从自组织理论看社会的可持续发展

按照自组织理论,社会作为一个自组织系统,应在与自然之间相互开放的共生关系中求得其可持续发展;在平衡——非平衡——平衡的动态过程中保持其可持续发展;在竞争与协同的对立统一中促进其可持续发展;在涨与落的宏观效应中加速其可持续发展;在社会系统内部诸要素之间的非线性相互作用中实现其可持续发展。     

浅析瑶族古代服饰的文化特质

服饰是人类文明与文化的表现形式,是人的内在心灵的升华体现。在历史的长河中,瑶族人民以自己的勤劳智慧创造了千姿百态、丰富多彩的服饰文化。对瑶族古代服饰的文化特质进行探讨,有助于我们进一步了解瑶族灿烂的民族文化。     

古代的生态维护与文化制衡

古代民族由于所处时空域的限制,不可能全面认识自然生态系统并自觉直接维护生态环境,而是在文化建构的过程中从所处的自然生态系统内人为地分割出一个最适合于本民族生息的区域,按照本民族文化的理解去建构并直接维护本民族特有的民族生境。对生态环境的维护,主要是通过文化制衡来实现的,它具有无意识性、间接性、被动性和区域性。探讨这种生态维护的特点及功效,有助于深化对民族生境的认识并为今天的生态维护提供前人的经验教训。     

组织二元性： 管理研究的一种新范式

组织二元性已经逐渐成为管理研究中的一种新范式,然而,已有研究对组织二元性的内涵与外延却未能达成共识,基于对不同视角的组织二元性理论框架也略显混乱。基于组织学习、技术创新、组织架构、组织适应等领域相关研究的梳理,组织二元性的内涵与外延得以明确界定。以此为基础,搭建组织二元性跨个体、团队、组织、组织间的多层次研究框架,有利于构建中国的管理理论。     

互联网金融对传统金融业的影响及对策

我国互联网金融的不断发展与进步使得整个金融领域发生了巨大改变,不仅促进了金融机构创新,提升了其竞争意识,完善了资本市场监管制度,而且推动了利率市场化和银行业发展。但同时,互联网金融给传统的金融形式和金融理念也带来了巨大的冲击与影响。分析我国互联网金融的发展现状、结构特点以及新兴业务模式,阐述互联网金融对传统金融业的影响,从观念更新、调整转型以及模式创新方面提出传统金融业在互联网金融冲击下的应对之策。     

冷战后美国对华“均势”战略

冷战后,美国在亚太地区对华采取了“均势”战略,以遏制和抗衡的手段平衡中国在该地区的力量。美国扶植日本充当亚太均势格局下的马前卒,实际上是冷战后期全球“均势”战略的回炉,目的就是要防止美国所谓与之利益相关的地缘带出现一个强国。形成绝对优势进而挑战美国的霸主地位。同时,美国炮制安全困境理论,挑唆亚太地区国家之间以及与中国之间的矛盾,使其相互疑惧,相互制约,从而形成“均势”,稳保美国的霸权。     

我国利率市场化改革的道路选择与步骤安排——基于对典型发展中国家利率市场化改革实践比较的实证分析

利率是资金的价格,也是调节国民经济的重要杠杆。实行利率市场化,对深化金融体制改革,促进市场经济发展有着重要的推动作用。当前,我国经济正处于向市场经济转轨的过程中,利率市场化这一复杂的系统工程现实地摆在我们面前。文章以发展中国家的利率市场化改革为切入点,实证分析了典型发展中国家的利率市场化改革的经验,认为根据我国国情,中国的利率市场化改革应该走渐进式的改革道路,重点提出了适合我国利率市场化改革的步骤安排。     

融入多元智能的任务型教学模式探究

考察融入多元智能的任务型教学模式对学生英语学习兴趣、英语水平和多元智能发展的影响,以及学生对此模式的满意度。实验发现这一模式可以有效地调动学生对英语学习的兴趣,有助于提高他们的英语学习水平和多元智能的发展,学生对此教学模式的满意度很高。     

Innovative Social Policies: Implications for Work–life Balance among Low‐waged Women in England

We investigated innovative social policies drawn from the European arena — universal systems of childcare, a shorter working week and shared parental leave — asking about their relevance to the work–life balance of low‐waged coupled mothers in England. While in principle the policy environment has shifted from assumptions of a male breadwinner to dual earners, in practice severe constraints on mothers' labour market attachment bring women half the lifetime earnings of men. British Household Panel Survey data for coupled low‐waged women in England show them as likely to work short part‐time hours, have low‐waged partners and low household wages while belonging to male breadwinner partnerships in terms of their contribution to household wages and unpaid work; but that few women support this model. Interviews with low‐waged mothers show evidence of limited choices, constrained by social policies which offer limited and piecemeal support for working parenthood. Given the choice, low‐waged mothers and their partners would find policies available elsewhere in Europe attractive. They see a more universal comprehensive system of childcare as enabling women's employment and improving children's quality of life; a shorter working week as enabling mothers and fathers to lead more balanced lives and a father's quota of parental leave fitting with their assumptions about sharing care.     

What Would You Sacrifice? Access to Top Management and the Work–life Balance

This article is based on a current research, combining quantitative (human resources figures and statistics) and qualitative data (60 interviews with career managers, top managers and high potential talents, both men and women), conducted in a major French utility company on the subject of diversity and more specifically on the issue of women's access to top management positions. The main purpose of this research is to understand the difficulties women may encounter in the course of their occupational career linked to organizational aspects, including the ‘glass ceiling’ processes, informal norms related to management positions (such as time and mobility constraints) and social and cultural representations attached to leadership. The other perspective of this research focuses on the different strategies women and men build either to conform to the organizational norms or bypass them. The issue of work–life balance are therefore addressed both from a corporate/organizational standpoint and an individual and family perspective.