妨害公务罪的侵害对象问题探讨

妨害公务罪的侵害对象既包括具体人,也应当包括"具体物"。依据司法解释:国有事业单位人员和国家机关中事业编制人员可以作为妨害公务罪的侵害对象;但是,受委托从事公务的人员,居民委员会、村民委员会等群众性自治组织中的工作人员,国家机关工作人员的亲属和亲友等人员,则不能成为妨害公务罪的侵害对象。     

中小企业集群发展的服务中介体系研究

中小企业集群在区域经济发展中的作用日益增强,政府为鼓励中小企业集群的发展也采取相应的政策和措施构建中小企业集群发展的服务中介体系.文章通过分析中小企业集群发展的动力机制,得出其服务中介体系的作用原理,进而从中介组织的角度研究中小企业集群的服务中介体系应具有的作用及其运作.     

Organizational “Emotion Work” Through Consciousness-Raising: An Analysis of a Feminist Organization

In this article I explore how organizational processes link to certain emotional responses, as a way of investigating more fully the role emotions play in social movements. Through the construction of a case study of a feminist group, the New York City chapter of the National Organization for Women (NYC NOW), I analyze how certain emotions, such as anger, alienation, hopelessness and frustration, are redefined within an organizational context. I find that consciousness-raising serves as the organizational process that helps transform personal emotions into a collectively defined sense of injustice. This transformation has the potential of creating actors dedicated to chapter activism.     

学习型政府:理念与实践

学习型政府是指通过建立完备的学习机制,营造良好的学习氛围而形成的,善于获取知识、传播知识、创造知识,进而自觉利用知识于行政活动之中,最终以提升行政管理效能为目的的政府组织。知识社会的到来、政府管理效能的提升、政府合法性基础的巩固、学习型社会的形成等等都迫切需要创建学习型政府。     

The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure

There is an extensive private sector literature on organizational change management. However, recent studies have suggested that the specific context of public organizations may have consequences for the management organizational change. This study examines to what extent different change approaches and transformational leadership of direct supervisors contribute to the effective implementation of organizational change in public organizations, and to what extent the bureaucratic structure of public organizations makes the implementation of organizational change s3pecific. The implementation of an organizational change in a Dutch public organization is studied using quantitative methods and techniques. The results indicate that bureaucratic organizations may effectively implement organizational change with both planned and emergent change approaches. The contribution of transformational leadership depends on the type of change approach and organizational structure. Transformational leadership behavior of direct supervisors contributes little to planned processes of change, but is crucial in emergent processes of change in a non-bureaucratic context. Although the literature on change management mostly emphasizes the leadership of senior managers, the leadership role of direct supervisors should not be overlooked during organizational change in public organizations.     

The management of managers: Disputing in an executive hierarchy

This paper focuses on the relationship between organizational rank and respectability and the way top managers handle their interpersonal grievances, conflicts, and disputes in an executive hierarchy. Formal grievance procedures are rarely used. Downward grievances (from a superior to a subordinate) are often settled unilaterally by the superior. Upward grievances are typically handled covertly by subordinates. Titular equals opt for a range of covert and confrontational tactics, many of which evolve into disputes and are settled by a common superior. Respectability within the executive ranks appears to enhance the ability of superiors to impose outcomes on grievances, conflicts, and disputes between and within subordinates, to decrease the hostility of upward grievances, and to decrease vulnerability of subordinates to sanctions by their superiors.An earlier version of this paper was presented at the Annual Meeting of the Law and Society Association, Washington, DC, June 1987.     

Illuminating gendered organization assumptions

One key to why organizations have been less successful at integrating a work–family agenda into their organizational cultures is that workplaces have failed to consider how gender assumptions influence workplace practices, policies and cultures. This paper presents a theoretical framework for considering how gender role assumptions have prevented organizational attempts to become family friendly. Further, this paper uses an organizational case study to illustrate this point. Specifically, a theory of gendered organizations is used to frame an analysis of 30 employee interviews. Data suggest that gendered organizational assumptions inherent to several workplace policies and practices contribute to employee strain associated with negotiating the demands of life on and off the job. Further, the findings show that these gendered organizational assumptions prevent organizations from developing workplace cultures responsive to employees' work, family and personal needs. A brief review of the interdisciplinary work–family field is presented, followed by a discussion of gendered organizations. Then, using interview data collected from management and ‘front‐line’ female and male workers employed at a municipal government, this paper examines how workplace practices, presumably gender neutral, affect employees and the organizational culture in which they work.     

重读《花篮瑶社会组织》

重读《花篮瑶社会组织》,深入分析费孝通先生早年进行学术研究的动向,指出《花篮瑶社会组织》首次挖掘披露了金秀大瑶山花篮瑶的人口情况及家庭生活和社会生活状况;第一次运用人类学理论和方法深入剖析了金秀大瑶山族团及族团之间的关系及其发展趋向;第一次尝试并成功运用“微型社会学”调查研究剖析花篮瑶社会,从而分析《花篮瑶社会组织》的研究成果为后人所提供的积极经验借鉴。     

论社会中介组织在弥补政府与市场双重失灵中的作用

现代市场经济体系应该是“政府—中介组织—市场”三位一体的连动体系。“市场失灵”与“政府失灵”的双重存在,为社会中介组织的发展提供了有效空间,社会中介组织在克服政府失灵、转变政府职能以及完善市场机制等方面起着重要作用。目前我国社会中介组织的发展还相当不完善,必须采取有效措施促使其健康发展。     

依托电视大学创建社区大学的思考与建议

创建社区大学是推动全民学习、进行终身教育和建设学习型城市的重要举措 ,也是加快社区精神文明建设的迫切需求。电视大学可满足群众求学愿望、有良好的教育环境和充分的教育资源 ,在教学方式、技术环境和人力资源等方面都具备较为成熟的条件 ,因此 ,依托电视大学建立社区大学是完全可行的。在此基础上 ,针对办学总体目标、办学模式、筹建方式、教学模式、合作形式和教学认证等方面要求 ,提出了依托电视大学创建社区大学的构想。