第三部门失灵与我国残疾人托养服务体系建设——以北京H机构为例

20世纪末,西方福利理论界开始认识到,原本在克服福利提供中政府失灵和市场失灵方面具有独特优势的第三部门也存在失灵问题.残疾人是一个特殊的社会利益群体,生活上大多需要专人照料.我国党和政府历来重视保障残疾人的生活和权益,近年来,更是将构建残疾人托养服务体系提上重要日程.理论上,第三部门可以广泛发动志愿者为残疾人提供服务,但作为当前我国开展残疾人托养服务重要力量的第三部门也存在失灵问题.因此,加强政府引导,以机构能力建设为关键,以居家服务为基础,才是构建我国残疾人托养服务体系的有效途径.     

志愿服务评价体系研究

对志愿服务进行系统的评估是完善、监督志愿服务的重要举措。志愿服务的评估不仅有其特有的要素、模式和流程,而且还形成一个由交叉的评价主、客体组成并且方向性明确的立体评价体系。     

综合性大学与医学类院校学生无偿献血的动因比较研究

以南京某综合性大学和某医学院校为例,比较两类学校学生在无偿献血认知、献血参与态度及献血动机方面的差异。通过文献研究、专家咨询及焦点小组评分编制调查问卷。认知差异比较采用卡方检验,态度和动机差异采用t检验。综合性大学学生对无偿献血的认知水平较低。医学类院校学生在献血参与态度方面的得分较高,二者在献血感受上无差异。献血动机方面,医学类院校学生献血的利他性得分较高,在两校暂未献血人群中,医学类院校学生自我效能型和献血奖励型动机得分更高。需加强对综合性大学学生献血知识的普及,根据态度及动机差异采取有针对性的献血宣传及招募。     

Private Action for Public Good?: The Public Role of Voluntary Sector Organizations

Voluntary sector organizations claim to be private institutions acting for the public good. However, if the concept of public is disengaged from the state and connected instead to citizenship, VSOs can be shown to have both private and public origins, as well as private and public impacts. As citizens, VSOs are public organizations serving the public good through their purported representation of the people and civic leadership. The legitimacy of their assumption of these public roles remains a continuing challenge.     

不作为犯探疑

不作为犯理论一直被两大问题纠缠:不作为与作为的界限;不作为犯的因果关系。不作为与作为的界限植根于规范,即违反命令规范还是禁止规范,而命令规范同禁止规范的分野则应从立法意图及选择可能的角度进行考察,不能仅着眼于规范表述。刑法的因果关系属于社会的因果关系,不同于自然或哲学的因果关系,因此不作为犯的因果关系具有规范性,在判断时需结合假定消去法与假定肯定法。     

“合同自愿”与“合同自由”辨析

法学界对于我国《合同法》第 4条确立的“合同自愿”原则 ,一直有较多的争论。本文就《合同法》中“合同自愿”原则与“合同自由”原则争论的缘起及“合同自愿”原则的过渡性特征进行了分析 ,并提出随着我国社会主义市场经济体系的完善 ,未来中国的《合同法》(或《民法典》)中确立“合同自由”原则是必然的趋势。     

论非自愿移民的历史地位与作用

非自愿移民是在国际移民理论研究中受排斥的领域 ,显然极不正常。非自愿移民是中国移民史的主流形态 ,非自愿移民在中国社会经济发展中起了重要作用。有中国特色的移民理论是中国移民实践全部历史经验的继承与发展     

Why do participants in voluntary organizations leave? Exploring the relationship between value congruence and length of stay

Recognizing the importance of values and the specific characteristics of participants and situations in voluntary organizations, we examine how value congruence—the fit or compatibility of values between participants and the organization, or among participants—interacts with personal and situational factors to predict participants' length of stay in their organizations. Introducing the case of a voluntary organization that offers shared housing, we measure value congruence through textual similarity in the self‐introduction documents of 49 participants and the organization's mission statement. This approach differs from the self‐reported measures based on participants' perceptions or recalled interactions used in previous studies. In line with expectation‐disconfirmation theory, participants with the strongest beliefs in organizational values had shorter lengths of stay. The amount of intraorganizational communication also moderated the relationship between value congruence and length of stay. This study provides theoretical and methodological implications for nonprofit management by considering personal and situational factors and evaluating value congruence by textual similarity.     

基于定性模拟的员工离职行为预测

员工是企业最具生命力的资源,员工的主动离职往往会给企业造成不必要的损失.综合国内外有关员工离职问题的研究,构建了一个员工离职过程模型,将定性模拟技术引入其中,根据QSIM算法的思路,结合有关员工离职行为的常识、专家知识设计了模拟规则,用VB编程并进行了模拟,模拟结果比较符合实际,表明这一方法可以用于员工离职预测的虚拟实验研究.