中国特色社会主义的实践目标与价值旨归

实现中华民族伟大复兴的中国梦是中国特色社会主义的实践目标。富强、民主、文明、和谐、自由、平等、公正、法治、爱国、敬业、诚信、友善的社会主义核心价值观是中国特色社会主义的价值旨归。实质上,中国梦与社会主义核心价值观是一致的,二者有机地统一于中国特色社会主义的伟大实践中。富强、民主、文明、和谐体现了社会主义初级阶段的基本奋斗目标,与中国梦高度一致;自由、平等、公正、法治体现了中国特色社会主义的政治诉求,是实现中国梦的价值准则;爱国、敬业、诚信、友善体现了中国特色社会主义公民的道德要求,是实现中国梦的重要支撑。     

浅谈公安院校学生自控能力的培养

提高公安院校学生的自控力有助于提高公安院校学生严守纪律、防腐拒变能力;有助于提高学生自身修养,培养开拓创新意识;有助于促使学生参与警务化管理,养成令行禁止的习惯。为提高学生的自控能力,公安院校要在严格的警务化管理中,有意识地培养学生较高的思想觉悟;设定适宜的目标期待,激励养成良好习惯;督促专业知识学习,提高文化素养;训练情绪管理,提升心理素质;强化实践锻炼,培养＂慎独＂精神。     

向共进国际法迈步

国际法在主体、形成、内容以及执行等方面在每一特定时代都展现出一些特定的时代精神:在冷战的顶峰时期,国际法的主题是共处;在缓和时期,是合作;而在后冷战时期的今天,则是共进。"共进"(co-progressiveness)国际法包罗万象,因而是"共同的"(co);在促进道德或伦理进步方面比在其它方面更为专注,而且以人类繁荣为其终极目标,因而是"进步的"(progressiveness)。     

The negative relationships between employee resilience and ambiguity,complexity, and inter-agency collaboration

Employee resilience (ER) is often needed to face demands inherent in public sector work. Some types of demands, however, may hinder its development, rather than provide the type of challenging adversity from which resilience can develop. Public sector job demands have been a long-standing issue for public workplaces and employees but are also growing in salience as organisations face an increasingly variable, uncertain, complex, and ambiguous environment. Drawing on the Job Demands–Resources model and the challenge/hindrance stress literature, this multi-level study of Aotearoa New Zealand civil servants (n = 11,533) in 65 public sector organisations shows that ER is negatively affected by demands such as job insecurity, unclear job and organisational goals, and inter-agency collaboration. However, organisational resource constraints are positively associated with ER. This study identifies core PA job and organisational demands that hinder ER and offers practical implications and suggestions for further research.

Points for practitioners

• Job role ambiguity, job insecurity, unclear organisational goals, and inter-agency collaboration are common job and organisational demands in public sector workplaces.
• For employees, these demands are stressors that employees do not feel they control, and may therefore hinder employee resilience: the ability to learn, adapt, and leverage networks in the face of challenges.
• Surprisingly, resource constraints, where employees have to ‘do more with less’, might help employees develop ER.
• While inter-agency collaboration has potentially many benefits, it appears to have negative spillover effects on employees unaware of it or not involved in it.
• To encourage ER, agencies should clarify both organisational and job goals, and assure job security, control, competency development, and supervisor support.