荣氏企业文化的建构与特色

荣氏企业集团是近代中国民族企业的佼佼者,在其经营活动中,经过不断探索与尝试,逐步形成了一套独具特色的企业文化制度和理念。其基本内容和特征是:强烈的人本、和谐、创新和社会责任意识。其企业文化精神不仅在当时处于先锋位置,即便在今日依然具有重要的现实价值。     

赠与人"撤销权"的厘定与赠与制度的基本构造

理论上对赠与人撤销权制度的认识存在着极大的分歧.赠与人的撤销权为民法撤销权体系中的特例之一,它实际上应被称为"撤回权",并具有后悔权的意义,在性质上更类似于解除权.赠与人的任意撤回权与赠与合同的诺成性攸关,是旨在弥补赠与被立法确认为诺成合同后对赠与人要求过苛的弊端而设计的救济性手段.任意撤回权的行使虽为法定,但赠与人亦应赔偿受赠人因此所遭受的信赖利益损失,且其责任基础不是一般所认为的缔约过失责任而应是违约责任.     

重大突发公共卫生事件中的中小企业多维度社会责任问题探索

企业承担必要的社会责任是企业自身伦理道德的内在要求。肺炎疫情这一重大突发公共卫生事件给中国及世界经济造成了极大的冲击和影响,这就更需要中小企业在这个特殊时期肩负起更大的社会责任。梳理了企业社会责任的相关文献,并从社会、员工、消费者、供应商等维度研究了中小企业在重大突发公共卫生事件时期应当承担的社会责任。     

人工智能背景下医疗法律责任的现实困境与完善路径

医疗人工智能利用深度学习和计算机算法等现代化技术,实现辅助诊疗、医学影像、药物发掘、健康诊疗等功能,是人工智能应用最具前景的领域之一。随着人工智能技术发展,具备自主思维和决策能力的智能机器人医生等人工智能将对现有的医疗法律责任制度带来颠覆性影响。在人工智能背景下,医疗人工智能是否具有独立法律主体地位、传统的医疗过错责任归责能否适用、因果关系如何认定等成为现代民事法律责任制度的严峻挑战,也成为实践中的必答之问。因此,在借鉴欧美人工智能领域的探索经验的基础上,在当前阶段通过修正和完善我国民事法律责任制度,提出针对不同的人工智能侵权情形适用差别化归责原则,并尝试建立人工智能强制保险或储备金制度,设置人工智能监管机构及行业标准,以实现既保障患者合法公平权益,又鼓励人工智能技术有效发展之间的平衡。     

“围城”中的“历史人”——论李梅亭与霍华德·科克形象的伦理悖论及镜鉴意义

《围城》与《历史人》都是著名校园讽刺小说.其代表人物李梅亭与霍华德·科克都是生活在动荡时期相对平静的大学校园“围城”中的高级知识分子,他们在日常生活中言与行的矛盾、表与里的抵牾,在职场生涯中道貌岸然的显性身份表象与其庸俗无聊、滑稽可笑的隐性角色扮演形成的伦理悖论,无疑具有强烈的喜剧效果和深刻的反讽性质.由于人物所处经济、政治、文化背景不同,其伦理悖论又各具特点,李梅亭身上散发出陈腐的朱熹式伪道学气息,霍华德·科克则是在激进外表下包裹着极端利己主义.李梅亭与霍华德·科克形象蕴含的伦理悖论在知识分子中具有一定典型性,其形象既为历史存照,也对今天重塑大学灵魂、重塑知识分子健全人格具有一定镜鉴意义.     

Employees’ prosocial behavioral intentions through empowerment in CSR decision-making

This study theorizes and empirically tests a conceptual framework to understand how a company can better motivate its employees to carry out persistent prosocial behavior and develop positive organization-employee relationships through corporate social responsibility (CSR) involvement. A managerial approach, employee participative decision making in CSR, is examined for its impact on the prosocial behavioral outcome among employees and the relational outcome for the organization. Furthermore, a psychological mechanism that emphasizes employees’ perceived need satisfaction is examined as the underlying explanation that drives the effectiveness of the managerial approach. The study results support that empowering employees to co-construct CSR decisions with top management is effective in satisfying employees’ basic psychological needs for autonomy, competence, and relatedness. This in turn increases the employees’ intention to maintain long-lasting involvement in CSR and improves their relationships with the company. This study provides important implications for public relations professionals and organizational leaders on how to improve their internal CSR communication and involvement practice and cultivate desirable organization-employee relationships.     

The relationship between reputation,employer branding and corporate social responsibility

Reputation management requires coordination between internal understanding and external expectations (Cornelissen, 2011). The focus of this study were external expectations of potential employees. The main goal of the study was to contribute to the understanding of corporate reputation and its connections with perceived corporate social responsibility and employer brands. All three concepts were investigated amongst 550 senior college business students. The units of analysis were top twenty national organizations, rated according to a syndicated study on employer attractiveness. The results show that students assign good reputation to those organizations that are perceived as socially responsible and with a good employer brand. Reputation, at least according to our results, seems to be the umbrella concept that encompasses both perceived corporate social responsibility and perceived employer brands. Organizations that develop different strategies, policies and practices with regards to socially responsible behavior and nurturing employer brands have higher levels of perceived reputation among students. Additionally, students' perceptions and position on the list of the most attractive employers is consistent.     

The role of corporate social responsibility (CSR) and internal CSR communication in predicting employee engagement: Perspectives from the United Arab Emirates (UAE)

This study examined relationships among employees’ perception of CSR, three models of internal CSR communication and employee engagement. The findings, based on 516 valid survey responses from employees across different sectors in the United Arab Emirates, revealed that internal communication of CSR, both one-way and two-way symmetrical, predicted employee perceptions of CSR, with two-way asymmetrical communication being a negative predictor; perceptions of CSR predicted employee engagement; social and sustainable dimensions of CSR most strongly predicted social and affective dimensions of employee engagement; and both two-way symmetrical communication of CSR and employee perceptions of CSR strongly predicted employee engagement. Implications for theory and practice are discussed.     

On Legal Foundation of the Quantity of Criminal Responsibility

刑事责任量可以分为基本量、增量、减量和变量,相应地,刑事责任量的法律根据分为基本量的法律根据、增量的法律根据、减量的法律根据和变量的法律根据。其中,基本量的法律根据是犯罪的基本构成,增量的法律根据是加重的犯罪构成,减量的法律根据是减轻的犯罪构成,变量的法律根据是变量法定情节。