中国男篮组织后卫与对手进攻技术运用对比分析——以2007年斯坦科维奇杯为例

本文采用录像观察法、文献资料法、数理统计法、逻辑分析法、专家访谈法对2007年斯坦科维奇杯上中国男篮组织后卫与国外组织后卫在进攻能力方面进行了比较分析。结果表明，中国男篮组织后卫在外围远投、助攻和突破能力等方面与国外优秀组织后卫相比还存在着一定差距，需加强训练，以进一步提高进攻能力。     

Emotional Labour and Skill: A Reappraisal

The article seeks to open up a critical discussion around the idea of emotional labour as skilled work. It has been suggested by some commentators that many front‐line service jobs, traditionally thought of as low skilled in terms of their technical aspects, may actually constitute a form of skilled work, since they require their holders to perform skilled emotional labour in their dealings with customers. Such discourses hold out the possibility of progress not only in intellectual terms but also with regard to improving the status and pay of many low‐waged service workers. The article subjects these claims to critical scrutiny and argues that applying the label ‘skill’ to all forms of emotion work is extremely problematic.     

高校党委领导权力质量的哲学视野及实践路径探析

处于历史经验和现实任务双重语境中的高校领导权力质量,具有学术引导与行政控制的特殊内涵,表现为行政导引与学术支撑的关系型态,存在着目标生态化与权力人性化的实践路径,彰显了科学发展与特色建设的多重价值。     

影响行政领导效能考评的因素探析

行政领导是国家行政管理过程中的关键环节，其作用的发挥程度直接关系到政府行政目标和国家职能的实现程度。而要保证行政组织目标的实现，首先要力求提高行政领导效能，而时行政领导效能的追求不是盲目的，它是建立在对行政领导效能进行科学的考评基础上。在当前，行政领导效能考评如何适应社会转型时期的需要、如何有效地提升其考评的科学化程度已成为一项紧迫的任务。要有效地推进行政领导效能考评的科学化，首先要厘清哪些因素对其产生了影响。本文从主体因素、目标因素、标准因素、方法因素和环境因素五个方面探讨了其对行政领导效能考评所产生的影响。     

领导理论的演化和前沿进展

对1个世纪以来领导理论研究中的主要历史性成果进行梳理,将其发展脉络分为3个历史阶段进行述评:传统领导理论丛林时期、变革领导理论主导时期和四因素理论萌芽时期;强调每一个领导理论都是在特定背景下对领导实践的一种特定反映和解释,都为该理论的发展做出了重要的历史贡献,并不存在一个绝对的最佳领导模型;最后对领导理论的未来研究进行了展望。     

Organizing for Structural Reform:

Over the course of the past two decades, the New Jersey Tenants Organization (NJTO) has won significant structural reform for tenants. This article examines the history of NJTO's campaigns, organizing strategies, leadership structure, and organizational dynamics. This article also assesses the prospects for the future in today's economic and political climate.     

Organizational Change-Too Much,Too Soon?

ABSTRACT

Recent changes in government policies and practices, especially managed care, have led many nonprofit organizations to embrace collaboration as a competitive strategy. This article presents a case study of a large human service agency that has adopted a management service organization (MSO) model, a type of collaboration particularly suited to handling third-party contracts, at the urging of the founding CEO. A new governance model was also adopted. Using chronology as an analytical approach, the case examines key decisions made by professional and lay leaders during four distinct stages of organizational development. The actions taken by the board of directors to restore financial stability and protect the organization's reputation after learning from the CEO of the existence of a significant deficit demonstrate the need for strategic planning and better communication among all relevant parties involved in a collaboration.     

Community Self-Help as Strategy and Outcome: The Examination of an Israeli Experience

Community self-help associations (CSAs) are locally-based organizations in which professional service providers and planners share responsibilites with citizens and members for decision making and action. These responsibilities tend to be delegated, at least initially, from more central authorities to local organiziations and shared between professionals and citizens. The Israeli experience with CSAs provides insights into how mediating structures work and compare social problem-solving approaches to social development strategies.     

社会工作实务中初次访谈的建构

社会工作实务中初次访谈是建立专业关系、开展专业服务的基础,初次访谈的建构应以社会工作专业伦理和价值理念为基础,以专业理论和方法技巧为基石,坚持从以人为本、助人自助的价值选择出发,明确访谈的目标,做好访谈前准备,娴熟地运用技巧掌控访谈进程,构建有血有肉有灵魂的初次访谈体系。     

Transformational leadership and work engagement: Exploring the mediating role of structural empowerment

The purpose of this study is to investigate the mediating role of structural empowerment in the positive relationship between transformational leadership and work engagement. Based on self-reported questionnaires from 240 employees working in the tourism sector in Galicia (northwest of Spain), the findings reveal that the linkage between transformational leadership and work engagement is partially mediated by structural empowerment. These results imply that transformational leaders foster work engagement by enabling access to information, opportunities, support and adequate resources. This empirical study is one of the first to examine the role of structural empowerment as a mediator between transformational leadership and work engagement and may serve as a reference for promoting work engagement in service organizations. A number of contributions and practical implications are discussed.