The availability of personal and external coping resources: Thier impact on job stress and employee attitudes during organizational restructuring

This study examines the relationships among personal coping resources, social support, external coping resources, job stressors and job strains in a sample of 110 American Telephone and Telegraph employees undergoing a major organizational restructuring. The study expanded on a model suggested by Ashford (1988) by defining another category of coping resources that employees may draw upon to deal with the stressors and strains which occur during major organizational changes. External coping resources were defined as those which provided employees with a sense of 'vicarious control' in stressful situations. Results indicated that personal coping resources, social support and external coping resources had a direct effect upon job stressor and strain levels. No 'buffering' effect of these coplng resources was found. Hierarchical regression analyses indicated that external coping resources added to the prediction of job stressors and strains even when pertonal coping resources and social support were entered first into the prediction questions.     

A pilot study of the contribution of empathy to burnout in Salvation Army Officers

Although empathy has been found to distinguish effective counsellors from less effective counsellors, human services professionals who continually experience negative emotional reactions to the feelings that clients express in counselling may be at risk of developing burnout. This study examined the hypothesis that emotional empathy rather than cognitive empathy is associated with burnout. The sample of human services professionals consisted of 71 Salvation Army Officers. Multiple regression was used to investigate whether the dimensions of empathy could predict three aspects of burnout: personal accomplishment, emotional exhaustion and depersonalization. The first regression analysis indicated that personal distress and empathic concern were significant predictor of personal accomplishment. The second analysis indicated that personal distress was a significant predictor of emotional exhaustion. The third indicated that empathic concern was a significant predictor of depersonalization. Although these results support the hypothesis, personal distress was negatively associated with personal accomplishment, whereas empathic concern was positively associated with personal accomplishment. The small size of the sample may have influenced the reliability of the findings. A multidimensional approach to the role of empathy in counselling may help human services professionals to manage their emotional reactions when they engage in counselling with distressed clients.     

高校大学生社会实践活动功能初探

高校大学生社会实践活动作为一种生动有效的培养人才的重要途径,已经显示出它在大学生的思想教育、专业学习和能力培养等方面的综合效益。其基本功能主要表现在五个方面,即思想教育功能、深化教学功能、实践检验功能、社会服务功能、劳动助学功能。     

风险投资机构面临的融资风险及风险控制问题分析

本文认为,风险投资机构在设立之初及再融资过程中面临着融资风险,而拓宽融资渠道是降低这类风险的关键。本文首先介绍了风险投资机构的融资来源有哪些,以及影响风险投资机构融资的各种因素。在此基础上,笔者提出了目前扩大我国风险投资机构融资来源、控制转移融资风险的各种措施。     

基于提高引资竞争力的我国外资发展战略

国际经济环境的变化和我国加入世贸组织对提高吸收外资水平和质量提出了更高要求。本文从国际竞争力和区域竞争力的概念着手,引申出以优化产业结构、完善城市功能、营造人文环境等为主要内容的引资综合竞争力,并在分析国内外城市吸引外资的经验的基础上,提出具体建议。     

发展中国家引进外资优惠政策的比较与借鉴

随着国际环境的变化和国际投资的发展,发展中国家普遍认识到外资对国内经济的积极作用,如何更好地引进外资以促进本国经济的发展成为世界各国制定外资政策的主要目标。从国内外利用外资的理论出发,对不同发展中国家的外资政策进行了比较分析,探讨了优惠政策竞争对外资流入的影响,并结合我国引进外资的现状和问题,得出对我国政策制定的借鉴意义和启示。     

关于有效促进社会公正的几个问题

本文认为:(1)为了顺利地推进改革,为了中国社会经济持续、有效和健康的发展,就必须适应新的历史条件,顺应民意、顺应现代社会的基本趋势,把社会公正放到一个突出的位置。(2)在中国现阶段应当开始建立一个初级的社会公平保障体系。初级社会公平保障体系的基本特征是低水准、广覆盖、有实效。对于国家来说,近期需要做的事情可以分为两大块,一是国家的直接投入,二是国家的立法、监督、执行和引导。(3)有一些根深蒂固的观念在妨碍着我们重视社会公正问题。这些观念主要包括:“原始积累不可避免”,“国家财力不足”,“重视公正便会妨碍效率”,因此我们必须对这些观念进行一番必要的反思。(4)要想构建一个公正而和谐的社会,就必须培育一个庞大的中等收入者人群,形成一个“两头小,中间大”的橄榄型的社会结构,那么社会就会变得越来越稳定了。     

The social responsibility of organizations: Perceptions of organizational morality as a key mechanism explaining the relation between CSR activities and stakeholder support

Prior research on Corporate Social Responsibility (CSR) has documented how specific CSR activities relate to responses of relevant stakeholders, mainly examining employees. However, it is as yet unclear whether these findings generalize to other types of CSR activities or to responses of other stakeholder groups. In fact, results from studies to date also show inconsistent effects in need of further explanation.In this contribution we offer a new perspective on this literature. We extend current insights on organizational CSR activities and stakeholder support, by elaborating on the psychological mechanisms that can explain these relations. We draw together recent developments on organizational anthropomorphism with insights on organizational identification, to argue that the impact of CSR activities on a broad range of stakeholder responses depends on perceptions of organizational morality. We connect prior work on organizational ethics, CSR, and stakeholder support, to social psychological theory and research on impression formation, impression management, and impression updating. This new perspective allows us to broaden the current debate on CSR and stakeholder support.Building on this analysis, we propose a new model that offers a roadmap for future research. We explain the impact of organizational CSR on stakeholder responses, by highlighting perceived organizational morality as a key mediating variable. We then proceed to consider likely moderators of this relation distinguishing between (a) characteristics of the organization, (b) characteristics of (communications about) CSR activities, and (c) characteristics of the perceivers. On the basis of this extended model we develop specific predictions, and review initial evidence supporting these prediction.     

Leveraging middle managers’ brokerage for corporate entrepreneurship: The role of multilevel social capital configurations

Building on recent efforts to bring a socio-political perspective to social capital research, we develop and test a multilevel framework that explains why middle managers who occupy brokerage positions differ in their ability and willingness to engage in entrepreneurial behavior. More specifically, we provide a contextualized understanding of the links among middle managers' brokerage, their political-support ties, and their personal initiative. Results derived from data on 383 middle managers and 72 top managers in 34 business units indicate that political-support ties with top managers strengthen the relationship between middle managers’ brokerage and personal initiative. However, this positive effect depends on the social capital resources available in the focal business unit. It is attenuated in business units with a supportive and trusting social context and amplified in business units with high levels of internal connectedness. By uncovering these incompatibilities and complementarities, our study demonstrates the value of accounting for different social capital configurations and the interplay of their inherent social capital resources when examining the effects of brokerage on corporate entrepreneurship.     

货币政策规则对国际资本流动与人民币汇率的时变影响——基于TVP-SV-VAR模型的实证检验

本文从货币政策理论出发,构建以稳定国际资本流动与人民币汇率的“多目标”货币政策规则理论模型,并采用1998年1月至2019年11月的月度数据,建立开放经济下的TVP-SV-VAR模型,实证检验不同货币政策规则下货币供应冲击、利率冲击对国际资本流动与人民币汇率的时变与动态影响。结果表明：(1)不同时间阶段,货币政策冲击对国际资本流动和人民币汇率的影响存在较强的时变特征。(2)等间隔脉冲响应表明,货币政策冲击对国际资本流动的短期影响效应要高于中长期,而对人民币汇率的影响却存在一定滞后性和扩散性,且价格型规则更有利于熨平外部冲击对国际资本流动与人民币汇率的影响。(3)时点脉冲响应表明,利率冲击对国际资本流动和人民币汇率的影响弱于货币供应冲击,且利率冲击对国际资本流动的影响回到稳态均衡的速度更快。总体来看,在调节国际资本流动和稳定人民币汇率的效果上,价格型规则优于数量型规则,我国央行货币政策选择应逐步从数量型规则向价格型规则转变。