Cold wars and hot issues: management of responsibilities

This paper provides a review of the Ninth International Conference of the Academy of Human Resource Development (Asia Chapter) that took place in Shanghai, China on 11–14 November 2010. In addition to providing a brief review of the pre-conference workshops and keynote addresses, this paper presents the outcomes of the conference using four main themes: (1) corporate training; (2) the development of key personnel; (3) career development and work-life balance; and (4) organizational learning and learning organization. In conclusion, the authors share their thoughts on the contributions of international conferences to the field of human resource development.     

Social Policy from Olson to Ostrom: A Case Study of Dutch Disability Insurance

Social policy development and reform in corporatist welfare states often follows a pattern of subsequent collectivization and de‐collectivization. This has to do, the article argues, with the social problems these phases address. Early social policy development forms a response to Olson‐type collective action problems that organized actors (labour and employers' organizations) in the field experience: state‐obliged benefits solve free rider problems, while bipartite administration allows labour and employers' organizations to organize their constituencies. This solution to Olson‐type collective action problems, however, also constitutes an Ostrom‐type collective action problem. Such a system functions as a common pool resource. Individual benefit take‐up is experienced as free and the costs of benefit take‐up are collectivized in the common pool. The article illustrates this pattern with reference to Dutch disability insurance.     

从职业病防治看我国集体合同制度的不足与完善

职业病防治法的规定已经较落后,应当对其进行修改,扩大职业病的范围,同时为集体合同约定职业病条款预留空间。改革职业病的管理体制,积极完善工会组织,充分利用行业集体合同、区域集体合同和专项集体合同等现有机制,通过集体协商,引导劳动者和用人单位通过集体合同解决职业病防治问题,无论对于合同双方主体还是对于整个社会都是有益的。     

Determinants and Mapping of Collective Perceptions of Technological Risk: The Case of the Second Nuclear Power Plant in Taiwan

Nuclear power is a highly controversial and salient example of environmental risk. The siting or operating of a nuclear power plant often faces widespread public opposition. Although studies of public perceptions of nuclear power date back to 1970s, little research attempts to explain the spatial heterogeneity of risk attitude toward nuclear power among individuals or communities. This article intends to improve the knowledge about the major factors contributing to nuclear power plant risk perceptions by mapping the geographical patterns of local risk perception and examining the determinants in forming the nature and distribution of the perceived risk among potentially affected population. The analysis was conducted by a case study of the Second Nuclear Power Plant (SNPP) in Taiwan by using a novel methodology that incorporates a comprehensive risk perception (CRP) model into an ethnographic approach called risk perception mapping (RPM). First, we examined the determinants of local nuclear power risk perceptions through the CRP model and multivariate regression analysis. Second, the results were integrated with the RPM approach to map and explain the spatial pattern of risk perceptions. The findings demonstrate that the respondents regard the nuclear power plant as an extremely high‐risk facility, causing them to oppose the SNPP and reject the compensation payment to accept its continuing operation. Results also indicate that perceptions of nuclear power risk were mainly influenced by social trust, psychological and socioeconomic attributes, proximity, and the perceived effects of the SNPP on the quality of everyday life.     

SOCIAL MOVEMENT NETWORKS VIRTUAL AND REAL

This paper discusses the impact of 'computer mediated communication' (or CMC) on political activism and social movements. CMC may be expected to affect collective action by improving the effectiveness of communication and facilitating collective identity and solidarity. However, the heterogeneity of social movements undermines generic arguments and their relationship to CMC. Accordingly, the potential consequences of CMC on three different types of political organizations are discussed: organizations mobilizing mainly participatory resources, organizations focusing on professional resources, and transnational networks. The potential to build 'virtual [social movement] communities' seems highest among sympathizers of movement organizations who act professionally on behalf of causes with vast resonance among the public opinion and low radical potential. All in all, the most distinctive contribution of CMC to social movements still seems to be instrumental rather than symbolic. Existing bonds and solidarities are likely to generate more effective mobilization attempts than was the case before the diffusion of CMC; it is more disputable though as to whether CMC may create brand new social ties where there were none.     

论土地征收制度的完善与建设用地使用权 制度改革的统筹协调

文章在对我国《物权法》中土地征收规定进行评述的基础上,指出这一制度在适用中还需要完善相关的配套法律、法规。文章从制度间相互联系和作用的视角提出完善土地征收制度须与我国建设用地使用权制度改革联系起来一并进行。文章的重点是对完善土地征收制度提出具体建议:将国家对集体土地的征收限制为公共利益目的,将现有的非公共利益的土地征收转变为由集体与土地使用者直接协商,由集体将非农建设用地使用权进行出让。     

Bargaining within the Supply Chain and Its Implications in an Industry

Our main objective is to investigate the influence of the bargaining power within a chain on its industry. As a building block, we first discuss the implications of bargaining within a single chain by considering an asymmetric Nash bargaining over the wholesale price (BW). We show that both Manufacturer Stackelberg (MS) and vertical integration (VI) strategies are special cases of the BW contract. We then develop the Nash equilibrium in an industry with two supply chains that use BW. We identify the profit‐maximizing (coordinating) bargaining power within this industry. We show that when a chain is not monopolistic, VI does not coordinate the chain and that the MS contract, where the manufacturer has all the bargaining power, is coordinating when competition is intense. We find that the main determinant of the equilibrium in mature industries is to respond well to the actions of the competing chain rather than to directly maximize the profit of each chain. That is, the equilibrium does not necessarily maximize the profit of the entire industry. While a coordination of the industry could then increase the profitability of both chains, such a coordination is likely against antitrust law. Moreover, if one chain cannot change its actions, the other chain may unilaterally improve its profitability by deviating from the equilibrium. Our results lead to several predictions supported by empirical findings, such as that in competitive industries chains will work “close to” the MS contract.     

作为一种集体表象和过渡仪式的鲁南春节秧歌

作为一种往昔所沉淀的集体表象,鲁南春节秧歌深刻表征了民间社会的和谐观念,呈现为一种集体欢腾。作为一种集体过渡仪式,它反映了民间社会对现实状况转换的一种周期性渴望。作为一种艺术样式,它的和谐美学价值观来自大传统的模塑和自主性的互动。鲁南秧歌在整个社会结构与秩序中扮演了重要角色。     

浅谈四川方言中的“妈老汉儿”

亲属称谓集中地反映了宗法制社会的习俗,同时也带上了显著的地域文化色彩。笔者拟通过分析以"妈老汉儿"代表的四川方言亲属称谓合称用法,从而说明巴蜀文化与四川方言之间的相互影响关系,及其特点。     

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.