从社会学的引进与发展看改良思想的演变趋向(1895-1937)

十九世纪末社会学传入中国以来,社会学理论对中国改良思想的发展和走向产生了重要影响。维新派思想家将社会进化论应用于政治改革理论中,试图以政治制度改革推动社会变革。而二十世纪二三十年代留学欧美的社会学专业学者则将社会学的实证主义方法应用到中国社会基层,主张通过"自下而上"的方式,以社会改革推动政治变革。这一改良方式的变化也影响到了整个中国思想文化界。关注基层、投入农村、投身民众教育成为当时的一种社会潮流。     

The Digital Practitioner:

No abstract available for this article.     

African American and White Managers:

Research points to differences in the experiences and response of African Americans and whites to organizational situations. This paper presents the results of a study which investigated differences in the management styles in eight local social service agency offices managed by African Americans and eight managed by whites. When the environment was turbulent, white managers responded by becoming more supportive of staff, while African American managers increased problem-solving communications. Staff in African American offices in turbulent environments had higher levels of job satisfation than either white offices of African Americans in nonturbulent environments.     

茶卡出土的彩绘木棺盖板

文章依据文献记载和实物资料的比对,断定青海省乌兰县茶卡乡出土的木棺盖板画上的人物族属为吐谷浑。     

基于声誉理论的我国经理人动态激励模型研究

本文基于声誉理论,建立了一个关于经理人声誉机制与显性机制相结合的最优动态契约模型,以形成长期激励与短期激励相结合的激励模式,根据分析得出了实现声誉有效激励的条件和提高声誉激励效应的途径,并与没有引入声誉机制的契约模型进行了比较,通过实例验证了声誉机制与显性机制相结合的最优动态契约模型的合理性,对于如何有效地发挥声誉机制对我国经理人的激励作用提出了一些建议。     

从“帖雅娜现象”谈高校高水平乒乓队的若干问题

从"帖雅娜现象"谈起,分析了目前我国普通高校高水平乒乓队若干问题的现状,并提出了解决方法,这将有利于普通高校高水平乒乓队的健康发展.     

Friendships under strain: The work–personal life integration of middle managers

Middle managers in today's organisations have reported experiencing longer working hours and intensified work regimes. These increased pressures, in turn, have led to growing difficulty in addressing the integration of their work and personal lives. In an exploratory study of the daily workplace experiences of Australian middle managers and the impacts on their personal lives, one of the key themes to emerge was respondents’ concerns about the negative effects on their friendships. This paper discusses middle managers’ recognition of the value of friendships for their wellbeing, and the resultant anger and sadness reported at the strain on these relationships due to competing time demands. The significant role that friendships play in alleviating some of the stresses of work demands, while concurrently being impeded by these same demands, is an important issue for organisations to consider. These findings indicate the need for middle managers to truly have an ability to engage in activities – and friendships – which will aid them in their working lives. The study also indicates a need for further investigation into the development and maintenance of friendships for both middle managers and other groups of employees.     

高考试卷升级为国家绝密与反作弊手段的现代化

高考试卷今年升级为国家绝密，是高考反作弊工作的重要措施。随着科技的进步，作弊手段越来越现代化，而反作弊手段也必须相应地提高现代化的程度。只有这样，我们才能够有效地防止和反对高考过程中的作弊行为，并对作弊行为进行坚决的打击和处罚。     

Overcoming the Glass Barriers: Reflection and Action in the ‘Women to the Top’ Programme

Numerous equality programmes have been launched with the aim of promoting a more gender equal work life, yet little substantial action has been reported. This article presents a study of the Women to the Top programme in Sweden, supported by the European Union (EU) and aimed at promoting more women into top management positions. The research suggests that large‐scale projects assembling such heterogeneous actors as industry representatives, politicians and scholars tend to generate further reflection and discussion rather than promoting adequate and highly needed action. Drawing upon Brunsson's distinction between action rationality and decision rationality, the relatively modest effects of large‐scale equality programmes are examined, not in terms of a lack of commitment or competence on the part of the participants but as a matter of the disjunction between reflection and action. Reconciling reflection and action, that is, emphasizing not only reflection on gender inequality but also privileging various forms of practical action (such as new policies, the appointment of female managers, restructuring gendered wage inequalities or new recruitment procedures), is therefore a top priority for policymakers desiring more substantial changes in the gendered outline of industry.     

新时期我国企业经营者激励机制探讨

企业经营者作为劳动者的劳动特殊性和其作为人力资本的资本价值性使得必须重视这一群体的激励问题。要建立多元化的经营者报酬体系,并因企制宜采用灵活动态的物质激励模式,在强化精神激励的同时建立职业经营者的信用、业绩评级与跟踪机制,对经营者们形成一种强大的动力和压力,致使他们自觉地努力工作,搞好企业的经营管理。