试论最密切联系原则对传统冲突规范的影响

论述了最密切联系原则对传统冲突法法律选择方法产生的深刻影响,同时指出最密切联系原则也有其局限性。     

Structuring Home-Based Therapy: Four Phases to Effective Treatment

ABSTRACT

Home-based services are gaining more popularity than in years past. Therapists going into the home are exposed to various treatment issues that differ from those in a clinic or office setting. One of these issues is that of structuring the therapeutic process. Much has been written about the structure and stages of clinic-based therapy; however, little is known about the process of home-based therapy. This paper will delineate four phases of home-based therapy which the in-home therapist can use as a guide to provide faster and more effective services.     

Launching the workplace flexibility movement: work family research and a program of social change

The Alfred P. Sloan Foundation's Workplace, Work Force & Working Families program was established in 1994 and ended in 2011. Over the course of its 17-year lifespan, this program – through its vision, commitment and unique, pragmatic grant-making strategies – pioneered the interdisciplinary field of work–family research and spearheaded a national movement to create more flexible workplaces that effectively meet the needs of employees and employers. The program's first strategic phase supported high-quality, multidisciplinary research to examine what was happening within working families at all stages of their lives, both at home and at work. Results from these investigations highlighted the structural mismatch between the needs of this diverse workforce – comprised increasingly of working parents and older workers – and the demands of a rigidly structured workplace requiring full-time, full-year work, with little to no flexibility in how, when, or where work gets done. After a decade of scholarly research documenting that the challenges facing American families were not private, individual problems but public, societal concerns, the Sloan Foundation designed and launched in 2003 the National Workplace Flexibility Initiative. Its goals were twofold: to make workplace flexibility a compelling national issue and to establish it as a standard of the American workplace. As a result of the collective efforts of Sloan-supported organizations and people, the stage is now set for a social movement to realign the structure of the American workplace to the needs of the twenty-first century workforce. Lessons for subsequent research-driven social movements close the article.     

葛浩文小说翻译中文学性的变通保留

在汉译英中,译文如何保留原作的文学性一直是文学翻译的核心问题,美国汉学家葛浩文以变通的手法,较大程度上保留了原文的韵味,值得人们学习和研究。通过撷取葛浩文小说译作中的一些成功译例,并对其从语言文字和修辞手法两个角度进行分析,概括其启示所在,旨在提高人们在汉译英文学翻译中的变通意识,收到更佳的翻译效果。     

Workplace Characteristics and Work-to-Family Conflict: Does Caregiving Frequency Matter?

Many workers can expect to provide care to an elder relative at some point during their tenure in the workforce. This study extends previous research by exploring whether caregiving frequency (providing care on a regular, weekly basis vs. intermittently) moderates the relationship between certain workplace characteristics and work-to-family conflict. Utilizing a sample of 465 respondents from the National Study of the Changing Workforce (Families and Work Institute, 2008 Families and Work Institute. (2008). National Study of the Changing Workforce [data file and code book]. https://store.familiesandwork.org (http://https://store.familiesandwork.org)  [Google Scholar]), results indicate that access to workplace flexibility has a stronger effect on reducing work-to-family conflict among intermittent caregivers than among those who provide care regularly.     

Managing lean capabilities through flexible workforce development: a process and framework

Many firms today are employing temporary contractual workers in order to help them to stay lean and flexible. The benefit of this approach is that the process of layoff is much easier. Thus, an emerging issue arises here, on how can firms manage and train temporary workers effectively? The core of lean adoption is through people, to have workers buy into the ideas and be part of the overall initiative. There is very little guidance available on how to deal with contractual workers who have less motivation and commitment to the firm given that they are only employed on a temporary basis. This article proposes a framework and process to assist firms in managing and training temporary workers to improve the efficiency and effectiveness of the implementation of lean improvement initiatives.     

Exploring the effects of workplace support on work-life experience: a study of Malaysia

To date most studies of workplace support and work-life experience have been of contexts where government policies and legislation to protect employee work-life balance interests are well established, such as US, UK, and other European countries. Little scrutiny has been given to these issues in less developed economies, where support and protection in terms of work-life policies and legislation at the national level is rather limited. Malaysia, the setting of this study, provides such a context. Two types of organizational support, work flexibility and superior support, are studied for their impact on work-life experience of Malaysians. The findings of this study are based on a national survey of working adults in Malaysia. Work-life experience is conceptualized to capture conflict and enrichment aspects, as well as bidirectional effects between work and nonwork. Results show that work flexibility and superior support lower work-life conflict marginally but facilitate greater work-life enrichment among Malaysians. The paper also draws out implications of these findings for human resource development professionals operating in workplace settings within national contexts with limited mandatory work-life provisions.     

不同环境下的供应链运作柔性的绩效相同吗？

在对供应链柔性相关的文献综述基础上,区分了物流分销柔性和需求管理柔性两个维度。通过所收集的有关制造商柔性和绩效的212份有效问卷,首先验证了需求管理柔性在物流分销柔性和关系满意度之间的中介作用,然后利用调节回归分析(MRA)和有条件的非线性回归模型(CNLR)为基础的调节路径分析(MPA),深入和全面的探讨了环境不确定性在这一中介关系中的调节作用。结果显示,在不确定的环境中,物流分销柔性对关系满意度的直接作用更强;而在稳定的环境中,需求管理柔性对关系满意度的直接作用更强。此外,物流分销柔性对关系满意度的总作用不受外部环境影响。因此,同时提高两种柔性显然会提高关系满意度,但是单独调整其中任意一个都需要首先考虑外部环境。     

战略性转移定价承诺策略下的供应商选择柔性研究

在上游供应商的战略性转移定价承诺策略与下游制造商投资创新决策之间存在着交互作用,笔者将静态环境下的这种交互作用与不同柔性层次下的动态供应网络架构相结合,以供应链路径柔性为切入点,基于承诺的交货提前期、投资创新、产量与供应链收益等供应链绩效维度来探讨战略性转移定价承诺策略下的供应链合作模式相关话题。考虑到AM_j在不同CS_#em/em#之间进行选择的柔性化特征,笔者至少得到如下三个方面的结论:首先,供应网络架构柔性是供应链整体及其各节点企业获取绩效改善的重要途径,与没有柔性相比,完全柔性和部分柔性情形下的供应链绩效均能得到明显改善,而其中又以完全柔性优势最为突出;其次,虽然部分柔性是供应网络架构中较为可行的柔性层次选择,但是,其与完全柔性一样,容易产生供应网络资源的供给与需求失衡现象;第三,不确定性情境下的一体化决策与确定性情境下的转移定价承诺决策对供应链利润绩效所产生的影响取决于供应网络柔性层次以及供应网络节点企业各自的能力特点,进而对供应链整体及其各节点的合作模式和行为取向起着主导作用。     

多因素扰动情景下应急数量弹性契约的供应链协调

研究突发事件发生导致多种因素干扰的情景下,数量弹性契约是否能实现二级供应链协调,并寻找供应链协调时最优订货与定价策略。针对市场价格稳定和随机两种情况,设定契约弹性系数为常量,分别建立市场价格稳定不变与随机波动两种情况下的应急数量弹性契约模型,寻找它们实现协调的内在约束条件,并与基准模型下的结论进行比较。然后将契约弹性系数由常量拓展为变量,判断是否同时存在最优的弹性系数和订货量,分析弹性系数的变化对于生产、订货决策及供应链整体收益的影响。研究结果证明：当弹性系数为常量时,只要对基准契约的批发价进行适当调整,供应链就能协调应对两种情景下的突发事件,此时,可以找到唯一的最优订货决策。当弹性系数为变量时,两种情景下的供应链均不存在唯一的最优订货决策,但存在唯一的最优供货决策,并且契约弹性系数的改变不会影响供应链期望收益。最后通过算例验证了上述结论的正确性。