吸顶灯罩便携拆装器的设计

针对吸硕灯装拆不方便的问题,依据负压原理,设计了一种吸顶灯罩便携拆装器,通过螺旋式吸盘将灯罩吸住旋 转将灯罩取下。同时,设计了内、外杆形式的支撑构件,使得产品满足高空作业要求。应用结果表明装置能有效解决生 活中灯罩清洁难问题,产品制造成本低,易推广和普及。     

玻璃窑炉内液流和传热过程的研究方法

介绍了玻璃窑炉内流动和传热过程的研究方法,摘要介绍了每个研究方法中有代表性的研究成果。     

What Would You Sacrifice? Access to Top Management and the Work–life Balance

This article is based on a current research, combining quantitative (human resources figures and statistics) and qualitative data (60 interviews with career managers, top managers and high potential talents, both men and women), conducted in a major French utility company on the subject of diversity and more specifically on the issue of women's access to top management positions. The main purpose of this research is to understand the difficulties women may encounter in the course of their occupational career linked to organizational aspects, including the ‘glass ceiling’ processes, informal norms related to management positions (such as time and mobility constraints) and social and cultural representations attached to leadership. The other perspective of this research focuses on the different strategies women and men build either to conform to the organizational norms or bypass them. The issue of work–life balance are therefore addressed both from a corporate/organizational standpoint and an individual and family perspective.     

自欺·处境·自由 ——《玻璃动物园》中劳拉命运的存在主义解读

在田纳西·威廉斯的成名剧作《玻璃动物园》中,女主人公劳拉在剧终没有收获圆满的爱情,由此为她的命运蒙上了悲剧性的面纱。威廉斯曾在他的自传中表露出对萨特存在主义哲学深深地着迷,基于萨特对三个哲学概念——自欺、处境、自由的定义,探讨劳拉人物命运的存在主义特征,以此来重审劳拉的命运,从理论上对思考她在全剧中成长历程的完满性、人物命运的喜剧性具有重要意义。     

In search of the glass ceiling: gender and recruitment to management in Norway's state bureaucracy1

There are still fewer female than male managers in Norway's state bureaucracy. This article asks if there are organizational barriers which prevent women from entering these positions. Is there really a glass ceiling, or must one look outside the organizational environment to find an explanation? Is it rather the case that the scarcity of female managers is caused by women's own preferences or their life situations outside work? Or do both contribute to the situation? The study shows that female managers are treated just as well as male managers in central parts of the state bureaucracy. Employers give equal shares of respect and attention to both genders. Female managers are encouraged to apply for the same number of jobs as men and are offered an equal number of jobs as men when they apply; in fact, women are offered more jobs than men, when one controls for the number of job applications. This indicates that organizational barriers are not the problem. The study also shows that there are no differences in work orientation between male and female managers. Female managers are just as ambitious as male managers. Nor do female managers find it more difficult than male managers to combine work and family life. So, how can one explain the low number of female managers? The study shows that one reason can be that female managers apply for management jobs less often than their male colleagues. The cause of this seems to be anticipated discrimination rather than lack of ambition or self‐confidence. However, this slows down women's movement into higher management positions in the state bureaucracy.     

论专业宣传实务活动中的“镜中我”效应

自我观念是通过社会化形成和发展的,库利的镜中我理论清楚的阐述了自我发展的阶段。目前在中国大陆社会工作专业发展处于“开荒种田”的状态,容易导致专业学生尤其大一学生产生专业自我观念难以确定的困惑,会视自己为专业的牺牲者、旁观者和路过者。而开展积极的专业宣传实务活动正是解决这一问题的有效途径和方法。通过专业宣传实务活动,让学生走入社会,在社会互动的镜子中塑造正确的专业自我观念,激发专业自信,实现专业认同。     

人生中难以忘怀的时刻——约翰·厄普代克的短篇小说《满杯》

约翰.厄普代克是现代美国文学界最多产的著名作家之一,他的小说往往通过描写美国东部小镇普通人的生活琐事来揭示人生中的情和爱。以他的短篇小说《满杯》为例,解读作者如何操纵叙事手段,通过一位老人对一生中一系列往事的回忆,呈现出人到暮年时的心理状态和对人生的感悟。另一方面,小说以令主人公感到满足的时刻为主线,将不同时间和不同空间的事件巧妙地串联起来,突显了小说的主题和作者对生活的热爱。     

Presidential Address: The Faculty Time Divide

The time demands of academic life are examined, drawing on data from a large national sample of faculty. I outline the divide between full-time faculty, who work long hours irrespective of rank or institution type, and part-time faculty, who work at low pay with little job security, status, recognition, or fringe benefits. The expectations of academic life in dual-career couples are hard to reconcile with the demands of parenting. This is a common problem because assistant professors are generally too old to wait until they have tenure to have children. The segmentation of academic life into an overworked core and a marginalized periphery tends to perpetuate gender inequality.     

Asian Social Workers' Perceptions of Glass Ceiling,Organizational Fairness and Career Prospects

Abstract

This study examined the glass ceiling phenomenon and its effects on Asian Americans' careers in social work. A model was tested that explored utilizing a national sample of 192 Asian American social workers. Structural equation modeling techniques were employed to evaluate the adequacy of the proposed model's appropriateness to the collected data. Results indicated that the model successfully explained the glass ceiling phenomenon and organizational fairness as mediating variables. This study adds to the literature by investigating the theoretical and observed (or not observed) link between the glass ceiling literature and social justice theory. Recommendations for further study are highlighted along with the call for theory development and empirical work on race and ethnic differences as they relate to organizational behavior, with special attention to the effects of ethnicity and gender.     

Developing emotional intelligence through workplace learning: Findings from a case study in healthcare

This study of UK and US lone parents with sole care-giving responsibility for dependants (children, ageing parents, grandparents, etc.) focused on the influence, if any, this responsibility has on her/his ability to give 'total commitment' to their work/career. One hundred and thirty-four lone parents participated in the survey. Gender distribution was 64 per cent female, 36 per cent male. Country of residence was 25 per cent UK, 75 per cent US. Females report greater past than present hindrance to their careers (48 per cent past, 33 per cent present). Similarly situated males report career hindrance as 18 per cent past, 21 per cent present. Lone parents in the UK appear to be more negatively impacted upon in their job careers by their care-giving responsibility than their counterparts in the US and would also appear to be more concerned about their economic and emotional future. This survey confirms that care-giving responsibilities can limit the realization of employment potential for either female or male. Care-giving responsibilities, rather than gender or race, may be the glass ceiling of the new millennium.