二战时期日本的“国土计划”与殖民地台湾

日本帝国主义对台湾的殖民政策导向及活动形态,最终目的是把台湾彻底同化,并为此不断强化各项具体的殖民政策措施。在第二次世界大战期间日本策划制定的“国土计划”案中,包含:了对殖民地台湾产业及人口的分配计划等重要内容,成为针对包括本土及海外殖民地综合性开发计划的重要组成部分。1943年10月,由企画院策划制定了《中央计划草案》,其中针对台湾的计划案,继承了此前日本政府和台湾总督府制定的相关计划案。与其他殖民地地区相比,台湾的工业化构想并未受到重视,但该计划中有关工业生产目标远远高于实际状况,所以呈现了完成可能性极低的特征。虽然该计划加速了台湾对日本本土的经济性从属,但与朝鲜和中国华北地区相比,其在补充日本本土经济上的作用非常有限。     

Reforming the Oversight of Multi-Site Clinical Research: A Review of Two Possible Solutions

The current system for the ethical oversight of clinical research suffers from structural, procedural, and performance assessment problems. Initially conceived primarily to handle local investigator-initiated single-site studies, the system of institutionally-based committee review has become progressively more inefficient given the increased prevalence of commercially or federally sponsored multi-center trials. To date, proposed solutions do not adequately address these problems.

Beginning with a review of these structural, procedural, and performance assessment problems, this article will then consider two proposals for addressing these deficiencies: (a) regional ethics organizations; and (b) IRBNet?, a newly developed web-based program for cooperative IRB review. The strengths and weaknesses of these two approaches will be evaluated in light of recent experience with centralized review. The proposal to establish a system of regional ethics organizations presents a comprehensive approach to many of the problems faced by the current system. However, IRBNet? offers an immediate and feasible solution to many of the problems faced by the review of multi-site clinical studies.     

Increasing women's contribution on board decision making: The importance of chairperson leadership efficacy and board openness

In the last decade, the number of women on corporate boards has increased slightly, but the prevailing minority status of women directors implies that they will continue to face social barriers. While prior research has largely focused on explaining social barriers (e.g., being categorized as an out-group member) to increase diversity and its negative consequences, how boards can avoid these obstacles remains unclear. Stemming from recategorization theory, we examine whether and to what extent board chairperson leadership efficacy and board openness (as mechanisms to avoid out-group bias) enhance the influence of women when they are in the minority in board decision-making. In a sample of 146 Norwegian firms, we found a positive relationship between women minorities and women directors’ contribution to board decision-making. Moreover, we found that this positive impact increases when the board chairperson exercises leadership and the board operates in an atmosphere of openness.     

The interface of the top management team and the board: A dynamic managerial capabilities perspective

Although top management teams use their human capital, social capital, and cognition (i.e., dynamic managerial capabilities) to drive strategic change in their firms, faultlines within these teams may dampen the strategic change that they produce. While boards can enable but also restrict these change efforts, we know little about how precisely a board's monitoring and advice-giving condition the impact of the top management team's dynamic managerial capabilities on strategic change. We clarify how intense monitoring and advice-giving affect strategic change when faultlines between the top management team's and board's dynamic managerial capabilities are more or less salient. We explain that intense monitoring further stifles both the breadth and speed of strategic change that can be accomplished, and that this is more pronounced when the faultlines between the two bodies are strong. Furthermore, we outline that intensive advice-giving can be beneficial in improving the breadth of strategic change, but more so when these faultlines are weak and less so when they are strong. Notably we illuminate that the reverse happens in terms of speed of strategic change: intensive advice-giving can be detrimental engendering a further dampening of strategic change speed which is more pronounced when these faultlines are strong but less when they are weak.     

Board of director efficacy and firm performance variability

While academic researchers continue to debate the effect of board independence in increasing performance, its efficacy could also be reflected in whether firm performance is made more stable. Board governance activities are a constellation of actions aimed at managing agency costs and ensuring the viability of a company over time. The efficacy of such actions would, therefore, be reflected in a distal outcome, specifically, in lower firm performance variability. Boards that can control agency costs and limit both underinvestment and overinvestment would reduce a firm's deviation from its mean performance trajectory. Using a longitudinal sample of publicly traded companies in the United States, we find that board stability, board resource provision, and CEO influence are negatively associated with performance variability. Board independence is not associated with performance variability. With increasing board independence, greater board stability and greater CEO influence are negatively associated with performance variability, however, greater board resource provision is not associated with performance variability.     

校园帖吧：大学校园文化建设以外的虚拟校园

高校校园文化建设应重视校园帖吧这个“虚拟校园”的存在，以开放的姿态、开明的思想对其进行有效引导，这对提高大学生思想政治教育的实效性，扩大覆盖面，增强影响力，具有紧迫和重要的现实意义。     

Does task-related conflict mediate the board gender diversity–organizational performance relationship?

The board gender diversity–organizational performance relationship has been criticized for the absence of tests of the underlying mechanisms of this relationship. This study aims to empirically investigate whether task-related conflict – one of the prime theorized mechanisms of board diversity – indeed mediates this relationship. Consistent with the literature, we theorize how board gender diversity affects task-related conflict, and how task-related conflict in turn affects organizational performance. We test our hypotheses in the Dutch water authority sector 2009–2014, where we have access to the detailed board meeting minutes of 27 organizations. Our results find support for a partial mediating effect of task-related conflict in the board gender diversity–organizational performance relationship. We conclude by discussing the implications for the board gender diversity literature.     

2010 Practice Analysis: Professional competencies and work categories in public relations today

Without question, the profession of public relations has changed greatly over the years, but the practice of that profession has remained unchanged in the last half century. The 2010 Practice Analysis conducted by the Universal Accreditation Board as a follow-up to its 2000 study examines professional competencies and work categories in current public relations practice. Results indicate that knowledge, skills, and abilities (i.e., professional competencies) for public relations practice in 2010 centered on general business skills, media relations, and theoretical knowledge. The strategic planning process of research, planning, implementation, and evaluation, as well as public relations ethics and legal issues, were connected to both general business skills and media relations. Four groupings of work categories in 2010 were public relations management, issues management, corporate communications, and media relations; each of these work category groupings reflected clear areas of extant public relations scholarship, suggesting that the theory and practice of public relations may be closer to each other than is commonly decried.     

Scheduling algorithms for computer-aided line balancing in printed circuit board assembly

Generalized flexible flow line (GFFL) is a scheduling environment comprising several machine banks which the products visit in the same order but can skip some machine banks. The type of machines in a bank can differ but they are suitable for performing the same manufacturing tasks. To change one product to another demands a set-up operation of the machine. This paper describes several scheduling algorithms for the GFFL problem. The overall structure of these algorithms is similar, consisting of machine allocation and sequencing phases. The algorithms have been integrated into an interactive production scheduling system for electronics assembly. Sample cases are used to illustrate the operation of the system in practice.     

The History and Status of Social Workers in the American Psychoanalytic Association

Historic changes within the American Psychoanalytic Association (APsaA) in the 1980s eventually allowed social workers and other non-medical professionals to train in clinical psychoanalysis as regular “candidates”. The steps to work through organizational resistance to this change are traced. The present level of activity of those analysts who began as social workers is discussed, with numeric data showing expansion of involvement in training and organizational life. Analysts with a background in social work are beginning to make significant positive contributions to APsaA. There is a more rapid pace of inclusion of analysts from social work in the governance side of APsaA than the educational. The ultimate impact on the organization is difficult to anticipate.