能源与环境设计先导评价标准约束下的景观设计——以成都万国数据中心景观设计为例

美国绿色建筑委员会（USGBC）的国家标准LEED认证是目前国际上最具影响力的绿色建筑评估体系之一。本研究以成都万国数据中心的景观设计为例,结合地域文化提炼的设计理念,与建筑设计充分的融合并延续风格,在LEED认证下的景观设计遵循场地可持续发展理念,在设计与建设过程运用新材料、新方法以及新的管理和许可规程;设计以植被为主,防止热岛效应。雨洪利用借鉴北京奥林匹克公园＂下渗为主,适当回收;先下渗净化,再回收利用＂设计,合理拦蓄雨水资源,并科学利用绿色电力和可再生能源。     

企业家战略领导能力解构研究述评

企业家战略领导能力是企业家能力与企业战略管理过程的契合点,是企业家在企业战略管理各个阶段中体现出的一种独特的思考型实践能力。企业家战略领导能力是企业家第一能力,但是通过梳理文献发现对企业家战略领导能力专门研究并解构分析较欠缺。通过文献梳理分析结合战略管理理论,初步对企业家战略领导能力进行四维度解构,分为：战略思维能力、战略决策能力、战略规划能力与战略控制能力。     

Cultural diversity competencies in child and youth care services in Portugal: Development of two measures and a brief training program

Few researchers have examined the training of child care workers in cultural diversity competencies, despite the growing number of ethnic minority children and youth in residential care. The present paper reports two studies. In study 1, we aimed to adapt and develop two measures of cultural diversity competencies—a self-report questionnaire and an objective measure based on a case vignette (n = 51). In study 2, we proposed a brief training program. A quasi-experimental design (n = 30) was used, with cultural competencies being evaluated before and after the training. Results revealed that (1) child care workers tended to over-estimate their self-perceived competence and that (2) the experimental group was more capable of including cultural elements in their definition of strategies and relational aspects of intervention after a brief training than the group that received no training (control). Implications of this study are discussed for further development of cultural diversity competencies in professionals working in residential child care.     

A survey of social media use, motivation and leadership among public relations practitioners

This study investigates the relationship between motivation, leadership and social media use among a sample of public relations practitioners who recently had begun using Twitter to follow Universal Accreditation Board (UAB)-affiliated organizations. A majority of the survey respondents were classified as “everyday users.” A series of Twitter leadership indicators correlated positively with internal motivation and correlated negatively with amotivation. Several word-of-mouth variables also were investigated with regard to motivation.     

论高校贯彻党管人才原则的价值及其实现途径

党管人才原则是高校人才强校工作的基本原则和重要指导思想,是确保高校人才工作正确方向的重要保障。高校党委应厘清职能、合理定位、强化领导,通过人才工作观念的更新和人才工作体制与机制的完善以及和谐的人才环境的营造,使高校人才工作满足高校科学发展的需求。     

Qualitative research on leadership: A critical but appreciative review

This article reviews a large number of articles that derive from qualitative research on leadership that were published prior to 2004 in peer-reviewed journals. The article then goes on to examine critically but appreciatively the ways in which qualitative research on leadership is and is not distinctive. This review shows that while qualitative research has made some important contributions to certain areas of leadership, such as the role of leaders in the change process, it is sometimes not as distinctive, when compared to quantitative research, as might be supposed. The piece also examines studies that combine quantitative with qualitative research. The different ways in which the two approaches are combined is a particular emphasis in this examination. In addition, the article explores the issue of whether the corpus of research that has been accumulated by qualitative researchers can be combined with that of quantitative researchers. A central ingredient of the discussion of qualitative research is the tendency for many researchers not to build sufficiently on the studies of leadership conducted by others. It is argued that giving greater attention to this issue will allow the contributions of qualitative research on leadership to become clearer.     

Strategy,core competencies and human resource development

HRD's traditional approach to competency focuses on superior individual performance. The concept of a core competency in the strategic literature, as reviewed here, considers it as an organizational capability that provides sustained competitive advantage. That model is examined and implications for HRD practice noted.     

The strategic role of Human Resource Development in managing core competencies

The Resource-Based View (R-BV) of strategy emphasizes the importance of core competencies as the critical basis for sustainable competitive advantage. Yet, discussions of strategy typically ignore the role of the Human Resource Development (HRD) function in core competency development and management. The literature on strategic HRD is reviewed to locate the R-BV as a basis for redefining HRD's role in organizational strategy. Three strategic roles for the HRD function in core competency management are proposed and discussed: participating in strategic planning, developing core competencies, and protecting them. Specific tasks for each role are proposed. The final section identifies needs for further research as well as the practical implications from this discussion.     

Leadership in the digital era: A review of who,what, when,where, and why

Leadership as a social influence process has always involved a complex set of phenomena that demands an interdisciplinary lens. Leadership scholarship has now entered into a digital era. In a digital era, the overall phenomenon is changing, as are the tools through which we study it, demanding a new “lens” through which we view leadership. Yet, this raises the question, to what extent is leadership different in a digital era? In acknowledgement of this trend, a special issue was commissioned at The Leadership Quarterly that sought to stimulate the imagination of leadership scholars and practitioners. In the current work, we begin with a brief review of who, what, when, where and why of digital leadership. We cover leadership in informal contexts (e.g., social media), generalization from face-to-face to virtual contexts, computational modeling, the leveraging of technology (e.g., machine learning; Big Data), as well methodological how-to guides. We then plot a path forward for leadership scholars in the dawn of the digital era.     

Seeking consensus: Defining foundational concepts for a graduate level introductory program evaluation course

Existing scholarship indicates a wide range of variance and inconsistency in how evaluation is taught in introductory-level graduate courses between and across instructors and universities and within programs. The purpose of this study was to empirically explore faculty, student, and employers’ perceptions of what should be included in a graduate level introductory course on program evaluation. The researchers used a mixed methods approach (survey and focus group) to build consensus on and articulate key elements of an introductory evaluation course, as well as the approximate amount of time that stakeholders feel should be invested in each topic area. The results suggested consistency among stakeholders, suggesting the topics covered could form the basis for an introductory course that is consistent across instructors, programs, and institutions.