解决了知识共享的动机强化问题。组织设计知识共享组织文化组织结构组织评价组织激励
南水北调中线穿黄工程渡槽设计研究
长征,治平,阎红梅
人民黄河 , 2003,
Abstract: ?根据南水北调中线穿黄河段的地形地质条件、黄河的洪水泥沙特性和穿黄工程规模大、技术复杂的特点,进行了多种方案的研究比较,推荐采用三向预应力矩形薄腹梁渡槽,下部结构为柱式墩、混凝土灌注桩基础.经过较全面的计算分析研究,渡槽能够满足各种可能条件下的施工和安全运行要求.
养精ⅲ号方组合治疗弱精症52例
彭汉光,长征,显惠,茂林
中国中医药信息杂志 , 2005,
Abstract:
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