基于人力资源会计理念的人力资源信息管理模式研究     

姚梅芳  胡琳 《现代情报》2005,25(10):151-152,157

本文通过对人力资源会计核算模式的分析，提出运用人力资源会计理念于人力资源信息管理中的可行性，基于此，初步探索企业人力资源信息管理模式，对丰富信息经济学具有学术价值。  相似文献   

Regulation of DNA double-strand break repair pathway choice: a new focus on 53BP1     

Fan ZHANG  Zihua GONG 《Journal of Zhejiang University. Science. B》2021,22(1):38-46

Maintenance of cellular homeostasis and genome integrity is a critical responsibility of DNA double-strand break(DSB)signaling.P53-binding protein 1(53BP1)plays a critical role in coordinating the DSB repair pathway choice and promotes the non-homologous end-joining(NHEJ)-mediated DSB repair pathway that rejoins DSB ends.New insights have been gained into a basic molecular mechanism that is involved in 53BP1 recruitment to the DNA lesion and how 53BP1 then recruits the DNA break-responsive effectors that promote NHEJ-mediated DSB repair while inhibiting homologous recombination(HR)signaling.This review focuses on the up-and downstream pathways of 53BP1 and how 53BP1 promotes NHEJ-mediated DSB repair,which in turn promotes the sensitivity of poly(ADP-ribose)polymerase inhibitor(PARPi)in BRCA1-deficient cancers and consequently provides an avenue for improving cancer therapy strategies.  相似文献   

浅谈民营企业人力资源管理存在的问题及对策     

史杰 《华章》2008,(15):3-4

企业人力资源管理是现在企业面临的一个艰巨的问题.我国的民营企业在加入WTO后尤其面临巨大的挑战.21世纪的竞争归根结底是人才的竞争,只有处理好人的问题,才能使企业在现代的竞争中立于不败之地.  相似文献   

汽车合资企业人力资源管理和员工幸福感关系的实证研究     

李敏  邓蓉 《软科学》2010,24(4):104-108

选择某一汽车集团的中日、中法两家合资企业作为研究对象,检验了在相同中方投资者,不同外方投资者的中外合资企业生产车间中,公平感对人力资源管理与员工工作幸福感关系的中介作用以及人力资源氛围的调节作用。结果表明:来自东西方文化差异较大的不同外方投资者,人力资源管理与员工幸福感关系之间的中介效应和调节效应有显著差异。车间工作现场人力资源管理会对员工工作满意度产生正向影响,对员工疲劳感产生负向影响。并从人力资源管理的角度,对在中国投资环境下如何提高员工的幸福感提出了建议。  相似文献   

我国甲A足球运动员平原及高原训练时血清睾酮、红细胞有形成分和心血管机能反应特点   总被引：8，自引：4，他引：4  

张立 《武汉体育学院学报》2000,34(1):104-107

与平原相比我国足球运动员高原训练血清睾酮无明显变化,血液有形成份中RBC、HB和RBC平均体积及RBC体积分布宽度显著性增加。中等强度运动时高原心率反应大于平原,而大强度运动时则低于平原心率反应,同时12min跑成绩也劣于平原。说明RBC、HB的增加是单纯高原轻度缺氧所致,限制高原大强度运动能力的因素仍然是心血管机能。  相似文献   

对中国女子皮艇队高原训练某些生理生化指标评定效果的研究   总被引：28，自引：0，他引：28  

石爱桥 《武汉体育学院学报》2000,34(2):101-105

着重介绍了中国女子皮艇队在高原训练时,利用某些生理生化指标进行评定的研究。研究发现,以血尿素指标和血红蛋白指标评定运动员的身体机能状况,能够很客观地反映她们的情况,而尿蛋白指标却不如以上两指标。血乳酸值能够很好地反映运动员的有氧和无氧代谢能力情况。利用心率指标时,应考虑到高原和平原时安静和最大心率状态有所不同的特点。  相似文献   

武术长拳运动员不同强度练习后心率及血乳酸变化的研究   总被引：6，自引：0，他引：6  

梁永文 《体育学刊》2000,(5):116-117

通过武术长拳运动员不同训练强度下心率和血乳酸的测定,分析研究运动员训练水平与心率及血乳酸的关系,并探讨不同训练负荷下血乳酸与运动员训练水平的关系,为科学训练提供依据。  相似文献   

Deciphering the black box of HPWS–innovation link: Modeling the mediatory role of internal social capital     

《国际创新研究学报(英文)》2022,6(2):78-91

This study investigates the impact of High-Performance Work Systems (HPWS) on radical and incremental innovation in the services industry. Insights from the Social Exchange Theory (SET) and Ability-Motivation-Opportunity (AMO) Framework have been used to assess the role of social capital (SC) as a mediator between HPWS, radical innovation (RI), and incremental innovation (II). By using a simple random sampling technique, 328 responses were received from respondents in Pakistan's banking sector firms. For data analysis, structural equation modeling was applied. The results of the study show that HPWS is a significant driver of II, but not RI, in banking sector firms. Moreover, SC plays the role of mediator in the HPWS-innovation link. Outcomes of the study extend the understanding of the “black-box” (i.e., the transmission mechanism between systems of human resources(HR) practices and innovation). It also contributes to understanding HPWS, SC, II, and RI in the context of Pakistan's banking sector. This study expands on earlier research in the areas of HPWS, SC, and Innovation. It supports the view that internal SC enables RI and II. Prior studies indicated that HPWS drives innovations, yet there has been no clear explanation about the mechanism of this effect. By providing empirical evidence on the mediating role of SC, this study expands on existing literature. Empirical validation of an association between HPWS RI, and II contributes to theory by supporting the tenets of the AMO Framework. Unlike prior research that focused on short-term financial outcomes, this study used RI and II as alternate indicators of organizational performance. Our study expanded the literature into the services sector. Furthermore, we contributed to the methodology by conceptualizing HPWS as a high-order formative construct, resulting in significant model parsimony. Insights from our study are relevant to managers because it shows that HPWS implementation not only helps banks to attract, develop, and retain talent but also facilitates the development of SC, which is critical for enabling the innovation capability of the firm. Top managers need to consider internal SC in the design of HPWS because carefully designed HPWS drives SC. This enables idiosyncratic relationships among members of the organization. Thus, the firm gets a competitive advantage that is harder to be copied by competitors. First, data were collected from a single industry. It will be useful to know the effects of multiple industries in future research. Second, this study did not differentiate between different dimensions of SC, i.e., structural, cognitive, and relational. It will be interesting to see how these dimensions relate to HPWS and innovation in future research.  相似文献   

浅析中小企业人力资源管理     

武斌 《福建师大福清分校学报》2014,(1):44-47

在传统模式下成长起来的中小企业,其用人机制存在诸多不足,亟需规范管理,本文针对现阶段我国中小企业人力资源管理存在的问题,从人才的招聘选择,培养使用,长期留用等方面进行分析,并有针对性地在各个方面提出了相应建议。  相似文献   

考虑联盟形成过程的合作博弈及其在人力资源管理中的应用     

朱晓阳  姜殿玉 《科技管理研究》2015,(19)

针对当传统合作博弈理论应用于人力资源管理中的人员配置与收益分配时出现的拟合度较低的问题,放宽传统理论的个别假设,重新考虑联盟形成过程,构造出一个扩展的合作博弈模型。扩展后的模型与现实经济系统更加拟合,适用性也更强。重新定义扩展后的模型的核解,并展示相应的联盟收益分配新算法,同时证明该算法是一个核解。  相似文献