坚持科学发展观实现中国特色的建筑节能

该文立足中国国情，借鉴国外建筑节能发展的实践经验，总结了中国建筑节能工作存在的问题，从坚持科学发展观的角度，提出了实现中国特色建筑节能目标的有效途径。     

农民工工伤保险问题探讨

农民工作为一个特殊就业群体,面临的主要风险是工伤和大病。事实上,由于工伤和大病后得不到有效的社会保障,近几年因伤致残、因伤致亡、因伤致贫和因病致贫、因病返贫的问题比较突出。所以,对农民工而言,工伤保险和大病医疗保障,需要优先解决好。     

女性高校毕业生工作满意度影响因素分析

在文献回顾基础上,文章将女性高校毕业生工作满意度量表分为工作回报、自我发展、工作本身、领导行为、团结合作5个维度。女性高校毕业生在在整体工作满意度、工作回报、自我成就、工作本身3个维度上,与男性高校毕业生没有显著性差异,而在领导行为、团体合作两个维度上所体会到的满意度均显著高于男性。影响女性高校毕业生工作满意度的因素主要涉及工作回报因子、自我发展因子、团结合作因子以及其毕业学校类型。这些因素在专业、学校类型等人口统计学变量上产生了差异性特征。     

我国绿色房地产发展的理念与策略

理性增长、3D发展、公平为上和绿色繁荣构成了城市房地产的绿色理念与目标。应该设定协同的行动领域，首先在经济、社会、建设、资源环境和绿色发展的能力等领域取得重点突破；同时，要以体制变革促进发展，实现发展系统的整体优化。实施绿色机制对政府的政策能力提出了更高的要求，也需要更多的共识与共享。减资源型的房地产经济体系是房地产绿色发展的基本保证。当前，房地产调控应该明确地把绿色发展的理念融入其中。     

3种特殊染色在急性心肌梗死死后诊断中的应用比较

目的对比观察苏木素-碱性复红-苦味酸染色(HBFP染色)、变色酸2R-亮绿染色和Heidenhain染色在急性心肌梗死死后诊断中的应用价值。方法以大鼠急性心肌梗死模型、法医检案急性心肌梗死心脏标本作为研究对象,采用HBFP染色、变色酸2R-亮绿染色和Heidenhain染色进行对比观察。结果①3种特染方法在大鼠心肌缺血15min时均可观察到阳性染色,且阳性染色面积随缺血时间的延长而扩大;②大鼠急性心肌缺血4h心脏标本在-20℃、4℃及室温条件下保存至14d,3种特染方法仍可见阳性着色,但变色酸2R-亮绿染色和HBFP染色随保存时间的延长而出现着色能力下降,阳性区域变小的趋势,Heidenhain染色效果最为稳定;③急性心肌梗死检案标本中,3种特染方法均可显示缺血心肌纤维,发病1h内死亡者Heidenhain染色优于另外两种染色。结论 3种特染均可客观的显示出急性心肌梗死早期病理改变,其中Heidenhain染色更具稳定性和可操作性。     

Uneven development,inequality and concentration of power: a critique of Thailand 4.0

This article provides a critique of the Thailand 4.0 strategy to push the country out of the middle-income trap through innovation-driven, inclusive and sustainable growth. First, it argues that the policies have insufficiently analysed the persistence of structural hierarchy and uneven development in the global political economy, which will constrain Thailand’s catch-up success in the future. Second, based on writings about progressive mission-led industrial strategies, it is argued that Thailand 4.0 ought to embed a progressive social and environmental agenda more clearly in its industrial strategy. Third, it is argued that Thailand 4.0 neglects to address the high concentration of political and economic power in the country, and also continues to allow unequal access to the policymaking process that has led to socio-environmental problems. Overall, this article argues that Thailand 4.0 will increasingly aggravate the two-tier fragmented nature of the political economic system of Thailand, where few can reap the biggest shares of the surplus and participate in more advanced sectors of the economy. It also calls for a more progressive industrial strategy and an alternative developmental path.     

Funding,Management, and Individual-Level Factors: What Factors Matter in Predicting Perceived Organizational Effectiveness?

Scholars have examined organizational effectiveness in state and federal government agencies to determine which factors matter. Their findings revealed that public organizational effectiveness is affected by environmental, human resource management, organizational, and individual-level factors. However, what is conspicuously absent is the impact funding has on organizational effectiveness. To further previous literature, this article examined agency funding levels as well as management and individual-level factors to determine the relationship these factors had on organizational effectiveness. In doing so, a model was developed to predict perceived organizational effectiveness, and it was tested on 330 United States government workers in the state of New York. The findings from the analysis were clear: perceived organizational effectiveness was impacted by employee perceptions regarding the level of funding the agencies were allocated. Additionally, the level of role ambiguity and employee participation in decision-making as well as employee job performance and public service motivation levels were also found to matter. The implications and limitations of these findings are discussed in the article.     

Comparing Employed and Unemployed Workers' Job Motivations for Sector Choice in East Asia: Does Employment Status Matter?

This article seeks to extend the understanding of the varying nature of job motivations on choosing public sector employment by comparing the two different groups of people—the employed and the unemployed—in the context of East Asia. Utilizing a subset of data from the International Social Survey Program on Work Orientation module in 2005, this article examines how eight job motivational aspects correlate with the choice between public and private sector employment. Major findings indicate that there are significant differences in job motivations between people of different employment status. Moreover, public service motivation was a not a significant factor of sector choice for the unemployed workers, compared to the employed workers who cited job usefulness to society as a reason to join the public sector employment. Practical implications are presented at the end of the article.     

Job Satisfaction of Public Sector Employees in Sub-Saharan Africa: Testing the Minnesota Satisfaction Questionnaire in Ghana

Public sector administration in sub-Saharan Africa experiences a myriad of problems of the logical perception between worker dissatisfaction and demotivation of job standards. This study tested the Minnesota Satisfaction Questionnaire (MSQ) in a typical public sector organization in sub-Saharan Africa. A total of 100 usable surveys were analyzed with SPSS. A very low level of job satisfaction was indicated, and more than 83% of respondents indicated dissatisfaction in their pay and the amount of work they do. Significant differences in job satisfaction scores were also found in the educational level of staff, and between genders. The study outcome highlights the roles of employees and organizational weak spots of human resource management (HRM) practices in a typical sub-Saharan African country, and provides an alternative pathway in employee satisfaction and performance outcome.     

Do Role Clarity and Job Satisfaction Mediate the Relationship between Telework and Work Effort?

The empirical association between telework and work effort, as well as how this relationship is mediated by role clarity and job satisfaction, is lacking in the literature. As a consequence, the direct and indirect impact of telework on work effort in U.S. federal government agencies was examined in the article. Results indicate that telework was inversely related to work effort. Moreover, role clarity and job satisfaction did not mediate the relationship between telework and work effort. The implications these results have for theory and practice are thoroughly discussed in the article.