Female Perceptions of Organizational Justice

This study examines women's conceptualization of the pervasive construct of organizational justice. A comprehensive four factor model was used to represent organizational justice while outcome variables were the important employee attitudes of job satisfaction, organizational commitment and turnover intentions. Structural equation modelling was used to analyse responses from 301 male and 147 female respondents. Differences were found for procedural, interpersonal and informational justices. It would appear female and male employees have differing responses to perceptions of justice. Justice had a diffuse effect for males, but not for females. For men, interpersonal justice predicted an increase in organizational commitment while procedural justice predicted a decrease in turnover intentions. For female employees, informational justice was found to increase commitment and reduce turnover intentions. The study highlights the need for all justice factors to be considered and for sex differences to be considered in future justice research.     

Testing the Effectiveness of Fundraiser Job Titles in Charitable Bequest and Complex Gift Planning

Traditional fundraiser job titles are often institution centered, focusing on the benefits of fundraising as “institutional advancement” or “institutional development.” Such institution‐centered job titles may not be as effective with donors given the modern shift toward donor‐centered philanthropy. Alternative job titles can be gift centered (for example, “major gifts”) or donor centered (for example, “donor advising”). A survey of 3,188 respondents tested sixty‐three job titles in four charitable scenarios: a charitable bequest gift, a gift of stock, a gift of real estate, and a charitable gift annuity. Measured by which person donors would be more likely to contact to discuss each donation, the worst‐performing titles were the traditional institution‐focused fundraiser job titles, in particular those using “advancement,” “institutional advancement,” or “development.” This was also true when examining only respondents who had made large gifts ($500+) to a charity. Traditional institution‐focused job titles are both the most commonly used and the worst performing. Nonprofit managers may do well to consider the donor's perspective when selecting job titles for fundraisers rather than following traditional industry practices.     

农业保险的保障水平与财政补贴政策优化：一个文献综述 *

近年来，我国农业保险快速发展，在保费收入、保障范围和参保农户数量等指标上都取得了举世瞩目的成绩。与此同时，保障水平不高、农业保险“不解渴、不顶用”也一直是各方反映的焦点之一。本文结合了福利经济学和保险经济学中的相关理论，遵循“提高农业保险保障水平必须优化其财政补贴政策”的逻辑主线，对实施财政补贴政策是提升农业保险保障水平的前提条件、有效途径、有力举措和重要渠道进行了梳理和评析。最后，针对现有研究的不足，结合当前的时代背景，对该领域日后的研究重点进行了预测，并进一步探讨了其优化路径。     

Load-Oriented Order Release (LOOR) revisited: bringing it back to the state of the art

In the workload control literature, the Load-Oriented Order Release (LOOR) approach has been neglected since its robustness was questioned at the end of the 1990s. This paper revisits LOOR and evaluates whether its performance can be improved in two ways. First, an intermediate pull release mechanism is added to avoid starvation between periodic release events. This mechanism was recently shown to be effective at improving the performance of a state-of-the-art release method known as LUMS COR. Second, an integer linear programming model is used to manage the trade-off between the timing and load balancing functions of order release. The two refinements are assessed using simulations of different shop configurations, which allow us to evaluate robustness. Results demonstrate that the refinements contribute to improving the performance of LOOR such that it can even outperform LUMS COR. Perhaps counter-intuitively, putting more emphasis on load balancing than on the urgency of individual orders is shown to lead to a lower percentage of tardy orders. Overall, the improvements mean that concerns about LOOR’s robustness are no longer valid – it now appears suitable for a wide range of shops found in practice.     

Job quality,industrial relations and the crisis in Europe

This paper reports results from recent Eurofound research on the impact of the crisis on industrial relations and working conditions in Europe, based on the output of Eurofound's European Working Conditions Observatory and European Industrial Relations Observatory and data from the European Working Conditions Survey. Overall, the crisis – even if it is sometimes difficult to separate the effect of the crisis from megatrends in working conditions and industrial relations – seems to have had an impact on both domains. With reference to industrial relations, the impact of the crisis has influenced actors, processes, and outcomes. Regarding working conditions, the results appear to be in line with the literature on the topic, which relates the crisis to an increase in job insecurity, a decrease in work intensity, in working hours, and in anti-social working time arrangements, and a general improvement in terms of health risks and related outcomes.     

Insecure times? Workers' perceived job and labor market security in 23 OECD countries

By examining the association between employees' perceptions of job security and central labor market policies and characteristics, this paper seeks to understand the mechanisms through which institutions generate confidence and positive expectations among individuals regarding their economic future. The analyses distinguish between different facets of perceived job security and different institutional mechanisms. My multilevel analyses of a data set that contains information on 12,431 individuals and 23 countries show that some labor market policies and characteristics are more likely than others to provide workers with subjective security. Unemployment assistance in particular is an effective means of reducing workers' worries about job loss. Dismissal protection, by contrast, only unleashes its psychologically protective effects under certain conditions. The paper's main conclusion is that the effectiveness of policies varies and that different types of labor market institutions serve as complements rather than as substitutes.     

对延安整风运动历史经验的借鉴与反思——基于宪法学的分析

延安整风运动的宪政内涵、制约权力和保障权利思想,对于密切党群关系和建立新政权发挥了重要的作用,同时运动中存在的程序上和制度层面的缺憾也对后世有消极影响。当今中国特色社会主义宪政建设要吸取延安整风运动的经验教训,既要依靠法律和制度,加强对国家机关的制约和监督;同时创造条件,依法保障公民的批评权。     

Vocational education,self‐employment and burnout among Australian workers

We examine the relationship between vocational education and occupational burnout among workers in different forms of employment. Although the self‐employed enjoy higher levels of job autonomy and work‐related satisfaction, we do not know whether they experience lower rates of occupational burnout, and whether vocational education plays a role in this relationship. This latter consideration is important, given that vocational qualifications often lead to self‐employment and prior research demonstrated that formal training may reduce burnout. However, formal education was previously measured in years of schooling, without considering the distinction between academically‐oriented and vocational courses. Therefore, using data from a 2001 national survey of working Australians, we first establish that the self‐employed are significantly less likely to experience burnout. We then demonstrate that some resilience to burnout can be attributed to the attainment of skilled vocational training, net of employment characteristics which are also very important.     

当代我国出版自由研究

当代我国的＂出版自由＂,应着眼于法律如何保障出版自由和如何规制出版自由。即现阶段我国＂出版自由＂的内涵是：出版自由是公民在宪法、法律规定的范围内,将作品编辑、加工并复制后向公众传播,以出版的形式发表意见来参与管理国家、公共等事务的权利。研究＂出版自由＂时应正确区分出版自由和政治自由、表达自由、新闻自由、议论自由的区别与联系。我国现行的法律法规有明确的《中华人民共和国著作权法》,却没有＂出版自由法＂,其实＂出版自由权＂与＂著作权＂有着至关重要的关系,出版自由权是著作权的前提和保证,而著作权则是出版自由权得以落实和具体化的司法手段。     

大学生村官留任意愿及影响因素分析

利用第一手的大学生村官问卷调查资料,基于Ordered Logistic模型对陕西省282名大学生村官的工作满意度及留任意愿进行了相关分析和回归分析。结果表明：当前大学生村官的工作满意度与留任意愿普遍较低;留任意愿与大学生最初选择从事村官工作的动机紧密相关;大学生村官的性别、年龄、从事村官年限、婚育状况、学历等人口学特征对工作满意度及留任意愿影响显著;社会各界对大学生村官的重视与认可对工作满意度与留任意愿有显著影响;提高大学生村官的收入水平、实行连续三年考核优秀,直接晋升事业编制的政策以及增加晋升为国家公务员等政治机会能够显著提高大学生村官的工作满意度并增强留任意愿,而其它因素对于提高大学生村官的工作满意度与留任意愿的效果并不明显。