中共六大苏维埃政权建设中群众思想的当代价值

中共六大在探索苏维埃政权建设的过程中，更加注重工农群众主体地位的巩固和能动作用的发挥，较为系统地论述了政权建设中的群众思想。其着重从四个方面加以阐述，形成了以实现好、维护好和发展好最广大人民群众的根本利益为政权建设的根本出发点和落脚点；尊重和激发人民群众的主体创造潜能为推动政权建设的内生动力；解决好人民群众最直接、最现实、最关心的民生问题为政权建设的着力点；始终坚持群众思想、践行群众路线为政权建设的根本路线方针等为主体内容的群众思想，对当代政权建设中的群众路线实践具有重要的理论价值和现实意义。     

中国新时期电影与文学的互证——兼评刘再复《驳顾彬》

对当代文学尤其是新时期文学的评价，已成为中国新文学评价中的热点与焦点问题。仅从传播方式而言，对中国新时期文学的海外传播做出最大贡献的是以第五代导演为代表的新时期电影。张艺谋认为第五代导演的成功与新时期的文学繁荣分不开，正是中国新时期文学成就了新时期电影。实质上，中国新时期文学经历文学现代化洗礼后已逐渐进入成熟期，取得了较高的文学成就。然而，从传统向现代转型的中国社会，长期处于价值取向的茫然与混乱中，导致无法建立起公正的文学与电影评价系统和体系。只有冷静分析中国新时期电影和文学，才能真正发现新时期电影和文学的价值所在。     

应用公众网络平台开展企业人力资源管理效能平衡计分卡评价体系的研究

人力资源是企业最重要的战略性资源，客观准确地评价人力资源管理效能无论在理论方面还是应用层面均有重要的意义，随着信息技术的高速发展，其相对成熟的公众网络平台为相关研究提供了有效途径。文章以平衡计分卡（BSC）理论为基础，立足于战略性人力资源管理角度，利用相对成熟的公众网络平台，通过文献研究、网络问卷调查、统计分析等方式，探索建立一套较为系统、完善的人力资源管理效能评价指标体系，使企业人力资源管理效能评价更具操作性和实践性，同时推动有关公众网络工具在企业人力资源研究中的应用。     

京津冀一体化河北省钢铁产业转型升级效果评价指标体系构建及应用研究

在实施产业转型升级过程中,构建合适的效果评价指标体系是一个复杂而重要的环节。依托京津冀一体化的发展现状,在分析了评价指标体系设计原则的基础上,从河北省钢铁产业转型升级对环境的影响、对省内经济的产业贡献和产业自身高效持续发展这三个维度出发,建立了京津冀一体化背景下河北省钢铁产业转型升级效果评价指标体系,为河北省钢铁产业转型升级的效果评价提供了一种结构性方法。据此,又提出了运用这一指标体系具体实施评价的原则与思路,从而为这一宏观实践活动提供了有益的启示。     

“全评价”体系在科技查新质量评价中的应用研究

科技查新工作既是一项高层次的综合性情报服务工作,又是科研管理工作科学化、规范化的重要环节。查新质量的高低直接影响到对科研成果的评价。分析了"全评价"体系应用于科技查新质量的可能性,研究了科技查新质量的评价主体、评价客体、评价目的、评价标准、评价指标、评价方法和评价制度,并尝试构建科技查新质量形式评价、内容评价和效用评价的指标体系,以期为科技查新质量建立一个科学的全评价体系,促进科技查新工作质量的提高。     

The role of titles in enhancing data visualization

Many in the data visualization and evaluation communities recommend conveying the message or takeaway of the visualization in the visualization's title. This study tested that recommendation by examining how informative or generic titles impact a visualization’s visual efficiency, aesthetics, credibility, and the perceived effectiveness of the hypothetical program examined. Furthermore, this study tested how simple or complex graphs, and positive, negative, or mixed results (i.e., valence of the results) affected outcomes. Participants were randomly assigned to one of 12 conditions, representing a 2 (graph: simple or complex) x 2 (title: generic or informative) x 3 (valence: positive, negative, mixed) between-subjects study. The results indicated that informative titles required less mental effort and were viewed as more aesthetically pleasing, but otherwise did not lead to greater accuracy, credibility, or perceived effectiveness. Furthermore, titles did not interact with graph type or the valence of the findings. While the results suggest it is worthwhile to consider adding an informative title to data visualizations as they can reduce mental effort for the viewer, the intended goal of the visualization should be taken into consideration. Considering the goal of the visualization can be a deciding factor of the type of graph and title that will best serve its intended purposes. Overall, this suggests that data visualization recommendations that impact evaluation reporting practices should be scrutinized more closely through research.     

Piloting different approaches to personalised offender management in the English criminal justice system

Various approaches to personalisation are well-established in the UK social care sector and are now starting to ‘travel’ to other sectors. In this paper we report findings from an evaluation of a pilot to test elements of personalisation in the management of offenders in probation services within the English criminal justice system. Following a review of evidence from social care, three different approaches to personalised-practice were developed and tested on a small-scale in three separate sites. The evaluation finds that all three approaches were implemented reasonably successfully, but challenges were identified including that personalised approaches are more time-consuming, that staff need support to exercise professional discretion and that balancing greater choice with managing criminogenic risk requires new ways of conceptualising the relationship between case manager and service user. Overall, ‘deeper’ approaches to personalisation, such as co-production, will take time to emerge. This paper makes two important contributions to the debate on personalisation in public services. First, it addresses the question of how transferable the concept of personalisation is from the social care sector to other sectors in the UK, in this case the criminal justice system. Secondly, it outlines a methodology for developing and evaluating personalisation pilots, prior to a wider roll-out.     

习近平总书记关于高校体育工作重要论述的逻辑意蕴与实践路径

习近平总书记关于高校体育工作重要论述是新时代中华民族所认同体育文化的价值取向、精神气质、思维方式与行动纲要的总和，它是大学生思想教育工作发展创新的内在需要。高校通过以中华体育文化精神为基石，融入社会主义主流价值；优化体育文化育人环境，让体育文化叫好又叫座；深入挖掘体育文化活动内涵，打造经典体育文化品牌；丰富体育文化载体形式，使体育文化育人产生倍增效果，多种实践途径践行习近平总书记关于高校体育工作的重要论述，促推中华民族体育强国梦的实现。     

大学生学科文化自信培育的价值逻辑及路径探析 ——以河北工程大学地球科学与工程学院为例

学科文化是学科的灵魂，是学科不断发展创新的精神源泉和内在动力。学科文化自信是文化自信的重要组成部分，培育大学生文化自信应着眼全局，整体推进。学科文化自信与文化自信具有统一性，与核心价值观培育具有同构性，与担当民族复兴大任具有生成性。培育大学生学科文化自信，要深入挖掘和整合学科文化内涵，不断创新和发展培育手段，最终达到浸润和形塑博学自信的新时代大学生的目标。学科文化自信的培育可以达到激发学生学术热情，促进学生和学科全面发展，弘扬社会主义核心价值观，坚定理想信念以及践行使命担当的效用。     

Testing the gender similarities hypothesis: differences in subjective task value and motivation to transfer training

ABSTRACT

Are female and male trainees similar or different in their reaction to training programmes, specifically regarding their subjective task value and motivation to transfer? According to the gender similarities hypothesis, women and men are alike on most psychological variables. However, according to research in organizational behaviour, female and male employees differ on certain aspects, such as their job satisfaction and work identity. To test these two views on gender similarities and differences in the context of human resource development and training evaluation, the present study examined the extent to which gender moderated reactions to training. Based on the expectancy-value theory of motivation and self-determination theory, a web-based questionnaire was used to measure six training reactions: intrinsic value, attainment value, utility value, perceived relative cost, autonomous motivation to transfer, and controlled motivation to transfer. The results indicated that women and men differed in their ratings of attainment value but were similar for the remaining five reaction measures. These outcomes support the gender similarities hypothesis. The findings are discussed in terms of their theoretical implications for modelling gender effects in HRD research and their practical significance for promoting training effectiveness and transfer of training.