劳动者举报行为和忠诚义务的冲突与协调 —— 比较法的启示与中国法的完善

劳动者通过举报用人单位的违法行为，可以减少监管成本，保护社会公共利益；然而，这种行 为却违反其所应该负的忠诚义务。因此，只有明晰两者之间的边界，鼓励与规范劳动者举报行为，才可以既保 护社会公共利益，又不至用人单位遭受经济损失。在比较发达国家对劳动者举报行为与忠诚义务相关规定的基 础上，研究认为，应该通过规定劳动者举报行为的合法性要件，明确劳动者忠诚义务来化解其举报行为和忠诚 义务的冲突。此外，应该通过改善对劳动者举报的奖励制度和制定举报救济措施来激励和保障其举报行为。     

谈工会办公室的应有职能

工会办公室在工会组织框架内有“交叉十字型”和“垂直层级型”两种形式;工会办公室的运行模式可分为“聚点运行式”和“散点运行式”两类。工会办公室职能的有效发挥与其在组织框架内的地位设置和职级设计有直接关系。     

西方组织绩效测量路径研究的演进及启示

自组织绩效作为独立的研究概念提出以来，西方学术界对组织绩效的研究经历了相当长的时间，积累了丰富的成果。通过梳理不同学派对组织绩效概念的认知差异，进一步归纳出了五类与各学派观点相对应的组织绩效测量路径。并通过分析这些路径在着眼点、前提假设等方面的区别，深入探讨了各类路径的优越性、局限性及其适用范围，总结了西方组织绩效研究的特点，以期为国内的相关研究提供参考。     

从项目嵌入到组织社会:村级集体经济发展的新趋势及其类型学研究

发展和壮大村级集体经济是乡村振兴战略的重要内容。既有研究在探讨村级集体经济问题时较多地聚焦于其功能和目的、历史与现实、发展原则和要求,而较少关注到村级集体经济的发展趋势及其在不同村庄所呈现出的异质性特征。基于"项目嵌入-公众参与"的二维分析框架和浙北J市S镇的田野调查发现:新时期村级集体经济发展出现了由依赖纵向国家项目嵌入向组织和激活横向社会网络转变的新趋势,其发展形式呈现出政社耦合型、社会嵌入型、政治嵌入型和双重脱嵌型四种理论类型。村级集体经济发展类型上的差异也导致了其在村庄治理实践中发挥的分配、互惠、悬浮、兜底保障等不同功能,以及国家治理机制上的分殊。此外,村级集体经济的发展在不同类型的村庄面临着不尽相同的内外限制性条件。     

Measuring double consciousness among black law enforcement officers to understand the significant role of race in law enforcement occupational cultures

The current study correlates Merton's anomie theory and W. E. B. Dubois's double-consciousness theory to measure black law enforcement officers' reactions to occupational strain resulting from officers' ethnic-identification. Measuring levels of anomic behavior provides a scale for identifying levels of risk affecting the well-being of individual officers and organizations. Testing hierarchal regression models with a national sample of black state- and federal-level law enforcement officers (n = 84) reveals a presence of double consciousness as a significant predictor for levels of anomic behavior in law enforcement occupational cultures. It also further suggests that race remains a significant factor in law enforcement organizations and cultures, whereas many police executives would prefer to believe that race issues in policing are settled.     

Recruitment and selection practices among non-governmental organizations (NGOs) in Ghana

Taking into consideration the eugenic nature and perspective of high-performance human resource management functions on organizational effectiveness, the authors examined managerial and employee level of recruitment and selection on operational performance with emphasis on human capital and three indicators of organizational commitment (affective, normative, and continuous) as mediators. Questionnaires totaling 282, 122 for managerial level and 160 for employee level, were administered. A multilevel analysis of data were conducted on a selected number of Ghanaian NGOs using Statistical Package for Social Sciences (SPSS). The study revealed that recruitment and selection ideally leads to improved operational performance, however, this affiliation can be enhanced through the inescapable role of human capital and the three commitment indicators (affective, normative, and continuous). It was also exposed that effective recruitment and selection leads to a desirable employee’s level of affective, normative and continuous commitment, which also have greater influence on the operational performance. The study is thus considered very significant contextual support to existing literature and practitioners since not much of such work has been done in the Ghanaian context. Therefore, the current study implicates recruitment and selection, human capital, and the three commitment levels as a core value-creating ability that drives non-governmental organizations performance.     

Fostering Constructive Action by Peers and Bystanders in Organizations and Communities

Peers and bystanders play important roles in organizational and community conflict management. Bystanders often learn relevant information and have opportunities to act in ways that can affect three of the basic functions of a conflict management system (CMS.) They can help (or not help) to identify, assess, and manage behaviors that the organization or community deems to be “unacceptable.” Examples in which bystanders play important roles include sexual and racial harassment, safety violations, unethical research, national security violations and insider threats, cyber‐bullying and cyber‐sabotage, violence, fraud, theft, intimidation and retaliation, and gross negligence. Bystanders often are a missing link in conflict systems. For the purposes of this article, I define peers and bystanders as people who observe or learn about unacceptable behavior by others, but who are not the relevant supervisors, or who knowingly engage in planning or executing that behavior. I define CMS managers as all those people, including line managers, who have responsibility for managing conflicts. Conflict managers face many challenges in fostering constructive behavior from bystanders. The interests of bystanders may or may not coincide with the interests of conflict systems managers in an organization or community. Bystanders often have multiple, idiosyncratic, and conflicting interests, and experience painful dilemmas. In addition, peers and bystanders, and their contexts – often differ greatly from each other. Blanket rules about how all bystanders should behave, such as requirements for mandatory reporting, are often ineffective or lead to perverse results. Bystanders are regularly equated with “do‐nothings,” in the popular press. In real life, however, helpful bystander actions are common. Many bystanders report a wide variety of constructive initiatives, including private, informal interventions. In this article, I report on forty‐five years of observations on bystanders in many milieus. I present what bystanders have said are the reasons that they did not – or did – take action, and what can be learned to help organizations and communities to support bystanders to be more effective when faced with unacceptable behavior.     

追寻非政府组织实践的伦理维度

非政府组织的实践具有典型的伦理特征。基于志愿精神的行动肩负着组织发展、社群德性建构和文化创造的三重价值负载使非政府组织的实践呈现出多元伦理面向和多层面道德内涵。在现代社会专业化和市场化的工具理性支配下,管理思维过度侵入非政府组织理念,形式化道德准则扞格日常道德生活,文化适应的困难导致本土融入受限,构成了非政府组织实践中伦理困境的发生之源。要实现非政府组织实践追寻慈善和志愿精神的合目的性,具象化实践以重视日常道德生活的伦理智慧生成,移情理解和主动扬弃外来文化对实践的影响,并努力实现本土化非政府组织伦理向普遍化发展应当成为正确的发展道路。     

近代国人对郑成功形象的塑造与精神的传承——以报刊文献中的郑成功传记为中心

晚清以前，郑成功正面至多是以“遗民忠义”的“忠烈”形象受人景仰。19世纪末20世纪初，随着西方民族主义思潮的传人，革命者开始用近代民族国家的视角重新塑造和认识中国既往的历史。郑成功因其“排满驱荷开拓台湾”的历史功绩及极富传奇色彩的生平，尤被晚清革命者所看重。在后者的阐释下，作为“反清英雄”的代表人物之一，郑成功形象发生“近代转型”，既迎合了反清革命宣传的需要，又是重构民族历史的重要组成部分。民国成立后，郑成功的英雄形象融入了国人的历史记忆之中，因应时代的需求，一直成为激励国人奋发图强、救亡图存的精神资源。抗战胜利后，郑成功又被作为光复台湾的精神象征而受到国人的进一步推崇。     

组织公民行为的道德审视

组织公民行为作为一种积极的角色外行为对组织内部环境有建设性作用的同时也会对组织管理产生一定消极影响,但是把对组织公民行为的失当管理所带来的后果归咎为这种角色外行为的消极影响有失偏颇。管理活动一旦背离组织公民行为内在的道德性,势必会诱发管理困境和成员的消极角色外行为,产生道德摩擦。因之,本文从潜在的道德困境这一角度审视组织公民行为的消极影响,侧重从成员的心理动机和组织反馈进行归因分析,期待通过人力资源管理途径来改善组织公民行为的道德处境。