东北亚战略安全新变化与中国和平发展的理性思考

东北亚战略安全新变化根源于东北亚战略结构的演变。东北亚战略安全新变化导致中国维护国家安全压力增大,面临不同意识形态挑战的压力持续上升,与周边国家合作成本增加,国家合作将更加困难。中国维护东北亚战略安全必须以包容性增长为东北亚战略安全合作发展的前提条件;确保中国经济社会的稳定与发展是维护东北亚战略安全的基础;和平解决朝核危机,维护朝鲜半岛安全是维护东北亚战略安全的关键;发展睦邻友好关系,稳定周边环境是维护东北亚战略安全的必然选择;积极倡导探索建立新的安全合作机制是维护东北亚战略安全的最终归宿。     

Building pathways out of poverty through climate smart agriculture and effective targeting

One focus of agricultural development is climate smart agricultural technologies and practices (CSA). Development practitioners invest in scaling these to have wider impact. Ineffective targeting stymies CSA’s contribution to poverty reduction by excluding many of the poor and/or including those for whom agriculture is not a pathway out of poverty. This viewpoint proposes the need to recognise differentiated livelihood pathways within smallholder agriculture, linked to farmers’ differential capacity to engage in climate risk management. A farmer and livelihoods typology provides a framework to improved targeting of CSA and to identifying where alternative interventions, such as social protection, are more appropriate.     

全球能源治理的功利主义和全球主义

在应对气候变化和能源安全的大背景下,能源国际合作和竞争都是国际体系内的突出现象。2012年以来,中国的风电和光伏产业连续遭受欧美反倾销等制裁。新能源领域逐渐成为中美经贸摩擦的重要领域。这些事件背后的意图不仅是因为中国新能源产业发展已经影响到有关发达国家的核心发展战略和竞争力,而且折射出更深层次的问题是国家之间围绕新能源发展主导权的争夺日趋激烈。全球化和相互依存关系正在加深对国际合作的需求,并为国际合作创造了更多的机会。在应对全球能源环境挑战中,世界各国既有全球主义下的合作也有功利主义下的竞争。面对这种形势,中国的能源外交政策应该包括全球能源治理、国际交流对话、双边合作等三个方面。中国要倡导能源全球主义的发展理念,通过合作共赢参与和塑造国际能源体系,积极推动全球合作才可能实现真正的和平发展及全球能源的共同安全。     

国家政权建设与居委会行政化的历史变迁——基于“国家与社会”视角的考察

国家政权建设,是国家政权的科层化与理性化程度不断提高,以及在破除国家整体论,迈向多层级、具体化国家基础上的对社会渗透与引领不断强化的过程。研究通过对建国以来居委会产生、发展、曲折与扭曲、改革与完善过程“知识系谱”的历史检视,发现居委会行政化与现代国家政权建设的过程是“同频共振”的。在居民委员会发展的不同阶段,国家通过政权建设的逻辑、革命的逻辑以及改革的逻辑实现了对居委会的不断渗透与控制,呈现出强国家与弱社会下基层的政治动员与国家与社会的一体化策略,国家统合社会中革命的传统与基层治理的失序运行,以及国家渗透与社会成长中国家与社会治理空间的转换与变迁。本质上是国家政权建设逻辑在基层社区中的展演与映射。     

论抵押权顺位的处分问题

抵押权是以不移转抵押物的占有为其鲜明特征的一种优先受偿的权利,所以“一物数押”现象难以避免,这样就产生了抵押权顺位及其处分问题.让与、变更和抛弃是抵押权顺位处分的三种表现形式,三者之间在内容和法律效果上既有联系又有区别,其辨析对现实生活和法律实践均有重要意义.     

检察机关审查起诉阶段直接起诉权研究——对《人民检察院刑事诉讼规则(试行)》第392条的考察

人民检察院立案侦查时认为属于直接立案侦查的案件,在审查起诉阶段发现不属于人民检察院管辖,案件事实清楚、证据确实充分,符合起诉条件的,是否可以直接起诉?虽然最高人民检察院通过司法解释对此有了明确的规定,但是,在法理基础上对此问题缺乏足够的研究。尽管,理论研究不意味着直接影响到司法实践,但是,有价值的研究必然会影响到今后刑事诉讼法的发展。     

Paradoxical leadership in public sector organisations: Its role in fostering employee resilience

Government organisations, and their employees, need to be resilient to manage challenges such as resource constraints, rising demands, and the tensions and contradictions that underlie much public sector work, often stemming from the need to balance different stakeholder interests. Employee resilience, defined as the capacity to continuously adapt and flourish, even in the face of challenge, is an individual level construct that also benefits organisations. Despite its benefits, little is known about how to foster it. This paper explores whether paradoxical leadership (PL) can contribute to employee resilience. PL – the ability to balance competing structural and relational demands over time – may be one means of supporting employee resilience, as it corresponds to the tensions and paradoxes that exist in public sector work. This correspondence between PL and tensions in public administration work means that PL may also help employees behave resiliently. Findings from a quantitative survey (n = 233) in a large New Zealand public sector organisation indicate that PL antecedes resilience. The effect of PL facets on employee resilience is partially mediated by perceptions of organisational support.     

Participation in change,job characteristics,and hedonic well-being of senior public managers: The moderation effect of change information

This study contributes to Hobfoll's Conservation of Resources theory by testing a moderated mediation model of the relationship between participation in change and senior managers’ hedonic well-being. Using data collected from 266 Australian senior managers employed in the Commonwealth and State public sector, we tested the interaction of participation in change and change information with job satisfaction, an example of hedonic well-being at work. Findings from the path analysis produced two new insights. First, both participation in change and information about change are key resources that senior managers can deploy to protect and enhance their job satisfaction. Second, information about change has a buffering effect on the indirect relationship between participation in change and job satisfaction through job control. These two findings have practical implications indicating that it is important to train and equip senior managers in the adoption of effective strategies to acquire job resources in assisting them deal with change induced job demands.     

Comparing the role of personal and organisational support on the innovative behaviour of frontline healthcare workers in Australia and the United States

This paper empirically uses a street-level bureaucrat (SLB) lens to compare the impact of personal and organisational support on the innovative behaviour of frontline healthcare workers in Australia and the United States. Survey data came from the 260 U.S. and 220 Australian respondents. The structural equation model shows that organisational (i.e. manager–subordinate relationships) and personal supports (i.e. psychological capital [PsyCap]) significantly influence the innovative behaviour of frontline SLBs in health care. Further, the mediation results show that reciprocal social exchanges provide the foundations for facilitating the growth of healthcare workers’ PsyCap, which then gives them the resilience to be innovative in the workplace. The U.S. respondents perceived stronger organisational support and consequently had a better platform for building PsyCap – providing better work conditions for facilitating innovative behaviour to bourgeon. The paper adds to SLB theory concerning the influence of two variables on SLBs' innovative behaviour, in addition to a meaningful comparison of the U.S. and Australian healthcare workers. If governments and organisations want innovative workers, then the policies must be based on empirical evidence that shows the impact on all stakeholders, including SLBs, because otherwise, irrespective of policy directives, the outcome is low levels of employee wellbeing (which likely results in limited innovative activity).     

利玛窦儒学观的困境与张力

从记载文本来看,利玛窦从自身对宗教的体会出发,曾经把儒家列为中国的三种宗教之一。随着利玛窦本人对儒家认识的进一步加深,同时为了更好地在中国传教,利玛窦做出了儒家非宗教的判断,这种判断在西方社会中产生了重要影响,虽然当时并没有在中国国内引起较大的关注,但是从一个较长范围来说,仍然具有学术史的意义。利玛窦敏锐地认识到儒学发展的阶段性,肯定先儒,批判后儒,但是没有看到中国儒学发展的连续系,也没有看到中国儒学发展断裂性与连续性之间的关系,体现了利玛窦儒学观的内在张力。