Bridging the work-family policy and productivity gap: A literature review

This paper uses both qualitative and quantitative methods to examine the relationship between work-family conflict and six work outcomes: performance, turnover, absenteeism, organizational commitment, job involvement, and burnout. Also reviewed are studies on the effects of employer (work-family) policies aimed at reducing such conflict. Policies to aid employees in managing work and family roles can be expensive, and studies show that they are often marginally effective. The review shows that relationships between work-family policies and organizational effectiveness is mixed and their connection to work-family conflict often under-examined. Work-family conflict is a critical link that may shed light on policy impacts. Suggestions on how future studies can build bridges between practitioners and academics and more clearly examine organizational effectiveness links are provided.     

破除中西文化交流的三大思想障碍

在当今全球化的大趋势下倡导和推动中西文化交流有三大思想障碍 ,即认定不可能有平等的文化交流 ,认定未来世界文化的大趋势是一种文化取代另一种文化或认定文化融合的最终境界是无差别的、统一的世界文化 ,夸大不同语言、文化系统的不可译性。在对平等交流有无可能 ,无差别的、统一的世界文化有无可能 ,准确的文化翻译有无可能等三个理论问题作了辨析以后 ,作者表达了一个愿望 :中西双方回到平等交流的元点上来 ,加深了解与认识 ,促进中西文化的进一步交流与融合。     

中国社会矛盾学说与西方社会冲突理论之比较

中国的社会矛盾学说和西方的社会冲突理论在概念内涵、根源和解决方式上,既有相通之处,又有相异之处,对二者进行比较研究可以给我国转型期社会现实提供一些启示。     

知识产权保护与科技成果转化的冲突及其协调

知识产权保护与科技成果转化的冲突,是指对知识产权个人垄断权益的保护与其以实现社会整体利益为目标的科技成果转化之间的冲突,其本质是人为的社会体制与科技发展内在的客观规律之间的冲突;提高科技研发人员自身素质、强化企业技术创新能力、加强政策法律导向和市场调节作用等,是消除该类冲突的主要途径和措施.     

企业兼并后的文化整合模式选择

企业文化作为企业的核心竞争力之一,对企业的经营绩效有着至关重要的影响,而企业兼并是一种文化重组的过程,因此,兼并后的文化整合是保证兼并成功不可或缺的一个环节。在明确企业文化概念及其特征的基础上,分析企业兼并后文化冲突的表现形式及企业文化的整合模式,并提出企业在选择不同文化整合模式时的相应措施。     

Work–family conflict: The importance of differentiating between different facets of job characteristics

This review study clarifies the relationships between job characteristics and work–family conflict (WFC) by differentiating among three facets of job characteristics: latent, perceived, and enacted. To date, research linking job characteristics to WFC has not distinguished the facets of job demands and job resources in this way. Such distinctions are important as a means of understanding the affective, behavioural, and cognitive processes involved in determining how and when job characteristics relate to WFC. Our review of 115 studies showed that perceived job characteristics have been most commonly explored in relation to WFC, whereas latent and enacted job characteristics have been hardly examined. While these findings may not be surprising, our contribution lies in reviewing the literature through the lens of these categories. Based on the findings, and through highlighting examples in the extant literature, we argue that understanding job characteristics in terms of both how they are perceived and enacted by workers will provide a deeper insight into the mechanisms underlying the relationship between job characteristics and WFC. In order to inform evidence-based interventions, future research must uncover the dynamic mechanisms underpinning the connection between job characteristics and WFC through a focus on enacted job facets and the cognitive, affective, and behavioural processes involved.     

关于权利是否具有顺序性的思辨

文章认为权利是需要救济和保护,在权利救济时,事实上存在着权利位序的问题,文章从对一个千年的哲学例证的诠释开始,证明作为权利的所有者的人的天然的取舍驱动是权利具有位序性的根本。其次,认为基本权利与非基本权利划分是权利具有位序性的显著证明。最后,是通过权利冲突的实际解决来证明权利之间存在的位序性。     

集体主义与团队精神的比较研究

文章分析了集体主义和团队精神的内涵与起源,指出在解决个人利益和集体利益的冲突时所采用的原则不同,是集体主义和团队精神的根本区别。提出集体主义的实现只能依靠法律和法规, 团队精神的实现主要依靠规章制度、合约以及社会广泛接受的道德规范和行为准则,并分析了滥用集体主义和团队精神的危害。     

物权冲突与物权法原则

本文通过对物权冲突的详尽分析，说明和阐述了物权冲突对经济秩序所产生的不利影响，并力求寻找解决和避免物权冲突的途径，以此确定我国物权法所应选择采取的基本原则，即一物一权主义，物权法定主义和优先权原则