英语原文共 8 页， 库存和流程规划参数对供应链绩效的影响:一项探索性研究 Ram Ganeshan , Tonya Boone , Alan J. Stenger 摘 要 本文的主要目的是研究库存参数和管理技术对一个综合零售供应链的绩效的影响。特别地，我们研究了供应链绩效对三个存货参数的敏感性:(1)预测误差，(2)各级间的沟通模式，(3)计划频率。我们通过构建一个详细的仿真模型，并使用了来自我们参与的案例研究的数据进行实证研究。研究表明，这三个参数对供应链都有显著影响。预测误差和重新规划频率的增加会降低服务水平、减少投资回报，并增加周转时间。与各级节点间各自进行物流决策相比，采用信息沟通模式，供应链各级间进行信息交换，可以产生更高的服务水平。 关键词 库存；供应链管理 1，简介 在过去的10年里，人们不断地重新审视库�

英语原文共 9 页， 建筑信息模型(BIM)在建筑项目设计阶段的最佳实践 N Kasim1, N A Zainal Abidin1, R Zainal1, N Sarpin1, M H I Abd Rahim1 and M Saikah1 摘要：建筑信息模型(BIM)的实施有望改善马来西亚建筑业的现状。在设计阶段，缺乏足够的技术人员来开发并有效利用BIM战略计划。这些为BIM在马来西亚建筑业实现最佳实践创造了界限，尤其是在设计阶段。因此，本次研究的目的是调查在设计阶段BIM实施的现状以及所需的最佳实践因素。定性研究方法是通过半结构化方式采访在不同组织中运用BIM技术的的设计师们。通过执行内容分析法对收集的数据进行分析。从调查结果中可以看出，在设计阶段实施BIM的最佳实践因素包括促进BIM培训的因素、采用正式方法监测细节的自动化水平(LOD)、举办虚拟会议和提高行业基础类兼容性(IFC)。因此，这些最佳实践�

英语原文共 9 页， 生鲜社区团购配送模式评价与选择研究 摘 要： 目前，社区团购作为一种新兴的电子商务模式，已经开始引起大企业的关注。 一方面，这种模式的出现符合当代“团购”时代的趋势； 另一方面，它在很大程度上满足了不同群体的消费需求，并整合了分散的市场。 配送是社区团购的关键，因此，选择合适的配送模式已成为社区团购企业的当务之急。 本文在分析生鲜社区团购配送模式的基础上，运用平衡计分卡的方法构建了生鲜社区团购配送模式的评价指标体系，并运用层次分析法的相关方法对这四个配送模式进行评价和选择，为生鲜社区团购的发展提供指导性的建议。 关键词：生鲜农产品、社区团购、物流配送模式、评价 第1章 绪论 随着智慧城市的提出和智慧社区的建设，几乎被遗忘的社区理念将

文献题目：An insight into entrepreneurship education practices in Technical and Vocational Education and Training institutions （对技术和职业教育及培训机构的创业教育实践的洞察） 作者：AbedeJawaraMack, Daniel White, Osiris Senghor 刊名：Journal of Global Entrepreneurship Research, 2019, Vol.9 (1), pp.1-15 来源数据库：Springer Journal Abstract Technical and Vocational Education and Training (TVET) and entrepreneurship education have always been used as a vehicle towards economic and social transformation within many nations. With this in mind, the research investigates the entrepreneurship education practices in TVET institutions in Trinidad and Tobago. A quantitative study utilising a face-to-face survey was conducted with 446 TVET students from four TVET institutions from all geographical locations in Trinidad and Tobago. Correlation analysis and logistic regression were performed to assess the views and significant r

外文文献原文： Advances in Social Science, Education and Humanities Research, volume 290 2nd International Conference on Economic Development and Education Management (ICEDEM 2018) Thoughts on Brain Drain in Private Enterprises Wang Jun School of Business Huaiyin Institute of Technology Huaian, China Chen Jian School of Business Huaiyin Institute of Technology Huaian, China Abstract—Although private enterprises are more flexible in personnel recruitment than state-owned enterprises, a prominent problem faced by small and medium-sized private enterprises is the massive brain drain. The loss of talents represents the loss of interests and wealth. The loss of highly qualified personnel in private enterprises is often devastating for enterprises. This paper points out many problems existing in human resource management of private enterprises in our country at present, analyses the main causes of brain drain of private enterprises, and put

附录：外文文献原文 THE JOB APPLICANTrsquo;S PERSPECTIVE Attracting the attention of potential job applicants is the first step in the recruitment process.It is useful to distinguish two aspects of this variable: persons becoming aware of a job opening and their actively processing the information presented. With regard to whether individuals targeted for recruitment are made aware of a job opening, researchers largely have ignored this variable. This is surprising given that for 50 years research dealing with persuasion (e.g.,Hovland et al. 1953) has highlighted the importance of attracting the attention of intended information recipients. In terms of information that is noticed being actively processed,interviews with applicants suggest that job advertisements are often “skimmed” as opposed to being systematically processed ( Jones et al.2006). To generate deeper processing, recruitment research (Allen et al. 2004) suggests that Job-related information that is unexpecte

A study of enterprise human resource competence appraisement 1. Introduction Drucker (1954) in the Practice of Management first put forward the concept of human resource, great progress has been made in the theory of human resource management, meanwhile, it plays an important role in guiding the practice of management. Human resource has been considered as a kind of strategic contributors in an enterprise since 1990s. As a consequence, many theories and methods of the strategic management of human resource have been developed. In some degree, the management of human resource becomes the strategic management of human resource. How to treat and determine the value of human resource becomes an important researching content in the strategic management of human resource (Baron, 2003; Dennis et al., 2002; Grabotand Letouzey, 2000; Gunderson, 2001; Hagan, 1996; Jeong, 2002; Kaufman, 2001; Pinker and Larson, 2003; Remus and Timothy, 2002; Wang and Yao, 2003). According to the b

Human resource management and firm performance: Testing a contingency model of executive controls Results from 102 single product firms indicate that, as hypothesized, when the approach to HRM was based on behavior control, firm performance was higher when executives had complete knowledge of cause-effect relations. HRM based on output control had neither a direct nor a moderating effect on firm performance. When the approach to HRM was based on input control, performance was higher when standards of desirability were ambiguous. From a practical standpoint, these findings suggest that executives should be cognizant of several contingencies that might guide their choice among various approaches to HRM, as well as the effects these choices have on the performance of their firms. From a research standpoint, there are several issues raised in this study that suggest avenues for future investigation on HRM, control, and performance. Because any discussion about how an organizatio

Determinants of employee turnover intention Soojin Kim Lee Kong Chian School of Business, Singapore Management University, Singapore Lisa Tam School of Advertising, Marketing and Public Relations, Queensland University of Technology, Brisbane, Australia Jeong-Nam Kim Gaylord College of Journalism and Mass Communication, University of Oklahoma, Norman, Oklahoma, USA, and Yunna Rhee Division of Media Communication, Hankuk University of Foreign Studies, Seoul, South Korea Abstract Purpose – The purpose of this paper is to identify associations amongst organizational justice, supervisory justice, authoritarian culture, organization-employee relationship quality and employee turnover intention. Design/methodology/approach – An online survey (n 300) was conducted in South Korea. Findings – Organizational justice and supervisory justice are positively associated with organization- employee relationship quality, while authoritarian organizational cu

英语原文共 16 页， 2.文献综述 有关金融部门对环境影响的研究由来已久。理查森(2005)认为，自20世纪70年代以来，经合组织国家的企业一直依赖外部融资。在一定程度上，金融家对污染企业造成的环境破坏负有责任。金融部门不直接影响环境，但通过向破坏环境的企业提供投资贷款产生间接影响。Allen和Yago(2011)指出，为了建立一个更可持续的经济，应该使用金融技术来评估和定价环境外部性(例如水、空气污染和公共资源)。宁(2014)研究了中国从1978年到2010年绿色金融和宏观经济发展水平之间的关系后发现,虽然它们之间存在长期稳定的均衡关系,但是发展规模对绿色金融和资源分配的效率对宏观经济发展有抑制作用。也有一些研究考察了中国的银行和其他金融机构的企业社会责任发展指数与经营业绩的相关性(Yin等人2014)和其他国家(Simp