Parenting Practices and Adolescents’ Friendship Networks

Using data on 11,044 adolescents from the National Longitudinal Study of Adolescent Health, we examine the relationship between parenting practices and the composition of an adolescent’s friendship network. In general, parent‐child relationship quality, selecting a neighborhood because of its schools, and parents’ supervision are negatively associated with having a more delinquent friendship network but positively associated with having a more prosocial network. These results suggest that parents have the capacity to shape the characteristics of their child’s friendship networks, even after taking into account the likelihood that adolescents have friends who are similar to themselves.     

高校基建借款会计实务处理精析

高校存在着两个会计主体,即事业财务会计主体和基建财务会计主体。基建投资借款由事业财务会计主体借取和由基建财务会计主体借取,在会计实务的处理上不同。尤其是在资金的转借和资产的交付、接收上引起的会计处理,在现行的制度中没有明确的规定。各高校的做法也不尽相同。笔者为使会计处理方法相一致,会计信息相互可比,抓住事物的本质,进行精辟分析,提出自己的看法。     

The adoption of family-friendly practices in family-owned firms

Most family business research on managing work and family conflict focuses on the family unit while ignoring non-family employees. This study investigates how family businesses manage the work and family conflicts facing non-family employees by examining the adoption of work–family practices in family-owned firms. Two research questions are addressed. First, to what extent do family-owned firms adopt work–family practices? Second, do family-owned firms offer the same level of work–family practices as non-family-owned firms? Results indicate that when family-owned firms do adopt work–family practices, they favour flexible scheduling arrangements for non-family employees to reduce work–family conflict. In general, however, work–family practices are used less in family-owned firms than non-family-owned firms.     

Language rights: Moving the debate forward

This article provides an overview of the current issues and challenges facing the nascent paradigm of minority language rights (MLR). It focuses on the theoretical points of dispute and tension with respect to MLR, as well as the challenges attendant upon their implementation in complex, multiethnic and multilingual contexts. The article acknowledges, but also responds to, key critiques of MLR to date. These include debates about linguistic modernisation, linguistic identities and essentialism, language and social mobility, and macro and micro language practices. In light of these debates, the article speculates about possible ways forward for the MLR paradigm.     

基于教学实践重构的教师职后教育质量观初探

教师职后教育是提高教师集体素质的途径,而教师职后教育的质量问题是关系到我国初等、高等教育改革顺利实施的重要因素,也是推动教师专业化进程的关键。因此,确立科学的教师职后教育质量观对我国的教师教育具有重大意义。本文从我国教师职后教育的两大实然质量问题和应然三重质量观的特性出发,提出了一种基于教学实践重构的教师职后教育质量观,并从多维度对其进行了论述。     

论19世纪末20世纪初美国联邦政府反垄断运动

19世纪末20世纪初,面对垄断资本主义带来的一系列社会问题和社会矛盾,美国联邦政府相继通过一系列反垄断法律,首次进行了大规模的反垄断实践。这些反垄断法律的通过和司法实践,开创了世界上反托拉斯垄断的先河,强化了联邦政府的社会经济调控功能,从立法和司法实践上奠定了现代美国的基础,而且体现了公平与效率,在一定程度上保护了中小资产阶级和消费者的利益,缓和了由垄断引起的社会矛盾,稳定了美国资产阶级的统治,促进了美国社会的进步。     

佛山企业股份制探讨

佛山企业试行股份制早,但进展慢,实行股份制可促进佛山改革经济体制,筹集投资资金。佛山应加快企业股份制步伐,按国际惯例建立股份公司,为股票上市创造有利条件。     

季红真的文学批评

季红真是当代文学评论界具有突出成就的女性评论家,其文学批评受时代的影响呈现出阶段性特征:20世纪80年代中期以前,偏重从文化角度进行文学批评,关注民族精神的重建;20世纪80年代中后期至今,注意到文学自觉,致力于新的批评理论的尝试,内在情感倾向也略呈变调,关注人的普遍真实的生存和人性的被压抑,但创作数量明显减少。其文章充满知识意味,气势恢宏又流畅舒卷,具有较强的理论思辨色彩。     

Exploring the link between human resource practices and turnover in multi-brand companies: The role of brand units’ images

Using exploratory qualitative research undertaken in a multi-brand fashion company, this article investigates the role that brand units’ images play in the link between human resources management (HRM) practices and employee internal and external turnover. Our results suggest that the existence of imbalanced and differently attractive brand units’ images might weaken or remove the effectiveness of corporate HRM practices in keeping internal and external turnover rates low. This because employees may be interested in transferring to the most appealing brand(s) or, if not possible to do so, leaving the company. This article contributes to the debate regarding the use of HRM practices in multi-brand companies, especially in industries where both the brand and the product have a highly-symbolic content. Based on our conclusions, we recommend that brand units with less prestigious images compensate for their lower attractiveness with specific brand unit HRM practices to attract and retain their employees. Theoretical and policy implications of the findings are discussed.