十八大以来国内生态文明制度建设研究综述

十八大召开以来,国内学者针对十八大报告中所提出的生态文明制度建设展开了积极的探索与研究。当前的研究主要集中于生态文明制度的定义、生态文明制度建设的理论基础、生态环境管理制度的创新与完善、政府生态行政制度体系的健全、正式制度的完善与健全、非正式制度的引导和推广以及生态文明的实现路径等七个方面。但总的来说学术界对于生态文明制度的研究多集中于具体制度,对于基本制度和根本制度的研究需加强。     

再论抗战初期龙云与汪精卫的历史公案

1938年12月汪精卫逃往越南,途经昆明时曾与云南省主席龙云有过秘密接触,此后汪即走上叛国投敌的不归路。由于汪精卫在中国历史上的敏感身份,使得二人的这一接触从此成为疑案,学者们围绕龙云对汪精卫投敌是否知情等问题争论不断。中立地看,龙云等历史当事人事后的回忆似有与史实不尽相符之处,而评析龙汪之间这一公案的关键,实际需要读者与作者都能设置必要的解读前提,如清晰认识龙汪关系的实质、汪精卫个人形象在出逃前后的巨大差异及1938年时中国抗战的具体境况等,从中可知龙云对汪精卫的去国目的应该知情,事后出于私人道义原则也不愿对汪落井下石,而整个事件的处理既关乎龙云的个人性格,更是龙、蒋、汪三方之间利害权衡的结果。     

和谐思维与社会主义建设实践和建设哲学

科学发展观具有和谐思维特征。和谐思维的现实性在于社会主义建设成为实践主题。和谐思维是社会主义建设实践的哲学基础。构建以和谐思维为主导的社会主义建设哲学,是马克思主义哲学发展的现实路径。科学发展观使中国特色社会主义建设哲学趋于成熟。马克思主义哲学家的任务是完成这一哲学由文本形态到叙述形态的转变。     

农民对新农村建设的认知及意愿研究——来自赣中山区的实证调查

农民是新农村建设的主力军。了解农民对新农村建设的认知及意愿,能充分调动农民的积极性和创造性,最大限度的动员农民参与到新农村建设中来。本研究选取了赣中山区的一个县内300名农民作为研究对象,以问卷与个案访谈法搜集他们对新农村建设的认知及意愿。研究发现:受宣传方式的影响,在认知上,农民对于新农村建设的本质认识还有待进一步提升;在态度上,农民的态度是积极的,参与意愿较强;在评判标准上,农民对新农村建设结果的重视高于投入。     

青少年社会工作实习经验分享

青少年社会工作在我国中学开展还不是很广泛,青少年社会工作实习在局部地区还面临许多困惑。本文通过亲身的青少年社会工作实习经验,尝试探讨如何结合国情开展青少年社会工作实习,为我国青少年社会工作的发展提出可供参考的意见。     

信托财产权的法理学研究

信托是一种财产关系,以财产为中心,以财产权为具体内容。信托整个的精髓就在于它移转并分割所有权的设计。深入分析信托财产权产生的原因、存在的基础和信托财产权构造的哲学基础和经济基础等,有助于我们理解信托特定的财产权利关系。     

乡镇企业集群的交易治理结构分析--以王庆坨自行车企业集群为例

企业集群是产业和地方经济发展的一种重要形式.王庆坨自行车企业集群的快速发展表明,集群内部交易活动和缔约的制度基础是关系型契约.这种关系型契约能够有效地降低企业集群内部的交易成本,从而改善了企业集群的交易治理结构.同时,乡镇企业集群早期的快速发展还依赖于经济交换域对社会交换域的嵌入.但传统的乡村规范仍然存在着前市场经济的局限性,只有通过引入第三方中介对交易制度进行补充,乡镇企业集群才可能持续快速地发展.     

冯玉祥集团与河北地区关系探研

冯玉祥集团与河北地区的关系源远流长,在河北地区时重要人物籍贯遍布河北、山东、吉林、浙江、安徽、贵州等省份.当然,其中最多的还是河北本地人与外省籍生在河北者.如集团核心人物冯玉祥就生在河北、长在河北,其他重要者则有张之江、鹿钟麟、刘郁芬、韩复榘、庞炳勋、冯治安、刘汝明、孙良诚、高树勋、邓长耀、张允荣、何基沣、李德全等.这些人不仅官居高位、苦心于权术之争,而且还办了一些对普通百姓有益之事,如建校、办厂、修路、开垦、造林、放牧等.     

Relations between stressors and group perceptions: Main and mediating effects

Most orgnizations these days utilize groups for the performance of at least some tasks. There is therefore a need to examine the relationthip between job stressors and group functioning. Until now it has been proposed that employees who perceive high levels of stress in their jobs will have negative perceptions of the groups in which they work, in the form of reduced altruism and collective efficacy. They may also have higher levels of psychological strain. This study examined relations between job-related stressors and group perceptions (collective efficacy 3rd the prevalence of altruistic behaviour) in a sample of 2403 mililitary personnel, comprising 31 companies in two US Anny combat brigades. We also examined whether group perceptions mediated the relationship between stressors and both job satisfaction and subjective well-being. Results indicated that stressors were negatively associated with measures of group perceptions, and both job satisfiction and well-being. Furthermore, mediated regression analyses suggested that relations between interpersonal conflict and both job satitfaction and well-being were partially mediated by both group perception measures. These finding suggest that work-related stressors may negatively impact on group functioning, which may lead to employee strains. Implications of these finding are discussed, and suggestions are made for future research.     

Talking of HRD

This paper draws upon research exploring the emergence of HRD within the British National Health Service (NHS), the aim being to investigate how HRD has been talked into being, is talked about and accomplished through talk. HRD is conceptualized as a socialand discursive construction, and as discursive action. It is argued that conceptualizing HRD as a social and discursive construction can help identify and explain changes in ways of thinking and talking about HRD. Conceptualizing HRD as discursive action can help explain and justify HRD activity, in that much of what HRD practitioners and academics ‘do’ is ‘talk’. This paper explores these concepts and introduces a typology of the discourses of training and development (T&D), HRD and strategic HRD (SHRD), labelled Tell, Sell and Gel. It is suggested that this typology is a useful analytical tool for those practising HRD, providing ameans for HRD professionals to identify and analyse, and possibly change, their practices and discourse(s). The paper introduces a way of identifying how HRD might be talked ‘about’ and theorizes how discursive activities (the talk) might be changing.