人力资源管理实践对组织绩效影响的元分析

鉴于人力资源管理实践对组织绩效影响的研究结论不统一的研究现状,本文通过对国内外重要期刊的60篇文章的元分析发现,人力资源管理实践对组织绩效具有积极影响。同时,本文还对比了中国和西方在这一问题上的研究,发现人力资源管理实践的个别维度在两种社会环境下所起到的作用迥异。论文的研究结果增加了我们对人力资源管理实践的理解,同时也为企业人力资源管理工作者对人力资源管理系统的设计提供了有益的启示。     

Wittgenstein,Durkheim, Garfinkel and Winch: Constitutive Orders of Sensemaking

This paper proposes an approach to the question of meaning and understanding based on the idea of constitutive rules and their relationship to the social objects they are used to create. This approach implicates mutual attention as an essential aspect of the social processes constitutive of social objects and mutual intelligibility. Social objects as such include the meaning, perception and coherence of things, identities and talk, etc. There is a relatively unexplored but important line of argument in sociology that has, from the beginning, explained the coherence and mutual intelligibility of social objects and associations in terms of constitutive practices and social facts. This line of argument begins with Emile Durkheim (1893) and carries through the work of Harold Garfinkel to current studies of work and interaction, human computer interaction and talk. The argument is that we use constitutive practices (Constitutive rules or constitutive background expectancies) to create social objects and make coherent and shared meanings. To act is in this sense for Garfinkel ([1948]2006) to “mean”. Explaining the consistency of social objects and orders in terms of constitutive orders, rules, or practices is an approach that meets the challenges posed to social science and philosophy by Ludwig Wittgenstein (1953 ), Peter Winch (1958 ) and Paul Grice (1989 ).     

论米歇尔·德塞都的抵制理论--避让但不逃离

法国当代思想家米歇尔·德塞都认为,日常生活是权力机制规训压制弱势群体,构造社会、文化一致性的场所而日常生活实践中的大众并非被动、沉默、无力的他者,在他们貌似恭顺服从的外表之下,充满着韧性的捍卫和巧妙的改造,在强大的规训机制中营造出自我的生存空间.这就是一种"避让但不逃离"的抵制战术.德塞都揭示了日常生活中这种无处不在的抵制战术,揭示了日常生活的丰富性,揭示了大众的文化生产力.这一理论探索,为当前的文化研究提供了新的理论思考方向.     

Prayer and Liturgy as Constitutive‐Ends Practices in Black Immigrant Communities

Much social theory tends to emphasize the external goods of social practices, often neglecting the internal goods of those practices. For example, many analyses of religious rituals over‐emphasize the instrumental and individualistic ends of prayer and liturgy by describing such religious practices as effective means for achieving external ends like positive emotions, psychological benefits, social status, or social capital. By contrast, we use a neo‐Aristotelian virtue ethics perspective to analyze the relational goods, such as trust and intimacy, which are expressed and sustained through ritualized social practices. Using ethnographies of Haitian and Ghanaian Christians in the U.S., we demonstrate that prayer and liturgy can also be understood as constitutive‐ends practices, practices in which human persons engage to sustain relations with others because there are goods inherent to those relationships. We further argue that in many religious practices, the end goals and the means—i.e. specific aspects of the practice—are inseparable. Our approach to developing theory combines critical engagement with numerous other theorists and also exploring how well various theories can explain the motivations and experiences of participants in the religious rituals where we conducted our ethnographies.     

福建廉政文化建设的实践与思考

廉政文化是社会主义先进文化的重要组成部分,廉政文化建设是反腐倡廉建设的一项重要基础性工作。近年来福建省认真开展廉政文化建设实践,广泛开展以文化活动为载体、以糜政文化创建活动为抓手的廉政文化建设,取得了明显成效。新形势下,要深刻认识廉政文化建设的重要作用,准确把握廉政文化建设的基本特点,增强针对性,拓展覆盖面,不断健全完善廉政文化建设的领导体制、工作机制,并切实加强理论研究工作。     

在华韩资企业战略性人力资源管理的实证研究

随着战略人力资源管理研究成为人力资源管理领域的热点,人事部门在企业中的战略地位也越来越受到关注。本文以在华韩资企业为研究对象,研究了人事部门的战略参与、竞争战略与承诺性人力资源管理系统及企业绩效之间的相互影响关系。本研究采用逐步多元回归分析方法,分析了设在青岛、威海、烟台等地区的员工在50人以上的130家韩资企业的问卷调查资料。研究结果如下:一是人事部门的战略参与会提高承诺性人力资源管理系统的应用;二是竞争战略中差异化战略会提高承诺性人力资源管理系统的应用并提高企业绩效;三是承诺性人力资源管理系统的应用会提高企业绩效。基于以上研究结果,提出了本研究的意义及研究的局限并讨论了今后的研究课题。     

Negotiating dilemmas in the practices of street‐level welfare work

Hjörne E, Juhila K, van Nijnatten C. Negotiating dilemmas in the practices of street‐level welfare work Int J Soc Welfare 2010: 19: 303–309 © 2010 The Author(s), Journal compilation © 2010 Blackwell Publishing Ltd and International Journal of Social Welfare. The theme of this mini‐symposium is based on the core ideas of two influential books published about 30 years ago, namely Michael Lipsky's Street‐Level Bureaucracy – Dilemmas of the Individual in Public Services (1980) and Jeffrey Prottas's People‐Processing – The Street‐Level Bureaucrat in Public Service Bureaucracies (1979). In these books, three dilemmas were identified that have great importance for welfare workers' position as mediators between institutions and citizens: autonomy versus control, responsiveness versus standardisation, and demand versus supply. In this editorial, we discuss these dilemmas with regard to the present context of street‐level welfare work, which is strongly influenced by managerialist policies (also called new public management). It is emphasised that in the era of managerialism, the dilemmas should be approached as empirical matters: how they are present, talked into being and negotiated in naturally occurring practices of street‐level welfare work, and with what consequences.     

高职院校“订单式”人才培养的瓶颈与对策

订单式人才培养是高职院校教育教学改革的必然趋势和要求。但是目前高职教育＂订单式＂培养发展还很不平稳,存在着一些困难和问题。为了解决这一瓶颈,探讨了在当前条件下进行＂订单式＂人才培养的有效途径。     

Practicing Restorative Justice in School Communities: Addressing the Challenge of Culture Change

The practice of restorative justice in schools has the capacity to build social and human capital through challenging students in the context of social and emotional learning. While restorative justice was originally introduced to schools to address serious incidents of misconduct and harmful behavior, the potential this philosophy offers is much greater. The conviction is that the key challenge for schools is addressing the culture change required to make the shift from traditional discipline, driven by punitive (or rewards based) external motivators, to restorative discipline, driven by relational motivators that seeks to empower individuals and their communities.     

对高校人事工作落实“三个代表”思想的思考

高校人事管理制度改革是一项复杂、艰巨的系统工程.在分析高校人事工作还存在着问题和困难的基础上,提出应把学习"三个代表"重要思想贯穿于高校人事管理工作实践之中,按照代表中国先进生产力的发展要求,强化人事工作中的人才培养;立足于代表中国先进文化的前进方向,搞好人事队伍建设工作;落实代表中国最广大人民的根本利益的要求,做好教职工的利益保障工作.