经济赋能与社区融合—以一个西部地区的反贫困实践为例

文章基于陕西省白水县的农村反贫困实践探索,从发展性社会工作视角探讨经济赋能与社区融合干预对于残疾人脱贫发展的意义。 这一反贫困实践案例显示,贫困者的生计发展嵌入在其家庭及社区的关系性脉络中,依托于残疾人互助合作社的社区融合介入,有助于残疾人的经济与社会的双重赋能,提升残疾人生计发展的内生动力。 同时,本地社会组织在残疾人反贫困中发挥关键作用,社会组织的能动性发展促进了多主体合作参与的贫困治理,也带动了社会工作专业理念和方法在反贫困实践中的运用。     

网络服务提供者著作权侵权中的双重注意义务

《民法典》侵权责任编对原有通知删除规则进行了科学修正，但事前保护缺位与事后救济程序失范的问题仍然存在。随着网络服务提供者完成角色转型和技术升级，其作为网络侵权风险的控制者和参与者，有必要且有能力承担未通知阶段的主动预防义务和已通知阶段的证明材料审查义务，以弥补著作权保护和用户利益保护的漏洞。双重注意义务应分别与网络服务提供者对侵权危险的预期和控制能力以及材料审查能力相适应。未通知阶段之注意义务以技术措施为主要履行方式，其注意标准的认定应综合考量技术水平、服务类型、内容介入程度、是否直接获取收益等要素，未尽该注意义务仅为过错认定的考量因素而非唯一标准，并不必然导致侵权责任。已通知阶段之注意义务仅限于对提交的证明材料进行形式审查和有限的实质审查，尽到此注意义务的，可以免于承担侵权责任。     

Engaging leader – Engaged employees? A cross-lagged study on employee engagement

The goal of this study is to provide a cross-lagged examination of the relationships between engaging leadership, job resources and employee work engagement. We propose a mediation model and we postulate that engaging leadership can increase perceptions of three specific job resources (i.e. autonomy, support from colleagues and opportunities for learning and development) which theoretically correspond to the three facets of engaging leadership (i.e., inspiring, connecting and strengthening, respectively). Subsequently, in keeping with the extant body of Job Demands-Resources (JD-R) research, we link job resources to employee work engagement. Our hypotheses were tested on data collected at two time-points – T1 (N = 759) and T2 (N = 273) –from employees working for a hotel chain in the Netherlands. In line with our expectations, engaging leadership showed a significant cross-lagged relationship with autonomy and support from colleagues, but did not predict learning opportunities and work engagement across time. While we formulated specific hypotheses, we also tested reversed causation relationships. We found no direct effect from engaging leadership on employee work engagement, however, the reversed effect was significant; employee perceptions of engaging leadership were shaped by their own engagement experiences. Importantly, engaged employees at T1 reported more job resources at T2. By providing a cross-lagged examination of our model, we showed that engaging leaders as well as employees’ positive affective state of being engaged, are essential to shaping a resourceful work context. A comprehensive view on the triggers and outcomes of work engagement and engaging leadership is needed, as the traditional unidirectional cause-effect rationale fails to explain how these concepts relate to one another and to employee experiences of job resources.     

Social work students' conception on roles within the family in Greece

The present article is based on a small-scale research that took place with third-year students in the department of social work at Technological Educational Institute of Patras. During class the students, who undertake the laboratory course ‘Social Work with Families’, were asked to discuss family roles and depict them on drawings. Analysing their drawings in a qualitative approach the findings suggest that students adopt traditional views on family issues and the family roles. Various gender stereotypes and prejudices were reflected in students' drawings and this is alarming for both social work education and practice.     

农用承包地流转意愿的实证研究--基于福建省六地市农户问卷调查

从农户意愿角度，以福建省农民的农用承包地为研究对象，对影响农户承包地流转的因素进行分析，通过实地调查和问卷调查的形式收集到影响农户流转承包地的样本数据，并对通过建立二元Logistic模型对各个因素的显著性进行检验。通过实证研究发现，户主受教育程度、户主的职业、农户家庭的人口、家庭的收入主要来源、承包地面积和农户流转承包地的租金水平是农户流转承包地的显著性影响因素，其中户主受教育程度、家庭的收入主要来源、承包地面积和租金水平是正向影响，户主的职业和农户家庭的人口是负向影响。根据研究的结论提出相应的政策建议。     

Pathways from workplace flexibility to turnover intention: Role of work–family conflict,family–work conflict,and job satisfaction

This study examined the prevalence of workplace flexibility and the mechanisms that allow workplace flexibility to influence turnover intentions through work–family and family–work conflicts and job satisfaction among low‐wage workers in South Korea. Participants included 250 low‐wage workers whose monthly salary was less than 2 million Korean won (approx. $1,900). The study results indicate that low‐wage workers have limited access to workplace flexibility and that workplace flexibility plays a significant protective role in reducing their turnover intention, indirectly by decreasing work–family conflicts and enhancing job satisfaction. This article also discusses the implications of these findings for labor policy and social work practice.     

Feminist and empowerment theory and social work practice

Feminist and empowerment theories are especially important to the understanding of individual and sociopolitical levels of social work assessment and intervention. Incorporating feminist and empowerment approaches in practice will provide social workers with the knowledge, values and skills most likely to promote human rights and social justice. In this paper, we present an overview of both theories and illustrate them with a case example.     

司法附属行政语境下的中国古代法官地位

“司法附属行政”是中国古代司法的一个重要特征。在这一背景下，中国古代法官地位就呈现出鲜明的附属性特征，这种特征同样体现在法院的地位和司法权的地位上，这也导致中国古代法官没有专门的职业保障制度，而这一切都深深地镶嵌在当时的人治大背景之中。通过与现代法官地位的比较，可以更加深切地感受到古今法官地位以至整个司法状况的巨大差异。中国现代法官地位在独立性方面相对于古代法官有了巨大改善，但仍然不尽如人意，还需要在今后的司法改革中进行反思和重点关注。     

公司高级管理人员解雇保护问题研究——以《劳动合同法》第48条为视角

在我国,由于劳动法和公司法内容的冲突以及公司高级管理人员在现有劳动法语境下身份的特殊性,导致了不同法院对于劳动合同违法解除后劳动合同继续履行与否的判决并不一致。高级管理人员并不完全具有劳动法上劳动者人格和经济上的从属性,因而其不应该获得完全的与普通劳动者相同的倾斜保护。而且,高级管理人员被解聘后,因为岗位的重要性,公司往往会迅速找人代替;由于岗位数量稀缺性和要求的专业性,高级管理人员要求恢复原岗位的要求在实践中难以满足。因此,法院在适用《劳动合同法》第48条时,不应支持被解除职务的高管的复职请求,而应采用其他救济方式。     

Optimal scheduling replacement policies for a system with multiple random works

From the economical viewpoint in reliability theory, this paper addresses a scheduling replacement problem for a single operating system which works at random times for multiple jobs. The system is subject to stochastic failure which results the imperfect maintenance activity based on some random failure mechanism: minimal repair due to type-I (repairable) failure, or corrective replacement due to type-II (non-repairable) failure. Three scheduling models for the system with multiple jobs are considered: a single work, N tandem works, and N parallel works. To control the deterioration process, the preventive replacement is planned to undergo at a scheduling time T or the job's completion time of for each model. The objective is to determine the optimal scheduling parameters (T^* or N^*) that minimizes the mean cost rate function in a finite time horizon for each model. A numerical example is provided to illustrate the proposed analytical model. Because the framework and analysis are general, the proposed models extend several existing results.