Patterns of mutual and nonmutual spouse abuse in the U.S. Army (1998-2002)

The pattern and severity of substantiated mutual and nonmutual spouse abuse between U.S. Army enlisted personnel and their spouses was determined for 1998 to 2002. The number of nonmutual and mutual abuse victims was equal in 1998, but by 2002 there were about twice as many non mutual as mutual victims. The rate per thousand of mutual abuse decreased by 58% while that of nonmutual abuse decreased by 13%. The rate per thousand of female victims was always greater than male victims for non-mutual abuse and the severity of abuse of female victims was always more severe than male victims. The active duty female had the highest risk of becoming a victim. These patterns of mutual and nonmutual domestic abuse in the U.S. Army suggest that prevention and educational approaches could be developed that would be useful to prevention specialists and to clinicians as the Army pursues avenues to reduce domestic violence.     

重大国际贸易投资规则变化与上海自贸试验区建设联动机制研究

全球贸易持续低迷、贸易争端加剧,新一波跨区域贸易安排浪潮正在来临.发达国家主导的BIT、TTP、TTIP、TISA等一系列更高标准的国际投资贸易规则正在加快制定,将对中国建设开放经济新体系产生重大影响.上海自贸试验区必须密切跟踪国际投资贸易规则新动向,按照国家总体部署,通过先行试验及时对接,不断完善自贸试验区制度框架,为中国参与国际经贸规则谈判提供有力支撑.     

Manager Characteristics and Employee Job Insecurity around a Merger Announcement: The Role of Status and Crossover

Most existing research theorizes individual factors as predictors of perceived job insecurity. Incorporating contextual and organizational factors at an information technology organization where a merger was announced during data collection, we draw on status expectations and crossover theories to investigate whether managers' characteristics and insecurity shape their employees' job insecurity. We find having an Asian as opposed to a White manager is associated with lower job insecurity, whereas managers' own insecurity positively predicts employees' insecurity. Also contingent on the organizational climate, managers' own tenure buffers, and managers' perceived job insecurity magnifies insecurity of employees interviewed after a merger announcement, further specifying status expectations theory by considering context.     

高校科技成果转化与区域科技创新测度研究 ——基于因子分析法和耦合协调度模型

分别构建高校科技成果转化与区域科技创新指标体系,利用因子分析法计算出2014—2018年我国各省区市高校科技成果转化和区域科技创新综合得分,并借助耦合协调度模型计算出两大体系的耦合协调度.研究结果表明:各省区市高校科技成果转化和区域科技创新能力均稳步提升,但地区差距依然显著;两大体系的耦合协调度逐年上升,但整体水平普遍偏低,提升空间仍然很大,属于良好协调以上(含)的地区仅占9.68％,而属于濒临失调以下(含)等非平衡状态的省市比重却高达70.97％;耦合协调度由高到低的空间分布格局依次为东部地区、中部地区、西部地区.     

美国干涉南海问题的政策趋势

伴随美国全球外交战略的调整,奥巴马政府强势介入南海问题,使南海争端的复杂化和国际化几成定势。美国南海政策与其亚太政策的目标一致,在于加强其对该地区安全事务的领导权和预防地区大国崛起的挑战。本文从中美互动、美国与东盟互动以及中国与东盟互动的三个视角,对最近几轮（特别是2011年夏季以来的新一轮）南海争端进行再观察,厘清美国逐步积极、深入介入南海问题的政策转型轨迹,及今后将长期对我解决南海争端进行干预的政策趋势。同时指出,南海问题的实质是美国的霸权边际与中国影响力扩展的必然碰撞,中国需用有战略高度的新思维应对之。     

明代洪武永乐时期殿试制策之背景因素初探

殿试是科举考试的最高层次。明代的殿试始于洪武四年,初期多是由皇帝亲制策问,后来多由翰林院的翰林们拟题,然后送交皇帝裁定。明代洪武永乐两朝总共进行了16次科考,相应的就有16道殿试制策题目。这些制策的主题都是围绕着如何治理天下国家而问,历史学在这些制策中扮演着重要的角色,同时每一篇制策都要从时政的角度提出问题,鲜明地反映出时务策的特征。在殿试考试中能够脱颖而出,说明应试者确实具有很高的知识水平和运用知识的能力。     

放飞绿色的爱翼——记鞍山市邮政局那些平凡的人和事

千百次地我问自己。我的人生,我的爱,在哪里。答案总以热血的名义。我真心地告诉你,这就是我守候的惟一。来吧,朋友,让我唱起心中的歌谣。来吧。朋友。给你一片蓝天。放飞这世界的爱翼。把幸福给你。     

利益认同与社会主义核心价值认同——以化解社会风险为视域

利益是价值的尺度,可以用利益认同来推动价值认同。党和国家领导人高度重视社会风险问题,化解社会风险可以实现利益认同,进而转化成社会主义核心价值认同。建立利益机制化解社会风险,推动社会主义核心价值认同,体现在四个方面：化解经济风险,巩固核心价值认同的物质基础;化解政治风险,创造核心价值认同的民主前提;化解文化风险,营造核心价值认同的人文氛围;化解公共风险,改善核心价值认同的安全环境。     

马英九执政后两岸关系中的美国因素

在台湾问题上,美国历来是一个敏感而不可忽视的外部干预因素。奥巴马政府干预台海关系的姿态更为积极,原因在于美国不想被两岸对话时代抛弃,不想出让在该地区的影响力,更不愿两岸出现朝向统一向度的快速融合。本文从中美、美台和两岸三个关系层面观察美国因素的作用,分析了台湾马英九政府执政以来,在两岸交流日趋紧密、两岸关系日益发展的新阶段。美国政府应该认清台海形势,重新审视其在未来两岸进程中的角色定位。     

开发资源宝库建设文化大省

国务院办公厅〈关于进一步支持甘肃经济社会发展的若干意见〉,为甘肃走出一条具有地方特色的跨越式文化发展道路指引了方向,为甘肃省提供了先的思想观念、广阔政策等空间与难得发展机遇.