企业在和谐社会中社会责任建设的辩证思考

企业社会责任已经成为构建和谐社会的重要精神元素之一。加强企业在和谐社会中社会责任的建设需要企业、政府和公众三方面的配合。     

左思风力之成因初探

西晋诗人左思的诗风在西晋文坛上独树一帜，称之为“左思风力”，前人对此有较多地论述，然而就诗风形成的原因却缺乏深入地探究。本文试图从社会时代背景、家庭因素、性格特征三个方面对此加以分析，旨在能够更好地把握左思其人及其诗风。     

信任关系的不完全信息动态博弈模型

以往理论研究与经验研究均指出"信任"关系具有外部效应,但对这种效应是怎样取得的并无共识.我们尝试建立一个不完全信息动态博弈模型,说明"信任"关系如何产生正的外部性,亦即产生超出个体理性计算之外的利益.我们的分析得出这样的结论,在一个多人互动的环境中,能否达到彼此信任,虽然会受到欺骗者所遭到的惩罚与欺骗利益多少的影响,但主要受到所处环境中具有信任者人数比例的影响.因此,可以说"信任"关系具有正的外部性,信任者人数越多,信任者所享受到的利益越大.     

法与非政治公共领域制度间博弈对社会结构之影响

本文是在《中国社会结构变迁与转型的动因探索:通过社会行动的法与非政治公共领域的关系解读》一文的基础上所做的更进一步的研究,仍以非政治公共领域的主体行动为支点,在非政治公共领域的制度与法律之间搭建桥梁,并通过主体行动实践在这几者要素之间的博弈分析,揭示非政治公共领域主体是如何通过行动实践促使社会结构变迁和转型的,从而进一步探索中国社会结构变迁与转型之潜在动因,并试图对社会行动理论做更深入的诠释和研究。     

震荡与冲突：近代中国社会结构转型探析

中国传统社会结构乃是权威—依附模式。鸦片战争以后 ,随着家族中心主义的动摇、阶级的裂变和改组、社会群体的嬗变与激增以及沿海与内地、城市与乡村二元格局的出现 ,近代中国社会结构呈现出从宗法社会到二元结构社会转型的态势。     

鲁迅人格特质的形成及其在作品中的体现

鲁迅先生受家庭变故 ,家庭成员以及自身感情经历和社会环境等的影响 ,形成了其独具特色的人格特质———超越时代的叛逆精神、锲而不舍的意志力和独具慧眼的审美情趣 ,并以伟大的人格特质通过作品的渲染构建社会的理想人格     

Gender differences in social workers’ assessments and help-giving strategies towards single parents

The study investigates Swedish male and female social workers’ assessments and help-giving strategies towards single parents applying for income support. The study was carried out with the help of a vignette distributed as a mail questionnaire. Results show that social workers tend to conform to assessments and help-giving strategies that are consistent with expectations linked to their own gender role.     

蔡和森建党前社会调查活动探析

文章从蔡和森重视社会调查活动这一视角出发,分析了蔡和森社会调查活动的历史背景、特点及给我们的启示。     

人文语境与《红楼梦》的翻译

文章从人文语境的典籍文化、民俗文化、礼俗文化和审美文化四个方面阐述翻译中语用意图的实现过程 ,以探讨语境对文学翻译的重要作用 ,并力图找到移植原作隐含意义的最佳切入点     

Do Lets Work?

This study aims to uncover some of the reasons for differences in attitudes towards family‐friendly and equal opportunities (EO) policies for women between senior and junior staff and between male and female staff. This in‐depth case study of a multi‐national corporation in Hong Kong that included a survey questionnaire, interviews and participant observation suggests four categories of female employees according to their approach to EO: advocators, supporters, outsiders and rejecters. The approach adopted was dependent on the woman's level of empathy towards the situation of working women and the extent of her career ambition. Four categories of male employees can also be classified depending on their level of empathy towards women's situation (similar to women's case) and their extent of career satisfaction (in contrast to women's career ambition), namely, antagonists, outsiders, fence‐sitters and sympathizers. Women at higher levels were less supportive of EO than women at lower levels. No such clear relationship between organizational level and attitudes towards EO was observed among men. In Hong Kong, female managers had little expectation that their organization would be family‐friendly and women workers who consciously chose to balance work and family accepted that it meant fewer promotional chances. No such self‐adjusted depressed ambition was observed among men.