社会转型期领导者能力新框架的构建

在社会转型期,各种竞争日益激烈.领导者们既要正视竞争,更应珍惜竞争的机会.只要对自己的管理才能进行大胆挖掘,全方位修构,便能抓住竞争的机遇,找到自我与组织生存和发展的空间.     

Private Action for Public Good?: The Public Role of Voluntary Sector Organizations

Voluntary sector organizations claim to be private institutions acting for the public good. However, if the concept of public is disengaged from the state and connected instead to citizenship, VSOs can be shown to have both private and public origins, as well as private and public impacts. As citizens, VSOs are public organizations serving the public good through their purported representation of the people and civic leadership. The legitimacy of their assumption of these public roles remains a continuing challenge.     

浅论“三个代表”对邓小平党的领导理论的丰富和发展

“三个代表”重要思想是根据党领导我国现代化建设的新特点、新要求提出的。它在党的领导的本质、主题、实现条件、检验标准以及对党的领导活动规律的揭示等方面 ,丰富和发展了邓小平党的领导理论     

简论高校基层党组织作用的有效发挥

在改革开放不断深入、素质教育全面铺开、高校办学规模日益扩大的新形势下 ,高校基层党组织特别是院系党总支应彻实贯彻江泽民同志“三个代表”思想落 ,加强领导班子自身建设 ,切实加强党组织的政治核心作用和保证监督作用 ,积极参与行政决策     

建国初期毛泽东关于执政党建设的理论贡献

本文概括论述了毛泽东在建国初期(1949年10月—1957年5月)所探索总结的关于加强执政党的建设必须紧密围绕着生产建设;围绕着坚持党的核心领导地位;围绕着坚持党的三大作风;围绕着坚持党内监督和党内教育等四个方面进行的执政党建设理论。论述中,既特别强调了毛泽东关于执政党建设理论的主题思想,还归纳了党中央在建国初期围绕着加强执政党建设所制定的若干措施。论述中着力突出了毛泽东关于执政党建设理论对马克思主义关于党的学说的丰富与发展。此外还简要论述了建国初期在毛泽东关于执政党建设理论指引下我党在经济建设、政治保障、制度建设和组织建设等方面取得的成就。     

论老子的领导艺术思想

从《老子》一书中所体现出的修身、驾驭矛盾、无为而治、功遂身退等领导艺术思想加以探讨 ,阐明老子领导艺术思想的意义。     

民主和党的领导——民主的现实思考之二

民主和党的领导的结合是民主现实思考的一个基本点。党的领导和人民当家作主是统一的，但对二者之间暂时的、局部的、个别的对立也不可掉以轻心。党要实现对人民当家作主的领导，务必要解决好党内民主和反腐败的问题。在党的领导下发展民主，通过发展民主加强党的领导，这是一个问题的两个方面。     

Corporate Governance: Impulses from the Middle East

The sheer fact that the concept of Corporate Governance is not yet as widely spread in the countries of the Middle-East as in Western economies, may lead to our labelling, once again, this region as underdeveloped. The purpose of this article, however, is to lead the reader to let go of this Western perspective and to discover the distinctive impulses that the Arab-Muslim region has to offer for the further development of the human-social dimension of corporate governance, if not to ultimately transform it in such a “Middle-Eastern” light. We start then, in this article, by revealing some of the general limitations to corporate governance, before moving onto the specific impulses provided by the Muslim-Arab context. Islamic management is a new domain of knowledge that will be addressed in this paper to shed some light on how Islam can inform reform and transform the notion of corporate governance.      

Transformational leadership and optimal functioning at work: On the mediating role of employees' perceived job characteristics and motivation

This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands–resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented.     

团队真实型领导、新员工反馈寻求行为与社会化结果

领导掌控着组织的资源,其态度和行为对新员工能否顺利社会化起关键作用。基于真实型领导和员工反馈寻求社会化理论,探讨团队真实型领导、反馈导向对新员工反馈寻求行为和社会化结果的影响。纵向选取53个团队中304个入职9个月内的新员工为调查样本,运用多层回归和结构方程模型进行验证。研究结果表明,团队真实型领导和反馈导向正向影响新员工反馈寻求行为,团队真实型领导显著正向调节反馈导向与新员工反馈寻求行为之间的关系;在高团队真实型领导水平下,高反馈导向的新员工表现出更频繁的反馈寻求行为;团队真实型领导与反馈导向的交互作用通过新员工反馈寻求行为对角色清晰度、社会融入度和工作满意度3个社会化结果起间接积极作用,表明团队真实型领导可以促进新员工有更多的反馈寻求行为,进而帮助他们成功社会化。