Compensation or competition: Bias in immigrants' access to active labour market measures

Whether participation in active labour market programmes (ALMPs) pushes individuals back into employment depends on the programme's characteristics. On the basis of encompassing registry data that allow us to control for usually unobserved employability, we find evidence of a systematic access bias whereby jobcentre caseworkers in Switzerland assign unemployed persons to activation measures based on a competition logic that is mainly driven by an economic rationale and the jobcentre's performance evaluation. This practice seems problematic because it results in an overrepresentation of immigrants in measures with little efficacy rather than in measures that could compensate for employability disadvantages. Conversely, Swiss citizens are more likely to enter beneficial human-capital-intensive measures. It is plausible that this discrepancy in programme participation amplifies the general labour market disadvantages of immigrants.     

符号学视野下体育与少数民族的国家认同构建

体育与少数民族国家认同问题是一个重要的研究课题，学界目前主要就体育现象本身进行对比或论证少数民族国家认同，而缺乏符号学这一简约方法的深层次解读。国家认同是各种象征符号的集合。体育是一种天然的符号，具有丰富的文化象征含义。因而从符号学视野探究体育与少数民族国家认同具有重要的理论与现实意义。少数民族的国家认同核心是政治认同与文化认同，体育的物源符号化、自然寓意、伴随文本意义、元语言解读、共同记忆塑造功能，有力促进现代国家少数民族国家认同。认清体育符号的标出性历史反转趋势，采取适当宽幅的文化选择，加强体育元语言的解读，充分利用体育符号媒介作用，增强少数民族文化自觉与自信、强化中华“多元一体”认识，厘清国家政治边界，从而有力促进少数民族国家认同的构建。     

Transparency in Europe: A Quantitative Study

In recent years, European pharmaceutical regulators have increasingly committed to heightening access to raw safety‐related data as part of a wave of transparency initiatives (e.g., providing public Internet‐mediated access to clinical trials data). Yet, the regulators—who are under significant pressure—have not yet benefited from a systematic review of this new policy. In seeking to inject much needed evidence, this article explores the effects of new transparency policies designed to promote meaningful communication of risks and benefits to patients. Results of a cross‐national European survey with respondents from Great Britain, the Netherlands, Spain, France, Germany, and Sweden (N = 5,648) shed light on how patients and the public are likely to react to the regulators’ new transparency policies. The findings demonstrate clear national variations in how European citizens are likely to react and emphasize the need to develop evidence‐based, reasoned transparency policies that integrate benefit‐risk communication. The authors conclude by providing six specific recommendations, informed by the study, that seek to improve the European transparency model both within the medical field and across health, safety, and environmental policy domains.     

共生与互融:短视频时代大学生的国家认同教育

大学生国家认同意识关乎国家发展主体合力的生成与国家网络意识形态安全，更关系到人民对美好生活的向往和时代新人的使命担当。短视频解释性、场景化和感染力的特质优化了国家认同教育空间体验，创新了国家认同教育话语表达，开创了国家认同教育多元风格，重塑了国家认同教育作用圈层；但在资本逻辑、技术逻辑和商品逻辑的操控下，短视频行业跌入了“欲望泛化”“感性狂欢”和“物的迷恋”的怪圈，衍生出了消解大学生国家认同意识的隐性因子。面对潜伏性危机，高校必须分析和挖掘国家认同教育与短视频平台发展的内在契合点和价值共生点，强化内容认同、角色认同、思想认同和行为认同，促进国家认同意识的内化与外化。     

论职业病病人的人身损害补偿与赔偿请求权--以《职业病防治法》第58、59条规定为中心

职业病病人的人身损害通常具有缓发性、不可逆等特质。《职业病防治法》第58、59条分别规定了工伤保险待遇给付请求权和人身损害赔偿请求权。工伤保险待遇在本质上属于人身损害补偿，如要实现损害之全部填补，职业病病人可以选择从契约关系、侵权行为、保险契约、法律之特别规定等视角，以仲裁或诉讼方式请求用人单位予以人身损害赔偿。     

历史变局、国家兴衰与发展之路——三次千年变局叠加下的中国特色社会主义发展道路

每当先进的发展制度开始取代落后的发展制度时，整个世界格局就会进入重大的转换阶段。在中国五千年的发展历史中，有两次重大的历史变局完全改变了中国历史发展轨迹并深远地影响了当前中国的发展模式。新时代下的中国作为前两次历史变局影响的客体，曾经既是先进发展制度取代落后发展制度的受益者，也经历过作为落后发展制度主体而被先进发展制度冲击的过程。目前世界正处于第三次先进发展制度与落后发展制度交替的历史变局阶段，作为第三次重大历史变局的主体，在三次千年历史变局叠加的背景下，能否有效地认识、适应并改造利用前两次历史变局的经验与教训，构建系统性、科学性、可行性、领先性的中国特色社会主义制度，将决定中国在本次历史变局中能否顺利成为先进发展制度的主体从而实现民族复兴。     

俄罗斯图瓦人的民族国家认同

当今世界多民族国家大多面临如何实现国家社会凝聚，民族认同与国家认同如何一致起来的问题。利用“田野回望”这一认识和研究方法，从生活实际出发，在无论是作为俄罗斯地理的边缘，还是人文的边缘——图瓦，回望莫斯科，回望俄罗斯，回望中央、核心，在图瓦感受俄罗斯民族国家认同，把脉俄罗斯社会凝聚状况。研究显示，图瓦族传统文化功能依然发挥核心作用，同时大量吸收了俄罗斯文化及现代文化要素；“图瓦族”-“我们是图瓦人”的民族意识、民族情感、民族认同意识尚很浓厚，同时俄罗斯国家认同明确，并迫切希望本族、本地区获得高速发展。图瓦个案表明，二十一世纪俄罗斯民族关系的主流表现为民族共生，文化吸收，民族认同与国家认同日益一致的发展趋势。     

National culture and organisational culture in lean organisations: a systematic review

Despite the extensive literature suggesting that culture plays a key role in lean implementations, no previous review has focused on the topic. This study is a systematic review of the literature that synthesises over two decades of publications according to the levels of national culture (NC) and organisational culture (OC) and maps which cultural dimensions foster or hinder lean implementation. In terms of NC, this study shows that Japanese cultural traits might hinder lean, such as masculinity and power distance, hence avoiding the over simplification that lean is a country-specific management approach. In terms of OC, the literature review unveils a lack of consensus and underlines two paradoxes, namely the co-existence of both process and result-focused orientations and both normative and pragmatic approaches. This review ultimately offers a relevant agenda for lean research as well as a guide for managers who face the challenge of implementing and sustaining lean in their organisations.     

The gender pay gap in nonprofit executive compensation in South Florida

In general, systemic imbalance in pay between men and women is well established, but the literature on pay imbalance is mixed for nonprofit executives. Difference in organizational size could be a relevant factor in explaining pay imbalance, as previous research suggests average female nonprofit executives lead smaller organizations. The present study examines the role of governance accreditation on the gender gap in chief executive pay, using a 2 × 2 analysis of covariance to control for organizational size (as measured by annual revenue) when comparing samples of accredited and nonaccredited organizations in South Florida. We found a wage gap for gender, with female executives averaging 12% less compensation than male executives, after controlling for organizational size. No significant effect was found for accreditation; although the only significant difference between genders was in the nonaccredited sample, the findings hint that any trend towards pay equity would be due to a pattern of the male executives in the accredited sample being paid less than their counterparts in nonaccredited organizations.