The order of the group of self-homotopy equivalence of wedge spaces

In this paper $Aut(\Sigma X\vee \Sigma Y)^\#$ the order of the group of self-homotopy equivalence of wedge spaces is studied. Under the condition of reducibility, we decompose $Aut(\bigvee\limits_{t=1}^{k}X_{t})$ to the product of subgroups which generalizes the known results for $k=2$. Then we also give the formula for $Aut(\bigvee\limits_{t=1}^{k}\Sigma X_{t})^{\#}$

A class of robust numerical methods for solving dynamical systems with multiple time scales

In this paper, we develop a class of robust numerical methods for solving dynamical systems with multiple time scales. We first represent the solution of a multiscale dynamical system as a transformation of a slowly varying solution. Then, under the scale separation assumption, we provide a systematic way to construct the transformation map and derive the dynamic equation for the slowly varying solution. We also provide the convergence analysis of the proposed method. Finally, we present several numerical examples, including ODE system with three and four separated time scales to demonstrate the accuracy and efficiency of the proposed method. Numerical results verify that our method is robust in solving ODE systems with multiple time scale, where the time step does not depend on the multiscale parameters

Three Sections of Applications of Co-Integration: Hedge Funds, Industry and Main Global Equity Markets

Co-integration is an econometric property of time series variables. If two or more series are themselves non-stationary (unit root process), but a linear combination of them is stationary, then the series are said to be co-integrated. If there is a co-integration among some time series, we can say there is a long-run equilibrium. That is the non-stationary time series may diverge from each other in short-run, however they would arrive at equilibrium in long-run. Therefore, we can use this methodology to test the existence of commonality of some non-stationary time series. Here we apply a semi-parametric cointegration test introduced by Cheng and Phillips (2008) to three issues: commonality of hedge funds with different strategies, the co-movement of different industries and financial markets of different countries. The test shows that there is a co-integration among nine different hedge funds strategies and this result provides a support for the factor-seeking methodology used in Agarwal and Naik (2004), Fung and Hsieh (2001), and Fung and Hsieh (2004) which find factors for hedge funds from specific strategy and use these factors to the whole industry. For industry, there is also a full rank cointegration among five industries: consumer, manufactory, high-tech, health and other and therefore different industries co-move with each other in long-run. The test of financial markets of different countries shows that there is no long-run equilibrium among financial markets of USA, UK, Germany, France, Hong Kong, Japan and Singapore

The impact of corporate social responsability on turnover intention: an empirical study of three private hospitals in Ningbo, China

In the process of health system reform in China, the development of private hospitals has drawn wide attention from the government and society. From the central government to local governments at various levels, a package of policies has been introduced to encourage the development of private hospitals. However, efforts over the past 20 years have not achieved significant results. Currently, although an increasing number of private hospitals are appearing, they are typically characterized by small scale, low technology and unsatisfactory economic and social benefits. The high turnover rate of medical professionals is the most important factor hindering the development of private hospitals. A careful analysis of reasons for existing problems reveals that investors and managers in private hospitals excessively pursue the economic benefits while putting little emphasis on the hospital culture construction and hospital social responsibility. As a result, the medical staff lack sense of belonging, accomplishment and safety and the organization lacks cohesion. The thesis makes an empirical study on three private hospitals in Ningbo and Zhejiang Private Hospital Association and 607 valid questionnaires are retrieved and analyzed. First, the reliability and validity of questionnaires is tested using exploratory factor analysis method, and Cronbach Alpha; second, the model fitness is tested using confirmatory factor analysis method and SEM is used to test the proposed hypotheses; finally, the independent sample T test and ANOV Aare used to analyze the effect of demographic factors such as gender, age and rank on the research variables. The main research results are as follows: (1) CSR, organizational culture and organizational identification are closely correlated. (2) Both internal and external corporate social responsibility (INCSR and EXCSR) in the private hospitals surveyed have a positive effect on the organizational culture. (3) INCSR has a positive effect on organizational identification while EXCSR has a negative effect on organizational identification. This because private hospitals fail to attach great importance to the stakeholder that really matter when performing social responsibility. (4) The organizational culture (OC) has a positive effect on organizational identification (OI), and OI/OC is negatively correlated with turnover intention The study focuses on the separate study of CSR, organizational culture and organizational identification and puts forward the functions and effect of performing CSR that are rarely mentioned by either foreign or Chinese scholars. In a practical sense, it has laid a theoretical foundation for private hospitals on how to construct a good organizational culture and strengthen human resources management.Enquanto parte integrante da reforma do sistema de saúde na China, o desenvolvimento de hospitais privados tem vindo a merecer a atenção do governo e da sociedade. Quer o governo central quer os governos locais a vários níveis têm vindo a introduzir um conjunto de políticas no sentido de encorajar o desenvolvimento deste tipo de hospitais. Contudo e apesar destes esforços já decorrerem nos últimos 20 anos, os resultados não têm sido significativos. O número de hospitais privados tem sido crescente, mas são em geral de pequena dimensão, possuem tecnologia deficiente e produzem resultados económicos e sociais pouco satisfatórios, sendo a rotação de pessoal médico o factor que mais afecta o seu desenvolvimento. Uma análise das razões para este problema revela que investidores e gestores estão mais interessados em benefícios económicos negligenciando a construção de uma cultura organizacional e também a responsabilidade social dos hospitais. Em consequência o pessoal médico não tem sentido de pertença, não se sente realizado, sente-se inseguro e tudo isto contribui para uma falta de coesão na organização. Esta tese realiza um estudo empírico em três hospitais privados na cidade de Ningbo e na Associação de Hospitais Privados da Província de Zhejiang tendo como base 607 respostas válidas a um questionário desenvolvido para o efeito. O nível de confiança e a validade dos questionários foi testada através de análise factorial exploratória e Cronbach Alpha. A adequação do modelo foi testada através de análise factorial confirmatória e as hipóteses propostas foram testadas através do modelo de equações estruturais. Utilizou-se por fim o teste t e ANOVA para analisar os efeitos das variáveis demográficas tais como género, idade e posto de trabalho nas variáveis do modelo. Os principais resultados foram os seguintes: (1) A responsabilidade social (RS), a cultura organizacional e a identificação com a organização estão intimamente correlacionadas; (2) Na amostra analisada, quer a RS interna quer a RS externa (RS-IN; RS-EX) têm um efeito positivo na cultura organizacional; (3) A RS-IN tem um efeito positivo na identificação com a organização enquanto que esse efeito é negativo no que respeita à RS-EX, isto porque, ao exercerem a sua responsabilidade social, os hospitais privados da amostra não parecem dar grande importância aos stakeholders que de facto importam; (4) A cultura organizacional tem um efeito positivo sobre a identificação com a organização e ambos os construtos estão negativamente correlacionados com a intenção de deixar a organização. Este estudo analisa a importância da responsabilidade social na construção da cultura organizacional e no desenvolvimento da identificação com a organização e inclui elementos que raramente são considerados no contexto chinês. Por outro lado contribui com fundamentação teórica para que os hospitais privados na China possam construir uma boa cultura organizacional e assim fortalecerem a gestão dos seus recursos humanos