论雇主单位在职场性骚扰防治中的作用

职场性骚扰在中国是复杂的,问题的出路在于从“单位”语境下善加解读中国的职场性骚扰,同时吸取西方国家反歧视立法中雇主责任制的经验,致力于寻找适合中国的职场性骚扰防治策略,如何发挥单位（雇主）在职场性骚扰预防中的作用等更是其中关键。     

试论地方政府管理模式创新的动力、条件与方式

对当代中国地方政府管理模式创新的动力、条件与方式进行了探讨 ,指出地方政府管理模式创新动力来自内外两方面 ,成功的地方政府管理模式创新必须具备主体、组织、文化 3个方面的条件 ,最有效的创新方法是将渐进方式与激进方式结合起来     

防治职场性骚扰的法律思考

职场性骚扰是一种侵犯人的权利、妨碍两性平等就业的行为。在世界范围内,立法禁止职场性骚扰已成为法律改革的发展趋势。我国《宪法》和《妇女权益保障法》修正案等法律从不同立法层面明确了禁止性骚扰以及保护妇女免受包括性骚扰侵害的精神,但现行法律仍存在一些立法空白和不足,应在相关法律中加以完善。     

Revisiting ethnography by proxy

Abstract

Prompted by discovering a paper written in 1980 which described a process of ‘ethnography by proxy’, I revisit this concept in the light of two research projects: a workplace study of an electronics company conducted in the early 1990s and a later home-based study of young children’s encounters with toys and technology. The paper defines ethnography by proxy as the process of delegating some of the ethnographer’s activities to participants in the research setting. It discusses a pragmatic response to some of the challenges of conducting fieldwork and considers the implications of delegating non-academic proxies to fulfil aspects of the ethnographer’s role, the different guises that may be taken by the ethnographer and what this shift in research relationships might mean for the interpretation of data. The concept of proxy has implications for some of the tenets of ethnographic research as it requires a re-examination of our roles and the relationship between researcher and researched.     

Launching the workplace flexibility movement: work family research and a program of social change

The Alfred P. Sloan Foundation's Workplace, Work Force & Working Families program was established in 1994 and ended in 2011. Over the course of its 17-year lifespan, this program – through its vision, commitment and unique, pragmatic grant-making strategies – pioneered the interdisciplinary field of work–family research and spearheaded a national movement to create more flexible workplaces that effectively meet the needs of employees and employers. The program's first strategic phase supported high-quality, multidisciplinary research to examine what was happening within working families at all stages of their lives, both at home and at work. Results from these investigations highlighted the structural mismatch between the needs of this diverse workforce – comprised increasingly of working parents and older workers – and the demands of a rigidly structured workplace requiring full-time, full-year work, with little to no flexibility in how, when, or where work gets done. After a decade of scholarly research documenting that the challenges facing American families were not private, individual problems but public, societal concerns, the Sloan Foundation designed and launched in 2003 the National Workplace Flexibility Initiative. Its goals were twofold: to make workplace flexibility a compelling national issue and to establish it as a standard of the American workplace. As a result of the collective efforts of Sloan-supported organizations and people, the stage is now set for a social movement to realign the structure of the American workplace to the needs of the twenty-first century workforce. Lessons for subsequent research-driven social movements close the article.     

Getting by with a Little Help from Workplace Friends: Workplace Culture,Social Support,and Family Cohesion

Studies have shown a negative association between certain aspects of workplace culture and family functioning. Using a neo-institutional framework, we examine whether workplace social support moderates the influence of three features of workplace culture—time demands, work pressure, and work strain—on family cohesion. Analyzing survey data from 312 individuals in dual-earner relationships, we control for number of children, education, income, employment status, and occupational status. We find that workplace social support is directly associated with family cohesion but does not serve as a buffer between dimensions of workplace culture and family cohesion.     

地域人才群爆发现象研究

在短时期内,一个地域（一般为一个县,大则相邻数个县,小则一镇一村）内突然涌现出大批优秀人才的现象可称为地域人才群爆发现象。历史上的地域人才群爆发现象有秦末汉初跟随刘邦打天下的沛郡群英、清末跟随曾国藩镇压太平天国运动中的湘乡湘军将帅、国内革命战争期间湖北红安、安徽金寨等将军县将军群体。当今的地域人才群爆发现象主要是一些地区兴起了辐射全国的特色产业,如浙江义鸟小商品城、福建沙县小吃等。地域人才群爆发现象的原因在于突发的大社会浪潮和当地杰出带头人的引领。地域人才群爆发现象的启示意义在于挖掘人才潜能、尊重群众首创精神。     

Workplace Characteristics and Work-to-Family Conflict: Does Caregiving Frequency Matter?

Many workers can expect to provide care to an elder relative at some point during their tenure in the workforce. This study extends previous research by exploring whether caregiving frequency (providing care on a regular, weekly basis vs. intermittently) moderates the relationship between certain workplace characteristics and work-to-family conflict. Utilizing a sample of 465 respondents from the National Study of the Changing Workforce (Families and Work Institute, 2008 Families and Work Institute. (2008). National Study of the Changing Workforce [data file and code book]. https://store.familiesandwork.org (http://https://store.familiesandwork.org)  [Google Scholar]), results indicate that access to workplace flexibility has a stronger effect on reducing work-to-family conflict among intermittent caregivers than among those who provide care regularly.     

The Circular International Migration of New Zealanders: Enfolded Mobilities and Relational Places

Abstract

Migrants’ social relations are reconfigured in relation to how the localised and distanciated are recombined in context of how individuals are embedded in the enfolded mobilities of increasingly mobile social networks. The paper is organized around three main propositions. First, that social relations are structured across three main and intersecting domains – family, workplace and community. Second, that social relations and networks are shaped by, and shape, the relational nature of places. Third, that the relational nature of places, and the reconfiguration of localised and distanciated relationships should be analysed across the entire migration cycle. These ideas are explored through a study of the Big OE from New Zealand to the UK, based on in‐depth interviews with returned migrants.