中国医药高技术产业及其市场资源配置的态势分析

本文在论述了医药产业作为高技术产业所具有的高技术、高投入、高风险以及相对垄断性等特征之后,分析了我国医药市场的营销概况和医药企业的发展现状,对比了我国与发达国家的医药企业在经济规模、市场营销和研究开发（R&D）投入方面所存在的差距 , 提出我国在加入WTO后医药产业对所面临挑战的对策。     

试论我国行政事业单位人力资源管理的现状及对策

行政事业单位的管理水平对整个国民经济的发展有着重要的作用。目前我国人力资源管理还存在种种缺陷,为改变现状,从宏观上应改革现有的行政事业单位管理体制;从微观上对基层工作人员引入竞争机制,对中上层干部,实行终身雇佣制,同时应建立公平的干部选拔机制和合理的分配体制。     

高校人力资源专业教学改革刍议

针对目前高校人力资源管理专业人才培养与社会需求之间存在的脱节现象,分析了该专业教学现状及存在问题,并从重新定位培养目标和设置课程结构、尝试多种教学方法、建立科学合理的教师绩效考核方法、建立并完善人力资源实验室和实习基地、探索多种社会实践模式5个方面提出了教学改革的措施和建议.     

资源委员会高级职员角色分析——以抗战时期为核心的考察

作为抗战时期的国营经济经营管理机构,资源委员会高级职员的构成颇具特色。其主任委员、副主任委员克己奉公、为政清廉,严谨务实、不尚空谈,不畏险阻、开拓进取;各处室领导人是一个能够消解内部矛盾、努力以赴的高度专业化的经济行政管理群体;所属各厂矿主持人是一支拥有现代科学技术知识、经验丰富的企业管理人员队伍。资委会集聚成为一个"技术官僚"阶层,国家的经济决策、企业的经营管理日益理性化、科学化、现代化。     

组织中的人才资本价值及其实现途径

人力资本最本质的规定性是其价值特性,人才资本的价值具有不确定性高、增值性强、专用性强、外部性强等特点。通过讨论组织价值与人才资本价值的关系,认为人才资本价值只有在组织中才能实现,组织价值的实现则依靠人才资本价值的实现。人才资本目标与组织目标存在差异。绩效—薪酬和管理是组织中人才资本价值有效实现的主要途径。     

浅析校园网在现代化教学中的应用

校园网是实现学校教学和管理现代化的重要技术手段，校园网的建设、应用、管理是一项技术性很强的综合工程，需要进行合理规划。校园网的建设与应用应该注重实用性、实效性和可扩展性，为学校的教学、管理等各项工作做出应有的贡献。     

论地方电视媒体的媒介生态环境

地方电视媒体在央视、省级电视台以及境外电视机构的挤压下,其生存空间和媒介生态环境的现状都不容乐观。如何在激烈的市场经济的角逐中发挥出地方台应有的优势,获得更大的生存空间?它需要从改革组织机构、规划合理的人力资源和明确行业定位三方面来改善其低效的组织资源、落后的人力资源和封闭的政策资源等具有瓶颈性的媒介生态环境。     

Yoshida Theory: Its Structure,Criticism and Advancement

Tamito Yoshida, a giant of theoretical sociology, passed away in 2009. Here, I give a concise review of his theoretical achievements, called “Yoshida Theory”, and foresee the future. The main features of Yoshida Theory are the following: information controls resources; there was evolution from the stage of only materials to that of materials controlled by generic information and also to that of materials controlled by symbolic information; the process of information procedures is divided into “to cognize,”“to evaluate” and “to order,” which are distinguished from one another, and from the theoretical standpoint called the “Information Processing Resources Paradigm”; i nformation is maintained as long as it is useful, and when it becomes useless it is selected or expected to be changed. There was much criticism against the theory. The most unrelenting opposition was that it was not a system of explanation in the conventional sense of scientific methodology. It was claimed not to be positive scientific theory because of the logical inconsistency. Yoshida's counter‐criticism was, contrary to his opposites' expectations, that sociological theory ought not to fulfill the criteria to be science. It seemed to support his evolutionalist assertion that the synchronically inconsistent theory will be corrected diachronically and achieve some consistency. The criteria of science themselves should be re‐constructed to thematize the fact that information or program‐controlling society has evolution, he thought. He called it “New Science”; however, the attempt was never completed. It is still our task to clarify whether sociological theory can remain in science or not.     

Coping resources,coping strategies and adjustment to organizational change: Direct or buffering effects?

Abstract

This study examined the effects of personal and social resources, coping strategies and appraised stress on employees' levels of anxiety and depression. In relation to the effects of resources and coping strategies, two different models were tested. The main effects model proposes that, irrespective of the level of stress, coping resources and coping strategies have direct effects on well-being. In contrast, the buffering model predicts that the buffering effects of coping resources ad strategies are only evident at high levels of stress. One hundred lawyers completed a structured self-administered questionnaire that measured their personal and social resources, use of problem-focused and emotion-focused coping strategies, and appraisals of the stressfulness of the situation. Results revealed generally strong support for the main effects model in the prediction of employee levels of anxiety and depression. Lower levels of anxiety were linked to judgements of lower levels of organizational change, greater self-confidence, greater internality of control beliefs and less use of emotion-focused coping strategies. Lower levels of depression in employees were also linked to judgements of lower levels of organizational change, greater use of resources and less appraised stress. There was only limited support for the buffering effects model. Due to the small size of the sample, the findings need to be explored further in other contexts.     

开发人力资源与迎接高技术产业化挑战

高技术产业化是当今世界经济发展的重大趋势 ,人力资本是推动高技术产业化的真正动力。我国人力资源的“瓶颈”状态不适应高技术产业化的发展 ,因此 ,探索符合中国国情的人力资源开发途径是当务之急