Employees’ prosocial behavioral intentions through empowerment in CSR decision-making

This study theorizes and empirically tests a conceptual framework to understand how a company can better motivate its employees to carry out persistent prosocial behavior and develop positive organization-employee relationships through corporate social responsibility (CSR) involvement. A managerial approach, employee participative decision making in CSR, is examined for its impact on the prosocial behavioral outcome among employees and the relational outcome for the organization. Furthermore, a psychological mechanism that emphasizes employees’ perceived need satisfaction is examined as the underlying explanation that drives the effectiveness of the managerial approach. The study results support that empowering employees to co-construct CSR decisions with top management is effective in satisfying employees’ basic psychological needs for autonomy, competence, and relatedness. This in turn increases the employees’ intention to maintain long-lasting involvement in CSR and improves their relationships with the company. This study provides important implications for public relations professionals and organizational leaders on how to improve their internal CSR communication and involvement practice and cultivate desirable organization-employee relationships.     

‘Are we to become a gender university?’ Facets of resistance to a gender equality project

Gender equality (GE) is something ‘we cannot not want’. Indeed, the pursuit of equal rights, responsibilities and opportunities for all women and men throughout a society freed from gendered oppression is widely visible in recent organizational GE initiatives. In practice, however, GE initiatives often fail in challenging gendered norms and at effecting deep‐seated change. In fact, GE measures tend to encounter resistance, with a gap between saying and doing. Using a GE project at a Swedish university, we examined the changing nature of reactions to GE objectives seeking to understand why gender inequality persists in academia. We used ‘resistance’ to identify multiple, complex reactions to the project, focusing on the discursive practices of GE. Focusing our contextual analysis on change and changes in reactions enabled a process‐oriented analysis that revealed gaps where change is possible. Thus, we argue that studying change makes it possible to identify points in time where gendered discriminatory norms are more likely to occur. However, analysing discursive practices does not itself lead to change nor to action. Rather, demands for change must start with answering, in a collaborative way, what problem we are trying to solve when we start a new GE project, in order to be relevant to the specific context. Otherwise, GE risks being the captive of consensus politics and gender inequality will persist.     

Women's entrepreneurship,neoliberalism and economic justice in the postfeminist era: A discourse analysis of policy change in Sweden

Since the early 1990s, there has been investment in women's entrepreneurship policy (WEP) in Sweden, which continued until 2015. During the same period, Sweden assumed neoliberal policies that profoundly changed the position of women within the world of work and business. The goals for WEP changed as a result, from entrepreneurship as a way to create a more equal society, to the goal of unleashing women's entrepreneurial potential so they can contribute to economic growth. To better understand this shift we approach WEP as a neoliberal governmentality which offers women ‘entrepreneurial’ or ‘postfeminist’ subject positions. The analysis is inspired by political theorist Nancy Fraser who theorized the change as the displacement of socioeconomic redistribution in favour of cultural recognition, or identity politics. We use Fraser's concepts in a discourse analysis of Swedish WEP over two decades, identifying two distinct discourses and three discursive displacements. Whilst WEP initially gave precedence to a radical feminist discourse that called for women's collective action, this was replaced by a postfeminist neoliberal discourse that encouraged individual women to assume an entrepreneurial persona, start their own business, compete in the marketplace and contribute to economic growth. The result was the continued subordination of women business owners, but it also obscured or rendered structural problems/solutions, and collective feminist action, irrelevant.     

论大庆精神的新内涵与科学发展观的逻辑统一

中共黑龙江省委在《关于新时期深入学习和弘扬大庆精神的决定》中对大庆精神的丰富内涵进行了全面的阐释。“爱国、创业、求实、奉献”为大庆精神的基本内涵,“发展、创新、创业、科学、人本”为大庆精神的新时代内涵。大庆精神基本内涵与新内涵是一脉相承的,大庆精神和科学发展观是逻辑统一的。     

论可再生能源法的强制性规则

可再生能源是人类在面临资源、环境、生态可持续发展困境时,利用技术创新改进动力供应与消费模式的探索.在法治社会中,这种探索必须依托彰显社会责任与公众义务的立法,并且需要与之匹配的社会心理与运行机制.这些条件都需要通过具体化的强制性规则清晰、准确、完整地表现出来,成为指导政府与社会具体行动的标准.许多国家为此将强制性规则作为立法的主体内容,而我国尚缺乏充分、系统的规定,直接影响立法目标的落实.强制性规则具有必要性、确定性、约束性、不利性和强制性等特点,构建强制性规则应当遵循利益均衡、定量控制、系统管理等原则.我国应通过出台高层政策、编制产业发展路线图、推崇地方制度创新等方式逐步完善强制性规则.     

改革开放以来农村五保供养制度模式变迁探析

改革开放以来,我国农村五保供养制度随着农村经济体制改革深化和社会的变迁,与时俱进,在改革中发展,目前基本实现了从农民集体内部互助共济的传统救助模式,到以国家财政供养为主,集体保障、土地保障和社会帮扶为辅的现代社会保障模式的历史性变革。2006年新《农村五保供养工作条例》的出台,不仅标志着我国五保供养工作进入了规范化、法制化管理的新阶段,而且也标志着与社会主义市场经济体制相适应的新型农村五保供养制度的基本确立。     

中国"三大模式"的创新与未来

苏南模式、温州模式、珠江模式,是我国改革开放以来三大区域经济发展模式。它们突破计划经济的束缚,开拓性地率先发展乡镇企业、民营经济与外向型经济。在市场经济条件下,它们不断创新并相互融合,趋同现象显著。当前,它们各自面临一些突出的问题与挑战,需要加快转变经济发展方式,形成新的活力。     

从敌对到战略互惠的中日关系

新中国成立六十年来,中日两国经历了从敌对到恢复邦交再到建立战略互惠的不同阶段.关系是一步步深入,是近代以来中日关系最好的时期.六十年来,国际形势、中日力量对比都发生了很大变化,中日两国关系也在发生着变化.民间交流始终是中日关系发展的推动力.中日两国的杰出政治家在历史的重大转折时期,都很好地把握住了历史机遇,把中日关系推向了一个新的阶段.进入2l世纪以后,中日逐渐形成一种竞争、合作、发展的态势.中日两国共同努力,发展这种良好的态势.不仅对中日两国,而且对东亚乃至世界的和平发展也是一大贡献.     

论高等教育分层下影响教学型本科院校毕业生就业的因素

当今中国高等教育体系是以金字塔形状成层分布的.在本科以上的普通高等院校中,研究型等实力雄厚的大学居于这个层级的上部,而教学型本科院校则居于这个层级的底端.在这种状况下,国家的就业政策、人才市场体制、高校的社会资本以及教学型本科院校自身的专业设置等,则形成了影响教学型本科院校毕业生就业的主要因素.了解这些因素,对于促进教学型本科院校毕业生顺利就业具有重要的理论和实践意义.     

影响大学生就业观的因素探索

从目前大学生就业观念中存在着许多不能适应社会变化所带来的就业问题入手,对于影响和制约这些问题的社会、学校、家庭和学生个人等方面的原因进行深入探究、思考分析,提出有益于大学生就业的对策。