为研究中国有色金属矿采选业上市公司经营效率和影响因素,本文利用2014—2019年中国有色金属矿采选业上市公司的面板数据,采用DEA模型方法测算了中国有色金属矿采选业上市公司的技术效率、纯技术效率及规模效率,并引入Tobit模型分析了影响企业效率的主要因素.结果表明:中国大多数有色金属矿采选行业上市公司的综合效率处于良好水平,但仍有较大提升空间,2014—2019年的平均值为0.753,大部分已经处于规模效应递减之中.同时,资本密集度、企业规模、总资产周转率正向影响中国有色金属矿采选业上市公司的经营效率.基于此,本文提出中国有色金属矿采选业上市公司需要从精细化管理、走高质量发展道路、优化投资结构等方面提高经营效率的政策建议.

大学院长是产生角色冲突较多的职位,在我国情境下尤其如此.院长角色冲突来源可归结为组织、个体和人际三个方面,在三个来源之下又可分成多种更具体的成因,从而构成一个院长角色冲突来源的逻辑链条.对于院长角色冲突的应对策略,依据主体是组织还是个体、冲突性质是损益还是增益,可划分为组织策略和个体策略、减少冲突的策略和增加冲突的策略,从而构成一个策略矩阵.

本文以深交所主板A股上市制造业2011-2016年的数据为基础,运用线性回归的方法,实证分析了董事长特征通过研发合作对二元式创新绩效的影响机制.结果表明,董事长学历对二元式创新绩效和研发合作均会产生正向影响;研发合作在学历与二元式创新绩效的关系中发挥部分中介作用;女性董事长对研发合作的促进作用更大.这为高管提高学习与合作意识、企业完善用人机制、政府加大创新鼓励力度提供了理论基础.

遂昌金矿通过实施一系列环境治理恢复工程,大大改善了矿区环境.对其社会效益进行评价,通过文献研究和矿山实地考察,建立遂昌金矿环境治理恢复社会效益指标体系和评价标准,并通过名义专家群体打分法确立各指标权重.将反映遂昌金矿环境治理恢复效果的实际数据、资料纳入指标体系进行评估,得出各层次指标分值和总分值.评价结果显示,该工程在区域经济发展、居民生活、社会和谐稳定、地区形象、教科示范5方面均取得了显著的社会效益,总体评价为优秀级.该评价结果是对矿山环境治理恢复效果的肯定,其经验值得其他矿山借鉴.

This research adopts the method of interviewing of the experts ,field survey and questionnaire survey ,etc .It indicates that the outstanding problems which exist in the process of the current mining right price assessment in China includes :the basis of assessment management is not enough ,the process of assessing management is not perfect ,assessment of the management of the program is not standardized , Supervision and management mode is not appropriate .The main measures of the reform of mining right price assessment management includes :regression mining right price legal concept ,specification mining right price collection and assessment scope ;streamlining administration and institute decentralization ,changing functions ,dealing with the relationship between central and local government ,government and market ;optimizing the process of mining right price assessment management ;regulating the program of mining right price assessment management ;reforming and perfecting mining right price assessment supervision and management mode .

国土资源部牵头开展的全国矿业权实地核查,历时3年,共核查了147 248个有效矿业权,发现了108 356个问题.调研认为,出现这些问题的表层成因包括:矿政部门监管不严、服务不到位,管理技术、方法、手段落后,管理人员配置不能满足要求,政策多变与法律滞后的矛盾,矿业权人违法探矿采矿;深层成因包括:社会环境成因、历史成因、法律法规成因和管理体制机制成因.基于此,需要采取的对策包括:深入推进依法治国、依法治矿;加强矿业权宏观调控;强化矿业权过程管理;加强矿政管理信息化及相关技术方法研究应用;改革完善矿业权管理体制机制.

围绕“低碳消费”对在校大学生进行调查,分析影响其低碳消费行为的内部和外部因素,以期为低碳消费的行为干预寻找一定的依据.结果表明,大学生消费群体对“低碳消费”的认知度中等,低碳消费行为的关注领域与低碳消费行为态度有关,低碳环保效果信任度与低碳消费行为态度显著相关,低碳消费行为的建立受个人低碳消费意识、低碳消费文化与观念、相关政策及低碳消费品的开发生产等因素影响.

This paper,based on authorized data and site investigation to geological survey,finds out the issues of China's geological talents,less in young,highly educated,hydrology,geology,leader,compound and international talents,and being unreasonably distributed,and presents approaches to optimization,including training geological engineers by outstanding engineers program,developing leader talents by distinguished talents program,implementing geology-economy compound talents training program,introducing and fostering international talents,perfecting the regulation mechanism of geology major structure in colleges and universities oriented by the national strategy and market demand,deepening reform of geological work system to accelerate the corporatization process of geological surveys.

The existence of many expired mineral rights in the registration database has been an extremely urgent problem to be solved for mining administrative organizations.The reasons leading to the expiration of mineral rights could be resulted from the factors of mining right owners,mining administrative organizations or domestic policies.To solve the problems of expired mineral rights,firstly,we need to clean them with the principle of the disposal by classification in accordance to the law.Secondly,we need to follow the principles of the combination of punishment and prevention.And more rigid and effective mining administrative management actions should be taken on the basis of strengthening self-construction of mining administrative organizations.

The reform of China's geological units was began in the environment of fiscal policy of the tax-sharing reform,unified collection and payment system by state treasury and the implementation of financial preferential policies,which,over the past ten years,have made achievements in promoting the reform of geological units into localization and enterprization.Currently,geological units confront issues such as unclassified enterprises/public benefits,lack of funds and poor budget management,which requires measures to boost the reform of geological units through the favorable fiscal policies,increasing geological survey funds and reforming budget management.

The problems founded in the national survey and verification of mineral rights includes the mining boundary displacement,the mining boundary ultra-layer cross-border,mining boundary overlap,and the wrong registration information.The cause of the problems can be attributed to four aspects,such as technology,history,mining management,and the mineral rights owner's problem.The paper supplies a comprehensive analysis of the distribution of the above problem and its causes,which systematically expounds the policies and regulations dealing with various issues and the specific method of limits,and made further recommendations which regulates mining approval process and strengthens the establishment and management of mineral rights.

The development of our economic society and the more pressure from resources and environment promote the rapid development of geology work.But the geological talents in the field,innovative talents and top-notch talents is still extraordinarily deficient at present,and talents mechanism is not perfect,which restrict the service production and function of geology work.For a country to become strong,it must first strengthen education,and it must strengthen geological education so as to enhance geology.Furthermore,geology work must strengthen geological talents cultivation,integrate geological education in the the development of geology work and give priority to it.In the future of 20~30 years,the cultivation system of geological talents taking the innovative capability as a core and the geology subject system on the basis of the global system science should be established.We believe that the geological talents will lead the first in the world,the geology subject may reach the top level in the world,our country of high geological education will turn from big to strong.

The quality of geology talents is related to geological work in quality and efficiency,its structure includes incentive,knowledge,ability,physical and psychological qualities,as so-called 5Q.Three typical key careers for geological talents,exploration manager,engineer and geoscientist,are,respectively,corresponding to three different quality structures.This paper studies the 5Q quality structures of geology talents,aiming at offering reference for training and selecting high quality geological talents.

With the rapid development of market economy,the geological exploration is facing new opportunities and challenges.On the one hand,the nation and society have surging demand of energy and raw material,making exploration to be significance and economic values.On the other hand,as mining goes on,vast mineral resources become scarce.And the exploration is facing a high cost,high risk and high investment.Short of capital in geological exploration prevents new breakthroughs.This paper,based on Chinese explorers'features and capital,combines the GEM listing requirements,analyzes the feasibility on GEM as a financing channel for China's prospecting units,and the major issues.

China 's fast economic development needs a high level of geological human resources,who are currently most from geological universities or geological major.Due to some causes,geological units especially the basic geological units are short of geological human resources.This paper,based on the supply of human resources to basic geological units,studies the salary and working environment that the geological human resources are mainly concerned,concludes that the salary satisfaction plays a key role for geological graduates to select to work in a basic geological unit,but the working environment is not a big factor.This paper gives a suggestion improving the supply of human resources to basic geological units,including increasing salary,project management and setting up institutes in medium-big cities.

<正>员工流动对酒店具有正反两方面的影响,其流动率存在一个合理值可使酒店的利益最大化。酒店员工流动率过高,这已是酒店业的普遍现象。员工流动对企业的影响是双面的。从酒店角度来看,适度的人员流动,可优化酒店内部人员结构,使酒店充满生机和活力,还能给企业带来新的经营理念。然而酒店员工流动率过高却会给酒店经营管理带来一定的消极影响,如可能增加酒店的经营成本;影响酒店在职员工的工作积极性,容易导致人心涣散;高层

In order to study behavior simulation in organizational behavior teaching,we did some research recently. It is proved that behavior simulation is very favorable for cultivating students' learning interest and their team-work spirit,increasing their ability to solve the practical problems. It should attach importance to the application of behavior simulation in organizational behavior teaching.

This paper,based on the theories of cost compensation mechanism of higher education,analyzes the major issues in the cost compensation in geology higher education such as insufficient financial investment and deficient support to students,presents the guideline,principle,target and framework of cost compensation mechanism on geology higher education,with a detailed analysis on the main components in cost compensation mechanism,including the main part of compensation,compensation structure,and compensation means,etc.

针对广义的人才退出的内涵进行了阐释和说明,即它不等同于传统意义上退出企业的说法,而是立足于人力资源战略的实现。结合我国地勘单位人力资源管理现状,分析了其建立人才退出机制的现实意义,例举并分析了我国地勘单位可以采取的人才退出模式,提出了建立我国地勘单位人才退出机制应注意的问题,其中根据斯奈尔模型理论提出对地勘单位人员进行差异化退出管理建议。