"三个代表"重要思想与党的现代化建设

党的现代化是马克思主义政党发展的一条基本规律,是党自身发展的需求,是实践"三个代表"的重要体现,同时也是社会主义现代化建设目标顺利实现的政治保证."三个代表"重要思想是党的现代化的灵魂.加强党的现代化建设,必须学习贯彻这一重要思想,提高全党的马克思主义理论水平和现代化素质;必须加强党的执政能力建设,提高党的领导水平和执政水平;必须坚持和健全完善党的民主集中制,增强党的活力和团结统一;必须加强党的作风建设,深入开展反腐败斗争.     

现代西方行政领导体制的特征及其启示

从19世纪后期到20世纪后期,西方各国政府行政领导体制均出现了某些适应现代化需要的新变化:从初级集权到集权与分权的平衡。研究西方政府行政领导体制的新变化,对于正处于现代化进程中的中国,建构既适应现代化一般要求又适应中国国情特殊需要的现代政府行政领导体制,提高中国政府的内部运作和外部治理效能,具有极为重要的启发和借鉴意义。     

Does accreditation really matter in public relations practice? How age and experience compare to accreditation

Many scholars and practitioners have suggested accreditation as one way to enhance the professionalism of public relations practice. But, others have questioned whether accreditation really makes a difference and whether experience is a sufficient substitute for accreditation. This study found that, although accredited practitioners were significantly older and had significantly more years of experience compared to their non-accredited counterparts, differences between the groups with respect to seven work categories and five professional competencies remained even when age and years of experience were controlled. The affected work categories were account/client management, strategic planning, public relations program planning, project management, stakeholder relations, issues management, and crisis management. The affected professional competencies were the four-step strategic planning process; ethics and legal issues; communication theory; business literacy; and advanced communication skills. In short, this study refutes the argument that age and professional experience are sufficient substitutes for accreditation in public relations. In fact, they are not.     

高等学校民主评议领导干部工作的实践与研究

教职工代表大会是学校实行民主管理的基本形式 ,完成学校的各项任务 ,必须要保证教代会的审议建议、审议通过、审议决定和评议监督等四项职权的顺利实施。本文指出要从“建设政治文明、完善领导体制、提高干部队伍整体素质”的高度来认识高等学校教代会民主评议领导干部工作 ,结合近几年高校开展民主评议干部工作的实践和经验 ,对当前存在的一些问题进行了初步的探索和思考。     

The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure

There is an extensive private sector literature on organizational change management. However, recent studies have suggested that the specific context of public organizations may have consequences for the management organizational change. This study examines to what extent different change approaches and transformational leadership of direct supervisors contribute to the effective implementation of organizational change in public organizations, and to what extent the bureaucratic structure of public organizations makes the implementation of organizational change s3pecific. The implementation of an organizational change in a Dutch public organization is studied using quantitative methods and techniques. The results indicate that bureaucratic organizations may effectively implement organizational change with both planned and emergent change approaches. The contribution of transformational leadership depends on the type of change approach and organizational structure. Transformational leadership behavior of direct supervisors contributes little to planned processes of change, but is crucial in emergent processes of change in a non-bureaucratic context. Although the literature on change management mostly emphasizes the leadership of senior managers, the leadership role of direct supervisors should not be overlooked during organizational change in public organizations.     

我校2003年获9项国家自然科学基金资助项目

本文将核心竞争力思想应用于城市发展系统，对城市核心竞争力进行了研究。提出了城市核心竞争力概念；构建了城市核心竞争能力概念层次模型。通过对优势资源、产业竞争力、城市竞争力和城市核心竞争力四个层次做详尽阐述，为城市管理者分阶段、分步骤实施城市核心竞争力战略提供理论依据。     

Relationships between leadership and professionals' job attitudes and perceptions: Comparison of two leadership models

The aim of this study was to investigate the power of the Average Leadership Style (ALS) and Vertical Dyad Linkage (VDL) models of leadership in explaining relationships between leader's initiating structure behaviour and consideration behaviour, and subordinates' attitudes and perceptions. The considered dependent variables were five facets of job satisfaction, two role stress variables (role conflict and ambiguity), one role strain indicator (job tension), and four dimensions of workteam climate. The relationships were investigated in two occupational samples comprising 127 family physicians and 155 nurses working in 28 Primary Health Care Teams. Within and between analysis (WABA) and contextual analysis were applied in order to determine the appropriate level of analysis (group as expected from ALS or individual as expected from VDL) for studying the relationships between leader consideration and initiating structure behaviours and the dependent variables. The results obtained showed the prevalence of the VDL model in most of the cases, although two of the relationships studied fitted the ALS model.     

The use of constructive-developmental theory to advance the understanding of leadership

Constructive-developmental theory is a stage theory of adult development that focuses on the growth and elaboration of a person's ways of understanding the self and the world. In this article we review how the constructive-developmental frameworks of Kegan [Kegan, R. (1982). The evolving self: Problem and process in human development. Cambridge, MA: Harvard University Press], Torbert [Torbert, W. R. (1987). Managing the corporate dream: Restructuring for long-term success. Homewood, IL: Dow Jones-Irwin.], and Kohlberg [Kohlberg, L. (1969). Stage and sequence: The cognitive developmental approach to socialization. In D. Goslin (Ed.), Handbook of socialization: Theory and research. New York: Rand McNally] have been applied in the theoretical and empirical literature on leadership and management. Although the literature has produced a number of propositions, the notion that a leader's order of development should impact his or her leadership effectiveness or managerial performance has generated the most research. We found mixed support for this proposition as well as a number of limitations in the research in general. To have a greater impact on the leadership field, constructive-developmental theory needs to generate more robust research, to link more clearly with on-going streams of leadership research, and to explore the contribution of aspects of the theory beyond individual order of development.