《左传》之文学观

《左传》这部史书的文学观常与政治、文化、社会伦理、艺术等融为一体。主要体现为：一、称诗言志，借用现成的诗章来说明自己的意志，并往往表现为断章取义。二、美善相济，强调“立言”须服务于当时价值体系，但又不能忽视文辞的审美要求。三、和而不同，表现为文艺上的杂多而一，不同声律、风格相和谐的审美理想。四、中和之美，要求以理节情，温柔敦厚。     

Sifting the wheat from the chaff—the organization of telephone intake and the selection of social assistance inquirers in Sweden

In Sweden, the initial contact between help-seeking people and a social welfare office normally takes place over the telephone, with designated intake officers handling those aiming to apply for social assistance. Citizens seeking help are here sorted according to various eligibility criteria as well as according to different intake routines. The outcome of the sorting process is that some receive an appointment for a further assessment while others are sent away. This article describes and classifies the degree of selection at seven telephone intakes, discusses relations between the degrees of selection and reasons for selection and distinguishes several selection strategies.     

唐代文学与文学传统

唐代文学是中国文学史上最辉煌的时期 ,创造了后世难以为继的繁荣。唐代文学是经过数百年艺术创作经验积累后的一次大释放 ,是对前代文学传统的最佳继承 ,并为后世提供了典范。继承是根基 ,创新是生命 ,只有处理好二者的关系 ,才能创造出新的辉煌。这是新世纪学术界及文学家应当深思的问题。     

论前期创造社艺术主张之成因

前期创造社"为艺术而艺术"的主张是在与文学研究会的论争中作为一种策略被提出来的,创造社同人自己对此缺乏真诚的信仰,也没有真正践行这种艺术主张,一旦在文坛站稳脚跟,他们也就抛弃了这一主张,转而大力提倡"为人生的艺术"和"革命文学",从而造成了所谓"方向大转换"的假相。     

当代少数民族题材小说中民族文化英译的历时性研究——以茅盾文学奖作品为例

文化是人类所创造的精神财富总和,少数民族文化是其重要组成部分.本文借助于茅盾文学奖作品汉英平行语料库,从婚丧习俗、宗教祭祀、民族传说及民族史三个层面,考查当代少数民族题材小说《穆斯林的葬礼》《尘埃落定》和《额尔古纳河右岸》在民族文化英译过程中体现的历时性特征.研究发现,随着时间推移,民族文化信息在英译本中呈现出由缺损向保留逐渐过渡的历时性趋势,表明少数民族文化在英译过程中日益得到更多保留和再现.究其原因,主要有文化全球化背景下的读者需求转变、中西方文学翻译策略的转变及译者主体性差异等三方面因素.     

论伍德罗·威尔逊的文学观

伍德罗·威尔逊秉承基督教长老派思想,站在超验主义的立场反思科学主义,他批判结构主义造成的新迷信,坚持传统的文本解读策略。威尔逊的文学经典三原则维护文学的人文属性,体现出世纪之交的美国新保守主义思想,其文学观的时代意义在于用新古典主义重建社会价值体系。     

清代钱塘闺阁词人文学生活探论?

清代钱塘闺秀的文学生活比较活跃，有三个突出特征：其一，一门风雅：家族内的几代女性都能吟诗作词，她们学词的途径通常是通过家族内部诸如父母的亲自教诲或拜社会上的名师学习或自学成材；其二，彼此唱酬：钱塘闺秀彼此间的唱酬也由个别的、零散的现象变成一种群体的、集中的文学活动。这些女性不仅在家族内部女性之间、夫妇之间、更与其他男性文人间接席联吟；其三，结集英华：她们产生了自觉的立言意识，因此她们有意识地为自己或者为他人结集，或者她们的作品经由夫婿或其他男性文人结集，从而使得她们的文学成果能够保留下来。     

Evaluation of scheduling strategies for a dynamic job shop in a tool-shared,flexible manufacturing environment

A two-phase approach is used to examine the impact of job scheduling rules and tool selection policies for a dynamic job shop system in a tool-shared, flexible manufacturing environment. The first phase develops a generalized simulation model and analyses 'simple' job scheduling rules and tool selection policies under various operating scenarios. The results from this investigation are then used to develop and analyse various bi-criteria rules in the second phase of this study. The results show that the scheduling rules have the most significant impact on system performance, particularly at high shop load levels. Tool selection policies affect some of the performance measures, most notably, proportion of tardy jobs, to a lesser degree. Higher machine utilizations can be obtained at higher tool duplication levels but at the expense of increased tooling costs and lower tool utilization. The results also show that using different processing time distributions may have a significant impact on shop performance.     

A decision support system for the selection of a casting process using analytic hierarchy process

This paper presents an Analytic Hierarchy Process (AHP) based decision support system to select the most suitable casting process for a given product. The hierarchical structure of the proposed method allows the decision maker to compare the different casting processes using the material suitability and flexibility, geometrical complexity, dimensional tolerance and surface finish of the casting, and the cost as the criteria for selection. Judgemental inconsistency of the decision maker in selecting the casting process is taken care by ensuring that the value of consistency ratio is below (0.1). A numerical example is presented to illustrate the effectiveness of the proposed methodology for selecting the suitable casting process.     

The recruitment and selection of hospital medical consultants

Abstract

The literature on selection has been dominated in recent decades by the ‘prediction’ paradigm. Such an approach requires a substantial number of positions to be filled in order to compute validity coefficients. There are other approaches, using a different paradigm, when concentrated on adjusting the organization and the employee. Here careful analysis of job demands is essential. This article describes such an analysis, taking the medical consultant as an example. The method can be used in an iterative way. It is useful when one has to work with small numbers of positions.