交易特性、社员身份与农业合作社合约选择

在威廉姆森交易成本理论的基础上，探讨交易特性对农业合作社与农户之间合约选择的影响，发现社员身份特征在其中发挥调节作用。研究结果表明，资产专用性、风险性和规模性对农业合作社与农户之间签订一体化程度不同的合约具有明显的影响，其中，专用性对合约一体化程度的影响是正向的；而风险性和规模性对双方签订一体化程度更高的合约影响是负向的。但和非社员相比，股东身份使资产专用性对双方签订一体化程度更高合约的正向影响作用变大；并使风险性、规模性对双方签订一体化程度更高合约的负向影响作用变小，即股东身份作为调节变量发挥了显著效应。     

农村互助型社会养老:中国特色与发展路径

农村互助型社会养老是具有中国特色的社会养老的发展形式，是对农村传统家庭养老的重要补充。它扎根于农村传统的亲邻互助网络，其本质在于经济互助，表现为有组织地发动邻里、志愿等社会力量，充分利用以老年人为主的各类人力资源的闲置时间、资源低成本地相互帮助和服务。社会各界应将其作为重要实施方略，纳入积极应对人口老龄化战略和乡村振兴战略之中。其发展路径可以概括为：以资金互助为基础，以组织动员为抓手，以服务互助为重点，以社区居家养老为主要阵地，创新各类互助养老模式，着力形成稳定多元的资金来源，培育互助队伍，增加互助内容，从无偿到无偿、低偿相结合，探索建立标准规范的服务管理评估制度，机构养老与社区居家养老互联互通，最终尝试建立圈层化、整合化、网络化、制度化的农村互助型社会养老体系。     

走自己的路:建党百年中国道路自信的生成逻辑及提升路径

自信是一种信念及精神,中国道路自信是中华儿女对中华民族发展能力及前途的信任,其形成与中国百年发展辉煌成就息息相关.中国道路自信源自中国道路的正确选择.建党百年来,中国共产党带领中华儿女历经千难万险,先后成功开辟新民主主义革命道路、社会主义改造及社会主义建设道路、中国特色社会主义道路.全国人民在百年磨砺中增强了中国道路自信.这种自信承载着中华儿女的无数梦想,是中华民族复兴的软实力.树立中国道路自信的理论前提,关键在于对中国道路优越性的彰显.只有将其置于不同参照系中进行多维度比较,才能使其优越性得以全面彰显,并愈加坚定不移地沿着这条道路阔步前行.显然,站在新时代历史方位上,通过梳理、总结建党百年来中国道路发展历程,将中国道路置于自身与"他者"之历史与现实中,进行共时态与历时态之比较,以唯物史观回望并厘清建党百年来中国道路自信生成逻辑,具有极其重大意义,既能彰显中国特色社会主义道路的优越性,又能激发全体中华儿女愈加自信地"走自己的路"——中国特色社会主义道路,筑牢中华民族共同体意识,阔步迈向全面建设社会主义现代化国家新征程.     

The servant leadership advantage: When perceiving low differentiation in leader-member relationship quality influences team cohesion,team task performance and service OCB

How does servant leaders' unique ability to place each follower's needs above their own influence relationships between followers and impact their collective performance? In a study that integrates principles of servant leadership with the social comparison theoretical framework, we tested a group-level model to examine how servant leadership induces low perceived differentiation in leader-member relationship quality (perceived LMX differentiation) within a group, which strengthens team cohesion and in turn positively influences team task performance and service-oriented organizational citizenship behaviors (service OCB). Our sample comprised 229 employees nested in 67 work teams. Structural equation modeling results indicate that servant leadership significantly predicts low perceived LMX differentiation; perceived LMX differentiation is strongly related to team cohesion such that the lower the perceived differentiation, the stronger the team's cohesiveness. And, team cohesion is also strongly related to both the team's task performance and service OCB. Perceived LMX differentiation and team cohesion mediate the effect of servant leadership on both team task performance and service OCB.     

问题与路径:智库评价及中国特色智库评价体系构建

在中国智库朝气蓬勃发展的大背景下，构建具有中国特色的科学合理的智库评价体系，有助于引导各类智库切实深化体制机制改革、完善智库内部治理、推动智库提质增效，进而形成内外兼修健全发展的中国智库生态圈，以高质量的智库产品助推国家治理体系和治理能力现代化建设。笔者通过梳理国内外智库评价实践动态与学术研究现状，归纳总结我国智库评价工作存在的现实问题及其成因，并指出它们可能给中国特色新型智库建设带来的影响。由此建议：我国应基于中国经验、中国国情及智库发展建设的实际情况，以习近平新时代中国特色社会主义思想为指导，以时代背景为依托，构建中国特色智库评价体系，促进我国智库体系的整体发展。     

立足中国 借鉴国外 创建中国特色社会调查学

中国是世界上开展社会调查最早的国家之一中国共产党是世界上社会调查经验教训最丰富的政党西方现代社会研究方法的引进,既取得了历史性成就.又存在着许多问題中国至今尚未形成充分体现自己特色的社会调查学必须立足中国,借签国外.在马克思主义指导下,在中国社会主义现代化建设实践和中国社会调查史实基础上,正确处理“马克思主义与中国、西方的关系”“历史与理论、方法的关系”“现实与历史、虚拟的关系”以下简称“马中西”“史论法”“实史虚”关系融通古今中外各种资源,创建充分体现中国特色、中阒风格、中国气派的社会调查学。     

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.     

The role of leadership in shared value creation from the public’s perspective: A multi-continental study

Porter and Kramer’s concept of creating shared value (CSV) has been welcomed as an approach to corporate social responsibility (CSR) among corporations that also provides a practical opportunity for dialogue in public relations, but it has been little examined from the general population’s (i.e., the public’s) perspective. Such scrutiny is important because its findings enable public relations to contribute to the debate and development of CSV from both the public’s and the organization’s viewpoints. Additionally, if public relations professionals understand how the public perceives CSV, they can give a strategic perspective to top management for maximizing moral capabilities of the business and formulate effective communication to promote CSV initiatives. This study investigates whether the public prefers corporations to practice CSV as opposed to intrinsic CSR as a separate pursuit from business interests. It also explores the role of leadership as an influential and ethical construct in implementing effective CSV as perceived by the public. The public’s preference for CSV over intrinsic CSR was revealed in a survey of 1784 participants in the United States (US), Germany, and China. Factor analysis results further suggested that effective CSV competencies of CEOs were construed as a unidimensional concept in the US, but German and Chinese participants viewed it as two-dimensional. The public perceived that leaders’ moral character played a more important, core role in effective CSV than did altruistic and behavioral attributes, across nations. Network analysis of the perceived effective CSV-characteristics provides further implications for CSV communication.     

Actual Versus Perceived Generational Differences in the Preferred Working Context: An Empirical Study

ABSTRACT

This study extends generational research by delineating actual versus perceived cohort differences through a theoretically grounded model using the Social Identity Approach (SIA). Subjects rated how much they valued 15 workplace characteristics and then provided value ratings for generational cohorts based on their perceptions of said cohorts. This allowed for the determination of actual and perceived cohort differences by characteristics. Results revealed actual cohort value differences across seven characteristics; however, perceived differences exceeded actual ones. Post-hoc, an examination of cohort values by characteristics revealed generational identities and the presence of prototypical distancing between cohort in groups and out groups.