就业困难大学生群体的特征、成因及对策研究——基于对上海某高校2010-2011届毕业生就业状况的调研

本文以上海某高校2010-2011届毕业生的就业调查数据和历年访谈资料为基础,以就业不困难大学生群体为对照组,以就业困难大学生群体为实验组,从就业目标、就业准备和就业能力等方面分析就业困难大学生群体的特征,从劳动力市场机制、教育体制、家庭教育方式以及学生个体特征等方面分析其成因,进而提出相应的对策建议.     

Interrelations of Behavioral, Emotional, and Cognitive School Engagement in High School Students

School engagement, or the extent to which students are involved in, attached and committed to the academic and social activities in school, plays a prominent role in preventing academic failure, promoting competence, and influencing a wide range of adolescent outcomes. Although the multidimensional nature of school engagement is well-recognized, how the three purported parts of the construct work together is largely unknown. By using data from the longitudinal, 4-H study of Positive Youth Development, involving a sample of 1,029 adolescents (67.7 % female; mean age at Grade 9 = 14.92 years; 74.4 % of participants were European American, 5.2 % were Latino/a, 7.3 % were African American), the current study examined the interrelationships of behavioral, emotional, and cognitive aspects of school engagement over three years in adolescence (Grades 9–11). We used autoregressive lagged effects models to assess the relationships among the three engagement constructs. Results indicated that behavioral and emotional engagement were related bidirectionally (each variable was a basis and an outcome of the other). In addition, behavioral engagement influenced cognitive engagement (but the reverse of this relation was not found). Implications for future research are discussed.     

贯彻党的十八大精神全方位推进厂务公开民主管理

全方位推进厂务公开民主管理工作,要在学习党的十八大精神上抓深度;在宣传《规定》内涵上抓广度;在落实民主管理上抓力度.通过扩面提质、健全制度、创新机制、狠抓落实,进一步推动厂务公开民主管理工作向深层次、宽领域、高质量发展.     

基于心理契约理论构建和谐劳动关系评价指标体系

和谐劳动关系是雇佣双方在劳动关系过程中通过有效的机制实现双方权利、义务的平衡,达到协调和平衡的状态,其特征是规范有序、公平合理、互利共赢,因此评价企业劳动关系的和谐程度需要关注雇佣双方利益满足程度.心理契约作为劳动关系的基础和框架,描述了雇佣双方对彼此应履行责任的主观理解,雇佣双方感知到的心理契约履行程度描述了其利益满足程度.本文尝试从雇佣双方心理契约内容及其感知到的心理契约履行程度的理论视角,运用探索性和验证性因子分析构建包含管理者评价和员工评价的和谐劳动关系评价指标体系,并确定管理者和员工评价得分均为4分以上的企业为劳动关系和谐企业.最后对评价指标体系的实践应用进行探讨.     

日本近世关于伊势外宫地位的论争

江户时代伊势神宫中的内外两宫围绕外宫的性质和地位高低问题发生过激烈的论战。外宫神职主张,外宫的祭神不仅是丰受大神,同时也是国常立尊和天御中主神,这样就赋予了丰受大神以祖先神的性质。外宫神职同时延续了中世的"二宫一光说",即认为两宫关系是阴与阳、水与火的二元关系,天照是二宫之通称。外宫据此谋求提高自身地位,达至与内宫地位对等。内宫方面则逐个反驳以上主张,否定外宫祭神是国常立尊,并彻底反对中国的阴阳思想。外宫在论战中的失败是追求地位对等与封建等级秩序之间的根本矛盾所决定的。     

Centering labor in the land grab debate

Placing labor at the center of the global ‘land-grab’ debate helps sharpen critical insights at two scales. At the scale of agricultural enterprises, a labor perspective highlights the jobs generated, and the rewards received, by people who work in and around large farms. This approach guides my critical reading of the report prepared by a World Bank team that argues for large-scale land acquisition as a way to reduce poverty. Using data from within the report itself, I show why poverty reduction is a very unlikely result. I develop the argument further by drawing on research in colonial and contemporary Indonesia, where large-scale plantations and associated smallholder contract schemes have a long history. A labor perspective is also relevant at the national and transnational scale, where it highlights the predicament of people whose labor is not needed by the global capitalist system. In much of the global South, the anticipated transition from the farm to factory has not taken place and education offers no solution, as vast numbers of educated people are unemployed. Unless vast numbers of jobs are created, or a global basic income grant is devised to redistribute the wealth generated in highly productive but labor-displacing ventures, any program that robs rural people of their foothold on the land must be firmly rejected.     

人力资源开发与企业和谐劳动关系的构建

企业之所以进行人力资源开发,就是为了改变人力资源的既有状态,促使其向更高层次迈进。毫无疑问,这意味着对人力资源固有行为方式的改变。因此,人力资源开发也可以说是改变人力资源固有行为方式的行为。     

经济转型升级中的和谐劳动关系构建 一基于准安市劳动关系状况调查的分析

通过准安市劳动关系状况的调查,发现其劳动关系领域存在的就业质量不高、劳动者素质有待提高、集 体劳动关系尚不成熟等问题,成为影响经济可持续发展的重要因素。为此,有必要从提高劳动者素质、推动高质量就 业、规范企业用工行为、加强工会组织建设以及完善劳动关系矛盾调处机制等方面构建和谐劳动关系,从而推动产业 结构调整,促进经济转型升级。     

制度差异与制度创新:多元制度互动下的大湾区改革

在一国两制的背景下,香港、澳门与内地之间的制度差异如何影响粤港澳大湾区的发展?学界对此仍关注不足。论文基于制度主义理论,构建了"制度差异-张力-制度创新"的理论框架,以深圳前海自贸区的工程建设管理制度改革为案例,分析了制度差异推动改革创新的机制。研究发现,不同的制度逻辑形塑行动主体的认知与行为,因此多元制度在互动中能够产生张力,进而激发行为主体的能动性,促使其反思、设计新的制度、采取改革行动,最终促成制度创新。中国内地与港澳的制度在"一国两制"方针下得以多元共存,制度差异在粤港澳密切互动中产生的张力是大湾区改革的创新源泉,使大湾区在国家改革与发展大局中发挥重要作用。     

Diffusion models over the life cycle of an innovation: A bottom-up and top-down synthesis approach

The diffusion models tend to be tested individually in isolation and remain the same over time for the studied innovations in the literature. Moreover, there is growing interest to learn from other countries in our current age of globalization. Therefore, this paper chooses the innovation of public resources trading platforms in China to fulfill above literature gaps. We have examined key events and the issuances of related laws and regulations by Chinese governments. Our contributions are twofold: (a) Our analysis and results show that the diffusion models evolve over the different stages of a life cycle of an innovation, contrasting to the literature results that diffusion models remain the same for their studied innovations. Due to major diverse characteristics among different adopter categories over a life cycle of an innovation, we argue that it is appropriate and necessary to apply different diffusion models on different adopter categories, which is missing in the current literature. (b) We find a first bottom-up and then top-down synthesis approach as an effective, efficient diffusion process for both fitting local needs (i.e., effective) and adopting innovations rapidly nationwide (i.e., efficient).