校长教学领导力研究综述

校长教学领导力对整个学校的改进有很大的影响作用，在基础教育课程改革中，校长教学领导力越来越受到重视，有关校长教学领导力的研究也很多，对以往校长教学领导力研究进行梳理能帮助我们针对校长教学领导力中存在的问题进行改进。本文试图从校长教学领导力的研究综述中借鉴已有研究的成功之处，并发现已有教学领导力研究中的不足，展望未来教学领导力形成之路。     

Building Community Leaders in Underserved Communities: An Exploration of the Role of Seed-Funding for Community Projects by Program Graduates

Investing in community leadership development (CLD) remains a strategy with promise in creating vibrant communities. Although many low-income CLD programs teach effective leadership skills, these often lay fallow due to lacking opportunities for graduates to apply the skills. This study explores how providing competitive minigrants fuels the creation of value-adding community projects. In-depth interviews were conducted with 55 graduates of a low-income CLD program, 19 facilitators, and 12 community members knowledgeable about the program. The study observed that by providing seed money for graduate projects, CLD programs can help translate skills into practice thereby increasing community engagement and socio-economic wellbeing.     

从朝日首脑会谈看两国关系的变化

朝日关系是一个特殊的双边关系。二战结束至今已近70年，冷战结束亦有20多年，但朝日两国至今仍处于敌对状态。朝鲜是日本在联合国193个成员国中唯一没有与之建交的国家。而纵观二战后朝日关系发展的历程，两国出于各自利益的需要，开始了旷日持久的邦交正常化谈判，特别是首脑会谈的实现，使得朝日关系有了长足的发展。但由于“绑架问题”、“导弹问题”、“朝鲜核问题”、“历史清算”和“战争赔款”等问题尚未解决，使得两国关系正常化道路难关重重。     

高管层报酬契约构成与标准——基于问卷调查的研究

基于委托代理理论的分析框架,对高管层报酬契约结构与业绩评价标准进行了问卷调查,运用SPSS统计分析软件,对调查结果进行了分析。得出了研究结论:在我国目前上市公司中,高管层报酬契约存在着实行长期期权激励和没有实行长期期权激励的二元结构,具有激励高管层最大化股东财富行为选择的报酬构成是长期期权激励,而没有实行期权激励的公司中,效益报酬具有激励作用;高管层业绩考核指标包括评议性指标和定量指标,运用主成分分析法对业绩评价指标进行了因子界定。     

股权结构、产权性质与高管薪酬粘性——基于我国A股上市公司的实证研究

近年来,我国上市公司高管薪酬尤其是国有企业高管薪酬成为政府监管的重点和社会舆论关注的焦点问题.文章以2010-2014年我国沪深两市A股上市公司为研究对象,实证检验了上市公司高管薪酬粘性的存在性;同时,重点考察了股权结构、产权性质对上市公司高管薪酬粘性的影响程度.实证结果显示:我国上市公司高管薪酬具有显著的粘性特征;在股权结构的影响方面,第一大股东持股比例越高,股权制衡度越低,高管薪酬粘性相应越高,当控股股东与中小股东之间产生利益冲突时,上市公司高管作为控股股东利益的代表,通常忽视上市公司高管薪酬与企业业绩的不对称性,因此薪酬粘性成为控股股东对高管的奖励;在产权性质的影响方面,国有企业高管薪酬粘性显著大于非国有企业.研究结论对于提高我国上市公司的治理效率、降低代理成本、优化激励机制设计具有一定的启示.     

Effects of a Punitive Environment on Children's Executive Functioning: A Natural Experiment

Few studies have examined the influence of environmental factors on children's executive functioning (EF) performance. The present study examined the effects of a punitive vs. non‐punitive school environment on West African children's EF skills. Tasks included a ‘cool’ (relatively non‐affective) and ‘hot’ (relatively affective/motivational) version of three EF tasks: delay of gratification; gift delay; and dimensional change card sort. Children had more difficulties with the hot versions of the tasks than the cool versions, and older children outperformed younger children. After controlling for verbal ability (Peabody picture vocabulary test‐third edition), a consistent pattern of interaction between school and grade level emerged. Overall, kindergarten children in the punitive school performed no differently than their counterparts in the non‐punitive school. However, in grade 1, children in the punitive school performed significantly worse than their counterparts in the non‐punitive school. These results point to the need to consider interactions among discipline style, age, and internalization processes of self‐regulation to better understand environmental influences on EF development.     

Leadership’s Role in Process Safety: An Understanding of Behavioral Science Among Managers and Executives Is Needed

ABSTRACT

A recent prevalence of high visibility catastrophic events has garnered increased attention to process safety issues. While the use of Behavior-Based Safety interventions demonstrate a reduction in workplace injuries by targeting employee behavior, we believe that process safety requires a greater focus on the behavior of leaders (e.g., creating and executing strategy). One effective method to begin targeting leader behavior for the improvement of process safety is to teach leaders about the principles of behavior, including ways by which the science may be applied within their own organizational models.     

Sustainable business – Leading yourself and business into the future

Abstract

In the industrial era the development and use of the term ‘economic efficiency’ was too narrow. The exclusive one-sided focus on financial success led to consequences with yet unforeseeable risks and dangers. We must radically redefine economic efficiency if we want to foster well-known and needed sustainable living conditions on earth. To act in an economical fashion must imply value creation for the company, the environment and society. The evaluation of economic success must take all three criteria of value into account equally. To achieve such sustainable win-win-win situations, the full utilization of employee and business partner potential is required. Only an evolving culture of cooperation at all levels will ensure best solutions for developing and maintaining a healthy life base, leading away from the paradigm of absolute competition. Ways and means to reach these objectives are presented: old wisdom is combined with modern management control systems and the consequent change in evaluating the success of management.     

Building interfirm leadership: A relational identity perspective

While leadership has been recognized as an approach to facilitating network orchestration, little is known about the mechanism through which a hub firm enhances interfirm leadership. Grounded on the theory of social identity and network orchestration, we develop a framework of the enhancement of interfirm leadership, proposing that the tendency of building leadership rests on the hub firm's ability to shape the partners' relational identity. We identify three types of role-adoption that indicate seven actions a hub firm might take to establish such an identity. We suggest that the mechanism through which leadership emerges is contingent on relationship duration, dependence asymmetry, and competition intensity.     

两部企业宪法蕴含的中国本土管理元素探析——基于鞍钢宪法和华为基本法的研究

鞍山钢铁公司和华为公司的发展和成功模式凝练而成的2部企业宪法分别成为计划经济时代和市场经济时代的经典企业管理纲领,它们根植于中国经济的土壤和中国的管理情境,其成功经验和管理模式具有可参照性、可移植性。结合2个公司的成长轨迹,深入分析企业宪法内容,可以发现其蕴含的3个主要的中国本土管理元素:整体平衡的管理哲学、"集体主义"的组织行为和英雄领袖的魅力型领导,每个本土管理元素又包含着更多具体的中国式管理理念和方法。