中国佛教史上第一篇孟子学文献——《牟子理惑论》新探

东汉末年,浮屠、黄老为一家,神仙家异常活跃,而佛教初来乍到,社会影响小。牟子皈依佛法,又三教并重,十分重视孟子。《牟子理惑论》有实名涉孟语句6例、显性——匿名涉孟语句11例、孔孟并称4例,不仅文献学指标高,而且思想史分量重。孟子的许多思想及语句,尤其是距杨墨、辨夷夏、权时地等核心观点,得到《牟子理惑论》智慧的理论阐释与有效的实际运用,并藉以服务于佛教的自立及其中国化;牟子不仅以孟援佛,还多次并称孔孟,试图在大思想史上提升孟子的地位。《牟子理惑论》既是东汉重要的孟子学作品,也是交州孟子学的代表作,更是中国佛教史上第一篇孟子学文献,其在孟学史上的地位举足轻重。     

Predicting Work Outcomes From Religiosity and Perceived Calling

Research suggests that individuals who perceive their work as a calling experience a variety of positive outcomes, such as occupational identification, career decidedness, and job satisfaction. The present study examined how calling and religiosity interact to influence workplace cognition and behavior. Using a self‐regulatory, multiple‐goals perspective, the author proposed that individuals with greater religiosity would report lower job involvement and work fewer hours. However, this relationship would attenuate or reverse if individuals perceived a transcendent summons calling them to their jobs. In the present study, 233 employed adults reported perceptions of calling, religiosity, job involvement, and hours worked. Calling and religiosity interacted in the hypothesized manner when predicting both job involvement, ΔR² = .02, and hours worked, ΔR² = .02, although job involvement did not mediate the relationship between calling, religiosity, and hours worked. The results suggest that career counselors and researchers pay particular attention to the role of calling among religious individuals.     

真实是报告文学的生命

真实是报告文学的生命,真诚地反映社会现实是报告文学的精髓。扫描20 世纪中国报告文学的发展,可以清晰地看到报告文学的发展与时代同步的足迹。遵循写真求实之道,忠诚于社会现实问题,追求真实性与文学性的高度统一,仍为当今报告文学创作的可贵之处。     

Make your future job matter: A career calling intervention for college students

In recent years, career development scholars and practitioners are increasingly interested in the concept of career calling. However, the psychological mechanisms underlying the process of its discernment remain obscure, and intervention research is scarce. In this study, we implemented a quasi-experimental pretest–posttest design with intervention (n = 42) and control group (n = 66) to test a 9-week elective course designed to help college students find their callings. The course included an investigation of strengths, values, and interests, followed by their integration into personal mission and finding occupations that allowed to implement that mission in real life (potential callings). The study was conducted in a major Russian university located in Moscow. Be the end of the course, the participants had a stronger sense of calling, perceived more meaning, and felt more authentic. The results of this study can be used by university career services, as well as private counselors.     

The Power of Perceived Experience: Events That Shape Work as a Calling

Meaning plays an important role in many people's lives and work. A significant source of meaning derives from a greater sense of fulfilling one's calling, or purpose in work. This study examined the specific life experiences that shape people's perceptions of their calling and the characteristics of those experiences that make them so powerful. Fifty‐eight people who self‐identified as leaders responded to a questionnaire about the relevant experiences that shaped their perceptions of their work as a calling. Participants' responses were content‐analyzed to generate a taxonomy of themes in 4 overarching categories: (a) content of the event, (b) context of the event, (c) confirmation of one's call, and (d) the continuing effect that the event has had on the individual's life. By increasing knowledge about events that affect perceptions about one's calling, counselors may be more equipped to shed light on the potential, unexamined trajectories of a client's work and life.     

企业融资风险的期权控制策略

企业与其股东、债权人的经济关系具有期权的特性。股东权益是基于企业价值的看涨期权。当企业资产的收益率大于负债的融资成本时 ,企业可以通过扩大负债的规模来增加看涨期权的价值 ;而当企业资产的收益率小于负债的融资成本时 ,企业则应通过扩大股权的规模来增加看涨期权的价值。股东的投资报酬率由企业的投资收益率、资本结构和负债资金成本三个因素所决定 ,因此在投资收益率确定的情况下 ,企业的融资风险主要来源于企业的资本结构和负债资金成本。企业的资本结构可以通过基于企业价值的看涨期权的弹性来合理确定 ,企业的融资成本也可以通过期权得到有效的控制。     

论艺术欣赏活动中的审美再创造

艺术欣赏活动是一种审美再创造活动,艺术作品与审美主体的之间的互动,实现了欣赏过程的再创造。每一次新的创造,都意味着一件新的艺术品的诞生。本文通过对接受美学“召唤结构”的分析,说明艺术作品中“召唤结构”的构成对作品及其在审美“再创造”活动中的意义。     

赫哲萨满派系、种类、名称和职能

本文通过史料考证和实地调查,将过去赫哲族萨满分工的三类、四类、五类、六类、七类等说,规范为五类。同时,对赫哲萨满名称的不同称谓,按照国际音标标音统一了称谓。     

Answered Callings,Unanswered Callings,or No Calling: Examining a Nationally Representative Sample

Research suggests that workers with unanswered callings have poorer outcomes than those without callings; however, these studies have used small or homogeneous samples (Berg et al., 2010; Gazica & Spector, 2015). We aimed to replicate this finding using a nationally representative sample of 445 full-time workers. We compared key work and life criterion variables across three groups: individuals with answered callings, unanswered callings, and no calling at all. Results linked answered callings to benefits but, unlike earlier studies, suggested that unanswered callings were no worse than lacking a calling. These findings call into question the narrative that unanswered callings are associated with adverse effects, suggesting that career counselors may be able to facilitate discernment of a calling without having a negative impact on those for whom that calling goes unanswered. Research designed to test causal influences of these dynamics is an important next step for understanding the experiences of individuals with answered callings, unanswered callings, or no calling at all.     

Living a Calling,Life Satisfaction,and Workplace Climate Among a Lesbian,Gay, and Bisexual Population

Previous research on calling has resulted in a model that relates living a calling to life satisfaction through job satisfaction and life meaning. However, no research has examined this model in a lesbian, gay, bisexual (LGB) population. With a sample of 171 sexual minority adults, the current study aimed to (a) test the fit of an established model of living a calling and life satisfaction and (b) examine how having a supportive LGB workplace climate functioned within this model. Results revealed an excellent fit of the model and that a supportive LGB workplace climate predicted both living a calling and job satisfaction. In addition, the relation of living a calling to life satisfaction was fully mediated by life meaning and job satisfaction, and the relation of climate to life satisfaction was mediated by job satisfaction. These results suggest an expansion of the potential utility of the calling construct to an LGB population.