日本内外文化现象对中日互译中日语表述的影响——以被动形式为例

日本的内外文化体现在日本社会生活的方方面面,一直以来受到中外学者的关注。在简单介绍内外文化及其与语言的关系的基础上,着重分析内外文化对日语被动形式的影响与作用。通过中日两种语言的比较分析,认为日语更多地采用被动形式的深层次原因在于日本的内外文化因素。此外,通过大量的翻译实例以及中日句式的比较,认为掌握内外文化的特点在日汉互译中具有非常重要的实践意义和指导作用。     

“共享员工”制度常态化可行性研究

新冠疫情期间,企业为了缓解各方面压力,探索出"共享员工"新型用工形式,具体表现为企业间共享模式、用工单位直接与劳动者签订劳务合同以及在第三方介入下实现员工共享。中央及地方政府也纷纷推出鼓励"共享员工"发展的政策。但是"共享员工"制度是否能在常时条件下成为一种用工形式仍存在一系列问题。"共享员工"制度常态化的可能性应从其对劳务派遣制度"三性"的突破、对传统员工借调主体范围的扩大以及对共享经济用工模式的补充等方面分析。"共享员工"制度实现常态化需要以平台经济为依托,借助政府监督机构,对其他用工制度的不足进行修复式移用。     

Mainstream is not for all: the educational experiences of autistic young people

Abstract

This article highlights two current issues facing autistic young people in their pursuit of suitable education. First, mainstream education is advocated for all, from a rights-based perspective on inclusion, yet, as 12 autistic young people from Northern Ireland demonstrate, being academically able does not mean they are mainstream able. Second, autistic young people, who are largely missing from the debate on educational improvement, and in particular the inclusion debate, ought to be central to this discussion and have much to add. The social model of disability is considered relevant to autism. For the young people referred to in this article, inclusion is a feeling (a sense of belonging) not a place (mainstream or otherwise).     

Women of the corporation: A sociolinguistic perspective of senior women's leadership language in the U.K.

This paper reconceptualises a classic theory (Kanter 1993[1977]) on gender and leadership in order to provide fresh insights for both sociolinguistic and management thinking. Kanter claimed that there are four approved ‘role traps’ for women leaders in male‐dominated organisations: Mother, Pet, Seductress and Iron Maiden, based on familiar historical archetypes of women in power. This paper reinterprets Kanter's construct of role traps in sociolinguistic terms as gendered, discursive resources that senior women utilise proactively to interact with their predominantly male colleagues. Based on a Research Council funded ¹ study of 14 senior leaders (seven female and seven male) each conducting at least one senior management meeting in the U.K., the paper finds that individual speakers can transform stereotyped subject positions into powerful discursive resources to accomplish the goals of leadership, albeit marked by gender.     

高绩效工作系统对员工敬业度的影响机理研究

基于对782名服务业和制造业员工进行的调查,分析了高绩效工作系统对员工敬业度的影响及作用机制。研究表明,高绩效工作系统对员工敬业度的积极影响不是直接的,工作幸福感的核心概念——积极情绪和工作满意度在其中起完全中介作用,而消极情绪的中介作用未得到支持。研究发现,高绩效工作系统实质上是动机激励的工作环境塑造系统,由此形成了激发员工内在工作动机和积极心理体验的组织环境。此外,进一步揭示了工作幸福感是促进员工敬业的关键环节,启示组织应加强员工工作中的情感管理,塑造员工积极的心理力量,从而构建幸福组织。     

Stressors beget stressors: The effect of passive leadership on employee health through workload and work–family conflict

The current study examined passive leadership as a potential antecedent of two commonly studied workplace stressors (i.e. workload and work–family conflict), and investigated its negative effect on employee burnout and physical symptoms via these stressors. We collected two waves of data from 274 focal participants, and one wave of data from their co-workers. Results showed that both self-reported and co-worker-reported passive leadership was positively related to employee burnout and physical symptoms, as well as workload and work–family conflict. Additionally, workload and work–family conflict partially mediated the effects of passive leadership on burnout and physical symptoms, respectively. Our findings support the notion that passive leadership can create a stressful workplace and have a detrimental effect on employees’ health.     

企业员工职业成长研究:量表编制和效度检验

本文构建并检验了职业成长四维结构模型,开发了员工职业成长测量量表。在文献研究的基础上,分析了职业成长与相关概念之间的联系与差异。采用访谈、半结构化问卷获取原始数据,结合国外相关研究量表,经归类、汇总和预试修订等多个步骤确定职业成长初始量表。通过项目分析、探索性因素分析等方法筛选确定正式量表,运用验证性因素分析验证了职业成长的四维结构模型。实证研究发现,员工职业成长是个四因素构想,包括职业目标进展、职业能力发展、晋升速度和报酬增长。论文还对继续深入开展员工职业成长研究提出了几点展望。     

组织心理契约违背对管理者行为的影响

为了研究组织心理契约违背与管理者行为之间的关系,对512位组织管理者进行定量研究和结构方差验证,结论如下:1.组织对管理者的心理契约由三维结构构成,分别是交易型心理契约、关系型心理契约和管理型心理契约,其中管理型心理契约是组织与一般员工之间所不具备的心理契约形式,体现了组织与管理者之间的一种特异关系;2.组织的管理型心理契约违背导致管理者退出和忽略行为增加,组织忠诚和呼吁行为减少;组织的交易型心理契约违背导致管理者退出行为增加和呼吁行为减少;组织的关系型心理契约违背导致管理者忽略行为减少.3.管理型心理契约和交易型心理契约是管理者更加关注的两种心理契约形式,而对关系型心理契约的关注则相对较少.     

女性的话语权威——从夏洛蒂·勃朗特和托尼·莫里森作品的“叙述声音”说开去

本文以夏洛蒂.勃朗特和托尼.莫里森的女性叙事文本为考察研究的对象,借鉴叙事学和女性主义的相关理论,以叙述声音为切入点,通过对作品的分析、解读,探讨了在十九世纪男性权利话语占统治地位的社会背景之下,女性作家争取女性话语权,建构文本中女性话语权威的艰难历程,她们的努力最终使女性赢得了在历史中言说的权利。     

企业与员工目标协同性动态演化规律分析与研究

构建和谐的劳资关系是现代企业管理追求的目标,从企业和员工目标协同性方面研究企业人力资源管理状况,找出两者协同性与企业管理效率的内在联系,并分析出两者目标协同性随着时间和空间变化的动态演化规律,可以为企业和员工双方准确把握目标协同性动态变化,促进企业组织和谐提供依据。