蛋白质二级结构序列片段的识别

识别蛋白质二级结构片段,实质上是从序列片段的水平上对二级结构进行预测.用离散量的方法,通过一系列的计算发现:选择氨基酸(20种氨基酸加一个空位)和其紧邻关联共同为参数,从N端截取固定长序列片段为6或7个连续氨基酸残基时,10交叉检验平均预测精度能达到75%~77%,jack-knife检验平均预测精度能达到72%;当固定长序列片段为9或10个连续氨基酸残基时,10交叉检验平均预测精度能达到82%~83%,jack-knife检验平均预测精度能达到74%~76%.     

农户与集群:高阳纺织业形态及其演变

结合田野调查和文献资料,基于经济史的视角,从农户这一微观组织和产业区这一宏观现象两个方面,分析了河北省高阳县的农村工业现象。理解中国农村经济发展的关键在于受中国农村资源禀赋影响下的农户,而新农村建设的合理之处,正在于立足于农村、农民的自组织来实现农村的发展。因此,不能单纯从农业考察中国农村的经济发展问题,而必须农业与非农产业并重。同时,在合作社之外,分包制也是实现农民组织化的重要形态。     

‘There Isn't Supposed To Be a Speaker Against!’ Investigating Tensions of ‘Safe Space’ and Intra‐Group Diversity for Trade Union Lesbian and Gay Organization

Trade union engagement with the continuing inequalities facing minority groups has been one of the guiding principles of attempts to re‐energize the labour movement in recent years. This article focuses on attempts by six British trade unions to create and maintain separate organizational ‘spaces’ for their lesbian and gay members. Through consideration of group representation within a union framework, the strategy of separate organizing and the complications of representing a diverse membership, this article considers issues of intra‐group diversity and ‘safe space’ for this particular group of members. It concludes that the recognition and actualization of the internally diverse lesbian and gay constituency will be important in the long term for trade unions seeking to renew their pool of potential activists.     

Does task-related conflict mediate the board gender diversity–organizational performance relationship?

The board gender diversity–organizational performance relationship has been criticized for the absence of tests of the underlying mechanisms of this relationship. This study aims to empirically investigate whether task-related conflict – one of the prime theorized mechanisms of board diversity – indeed mediates this relationship. Consistent with the literature, we theorize how board gender diversity affects task-related conflict, and how task-related conflict in turn affects organizational performance. We test our hypotheses in the Dutch water authority sector 2009–2014, where we have access to the detailed board meeting minutes of 27 organizations. Our results find support for a partial mediating effect of task-related conflict in the board gender diversity–organizational performance relationship. We conclude by discussing the implications for the board gender diversity literature.     

试析马克思主义存在形态多样性的原因

马克思主义自19世纪40年代创立以来,在其阐释史上一直是"一源多流"的状况.不言而喻,马克思主义阐释多样性的原因是多方面的,主要有:马克思恩格斯文本的论战特性、马克思早期著作的缺失、马克思恩格斯思想的差异、变化的时代特征和阐释主体的个性特点五个方面.期望通过这种分析可以加深对马克思主义哲学本质规定的一元性和存在形态多样性的理解,更加准确地把握马克思主义的当代形态.     

略议孔子的身份认同

文化因素的多元性,往往会造成个体身份认同的矛盾与紧张,但孔子的身份认同却实现了多元文化因素的统一.孔子在周是殷人后裔,在鲁则是宋的移民,但他对周文化及鲁国存在强烈的认同.孔子是传统的继承者,同时又并不排斥新兴礼俗.孔子为恢复周代礼制四处奔走,是一位积极的入世者,同时又能欣赏出世隐者的生命态度.孔子的"仁道"理念,是他消解不同文化因素之间的冲突、实现个体身份认同多元文化相互统一的根本依据.在"仁道"基础上,"用中"的方法,为孔子的身份认同提供了重要的文化选择模式.     

Women and Top Leadership Positions: Towards an Institutional Analysis

Women remain under‐represented in top leadership positions in work organizations, a reality that reflects a variety of barriers that create a glass ceiling effect. However, some women do attain top leadership positions, leading scholars to probe under what conditions women are promoted despite seemingly intractable and well‐documented barriers. Previous scholarship tends to posit individual‐level explanations, suggesting either that women who attain top leadership positions are exceptional or that potential women leaders lack key qualities, such as assertiveness. Much less scholarship has explored institutional‐level mechanisms that may increase women's ascension to top positions. This analysis seeks to fill this gap by testing three institutional‐level theories that may shape women's access to and tenure in top positions: the glass cliff, decision‐maker diversity, and the saviour effect. To test these theories we rely on a dataset that includes all CEO transitions in Fortune 500 companies over a 20‐year period. Contrary to the predictions of the glass cliff, we find that diversity among decision makers — not firm performance — significantly increases women's likelihood of being promoted to top leadership positions. We also find, contrary to the predictions of the saviour effect, that diversity among decision makers increases women leaders' tenure as CEOs regardless of firm performance. By identifying contextual factors that increase women's mobility, the paper makes an important contribution to the processes that shape and reproduce gender inequality in work organizations.     

“综合文本”意识下的冲突法研究进路

冲突法的研究大致围绕"为何适用外国法"及"如何适用外国法"两大主题展开,其中,理解"为何"是我们思考"如何"的前提。而现今世界所呈现的是各种问题与各种知识之间的互动结构。这一事实已然使我们不得不以一种"综合文本"的意识来解读"为何适用外国法"。在综合文本的意识下,借由缘起于中国传统的"天下"理念,我们应基于"无外"的原则在"和而不同"的框架下形成适用外国法的精神自觉。