浅论《易经》蕴含的人生哲理

整部《易经》出发点和最终的落脚点都可以归结到人事上.它蕴含着丰富的人生哲理.迁善改过,可以使人生趋于完美;屈伸随时,可以造就人生之成功;知几察变,可以成功应对人生之变幻;忧患意识,可以力争人生之无咎.     

城市化背景下的老年人社会网络规模研究

该研究利用山东省烟台市的数据,探讨了“村改居”前后,老年人社会关系网络规模的变化情况,同时分析了影响老年人社会关系网络规模的各种因素。研究发现,“村改居”过程对于老年人的地缘关系产生了显著影响,并且老年人的社会网络规模表现出一定的继承性,同时老年人的学历、收入和社会参与水平,是决定老年人社会网络的重要因素。     

Psychosocial safety climate as an antecedent of work characteristics and psychological strain: A multilevel model

Abstract

Psychosocial safety climate (PSC) refers to a specific organizational climate for the psychological health of workers. It is largely determined by management and at low levels is proposed as a latent pathogen for psychosocial risk factors and psychological strain. Using an extended Job Demands-Control-Support framework, we predicted the (24 month) cross-level effects of PSC on psychological strain via work conditions. We used a novel design whereby data from two unrelated samples of nurses working in remote areas were used across time (N=202, Time 1; N=163, Time 2), matched at the work unit level (N= 48). Using hierarchical linear modelling we found that unit PSC assessed by nurses predicted work conditions (workload, control, supervisor support) and psychological strain in different nurses in the same work unit 24 months later. There was evidence that the between-group relationship between unit PSC and psychological strain was mediated via Time 2 work conditions (workload, job control) as well as Time 1 emotional demands. The results support a multilevel work stress model with PSC as a plausible primary cause, or “cause of the causes”, of work-related strain. The study adds to the literature that identifies organizational contextual factors as origins of the work stress process.     

Evolutionary Resilience and Strategies for Climate Adaptation

The aim of this study is to develop a framework by drawing on three broad perspectives on resilience, engineering, ecological and evolutionary, and to use this framework to critically examine the approach adopted by the draft London climate change adaptation strategy. The central argument of the study is that the Strategy's emergency planning-centred approach to climate adaptation veers between a standard ecological understanding of resilience and the more rigid engineering model. Its emphasis is on identifying ‘exposure’ and ‘vulnerability’ to risk from climate events and on bouncing back from the consequences of such exposures to a normal state, rather than on the dynamic process of transformation to a more desirable trajectory. The study concludes that fostering resilience involves planning for not only recovery from shocks but also cultivating preparedness, and seeking potential transformative opportunities which emerge from change.     

New job – new ideas: the relationship between tenure and perceived creative climate

Human resource development (HRD) practices are intertwined with organizational creative climate (CC). Understanding the factors that influence CC is important since CC influences not only employees' possibilities to share and develop ideas, but also potentially employees' decision to leave their current organization. This study focuses on how perceptions of CC is related to tenure in organizations by analysing perceived CC in a random sample of unionized Swedish white-collar workers (n = 1303). It finds tenure to be negatively related to perceived CC for the first few years of employment. The level of knowledge required for a position does not moderate this relationship, but more knowledge-intensive work in itself tends to be associated with higher levels of perceived CC. Implications for HRD are discussed.     

A Behavioral Approach to Organizational Change: Reinforcing Those Responsible for Facilitating the Climate and Hence Promoting Diversity

Despite the passage of the U.S. Civil Rights Act in 1964, cries can still be heard for a more diverse workforce. Among the difficulties are retaining often sought-after women and minorities. In this 2-year demonstration, change agents—the provost, deans, and heads of departments/schools of a large public university—were helped to deliberately and directly change the milieu of their departments and schools so as to encourage faculty to remain. Uniquely suited to organizational change, the behavioral approach identifies constructive actions for change agents and, most importantly, provides proven strategies for motivating them. Fostering a supportive climate was defined in terms of change agents’ behaviors. The Building Behaviorally Based Climate Survey was developed and validated. Recognition and feedback were provided in what is typically a feedback desert. This reinforcement model can be used to create and sustain inviting atmospheres, hence enticing all faculty, including women and minority faculty, to stay, hence enabling a diverse workforce.     

气候变化立法的制度变迁史：世界与中国

气候变化立法的制度变迁在国际上是由科学议题转向政治问题,再由政治问题转向制度安排;而在中国,则是由环境问题转向发展议题,再由发展议题转向制度安排。毫无疑问,二者在制度变迁方面存在着不同。对此,历史制度主义认为,这种不同的存在是客观的、合理的,是历史情境和制度沿袭的必然结果。基于此,未来的气候变化立法应尊重这种差异性,在防止立法中出现不良路径依赖的同时,还应加强对气候变化立法关键节点的掌控。     

美国现代女性地位的嬗变--以好莱坞婚恋题材影片为例

随着影视的产生,电影作为一种再现现实的艺术形式,在反映现实的同时也成为了表现女性的生存状态、精神状态和传播女性主义思想的重要媒介。本文以女性主义视角,通过《革命之路》、《克莱默夫妇》、《律政俏佳人》三部好莱坞影片中三个时间段的女性形象分析美国女性在不同时代变化中的进步和固守,勾画美国女性主体意识从失落到回归的轨迹,旨在对女性主义发展和两性关系的和谐问题引发思考。     

气候公正:基于平等的可持续发展

气候公正是基于平等的可持续发展。从人际公正和社会公正的层面上讲,人的行动应当遵循自由的平等原则和机会均等原则。这种状态使人类社会发展过程中可达到平等和可持续性发展二者兼顾。坚持气候公正,应对气候变化的发展战略包括经济活动的低碳模式和提高对气候的适应能力,也就是减排和适应。建立整体性的财政资助和技术转让国际框架是应对气候变化当务之急。为了全球安全,发达国家需要在切断经济增长与环境影响的联系方面做出表率,并对发展中国家向可持续人类发展的转型给予支持。     

气候政策选择的七种评价准则

气候变化一个典型的全球性问题是应对气候变化具有很强的外部性。不同国家或群体对其态度不尽相同,因此气候政策的选择存在多种评价准则,包括环境有效性、成本有效性、代际公平性、区域公平性、体制可行性、技术可行性和伦理道德性等七种评价准则。国际气候变化谈判中,存在不同评价准则的竞争:首先,发达国家相对更强调环境有效性,而发展中国家相对更强调成本有效性。其次,发达国家和发展中国家在资金转移及技术转让方面存在区域公平性的争议。再次,各国在全球温升控制目标方面存在代际公平性的争议。理想的气候政策方案是能够综合各种准则,即充分考虑当代与后代、区域间以及人与自然间的公平,符合政治现实、法律制度和文化传统等体制约束,在可获得的技术水平下,以最低的社会成本实现最大程度的环境改善。