成人高等学历教育面临的挑战和机遇

成人教育作为补偿教育的时代已经结束,深圳这样一个经济发达地区也摆脱不了这样的结局。现实要求我们必须冷静地迎接普通高校扩招、网络教育扩张等挑战,抓住经济全球化、国内经济转型和产业结构调整等机遇,居安思危,寻找转机,苦练内功,争取生源,在扩大成人高等学历教育办学规模的同时提升办学层次和办学质量。     

协作性公共服务:地方政府公共服务改革的新趋向

协作性公共服务是对新公共管理和科层制公共服务理论的反思和修正,突破狭隘的部门主义,实现了政府、企业、非政府组织和民众个人的协作互动,其核心目标在于整合各自分散的资源,提升公共服务质量,增进公共价值,为中国地方公共服务改革提供了一种新的思路。协作性公共服务在获取整体优势的同时,也面临着组织稳定性差、问责难和管理难等挑战。     

关于全球化进程中国家主权问题的若干思考

经济全球化全方位地冲击、挑战着各国的经济、政治、文化、科技、生态等领域的安全。作为一个主权国家,必须以综合的手段不断增强国家的综合国力,如,迅速推进科教、文化创新,营造良好的企业发展环境,广泛开展国际交流与合作等,才能有效地维护国家主权。     

大数据：电子数据证据的挑战与机遇

在大数据时代,挑战与机遇并存。从海量电子数据中去寻找那一丝与诉讼相关联的证据犹如海中捞针,使电子数据证据收集的成本增加,电子数据证据偏在成为难以解决的结构性问题。更为重要的是大数据的核心价值及数据挖掘方法对人们思维方式的改变,对电子数据证据的收集与司法应用产生了一定的影响。大数据时代催生了新的电子数据证据的采集方法,大数据挖掘技术也给电子数据证据的发现提供了新思路。在大数据时代最需要做的是努力使电子数据证据收集模式借助于大数据处理技术发挥更大的作用。应对大数据的挑战,把握大数据创造的机遇,完善电子数据证据收集的权利与义务以及对应用新技术收集电子数据证据给予相应的证明力,才能有效保障当事人公平地接近证据,维持当事人在诉讼上公平公正竞争,以促进诉讼及发现真实。     

大型企业用户SaaS服务采纳中面临的挑战研究

借用信息技术外包服务的分析框架,通过面见访谈的形式,从组织决策和管理、绩效评估和监控、公共云或私有云选择、合同期限和风险、关系管理五个方面对大型企业在软件即服务(Saa S)采纳过程中面临的问题和挑战分别进行了讨论,总结归纳出大型企业在Saa S服务采纳中面临的挑战,并给出相应的对策建议。     

Transition From Welfare to Work: Self-Esteem and Self-Efficacy Influence on the Employment Outcome of African American Women

Empirical strength-based research focusing exclusively on African American female welfare recipients and employment outcome is limited. This study examined whether self-esteem and self-efficacy influenced the employment of African American female welfare recipients. Findings indicated that recipients entered the job-readiness program with a significantly high level of self-esteem. Their self-efficacy, however, was positively influenced by the job-readiness program, and once it was completed, the recipient's self-efficacy decreased.     

A Case Study of Low Collective Efficacy and Lack of Collective Community Action

A mixed-method case study was used to investigate why members of a community do not take collective action to protect their well-being from detrimental neighboring industrial businesses. A hierarchical regression analysis from a self-administered survey (n = 95) shows that low collective efficacy is the main factor contributing to the lack of collective action among the residents (Adjusted R² = .155, df = 1, F = 15.355, p < .001). Data from an informal participant observation and an archived documents review suggest that limited learned helplessness may have evolved in the community and lowered collective efficacy among its residents.     

中原经济区建设中钢结构产业的机遇与挑战

在阐述中原经济区建设和国家宏观政策制定的基础上,总结了中原地区钢结构行业在钢材和型钢生产、设计理论与技术支撑、钢结构制造加工与安装以及与钢结构相关的产业发展优势,指出了本地区钢结构行业的发展机遇,并针对目前所存在的问题进行讨论,揭示了当前促进中原经济区建设中钢结构行业进一步发展的大致方向。     

东亚合作的发展及展望

东亚合作起步较晚,但却引起人们的极大关注,其发展将不仅对本地区,也对世界产生重要影响。通过阐述东亚合作的发展进程,分析其特点和面临的挑战,在此基础上提出东亚合作未来的趋势,即多种机制并存、务实、合作等。     

Scheduling challenges among workers in low-wage hourly jobs: similarities and differences among workers in standard- and nonstandard-hour jobs

Work schedules are a central theme in the work–family challenges of low-wage hourly workers. Yet, research on scheduling patterns among this worker population has primarily focused on nonstandard schedules. We know very little about the scheduling patterns of workers in hourly jobs with standard fixed schedules. Knowledge about the key scheduling challenges by schedule type is necessary to develop targeted workplace solutions, such as flexible work arrangements, to enhance work–life fit among workers in low-wage hourly jobs. Using the 2008 National Study of the Changing Workforce, bivariate and multivariate analyses were employed to determine (1) the prevalence of rigid, unpredictable and unstable work schedules among low-wage hourly workers employed in jobs with standard and nonstandard schedules and whether there is variation in these scheduling practices among full- and part-time workers; and (2) the individual or job characteristics that influence the odds of experiencing rigid, unpredictable or unstable work schedules. Results indicate that rigid and unpredictable schedule practices are most prevalent among low-wage hourly workers in full-time standard-hour jobs and part-time nonstandard-hour jobs, while unstable scheduling practices are most prevalent among hourly workers in full- and part-time nonstandard-hour jobs. Implications and limitations of the research are discussed.