韧性视角下现代城市整体性风险防控问题研究

现代城市因人口聚居、建筑密集、活动复杂而日益成为风险中心,呈现出复合性、联动性、叠加性、扩散性、隐蔽性增大等整体性风险。本文基于韧性视角,引入"韧性城市"概念,剖析了现代城市整体性风险防控实践的六大盲点和弊端,并分别从空间、时间和层级三个维度提出了韧性城市风险治理的范式,梳理出"都市群-城镇带-生活圈"防范风险扩散、"灾前预警-灾中应急-灾后恢复"阻遏风险延递、"宏观搭台-中观定标-微观落地"化解风险叠加的具体策略。     

高绩效人力资源管理系统与员工创新行为 ：建言行为的竞争机制研究

如何促进员工的创新行为对组织的发展至关重要。本研究通过多源、多时点调研方式，对我国技术型企业的人力资源部门负责人及其下属员工进行问卷调查，探讨了组织实施的高绩效人力资源管理系统对员工创新行为的影响，并检验了促进性建言与抑制性建言的竞争性中介作用及心理安全感的调节作用。研究结果表明：组织实施的高绩效人力资源管理系统对员工创新行为有显著正向影响；促进性建言和抑制性建言在高绩效人力资源管理系统与员工创新行为间表现出部分中介作用；心理安全感调节了高绩效人力资源管理系统与促进性建言之间的关系；同时，心理安全感还调节了促进性建言对高绩效人力资源管理系统与员工创新行为关系的中介作用。     

新中国劳动经济史的历史分期探析

新中国劳动经济史研究的对象是1949年新中国成立以来在中国共产党领导下社会主义劳动经济的产生、演变和发展的历史。当前研究新中国劳动经济史,应从全面建设小康社会、城乡统筹发展视角,从工业化、市场化和现代化视角,以劳动力资源配置方式变革为主线,进行全面系统研究。新中国劳动经济发展可以划分为六个阶段:1949-1956年两次社会经济形态转变中的劳动经济,主题是"转变中建立";1957-1978年计划经济体制下的劳动经济,主题是"曲折中探索";1979-1991年向市场经济转轨初期的劳动经济,主题是"摩擦中改革";1992-2001年建立市场经济体制时期的劳动经济,主题是"定向中转轨";2002-2012年完善市场经济体制时期的劳动经济,主题是"统筹中完善";2013年以来的劳动经济,这个新阶段目前还没有结束,其主题应该是"共享中发展"。     

省直管县改革背景下市县横向分治与合作机制之构建

省直管县改革是为适应经济社会快速发展而进行的行政层级调整,对于破除市管县体制藩篱、激活和增强县域经济发展活力、提高行政效率具有重大意义。实践中,市县科层结构"交错纠缠"、省级政府管理幅度偏大、市县资源依赖关系受到冲击等问题一定程度上影响了省直管县改革的推进,导致改革的政策红利未能充分释放。应从增加省直管县试点数量、推动市县科层结构扁平化、维护市县共生性资源依赖关系、引导市县从资源竞争走向差异化合作等方面着手构建并完善市县横向分治与合作机制,以推动省直管县改革取得更大成效。     

The Role of Brand Orientation in Developing a Learning Culture and Achieving Performance Goals in the Third Sector Organizations

ABSTRACT

This study is first in nature to find the empirical evidence of relationship between brand orientation (BRO), learning orientation (LO), and its impact on Performance (PERF) of third sector organizations (TSOs) in Pakistan. A structured questionnaire was filled through non-probability snowball sampling method from more than 300 senior managers working in different cities of Pakistan. The structural equation model was used for the mediation by running smart partial least squares software. The results prove that organizations with strong BRO philosophy not only help to develop strong LO culture but also help in achieving organizational performance goals. The study also discussed practical implications, limitations, and areas of future directions.     

An Empirical Investigation of the Factors Affecting the Use of Social Networks in Human Resources Recruitment

ABSTRACT

The main objective of this study is to investigate the factors affecting the use of social networks towards recruiting human resources for organizations. Through an in-depth review of the relevant literature, a questionnaire was designed and distributed among the sample and collected data were analyzed using PLS-Software. Results revealed that 50?75% of organizations use social networks in their organizations and all the identified effective factors in the use of social networks for human resources recruitment were confirmed, except for “hope for performance”. “Facilitating conditions” have the highest impact on the usage of social networks in recruiting, “Social influence” identified as one of the most important factors in people’s behavioral intention for the usage of social networks in recruitment and “Effort expectancy” had the least impact on behavioral intention. In addition, Gender and the level of education have no impact on the behavioral intention and the behavior of usage of social networking.     

Violence in the city that belongs to no one: urban distinctiveness and interconnected insecurities in Nairobi (Kenya)

ABSTRACT

Rapid urbanisation in the global South has prompted attention to the causes and dynamics of urban violence. Yet, much research tends to either analyse urban violence without attention to the broader conflict complexes of which it forms a part, neglecting linkages between different forms of urban violence and between urban and rural dynamics, or conversely study violence in cities without acknowledging the particularities of the urban context. In this article, we conceptualise urban violence, theorise how it is shaped by urban dynamics and explore its manifestations in Nairobi, Kenya. We find that while Nairobi is not uniquely violent inside Kenya, violence takes on distinct urban forms given city-level processes, and also that urban violence has led to policies that increase securitisation and militarisation of the city. Our analysis thus improves knowledge of how criminal and political violence is shaped by and shapes the stability of developing cities.     

同事排斥对新入职毕业生工作绩效的影响 ：情绪智力的调节作用

职场排斥不利于高校毕业生的角色适应和绩效提升。本研究基于资源保存理论,从职场排斥现阶段研究较少的同事角度入手,探讨同事排斥、情绪智力对新入职毕业生工作绩效的影响。研究发现:(1)同事排斥负向影响工作绩效(任务绩效、关系绩效);(2)情绪智力正向影响工作绩效(任务绩效、关系绩效);(3)情绪智力负向调节同事排斥与任务绩效的关系,即情绪智力会弱化同事排斥对新入职员工任务绩效的负面效应。     

Towards virtuous and ethical organisational performance in the context of corruption: A case study in the public sector

With the increasing number of ethical violations reported across the public sector, the emphasis on ethics and values in governance is on the rise. Corruption is widely accepted as a form of unethical behaviour that can have detrimental effects on organisations as well as society at large. Research calls for empirical studies focusing on the contextual factors surrounding corruption. Based on the Contextually Based Human Resource Theory and using the case study method, this paper examines the role of context through a systematic analysis of corruption in a public sector organisation. We integrate corruption and human resource literature to understand employee behaviour, employee relations, HRM strategies, and organisational outcomes in the context of organisational corruption.     

资源型城市经济转型的路径选择——以松原市为例

资源型城市的经济转型是世界性难题,而其破解之道仍在探索之中.本文以吉林省松原市为例,指出了资源型城市在经济转型过程中存在的主要问题,分析了松原市通过深化企业改革、调整产业结构、构建多元化融资体系、以科技创新推动经济转型、初步实现了资源型城市经济转型的做法,以期为资源型城市经济转型提供参考.