论高校“两课”教师要率先践行“八荣八耻”

以“八荣八耻”为内容的社会主义荣辱观是我们每一个公民应具备的基本道德要求,要想在全社会逐步形成人人身体力行社会主义荣辱观的文明风尚,高校“两课”教师应做学习、实践和创新社会主义荣辱观理论的表率。     

使命观思想与美国外交关系之考察

使命观思想是美国文化价值观念的核心内容之一,美国外交行为时刻反映着这种思想。文章考察了美国重要的外交活动及其外交政策,认为,使命观思想直接影响着美国外交行为的选择,它是美国对外扩张的理论基础,在很大程度上决定着以扩张主义为基调的美国现实主义外交行为;同时,它还为美国争夺世界霸权的行为提供理论依据,为美国的新干涉主义提供现实借口。     

Collaboration-based HR systems and innovative work behaviors: The role of information exchange and HR system strength

Integrating strategic human resource (HR) management research with the componential theory of creativity, we investigate the influence of a strategically anchored set of HR practices on employees’ idea generation, promotion, and realization (i.e., innovative work behaviors (IWBs). Specifically, we argue that perceived collaboration-based HR systems rated by employees facilitate IWBs through promoting information exchange. We take a multilevel approach and further propose that the strength of a collaboration-based HR system at the unit-level (i.e., shared employee perceptions) moderates the relationship between employee perceptions of such systems and information exchange. We propose that this relation will be stronger in units with greater levels of collaboration-based HR system strength. We test our model by collecting data at two different time points from 204 employees in 50 departments working at seven manufacturing organizations in Turkey. Results from multilevel and structural equation modeling support all hypotheses and point to the theoretical importance of taking into account idiosyncratic and collective perceptions of HR systems simultaneously. Practical implications that follow from our results suggest intentionally designing, implementing, and regularly communicating collaboration-based HR practices to facilitate IWBs.     

以科学发展观指导大学新生教育的改革创新研究

大学新生教育是高等教育的首要环节,在实践中发挥着重要作用。在新形势下,新生教育要与时俱进,改革势在必行。大学新生教育应该以科学发展观为指导,坚持把发展作为第一要义,坚持以新生为本,坚持全面协调可持续发展,统筹兼顾,处理好各种关系,力求构建长效机制。     

科学发展观视角下的中国大学理念

阐释了大学理念的产生与发展进程,剖析了我国大学理念的形成与发展,进而分析了在科学发展观指导下,我国的大学理念应包含四个方面的主要内容：以人为本是中国大学理念的核心;学术自由是中国大学理念的灵魂;“弘扬传统,陶养德行”是中国大学理念的首要论题;“自主创新,服务经济”是中国大学的使命。     

实现和谐发展与构建和谐社会

构建社会主义和谐社会的理论,进一步丰富了中国特色社会主义理论的科学体系,同时,也进一步开辟了中国特色社会主义的发展道路,进一步深化了人们对于实现和谐发展的自觉认识,进一步深化了对于实现和谐发展与构建和谐社会之间辩证关系的科学认识。实现和谐发展是中国特色社会主义发展道路的本质特征,是构建社会主义和谐社会的客观要求,是科学发展观的基本目标。在全面建设小康社会的新阶段,我们必须以科学发展观为统领,更加强调和谐发展,更加强调以人为本的发展和全面、协调、可持续的发展,进一步在实践中拓展中国特色社会主义的和谐发展道路,在和谐发展的过程中构建社会主义和谐社会。     

科学发展观视阈中的大学生生态文明教育探究

科学发展现与生态文明教育有着紧密的内在联系.目前,我国高校生态文明教育尚不能适应社会发展的需要.贯彻科学发展观,加强大学生生态文明教育,应在培养大学生生态文明观上狠下工夫,加快大学生生态文明教育课程体系的建设,积极构建大学生生态文明教育的活动平台,注重生态校园的建设,营造生态文明教育文化氛围,努力培养大学生良好的生态道德行为和习惯.     

Trends and challenges of developing human capital in India

With the population touching 1.2 billion, half of which is around 25 years of age, India is set to be among one of the top countries for human capital in the next two decades. While the country has been making rapid progress economically, human capital additions may remain marginal and may not keep up with the pace of economic growth unless accompanied by planned development of manpower. The Indian corporate sector was the first to start a dedicated HR function 30 years ago and the nation was the first to have a Ministry of HRD 20 years ago. Despite the early start, the last two to three decades have provided a mixed bag of experiences and expectations. Conservative HRD policies have not helped India's skill base to develop at the same rate as economic progress. An inadequate research base and the low quality of people entering the HR profession have prevented corporate HRD from becoming more productive than it is now. A lot of attention is directed towards recruitment, retention and compensation strategies rather than to talent multiplication. At the same time, innovative leaders and chief executive officers (CEOs) who have taken up the mantle of HR have made a mark. The future of human capital formation will be bright at the national level if the government makes more intense efforts to build human capital and becomes more innovative and expansive. At the corporate level, the credibility of HR is still suspect as it has not been able to match its steps with those of India's more innovative leaders. Preparation of a new breed of HR professionals combined with education of CEOs in what good HR can do may go a long way in helping Indian HR develop a strong footing.     

我国中小企业人力资源管理现状及对策研究

人力资源是企业最重要的竞争资源,目前我国中小企业在人力资源管理方面仍处于传统人事管理阶段,人力资源管理机构定位低,对培训投入严重不足,且缺乏有效的激励机制。导致的原因有中小企业对人力资源管理重视程度不够,加上受传统中国人情关系的影响,人力资源管理的目标不清,各种管理手段效果不佳。要解决这一问题,不仅要提高认识,而且要不断完善人力资源管理体系,在员工激励、人员配置和企业文化建设方面下功夫。     

Understanding the Determinants of Service Channel Preference in the Early Stages of Adoption: A Social Cognitive Perspective on Online Brokerage Services*

In today's increasingly technology‐mediated world, individuals are often confronted with a decision of whether to obtain services through online, self‐service technologies or traditional, nontechnological alternatives. Understanding the mechanisms by which consumers choose among these competing service channels represents an important concern for organizations, consumers, and Web site designers. This study develops a research model based on Social Cognitive Theory to explain and predict service channel preferences that arise in the early stages of adoption, before a consumer conducts business using a particular channel. The model is subsequently tested in the brokerage services context, using observations obtained via survey. Given the growing popularity of online investing combined with the challenging prospect of making optimal decisions in an inherently risky environment, the context offers insights of practical and theoretical importance. The results suggest that task‐specific self‐efficacy beliefs serve as the activating mechanism kicking off a chain of psychological events that entice consumers to favor a particular service channel. Higher levels of self‐efficacy induce individuals to prefer the online approach. In addition to its direct effect on preference for the online service channel, higher levels of self‐efficacy influence one's propensity to take risks and expectations of performance‐oriented rewards, which, in turn, sway consumers to favor the online service channel. Furthermore, self‐efficacy and perceptions concerning the credibility of online information interact to affect service channel preference. Consumers are more likely to prefer the online service channel when they view themselves as capable and perceive online sources to be credible. Implications for theory and practice are discussed in light of the findings.