Looking back,moving forward: A review and reflection of the organization-public relationship (OPR) research

Organization-Public Relationship (OPR), as a key concept addressed in the field of public relations has attracted wide attention in the past three decades. This study presents a comprehensive review of 156 relevant studies from 1998 to 2016 and categorizes them into five main clusters, which include the outcomes, antecedents, mediation, process, and structure of OPR. Findings also identify five gaps in current OPR research such as idealized propositions based on mutual benefits, a lack of research on multi-party relationships, problematic “trust” as the measurement, unilateral self-reported research data, and dominated cross-sectional methods By drawing contingency theory of accommodation and the relationship management theory, this study proposes the concept of contingent organization-public relationship (COPR) for future studies that seek to explore variations of OPR longitudinally.     

Another characterization of the weibull distribution

A necessary and sufficient condition is given that an absolutely continuous positive random variable follow a Weibull distribution. The condition Is based on some functions of order statistics.     

倡导优势,开发潜能--浅论我校"奖励学分"制

高教法的颁布和新的本科专业目录的公布实施对高等学校的人才培养提出了新的要求.如何充分发挥学生学习的主动性和积极性、培养学生的创新意识,是当前高等学校面临的重要问题.北京航空航天大学在制定九七版教学计划时注重了学生自主学习和自主发展能力的培养,引入了"奖励学分"制度.     

试论教育法地位的独立性

本文主要分析教育法是一个独立的部门法的原因。从划分部门法的标准来看,部门法的划分应由调整对象的社会功能来决定。教育法律关系的基本特征是社会性或公共性,它体现了作为独立的部门法的要求。教育法律关系已不能被简单地归结为是一种行政法律关系,现代教育发展的趋势也加强了教育法的公共性特征。     

中国共产党在西安事变中的独立自主立场

独立自主原则是中国共产党人依靠自己的力量 ,在长期的革命和建设中逐步形成的基本原则。中国共产党人坚持独立自主的原则 ,在遵义会议上第一次自己起来解决党内存在的问题和中国革命问题。西安事变的和平解决 ,则是中国共产党自己解决中国革命问题原则的集中体现 ,是爱国主义和无产阶级国际主义的高度统一。今天 ,我们建设有中国特色的社会主义 ,更要坚持走自己的路     

Research in organizational evolution. What comes next?

The literature about organizational evolution has been witnessing a tremendous amount of and continuous development among strategists since the second half of the 20th century and this critical review article aims to provide readers with a thorough discussion of past and contemporary research within this area. From the beginning, the article works through analogies with biology in attempting to trace the current boundaries of the field, with much of the review’s content thus structured around the proposed conceptual (and methodological) framework. In addressing the question of what forces drive organizational evolution, the article then takes on a middle ground by mainly focusing on the development of the dialectical and co-evolutionary approaches. It ends by prospecting what can come next for evolutionary (and co-evolutionary) research in the strategic management field.     

Why youth leave care: Understandings of adulthood and transition successes and challenges among youth aging out of child welfare

Child welfare policies and practices are changing to allow more youth to remain in care beyond age 18. Yet, the majority of youth do not stay. Given recent evidence suggesting that remaining in care may be beneficial, there is a need to understand why youth leave. Using data gathered from in-depth interviews with young people aging out of care, this paper explores this question, relating it to youths' understandings of adulthood and the successes and challenges they face during their transitions. We find that youth leave care because of misunderstanding and misinformation about the requirements for remaining in care, as well as because of a desire for autonomy and independence. Specifically, many youth equated adulthood with independence, and thus felt that they needed to leave care to achieve adulthood. Unfortunately, these efforts to be independent often hinder youths' development of supportive relationships, which they reported to be one of the greatest challenges in their transitions. Based on these findings, we conclude by challenging the conflation of adulthood and independence, as well as of childhood and dependence, calling for connected autonomy as a goal for child welfare involved young people of all ages.     

衍生企业组织演化:驱动与约束的权衡——来自企业纵向事件抽取与趋势分析

主辅分离是深化国有企业改革的需要,但大部分企业还处在分而不离的状态。如何让这些衍生企业独立发展、自主创新并获得良好绩效成为该政策的关键。衍生企业组织演化过程被划分为两个维度,即价值创造驱动和独立性约束。本文深入考察了一个国有企业的衍生企业发展历程,深度跟踪和提取了其七年的事件数据,通过纵向研究和扎根理论试图来填补理论缺口。通过实地调查、访谈与档案的抽取和印证数据,分类绘出事件的时间线索趋势图;通过纵向动态的相互趋势的不断比较,得到价值创造驱动和独立性约束分别与外部关系探索、亲缘关联关系和自主性投入一致性关系。研究主要的理论贡献在于把创业衍生企业的理论延伸到主辅分离这一具体政策导向措施的作用机理中,并得到其理论模型与核心权衡过程。