论高校教师在红色资源融入德育教学中的主导性

充分挖掘红色资源教育价值,积极发挥红色资源育人功能,对新形势下加强和改进学校德育教育具有重要意义。教师作为学校教育教学直接的组织者、教育者、管理者,学生学习和做人的引导者,积极发挥其利用红色资源融入教育教学工作的主导性,对提高红色资源德育价值的开发利用具有重大的现实意义。     

以科技资源开放共享提升上海科研公共服务水平

上海处于“创新驱动、转型发展”、建设创新型城市的关键时期,迫切需要充分利用各类科技资源,完善创新服务体系,不断提升自主创新能力：一方面,要进一步强化科技资源共享和优化配置,提升科技资源综合利用率;另一方面,更要推动“创新资源集聚”向“创新支撑服务”升级,促进科技研发公共服务发展,服务企业发展和产业技术创新。为此,上海应完善科技研发公共服务平台体系,推动企业创新发展;建立“科技资源数据中心”,优化科技创新资源配置;打造科技创新服务基地,培育壮大科技公共服务产业。     

城市再生水回用探析——以邯郸市为例

介绍了邯郸市的水资源概况,针对邯郸市水资源短缺、地下水超采和水体污染等问题,提出了发展再生水回用事业来改善现在的水资源利用状况,并通过对再生水回用的必要性及可行性分析,阐明了再生水回用事业的应用前景,肯定了发展再生水回用事业在实现邯郸市分质供水在缓解水环境日益恶化和水资源短缺这两大危机中的重要地位。     

河北省文化产业视域中的少儿综合素质教育

文化的产业化发展给中国文化教育事业提出了许多值得思考的问题.具有河北文化传统和文化特色的少儿综合素质教育,在河北文化产业发展中居于什么地位?具有何种职能?拥有怎样的发展机遇?本文以文化产业的理论视角,从少儿综合素质教育与文化教育生产力、当代科技、文化资源、文化市场四个方面,初步提出了发展少儿综合素质教育的新思路.     

元明两朝治藏政策及其特点

元朝和明朝是我国封建社会发展的重要时期;在元明两代中央政府的治理下,当时的西藏社会取得了重大发展,可以说两朝对西藏都进行了有效的管理.元朝和明朝的治藏政策既有共同的一面又各具特色,文章仅从"独尊一派"和"多封众建"来分析元明两朝治藏政策的特点.     

我国私营家族企业人力资源管理存在的问题与对策研究

我国私营家族企业已成为社会主义建设事业的重要力量。但是私营家族企业在发展中也出现了一些问题,特别是在人力资源管理上存在诸多的误区,这已成为私营家族企业进一步发展的阻碍。私营家族企业任人唯亲的现象较严重,忽视对企业人力资源的职业培训教育,缺少有效的激励机制和"以人为本"的优秀企业文化,私营家族企业的员工保障制度也不健全。因此要积极制定解决我国私营家族企业人力资源管理缺陷的对策,从而促使私营家族企业健康发展。     

城市哈萨克族的宴请活动与多元文化

本文从城市哈萨克族的人口规模入手,探讨了城市哈萨克族宴请活动的目的、模式、共时性质、历时变化,由此得出结论城市哈萨克的宴请文化和其他民族宴请文化一起,共同构成新疆独特的文化资源优势,研究它旨在努力将它转化为开发项目,以便在开发大西北战略目标实施过程中,逐步将其转化为新疆人民的共同财富。     

Segregation and protectionism: Institutionalised views of Aboriginal rurality

Rurality is a complex and contested term, with multiple notions and gazes amid calls for theoretical pluralism. In Australia, the spatial categories of ‘remote’, ‘rural’, ‘regional’ and ‘urban’ are applied to places that vary in their distance from an economic and political core and have differing population densities. We argue that natural resources institutions in rural Australia demand an ‘authentic’ performance of Aboriginality that is framed within orthodox and stable constructions of an Indigeneity associated with the remote category. Dominant representations of remote Aboriginal people living on traditional homelands and engaged in ‘traditional’ environmental protection are assumed to hold for all places and transposed when natural resources institutions satisfy compulsory Indigenous engagement. Such institutional requirements for authenticity exclude alternative and multiple Indigenous voices in natural resources management. Rather, Aboriginal people seek engagement across a portfolio of natural resources activities typically found in rural areas (such as mining, grazing, forestry, water allocation planning, and natural resources service delivery and enterprise development), and not just isolated in natural and cultural heritage conservation. This broad participation would more completely match their expressed aspirations and the multiple lived realities of their fluid and networked rural worlds. Using the rural town of Eidsvold in Australia as a case study, we discuss the findings of participant observation and semi-structured interviews with Indigenous people at regional natural resources management meetings and at ‘home’ in Eidsvold. Rather than a generic institutional approach, a place-based approach to understanding the complex ruralities of Aboriginal people is needed.     

German fathers and their preferences for shorter working hours for family reasons

This study is among the first to analyze fathers’ preference for shorter working hours specifying that the preference is related to the wish to spend more time with the family. Assuming that preferences are context-dependent, this article explores the relevance of the family and workplace context for preference formation. We develop need-based and capability-based arguments to contrast the job demands–resources approach and the capabilities approach in work–family research. Using a sample of 632 fathers from the German LEEP-B3 data with a representative linked employer–employee design for large work organizations we conclude that fathers’ preferences for shorter working hours are indeed context-dependent and that there is more evidence for need-based arguments than opportunity based arguments. Our results indicate that fathers with young children and fathers with high work demands are more likely to desire shorter working hours, whereas a reduction in working hours appears to be unnecessary for fathers who can satisfactorily reconcile work and family life through support from their supervisors. In contrast to capability-based arguments the perception of a highly demanding work culture was not found to decrease but increase the likelihood to desire to work shorter hours.