论中国古代航海文化底蕴——以郑和下西洋的泉州元素为视点

郑和下西洋是人类航海史上一次规模大影响广的海上交通活动,本世纪以来一直受到学术界的关注,关注的焦点大多集中在郑和下西洋引发的政治、经济、文化诸方面的影响。郑和下西洋虽然被世界各国视为中国航海史上的一次盛举,但是不论其影响多大,似乎都难以改变中国是＂内陆文明国家＂的观点。从泉州海外交通与郑和下西洋的关系来论述中国古代航海背景与能力,关注的不在于郑和下西洋本身,而在于说明它是在中国古代深厚的航海文化底蕴基础上得以实现的。     

The change process to agile public relations

Despite agility’s increased importance for public relations, the change process from traditional, hierarchically structured public relations to a dynamic agile entity has not yet been comprehensively investigated. This article tackles the research desideratum by discussing this change process from a structuration-theoretical perspective. The subsequent empirical analyses via two qualitative studies from the field of corporate communications focus on the perspective of consultants. These experts support the communication management in this change process with their expertise and neutrality, which the public relations departments themselves lack. Thus, consultants are key contacts for an explorative analysis of the change process toward more agility. In the first study, 39 consultants were interviewed about the change processes that they have guided in order to transform public relations into an agile department. The subsequent case study focuses on an internationally active medical technology manufacturer and analyzes their experience with consulting throughout the agile change process in their public relations department. The results show that the concept of recursiveness is central to the successful implementation of agility in public relations. Expressed in the language of structuration theory, consultants aim to develop rules and resources as modalities that describe an agile structure and then translate them directly into actions. These modalities are continuously developed via sprints, a dynamic process that results in the constant adaptation of the agile structures until the desired result is achieved. The results illustrate the advantages of a neutral, outside authority for the implementation of such a change process.     

元朝与高丽姻亲关系中的人员往来及其文化交流

针对目前学术界对元朝与高丽姻亲关系的研究,尤其是对双方姻亲关系所促进的人员的密切交往的研究还相对薄弱。采用传统的史学研究方法,对双方姻亲关系带动下的人员往来以及伴随其中的文化交流加以探讨,反映了元朝与高丽交往的密切,友好是双方关系的主流。     

传播学学科地位的再认识

出现于二战以后的传播学,经过近６０年的发展,从没成为主导性的学科。面临时代提出的巨大课题,传播学也迎来了自身发展的最佳机遇,传播学研究的重心倾向媒介研究,传播的经济功能日趋重要,传播学的研究核心转向“信息人”研究。由于传播学在人文社会科学各学科中的特殊地位,传播学将成为学科部类之间联系的纽带。基于上述理由,传播学在不久的将来将成为人文社会科学的主导性学科。     

循环经济与交通运输可持续发展

阐述循环经济的基本内涵,论述用循环经济理念指导交通运输发展的必要性和意义,并提出了基于循环经济的交通运输发展战略构想。     

面子理论及其局限性新探 ——基于盎格鲁中心主义思想的研究

布朗和列文森的面子理论一直被视为研究礼貌现象的经典理论,在语言学界影响极大;但面子理论的提出是基于英语语料,研究的也仅仅是英语文化的礼貌现象,因此该理论深受盎格鲁文化价值影响,带有浓厚的盎格鲁中心主义思想,不能全面解释其他文化中的礼貌现象。回顾了面子理论的精髓思想及其贡献,在学术界对该理论的批判性研究基础上,从跨文化交际及盎格鲁中心主义的角度,进一步探讨面子理论的局限性,并为该理论研究的发展思路和方向提出诸多新的思考。     

博客“热”的“冷”思考 ——对新闻博客的传播学解读

2005年被称为“博客元年”,博客及其所代表的传播现象引起了新闻传播理论界的关注。对这一新的传播现象需要科学、理性和冷静的分析:博客既是个人传播的工具也是社会舆论阵地;新闻博客的自发性、自主性和随意性使它不可能取代大众传媒;公民记者和公民新闻有利于调动公民参与社会公共事务和管理的积极性,是对大众传媒的补充,但需要进行有效的监督和管理。     

Gender Differences in Perceived Disciplinary Fairness

This exploratory study coded and analysed 120 behaviours on videotaped data of 111 male and 30 female managers engaged in disciplinary discussions with one of their unionized employees. Four categories of behaviour were coded: non‐verbal communication, speech characteristics, leadership and interactional justice. A factor analysis of the results generated 14 factors, ten of which were correlated with experts’ ratings of disciplinary fairness. Female managers exhibited significantly higher levels of seven of the ten behavioural factors. Female managers also made more supportive interruptions than male managers and took more time for the disciplinary discussion, both of which were positively correlated with disciplinary fairness. The results suggest that leadership and communication styles commonly found in females may lead them to be better equipped than male managers to manage employee discipline situations.     

RS(15,9)码的TMS320C25算法实现

介绍了用ＴＭＳ３２０Ｃ２５芯片实现ＲＳ码编、译码的方法及一些关键问题，对编、译码器的算法选择、伽罗华域元素的表示与运算作了详细的讨论。经过设计与调试，编、译码器的速度达到了５５０组／秒，相当于１９．８ｋｂ／ｓ的信息速率，已能满足大部分中、低数据传输的要求。     

Employee Drug Testing:

The authors examine the limitations of employee drug testing as a method of improving productivity and safety in the workplace. Attempts to modify licit and illicit drug use, including prohibition, are briefly reviewed, and the importance of social setting is underscored. The authors discourage the widespread use of employee drug testing because of problems in interpreting the significance of test results, laboratory errors, and possible civil liberties infringements. They propose that work performance be evaluated as a more reliable indicator of impairment, and they identify behaviors often associated with substance use. Finally, a protocol is recommended for the procurement and management of samples, laboratory standards and certification, and interpretation of test results, when testing is determined to be indispensible.