浅析高校班主任素质和工作方法

班主任除了应该具备高尚的职业道德和宽以待人的开阔胸襟外 ,更应该运用科学的方法有针对性地开展工作 ,才能使所带班级逐步成为一个具有浓郁学习气氛、团结向上的先进班集体     

社会工作实习联合督导浅析

社会工作实习联合督导是由社工院系与与专业机构或社区共同为学生提供集中实习训练和实习的督导制度,在美国已经相当成熟。在不同实习阶段的专业督导过程中,院系和机构的督导有不同的角色定位与工作内容,笔者对此进行了总结。     

Work-based Supervisors: The Neglected Partners in Practice Learning

The introduction of the Degree in Social Work programme in 2003 prompted considerable diversification in arrangements for practice supervision, teaching and assessment. A small scale exploratory study was undertaken into a model which utilises work-based supervisors, working in tandem with off-site practice teachers who are primarily responsible for the assessment of student social workers. The study focused on exploring the experiences of work-based supervisors and off-site practice teachers working to this model. The findings pointed to increased anxiety and confusion about roles amongst work-based supervisors and off-site practice teachers. Work-based supervisors described themselves as the ‘neglected partners’ in the learning process, taking on most of the work, but with limited recognition, reward or status. Work-based supervisors valued the new range of professional development opportunities to support them in their role but had difficulty in accessing these due to other professional commitments.     

对我国引进外部监事制度的法律思考

外部监事制度是日本和我国澳门地区公司治理结构的特色,其在强化监事会的独立性、制衡大股东控制权的滥用、保障公司和中小股东利益等方面具有独特功效。目前,我国部分上市公司已引进了一些外部监事,但是立法上尚缺乏对外部监事的地位、职权、薪酬、义务和责任等方面的明确规定,实践中也存在诸多亟待解决的问题,有必要进一步规范和完善。     

Support or evaluate? The multifaceted role of supervisors during the newcomer socialization process

This study develops theory related to how the socialization process occurs from the supervisor's perspective. Using interview data from 102 supervisors, we find that most supervisors simultaneously evaluate (using monitor behaviors) and promote (using inform and support behaviors) newcomers' fits. Supervisors do so by switching their focus three times: first, from general employability to person–group fit; second, from person–group fit to person–job fit; and third, from person–job fit to person–organization fit. We observed variations in the order in which supervisors evaluated and promoted newcomers' types of fits. However, we found that supervisors evaluated and promoted newcomers' fits consistently following the same order in terms of fit paradigms: first adopting a demands–abilities fit paradigm, then a needs–supplies fit paradigm, and finally a value congruence fit paradigm. We contribute to the socialization and fit literatures.     

The contribution of supervisor behaviour to employee psychological well-being

Many employees affirm that supervisors affect employee well-being, and research has demonstrated associations between supervisor behaviour and employee psychological well-being. However, what hasn't been clear is the extent to which the association with supervisor behaviour compares with that of other variables known to affect well-being. This exploratory study addresses that issue. Our hypothesis was that supervisor behaviour can contribute to the prediction of psychiatric disturbance beyond the contribution of other influential variables. We created a new, questionnaire-based instrument to measure supervisor behaviour. We tested our hypothesis using stepwise regression with a convenience sample of 167 men and women working in a variety of organizations, occupations, and industries in the USA. Results supported our hypothesis: supervisor behaviour made a statistically significant contribution to the prediction of psychiatric disturbance beyond a step-one variate comprised of age, health practices, support from other people at work, support from home, stressful life events, and stressful work events. This provides additional evidence that supervisor behaviour can affect employee well-being and suggests that those seeking to create healthier workplaces should not neglect supervision. We believe that there is now ample justification for those concerned with psychosocial working conditions to consider supervisor behaviour as a potentially influential variable.

Furthermore, we believe that we have presented a new instrument for assessing supervisor behaviour that has the potential to be of value in future studies.     

基于SSH整合框架的研究生导师信息管理系统

本文对研究生导师信息管理系统的业务功能进行了分析,提出了Struts、Spring、Hibernate三者整合框架SSH的多层企业级应用系统架构,并利用该架构对研究生导师信息管理系统进行了设计开发实践。基于SSH整合框架的多层企业级应用系统架构有效地提高了系统的可扩展性、可维护性、稳定性及开发效率。系统应用效果良好。     

Supervisor undermining and submissive behavior: Shame resilience theory perspective

This study investigates the underlying mechanism between supervisor undermining and employee submissive behavior by proposing and testing a serial mediation moderation model. We suggest shame and selfcriticism as an explanatory mechanism between supervisor undermining and submissive behavior, and employee resilience as a coping mechanism between feelings of shame and self-criticism. We employed Shame Resilience Theory to explain the proposed model that states how supervisor undermining triggers shame among victim subordinates, which turns into self-criticism and ultimately manifests as submissive behaviors. We tested our proposed model on 251 responses from service sector employees in a time-lagged (four intervals) design. We examined different alternative models to test the serial mediation model. The results proved that supervisor undermining leads to employee submissive behavior and shame, and self-criticism serially mediates this relationship. The moderation hypothesis was also proved. Limitations and future research directions along with theoretical and practical implications are given at the end.     

Leader–member exchange and organizational dehumanization: The role of supervisor’s organizational embodiment

This research examined the negative relationship between leader–member exchange (LMX) and organizational dehumanization (i.e., employees’ perceptions that their organization treats them like tools), and specifically the consequences of this LMX–dehumanization relationship on employees’ emotional exhaustion, affective commitment, and voice behaviors. Further, given that supervisors act as representatives of the organization, we argued that these relationships would be stronger for employees identifying their supervisor with the organization (i.e., high supervisor’s organizational embodiment). Across two samples, results showed that high-quality LMX was negatively associated with organizational dehumanization. Further, organizational dehumanization was found to mediate the relationships between LMX and outcomes (i.e., emotional exhaustion, affective commitment, and voice behaviors). Finally, the mediation model was moderated by supervisor’s organizational embodiment. More specifically, the negative effects of LMX on organizational dehumanization and its subsequent outcomes were stronger when leaders were perceived as sharing many characteristics with their organization. This research expands the recent and scarce knowledge on the determinants, boundary conditions and outcomes of organizational dehumanization. Our findings suggest that interpersonal relationships at work and, in particular, very common supervisor-related perceptions should be considered when examining organizational dehumanization.     

大债权人银行参与公司治理方式的现实选择

建设和谐社会使企业的社会责任感日益加强,随着越来越多对"股东至上"理论的质疑,利益相关者理论在公司中的作用得到了广泛的关注,已经成为公司治理的重要组成部分.作为最大债权人的银行是企业重要的利益相关者,必须要在公司治理中发挥作用.银行有参与公司治理的动力和能力等优势,同时也存在着不能发挥治理效应以及介入公司治理的障碍,结合我国目前的现实状况,介入监事会是目前银行参与公司治理的最佳现实选择.