From a Given to a Construct

The transition towards a cognitive and post-industrial economy has led to the emergence of new strategies of capture of the immanent productive capacities of the social forces. Heritage entities are subject to, and also participate in, processes by which common creativity and knowledge are being harnessed by novel forms of rent and control. The objective of this paper was to show that conceiving heritage as a common situated in specific contexts rather than as a universal essence can open up novel epistemological spheres of communication between different knowledge practices. Also, it can help bridge some ontological gaps among the various stakeholders in the arena of heritage, such as academics, managers, architects, local communities and market forces. This entails considering heritage as an emergent material and immaterial construction process involving many different agents. Currently, these processes tend towards the privatization of common values and the shattering of local communities. Normally, this situation entails a fundamental alienation between objects and subjects, and the reification of heritage. This paper suggests that considering heritage as a common could provide a different perspective to tackle this crucial problem. Accordingly, scholars should not only be bound to a critical discursive stance, but should also commit to ‘ontological politics’ that would situate them as mediators between the global hierarchies of value generated by heritage and the common productive potential of local communities.     

Confucian values and the implications for international HRD

Abstract

The consideration of cultural issues has become increasingly important in scholarly inquiry and explorative practice in international human resource development (HRD). We review and explore the core characteristics of Confucian-based culture in relation to organizations and unfold how these Confucian values may affect organizational and management practices in China and other Asian countries. Five major aspects of Confucianism are examined. They are: (a) hierarchy and harmony, (b) group orientation, (c) guanxi networks (relationships), (d) mianzi (face) and (e) time orientation. The impact of these values on management practices in the Chinese organizational context is presented in four areas: (a) working relationships, (b) decision-making processes, (c) ruling by man (ren zhi) instead of by law (fa zhi) and (d) HR practices. Implications for organizations and international HRD are also discussed.     

From Women's Struggles to Distorted Emancipation

This article develops a critical analysis of transformations of the idea and practice of women's emancipation in late-modern western society under the influence of globalizing advanced capitalism. It builds on analyses of feminist critical theory and critical globalization studies and argues that global capitalism initiates processes in which the practice of emancipation is distorted. Distorted emancipation refers to the social consequences of the marketization and commodification of areas of social life that were previously excluded from market relationships. Care practices, which have been a fundamental issue in women's emancipatory struggles, are used as a reference point. The article argues that even if commodification creates certain possibilities for financial rewards of care, it institutionalizes a double misrecognition of care as both nonproductive work and paid work that cannot be a source of social recognition. Furthermore, distorted emancipation makes positive moments of changing gender patterns available only for some groups of women in socioeconomically, geopolitically or culturally privileged positions. These positive moments are dependent on transnational care practices, which are understood as a manifestation of distorted emancipation.     

社会主义建设时期就业政策与实践探索

1956年社会主义改造基本完成之后，我国进入社会主义建设时期，随着社会主义制度的建立，经济发展的诸多情况发生了根本的变化，就业问题就是其中具有代表性的问题之一。在社会主义建设时期，我们采取过什么样的就业政策和进行过什么样的就业实践，这些就业政策和就业实践对我们今天经济社会发展有什么借鉴意义，对今天的就业政策和就业实践又有什么借鉴意义，都是值得我们思考的问题，同时也是有着重大的理论和实践意义的。     

Conserving Habitus: Home,Couplehood and Dementia

ABSTRACT

Compared to research on home in circumstances of aging, place and care, our knowledge about home in relation to couplehood is limited despite increases in the percentage of married and cohabiting older people in the UK. Specifically, our understanding of the experience and meaning of home for couples where one partner has dementia remains under-explored. This article presents a scoping review of published empirical literature to examine older couples’ experiences of home in dementia. The literature identified and reviewed through searching academic databases and Google Scholar is interdisciplinary and a thematic analysis suggests interactions of couplehood, home and dementia. To discuss these interactions, we use Bourdieu’s framework of field, capital, practice and habitus. We observe that habitus may gradually alter and fracture. But, in locating and supporting the performance of (adapted) everyday relationships and domestic practices, home has a distinct role in contributing to conserving habitus and in turn continuity of relationships and home. The gradual fracturing of habitus with the progression of dementia however also suggests that the continuity of relationships and home remain contingent, but this needs further investigation. It is an element of home futures that cannot remain invisible.     

The impact of lean practices on operational performance – an empirical investigation of Indian process industries

In deciding to adopt lean manufacturing, it is imperative to investigate where and how lean practices are most needed to influence manufacturing and business performance. Such an investigation becomes indispensable when lean thinking is to be considered in a production arrangement different to the conventional, repetitive, high-volume, stable-demand and discrete-manufacturing environment. This study provides explanations of how performance is improved through the adoption of lean practices in process industries. This is a relatively under-researched area compared to the performance effects associated with the introduction and implementation of lean principles in traditional, discrete manufacturing. Based on a survey of Indian process industries, this study attempts to develop an empirical relationship between lean practices and performance improvement through the use of multivariate statistical analysis. The findings have led to the conclusion that lean practices are positively associated with timely deliveries, productivity, first-pass yield, elimination of waste, reduction in inventory, reduction in costs, reduction in defects and improved demand management. However, within a process-industry context, lean practices related to pull production were found to have a marginal impact on performance improvement. A detailed discussion of the findings along with their theoretical and managerial implications is provided in the paper.     

Collective voice mechanisms,HRM practices and organizational performance in Italian manufacturing firms

The literature on employee voice has grown enormously over the past decades. However, the relationships between different employee voice mechanisms and organizational performance are far from being fully understood, and the existing research shows mixed evidence. Moreover, the HRM literature tends to concentrate on individual voice mechanisms (e.g. employee involvement) and to underestimate the role that collective voice may have in the HRM performance relationship. This paper aims to analyze how collective employee voice mechanisms (i.e. union voice and team voice) affect organizational productivity and how these relationships vary when voice mechanisms are adopted in combination with other HRM practices (i.e. variable pay, training, performance appraisals and multitasking). The analysis of a sample of 223 Italian manufacturing firms matched with an external database (AIDA) containing balance sheet information found that union voice is positively related to labor productivity, while team voice does not show any significant relationship with labor productivity. Moreover, both union and team voice have important moderation effects in the HRM-performance relationship. Union voice moderates positively the relationship between variable pay and performance and negatively the relationship between training and performance. Team voice positively moderates the relationship between training and performance. The implications of these findings are discussed.     

壁间奇葩——论宋代题壁词的艺术特征

宋代题壁词因其载体的独特性使其不趋步旧径,呈现出自己的艺术特色,文章主要从题序、意象、表现手法、语言特色等几个方面,结合具体作品加以论析,力求展现宋代题壁词的艺术魅力。     

组织承诺理论及其研究新进展

21世纪的管理是以人为中心的人本管理,如何处理好组织与员工的关系是管理的核心内容之一,而组织承诺就是探讨这种关系的重要课题.高组织承诺员工队伍是组织持续竞争优势的来源之一,提升员工组织承诺具有重要的战略和现实意义.组织承诺具有多维特性,不同维度的组织承诺具有独特的预测效力.人力资源实践对组织承诺存在显著影响,以往研究很少考虑人力资源实践系统对其整体组合效应及其作用过程机制的研究.从理性逻辑推理和研究成果而言,组织承诺对绩效具有较好预测力,其关系模式受到自主性等因素的缓冲作用.近期研究聚焦于组织承诺与相关概念间的区别,关注变革型领导对组织承诺的影响过程机制,聚焦于组织承诺与组织公民行为间的影响模式.上述研究成果,为深入分析组织承诺形成过程及采取相应的组织管理策略提供有益的参考.     

Dignity‐based practices in Norwegian activation work

This qualitative study sought to identify dignity‐based practices in a Norwegian activation programme ? the Qualification Programme. Some welfare recipients are likely to experience shame in connection with their interaction with the welfare system. Previous research suggests that a dignity‐based approach could help welfare recipients to avoid such negative experiences. The operational components of dignity have been identified as autonomy, empathy and rights. Data gathered through individual interviews with participants and activation workers were examined using interpretative phenomenological analysis with a focus on exploring respondents’ perceptions of events to which they ascribe meaning. The findings indicate that accounts of empathy were common, but that the study’s participants seldom reported experiencing that their autonomy and rights were enhanced. Participation in the programme appeared to undermine the participants’ dignity, particularly when individual needs were overlooked. An underlying reason could be the current move away from a comprehensive understanding of service users’ different needs and to a narrow focus on employability.