以学校文化引领内涵式义务教育均衡发展

"义务教育均衡发展"自提出至今已有近十年时间。经过近十年来的研究与实践,我国义务教育均衡发展在硬件设施配备、规章制度等方面都有了长足进步,各个地区在促进义务教育均衡发展方面也取得了一些阶段性成果。但均衡发展不应仅仅是外部资源投入的均衡,更应该是学校内部教育教学质量的提升与均衡,以学校文化视角引领则是义务教育内部均衡发展的重要途径。聚焦学校教育的内涵要素,从学校文化的价值、情感、行为3个维度出发,剖析内涵式义务教育均衡发展,指出应用文化凝聚学校中的各种力量,在校长、教师和学生中树立正确的价值取向、培养良好的情感倾向以及塑造适宜的行为方式,以此用文化引领内涵式义务教育均衡发展。     

论义务教育均衡发展的制约因素与解决办法

论述了我国义务教育发展不均衡的原因：国家财政对义务教育经费的总体投入不足,并且在城乡间分布不尽合理;农村的文化氛围相对不足;农村中小学教师队伍建设中存在一些问题,这些都影响了义务教育的健康发展。提出了解决义务教育发展不均衡问题的办法：加大政府对义务教育发展薄弱地区的财政投入;加快义务教育阶段农村的教师制度建设和农村教师队伍建设;开拓思路,用新办法综合解决问题,如建立寄宿制学校,使学生适当集中。     

Imperfect Monitoring and Impermanent Reputations

We study the long‐run sustainability of reputations in games with imperfect public monitoring. It is impossible to maintain a permanent reputation for playing a strategy that does not play an equilibrium of the game without uncertainty about types. Thus, a player cannot indefinitely sustain a reputation for noncredible behavior in the presence of imperfect monitoring.     

Self‐Control and the Theory of Consumption

To study the behavior of agents who are susceptible to temptation in infinite horizon consumption problems under uncertainty, we define and characterize dynamic self‐control (DSC) preferences. DSC preferences are recursive and separable. In economies with DSC agents, equilibria exist but may be inefficient; in such equilibria, steady state consumption is independent of initial endowments and increases in self‐control. Increasing the preference for commitment while keeping self‐control constant increases the equity premium. Removing nonbinding constraints changes equilibrium allocations and prices. Debt contracts can be sustained even if the only feasible punishment for default is the termination of the contract.     

澳大利亚劳动仲裁制度的历史演变与评价

作为澳大利亚传统的劳动关系处理模式,强制仲裁制度贯穿了澳大利亚20世纪大部分时间,该制度建立了政府对劳动关系的主导,对澳大利亚劳动关系的稳定和经济与社会的发展有着深远的影响。自20世纪80年代以来,澳大利亚在劳动关系领域实施了深刻的"新自由主义"改革,强调市场基础上劳资双方的自主谈判和协商,强制仲裁制度出现重大转变,劳资冲突与对抗增加。工党政府扭转了劳动关系过分自由化的倾向,增加了对劳工权益的保护,重新实现了劳资双方的平衡。澳大利亚劳动仲裁制度的历史演变,对劳动关系的协调有着重要的启示意义。     

Development of professional commitment among students in social work education

This study seeks to expand empirical knowledge of commitment to social work using a sample of 212 Norwegian students. The first aim is to investigate the development of students’ commitment to social work from the start of education (first year) to its end (third year). The second aim is to investigate how theoretical and relational knowledge contribute to commitment to social work. The third aim is to examine how compatibility between students’ abilities and the vocational demands of social work contribute to professional commitment. A paired samples t-test and an ordinary least squares regression were conducted to test the aims of the study. The results document that students experience weaker professional commitment at the end of education compared to the beginning. It also seems that theoretical and relational knowledge contribute to professional commitment. The findings also indicate that students whose abilities are compatible with the vocational demands of social work experience stronger professional commitment than those for whom a discrepancy exists.     

Monetary incentives,motivational orientation and affective commitment in contact centers. A multilevel mediation model

High quality contact and customer relationships are key services for all types of firms. To achieve this high quality performance standard, companies need highly motivated and committed employees, and human resources managers are responsible for designing and implementing practices capable of satisfying both economic exchanges and social exchanges in employee-organization relationships. The aim of this study is to analyze the relationships between monetary incentive expectation and affective commitment, in addition to the mediating role of motivation orientation in this relationship, in contact center employees. In particular, based on the social exchange theory (Blau, 1964), the social exchange model of Cropanzano and Mitchell (2005), and the self-determination theory (Deci, Olafsen, & Ryan, 2017), our study adopts a multilevel perspective to examine these relationships in a sample of 2367 contact center employees from 297 teams (3 or more members). The results showed that the level of performance-contingent rewards (team-level) guides the team’s autonomous motivation (team-level), which, in turn, fosters employees’ affective commitment (individual-level). The results have practical implications for human resource managers and for interventions aimed to promote contact center employees’ affective commitment, taking performance-contingent rewards into account.     

Southern Romance: Relationship Quality,Consensus, and Context among Cohabiting Couples in the Gulf States

Abstract

Relationships are significantly stressed in the Southeastern United States. Of the six states in the Gulf region (Florida, Georgia, Alabama, Mississippi, Louisiana, and Texas), four are in the top-third of the nation's highest divorce rates. Threats to relationship household stability cause a myriad of social problems and public expenses of approximately $24 billion in increased spending in benefit programs to offset family hardship following divorce and relationship dissolution. This study analyzed associations between relationship quality and satisfaction, consensus, and a series of contextual variables among three types of cohabiting homeowners across the Gulf States (unmarried, married, and married with additional family members), surveying variables of interest. Findings indicated that dyadic couple relationships in this sample are generally distressed relative to other states and that significant negativity is present, but that a large portion of the variance in relationship quality is consistently predicted by certain factors. Using an instrument of increased sensitivity, these factors (consensus, negative interaction, household composition, etc.) have been parsed into specific components (types of consensus, types of interaction, etc.) for improved individual analysis. Specific relationship problem areas are outlined, clarified, and discussed.     

Supporting temporary agency workers’ affective commitments: exploring the role of opportunities for competence development

Nowadays, many organizations employ parts of their workforce via employment agencies and, as such, temporary agency workers (TAWs) are important for our economies. Increasingly, research is conducted to explore the relationships among the three parties involved – the TAW, the client organization and employment agency – and how this relationship can be strengthened by HR instruments. This study adds to this stream of literature by studying to what extent TAWs’ affective commitment (AC) towards the client organization and employment agency relates to their expectations and their fulfilled expectations regarding offered opportunities for competence development (OfCD) by both organizations, and by exploring to what extent TAWs regard both employment organizations responsible for offering them OfCD. A cross-sectional survey study was conducted among TAWs in the Netherlands (n = 449), including quantitative and qualitative analyses. All results of this study together revealed that TAWs tend to be focused on the client organization with regard to OfCD. This is the organization to which they feel most affectively committed, that they regard responsible for organizing their OfCD, and where they ask for OfCD. This study indicated that TAWs do not yet profit maximally from the triangular employment relationship, and have a rather traditional view on TAW constructions.     

论WTO法与国际人权法之间冲突的解决

大多数情况下,善意地解释和实施WTO规定,并考虑相关的国际人权法以及例外规定的援引,将足以协调WTO法和国际人权法律制度。在国际人权法和WTO协定之间冲突难以避免的罕见情况下,专家组应裁定国际人权法对WTO法没有直接的效力,因为专家组不能作出任何可能增加或减损“适用协定”的裁决,而应该由国家来解决WTO贸易法律制度与国际人权法律制度之间的冲突。一国违反国际人权法的措施,尽管不能在WTO争端解决机构得到制裁,但是这并不意味着该国将免除在其他法律制度下的责任。在WTO争端解决机制中获取的利益有可能在另一个法庭中被关于国家责任的规则平衡。