高校师资管理中的矛盾关系探讨

高校师资队伍建设是一个至关重要的问题。在师资的引进、使用、考核和培养过程中,经常会遇到如何处理诸如比较优秀的关键性人才与基本群体、教学与科研、稳定与流动、专职与兼职等关系问题,这些矛盾的妥善解决,会较大地调动教师的积极性、主动性、创造性,有利于教学、科研水平的提升。     

完善我国合同法应借鉴《国际商事合同通则》

1999年10月1日后正式实施的《中华人民共和国合同法》已经借鉴了当今发达国家先进的合同法立法经验和国际惯例,但与其它国家和有关国际公约的立法相比较,若干条文和规定仍然是粗线条的。文章以《国际商事合同通则》为例与我国合同法对比,探讨了我国合同立法在合同的成立、合同效力问题、精神损害赔偿、“意外条款”的效力、合同的解释等方面的一些缺陷,以期对我国合同法的完善有所借鉴。     

边远少数民族地区高校非专业大学英语教学中的矛盾与冲突

运用哲学的观点来看边远少数民族地区高校的非专业大学英语教学,可以发现边远少数民族地区高校的非专业大学英语教学存在着一些共同问题:学生英语基础与教学要求之间的矛盾与冲突;教师信息供应与学生信息需求之间的矛盾与冲突;学生理论学习与实践之间的矛盾与冲突;传统教学手段与现代教学手段之间的矛盾与冲突;大班授课与语言学习规律之间的矛盾与冲突。     

西部人:价值观念的冲突与重构

论述了价值观念的含义、分类及演进过程 ,分析了西部人价值观念冲突的现状 ,指出 ,重构西部人价值观念 ,应进行产业、体制和环境等多因素的系统整合 ,确立西部大开发的主导价值观念 ,形成以主导价值观念为核心的价值观念系统 ,并把非理性的价值观念升华为理性的价值观念。     

中国文化现代化的矛盾冲突

中国在追求现代化的过程中,从一开始就遇到了文化普遍性与文化特殊性之间的矛盾冲突。这种矛盾冲突表现为全球化的体验与本土化的抗争、同质化的隐忧与文化安全意识的觉醒、文化结构的等级化与去中心化、文化价值的蔓延与冲突的普遍化等形式。     

冲突视角下运输订单商业竞争战略研究

运用图模型理论研究冲突视角下中欧班列运营过程中运输订单商业竞争战略,构建“渝新欧”班列运营商、“苏满欧”班列运营商和昆山IT企业之间的商业竞争冲突模型。利用TOPSIS法评估班列的运输效率,确定决策者偏好,通过计算均衡解获得符合各决策者利益的理性对策。借助灵敏度分析研究决策者偏好改变对模型冲突结果的影响。研究表明:在竞争中,运输效率较低的一方可以通过降低价格弥补自身劣势而获得订单;运输效率较高的一方只有通过降价才能获得订单。该研究为班列运营商提供利益冲突中的商业竞争战略,能为顾客企业选择高效合理的运输线路提供有效的战略决策,同时亦能为宏观调控者规范市场、提高市场运输效率提供有效的政策启示。     

Bootstrapping estimators for the seemingly unrelated regressions model

In this paper we consider the possibility of using the bootstrap to estimate the finite sample variability of feasible generalized least squares and improved estimators applied to the seemingly unrelated regressions model. The improved estimators we employ include members of the Stein-rule family and a hierarchical Bayes estimator proposed by Blattberg and George (1991). Simulation experiments are carried out using several SUR examples as well as a very large example based on the price-promotion model, and data, from marketing research.     

Challenging the international peacebuilding evaluation discourse with qualitative methodologies

Monitoring and evaluating international peacebuilding efforts have become more sophisticated over the past years, but still relies on managerial approaches that often do not capture the complexity of war, peace and the grey areas in between. The article argues that organizations should embrace qualitative approaches more widely and introduces ethnographic vignettes as one example to explain the complexity of post-conflict situations. By understanding the personal dimension, the life- and work-styles of international peacebuilders, the current evaluation discourse can become more meaningful-both for organizational learning and sustainable peace efforts on the ground. The article ends by highlighting some approaches that deserve more attention and that promise to help to critically enhance current and future debates about the evaluation of peacebuilding.     

Inter-group contact and out-group altruism after violence

Altruism among humans is common. It is especially prominent among in-group members. However, we are struck by results from laboratory-in-the-field experiments with out-group members of different ethnic or religious backgrounds. In all instances, the groups were rivals in civil wars. While we find almost no altruistic behavior among groups that were engaged in fighting, out-group altruism emerges with the passage of time. To address the underlying mechanism that might explain this puzzling result, we use a laboratory experiment that sorts between a norms revision explanation and a contact hypothesis explanation. Our findings show that contact with out-group members, in a mutually beneficial task, results in a reversion to prior levels of out-group altruism following conflict. Our findings reinforce the idea that deeply held attitudes toward a stigmatized out-group change following productive interactions with those out-group members. It is clear that hostility between groups need not persist over time.     

What drives a tough call: Determining the importance of contingency factors and individual characteristics in communication executives’ stance decision-making through a conjoint analysis

To further the understanding of how communication executives make tough calls in times of organizational-public conflict, we use a conjoint analysis to identify key drivers for organizational stance decision-making. This is the first-ever conjoint analysis applied to advancing the contingency theory of strategic conflict management by examining the relative importance of key contingency factors as determined by practitioners with varied individual characteristics. This study investigates: 1) the relevant importance of and dynamics between three key contingency factors (i.e., external threats, organizational characteristics, and dominant coalition characteristics); 2) the influence of individual characteristics (e.g., gender, experience, and personal ethics) in stance decision-making process; and 3) how different types of organizational stances (i.e., general stance, action-based accommodation, and qualified-rhetoric-mixed accommodation) are determined by these contingency factors and individual characteristics in different conflict situations. Results generated among our communication executive participants include: individual characteristics (i.e., gender, ethics and social responsibility, whistleblowing tendencies, and over 20 years in the communications field) are influential for their strategic conflict management decision-making. Implications for refining the contingency theory and unearthing complex public relations decision-making processes via novel statistical techniques are discussed.