从西雅图的信看美洲印第安人的自然观

原始民族的自然观对现代社会在面对环境危机时重新思考人与自然的关系可以提供一些启发。从 1 9世纪一位印第安酋长的信可以看出 ,美洲印第安人的自然观有不少与西方当代环境哲学的一些重要思想 ,特别是生态学关于要破除人与自然间疆界的主张和生态系统中存在着丰富的生命联系的洞见 ,以及生物中心论与生态中心论提倡的尊重生命的思想有很多契合之处     

Regulation and the future of work: The employment relationship as an innovation facilitator

Digital transformation and the reorganization of the firm have given rise to new forms of work that diverge significantly from the standard employment relationship. Advocates of digital disruption suggest that the existing legal framework cannot accommodate “innovative” working templates and business models. This article, however, argues that labour regulation can continue to facilitate innovation, presenting the employment relationship as a flexible instrument, and standard forms of employment as the means of achieving efficiencies and cost advantages. First, they allow for the full exercise of managerial prerogative and attendant internal flexibility in workforce deployment, and, second, they constitute an effective device to deliver training and develop skills.     

关于族群关系、民族关系与社会关系的关系

"族群"与"民族"概念上存在着交叉关联.族群关系、民族关系都是一种社会关系,但社会关系不一定都构成民族关系,民族关系有时也不一定能够准确地表述特殊的社会关系,族群关系却可以化解民族关系表述的"潜在危机".族群关系、民族关系与社会关系的关系具有多向性、非对称性和动态性的特点.     

代际关系的影响因素及如何建立正向的代际关系

本文宗旨是如何建立成年子女和老年父母之间正向的代际关系并增强代际间的相互理解。讨论了影响代际关系的因素。家庭趋势的变动对老年人照料提出了挑战。这些发现使未来老年父母一代的前景堪忧 ,例如他们经历了更高的离婚率 ,因此可能会对来自公共和社会保险项目的支持产生更多需求。成年子女和老年父母之间亲密感情和冲突的并存使代际关系变得很复杂。本文最后探讨了如何建立正向的代际关系     

领导行为与人际关系对酒店企业群体内聚力的影响及其后果

以组织行为和管理理论中关于群体内聚力的讨论为基础,实证探讨了中国酒店企业中,领导行为与员工之间的人际关系对群体内聚力的影响,以及群体内聚力与员工工作满意感之间的关系.研究结果表明:人际关系、任务导向型领导行为和体恤支持型领导行为会正向影响群体内聚力,但创新适应型领导行为对群体内聚力的影响不显著;群体内聚力对员工工作满意感有显著正向影响;群体内聚力对于人际关系和员工工作满意感之间的关系,以及任务导向型领导行为和员工工作满意感之间的关系有完全的中介作用,对于体恤支持型领导行为和员工工作满意感之间的关系有部分的中介作用,但对于创新适应型领导行为和员工工作满意感之间的关系却无中介作用.最后,讨论了研究结果的应用.     

Leader-employee congruence of expected contributions in the employee-organization relationship

Employees' expected contributions can be incongruent with those of their leader. We examine the congruence effect of leaders' and employees' expected contributions on job satisfaction. Results of cross-level polynomial regressions on 947 employees and 224 leaders support the congruence effect. When expected contributions are congruent, employees are more satisfied with their job. Our findings suggest that employees enjoy high challenges, as long as these challenges are in harmony with the expected contributions of their leaders. Employees are less satisfied with their jobs both when their expected contributions were higher than their leaders' and when their expected contributions were lower than those of their leaders. Beyond the relevance of having high expected contributions, the findings highlight the crucial role played by the congruence of expected contributions of leaders and employees.     

供应商专项投资与感知的合作风险:关系发展阶段与控制机制的调节作用研究

本文从供应商———制造商关系发展这一动态的角度探讨供应商专项投资与其感知合作风险之间的关系以及契约和关系规范的不同调节作用.通过对中国家电行业261对供应商与制造商的关系的问卷调查,采用因子分析和多元回归的方法对概念模型及假设进行验证.本文研究结果表明:(1)在不同的关系发展阶段供应商专项投资与其感知的合作风险有着显著的差异.(2)尽管契约和关系规范对供应商专项投资与其感知的合作风险间的正向关系有着负向调节作用,但在关系发展的不同阶段,这种调节作用也存在着显著的差异.本文对于认识和了解关系发展阶段中供应商专项投资带来的合作风险感知水平的变化以及两种不同控制机制调节作用的差异性具有重要的理论和现实意义.