构建社会主义和谐社会的客观现实条件

社会和谐之所以是社会主义的本质属性,是因为只有社会主义才具备了实现社会和谐的客观现实条件。社会主义制度是社会和谐的政治前提,广大人民群众根本利益的一致性是社会和谐的经济基础,社会主义生产力的发展是社会和谐的物质条件,党的领导是社会和谐的政治保障,社会主义核心价值体系是社会和谐的精神动力。     

梅尧臣的诗风与仕宦生计——兼论宋人仕宦的谋生意义与文学影响

仕宦于梅尧臣而言,既是实现自我价值的手段,又是最重要的经济生活方式,不仅为其提供物质与心理的双重保障,又限制其经历与视野,从而促成了梅尧臣诗风中的题材日常化与风格平淡化之特点。由于梅尧臣的境遇在宋人中具有代表性,故此可以认为,宋人普遍的仕宦经历对于造就宋诗的整体风貌也产生了类似影响。而梅尧臣开宋诗风气之先这一意义,则可理解为对特定生活方式的一种早期演示。     

历史演进与发展条件——中国志愿行为文化的实践

研究志愿服务与之相适应的行为文化,对建国以来志愿行为文化萌芽期的模式及其存在的问题进行辩证性的分析,对志愿行为文化高速发展期的起步探索、组织推动、规范发展、社会体系四个阶段的历史演进模式予以梳理,分析其阶段性的发展特点,从传统伦理文化传承、非营利性组织发展、公民社会构建与社会治理、社会转型与体制转轨等角度审视志愿行为文化的发展条件。     

Labour and international accounting standards: A question of social justice

As the international guardian of social justice, the ILO is witnessing a global revolution in accounting, which has culminated in international accounting standards (IAS-IFRS). Previously, accounting measured the economy in relation to the capacities and responsibilities of workers and their employers. Today, the exact opposite is the case: the IAS-IFRS no longer measure work and enterprises, referring instead to the abstract concept of a cybernetic entity capable of constant restructuring, at the cost of unprecedented inequality. The author points to the incoherence of this system and to the need to restore the full carrying value of labour.     

Travail et normes comptables internationales: une question de justice sociale

En tant que garante internationale de la justice sociale, l'OIT se trouve confrontée à une révolution comptable mondiale, parachevée par les normes comptables internationales (IAS-IFRS). La comptabilité mesurait autrefois l'économie en rapport avec les capacités et les responsabilités des travailleurs et de ceux qui en disposent. C'est aujourd'hui l'exact opposé: les normes IAS-IFRS ont perdu le sens de la mesure du travail et de l'entreprise en se référant au concept abstrait d'une entité cybernétique capable d'incessantes réorganisations, au prix d'inégalités sans limites. L'auteur en dénonce les incohérences et démontre la nécessité de redonner au travail toute sa valeur comptable.     

国际制裁的目的、条件、方式及其对中国参与国际制裁的启示

国际制裁作为发起主体实现政治目标的手段,旨在说服或迫使一个国家停止参与不被接受的行为,达到惩罚目标国行为、削弱目标国实力、宣传自身价值观或表明本国立场的目的。相比代价高昂的军事行动,国际制裁具有低成本的特点,成为冷战以来越来越多的国家和国际组织解决国际争端的工具。作为大国对外政策工具,实施国际制裁需要具备一定的条件,如双方的相互依存度、力量对比、利益权衡和国内外支持等。根据不同的制裁目的和条件,制裁国可以灵活选择多边制裁或单边制裁、复合制裁或单一制裁、全面制裁或目标制裁等制裁方式。中国作为一个举足轻重的大国,已具备利用国际制裁来维护国际正义和本国利益的能力,支持在联合国框架下参与国际制裁。在制裁参与中,中国需要根据国家利益及本国国情,建立和完善相关的制裁执行机制,合理选择制裁方式,使国际制裁更好地服务于国家利益。     

Public school accountability,workplace culture,and teacher morale

Educational scholars claim that teacher morale has suffered from accountability pressures and constrained professionalism, but exactly what is most diminished by these pressures remains unclear. Drawing on recent theoretical work on public school organizational culture, we hypothesize that accountability pressures hurt teacher morale and increase the risk of turnover by undermining the professional culture of the school and by diminishing teacher cooperation and trust. We find support for this hypothesis in a national sample of teachers in 2011–12, and a follow-up survey from 2012–13. The analyses test whether a collective pedagogical teacher culture, comprised of professional culture and teacher collaboration, buffers the impact of these pressures that diminish teacher morale. Counter to past research, we find that a strong collective pedagogical teacher culture does not buffer teachers from the ill effects of negative workplace conditions in the form of accountability pressures. We also find that accountability pressures in the form of district dismissals are associated with a higher likelihood of teachers leaving their school, and this relationship is not mitigated by strong professional culture. We conclude that accountability pressures partly undermine goals of improving performance and equity in public schools by sowing seeds of teacher dissatisfaction and contributing to teacher turnover, thus thwarting student achievement in struggling schools.     

Three‐Stage Decision‐Making Model under Restricted Conditions for Emergency Response to Ships Not under Control

A ship that is not under control (NUC) is a typical incident that poses serious problems when in confined waters close to shore. The emergency response to NUC ships is to select the best risk control options, which is a challenge in restricted conditions (e.g., time limitation, resource constraint, and information asymmetry), particularly in inland waterway transportation. To enable a quick and effective response, this article develops a three‐stage decision‐making framework for NUC ship handling. The core of this method is (1) to propose feasible options for each involved entity (e.g., maritime safety administration, NUC ship, and ships passing by) under resource constraint in the first stage, (2) to select the most feasible options by comparing the similarity of the new case and existing cases in the second stage, and (3) to make decisions considering the cooperation between the involved organizations by using a developed Bayesian network in the third stage. Consequently, this work provides a useful tool to achieve well‐organized management of NUC ships.     

Public sector managers: the decision to leave or remain in a job

The public sector faces a grave problem as far as managerial retention as the result of the increasing number of retirements and of voluntary resignations. Despite the vital interest in managerial turnover in the public sector, research is scarce. This study, which increases our understanding of why public sector managers leave their positions, takes a qualitative and narrative research approach in examining voluntary turnover. Interviews were conducted with operations managers (in education, social care, and technical activities) at three Swedish municipalities. We identify a multitude of environment push and pull factors with a focus on administrative support, supervisory support and illegitimate tasks. The narratives of managerial turnover reveal the complexity of the decision to leave or remain in a job, containing a mixture of push and pull factors, negative feelings, unmet expectations and extraordinary events. Three possible HRD actions to decrease undesirable managerial turnover are identified: re-work organizational structures; re-model job characteristics; and re-examine managerial turnover decisions as a long and complex process. Our hope is that the findings are used for ultimately create healthy organizations.     

再制造成本随机分布和市场细分的生产优化模型

本文研究了单一厂商制造/再制造混合系统的两期生产优化问题。首先,在回收率一定条件下,建立了回收产品的再制造成本与再制造率之间的函数关系;接着,引入消费者偏好系数构造了再制造产品和新制造产品之间的价格竞争和市场细分;然后,建立了以追求利润最大化为目标的模型,证明了该模型为凸规划,给出了K-T条件表达式,并分析了伽马分布条件下解的特征;最后,通过算例对本文模型的性质和规律作进一步分析。