Board leadership structure and diversity over CEO time in office: A test of the evolutionary perspective on Italian firms

An evolutionary perspective on CEO-board relations suggests that CEO objectives and interests change over time, and that board roles should shift accordingly, from CEO leadership development during the early stages of CEO time in office toward monitoring during the latest stages. This study examines how two board characteristics, board leadership structure and board diversity, shape innovation investment among Italian firms. Empirical results support the hypothesized effects, suggesting that the board’s effects are contingent upon CEO time in office.     

全面培养高校教师多样化的教学风格

教师教学风格的多样化是提升高校教学水平的重要手段,也是培养高素质人才的重要保障。全面推动教师教学风格多样化发展,必须要学习先进的教学风格理论,坚持因材施教的基本教育原则,精心组织教学创新活动,充分调动教师进行多样化教学改革的积极性,依据每名教师的自身特点不断调整和优化教师的教学风格,并且逐步培育具有专业特色的校园教学文化。     

美国信用评级机构被诉案件的管辖权问题研究

本文以案例研究的方式,对结构化金融争议中信用评级机构作为被告的案件的管辖权相关问题进行了分析,争议主要集中在联邦法院和州法院的管辖权分配上,适用异籍管辖权是一个可行的途径。     

安徽皇甫山蓬蘽群落物种多样性研究

从安徽皇甫山蓬蘽群落中选取4块样地,对样地中的植物种类与数量进行统计,用统计学方法分析蓬蘽群落内物种的多样性。结果表明,蓬蘽群落的生物多样性受多因素的共同影响：透光率与群落内的生物多样性成正相关;适度的人类开发活动有利于提高群落内的生物多样性;海拔高度则影响群落内植物种类。各样地中,蓬蘽在灌木层中占有数量上的优势。     

探索非物质文化遗产保护的新高度——从“文化自觉”走向“文化自信”

非物质文化遗产保护的呼声是在全球一体化的过程中出现的,这是人们意识到文化多样性存在的重要性,同时对自己民族国家传统文化反思及寻根的结果。因此,非物质文化遗产的保护实际上是不同国家＂文化自觉＂的开始。非物质文化遗产和物质文化遗产最大的区别在于：非物质文化遗产不是一个形而下的、具体的文物,它首先是一种观念,是一种认识,是一种形而上的意识形态。观念和意识形态是流动的、变化的和活态的,严格说它不是遗产,也不是过去了的产物,而是还存在于我们生活中的活生生的传统文化。如果我们能认识到这一点,并有意识地去认识它,纪录它,研究它,传承它,发展它,并让它成为当今文化的一部分,成为当今文化发展的基础,以及当今文化创新的资源,成为中国＂文化自觉＂中的一种教育方式,那么有关它的保护工作就有可能成为中国文化复兴的一个起点,也可能成为中国创意产业的一个新的增长点。     

Cultural diversity, democracy and the prospects of cosmopolitanism: a theory of cultural encounters

The most appropriate way of theorizing cultural diversity is to situate it in the context of a broader relational theory of culture in which the key dynamic is cultural encounters. The relational conception of culture places the emphasis on the relations between social actors and the processes by which some of these relations generate enduring cultural regularities and forms. This has important implications for political community and in particular for cosmopolitanism. It is in relationships that cultural phenomena are generated and become the basis of different kinds of political community. The paper outlines a typology of six kinds of cultural encounters and discusses four major cultural trends that variously emerge from these encounters. This approach with its emphasis on cultural encounters is the broad sociological context in which questions about cultural change and the prospects of cosmopolitanism should be discussed.     

论后现代哲学视域下的后现代社会特征

后现代哲学思想根植于后现代社会,通过分析后现代哲学思想,可以看到后现代社会的重要特征,后现代社会是一个彻底商品化的社会;是一个从对统一和同一性追求转到对多样性和差异性追求的社会;是一个从重视精神目标转到重视过程的社会;是一个从重视理性和理论转到重视经验和形象的社会;是一个从重视真实空间转到重视模拟空间的社会;是一个性从隐走向显,并成为社会关注焦点的社会。     

Diversity training pitfalls and possibilities: An exploration of small and mid-size US organizations

Abstract

This qualitative, exploratory study examines the development and implementation of diversity training in small and mid-size organizations in a Midwestern region of the United States. The results are contrasted with diversity best practices and found lacking in key elements identified as most likely to yield success. Specifically, the organizations in this study did not provide training beyond awareness level, failed to conduct front-end needs assessment, provided little if any in-depth evaluation of diversity training and showed varying support for diversity endeavors from the leadership and through connecting diversity training with other systemic initiatives. The article concludes with recommendations for additional exploration of adapting effective diversity training practices to minimize pitfalls and maximize possibilities in small and mid-size systems.     

Objective career success among paramedics: interaction effects of location and race

The purpose of the present study is to examine objective career success for paramedics. Specifically, it examined the effects of race (Minority versus White) and location of work (rural versus non-rural) on the objective career success of paramedics, as measured by salary. Multiple regression analyses were conducted on 10 years of data from nationally representative samples of paramedics. Results showed that the human capital variables of hours worked, experience, and education predicted objective career success. In addition, rural paramedics earned significantly less than do their counterparts in non-rural areas. Although far fewer in number than White paramedics, Minority paramedics appeared to earn more than White paramedics. The study concludes with suggestions for human resource development (HRD) practitioners and for further research.