进化论心理学思想的人类学哲学批判

自达尔文创立生物进化论以来,各种形式的试图以进化论作为心理学思想的基石开展心理学研究的科学冲动,在心理学的主流历史中绵延不绝,并相继形成多种理论形态各异的进化论的心理学研究方案。本文以关于心理学理论基础的反思为立足点,通过对心理进化的逻辑的追问,并引入人类学哲学的视野,揭示了一切形式的进化论的心理学研究方案的逻辑的盲目性,并为心理学作为一门独立科学寻求理论的统一提供了可能的思路。     

Exploring the Determinants of Collaboration Failure

ABSTRACT

Many of the case studies on collaboration tout the success of collaborative efforts, and theory building efforts focus almost exclusively on conditions for successful collaboration. Notably missing from the literature are efforts to comprehend why collaborations fail. Given that participants in a collaboration are invested in the collaborative effort, why does a collaboration fail? In addition, does the membership of the collaborative effort impact the factors for success or failure? By examining extant literature on both collaboration success and collaboration failure, we seek to identify a set of factors common across the literature that are foundational to a framework of collaboration failure.     

论侦查假设的应用逻辑

侦查假设是刑侦逻辑思维的重要形式。整个侦查过程可以看做根据证据和线索提出侦查假设,在否定或肯定侦查假设的基础上发现新的证据、提出新假设的过程。侦查人员能否有意识地利用侦查假设分析案情,在很大程度上影响了侦查工作效率。侦查假设的应用逻辑包括分析侦查假设的提出是否合理,推演是否充分,证实或证伪是否有充足的理由,推理形式是否科学,以及如何正确看待侦查假设的可能性与客观世界实然性的矛盾关系等。     

The North Korean factor in the improvement of Japanese intelligence capability

Abstract

Since the early 1990s, human rights have been a contentious issue for relations between the Association of Southeast Asian Nations (ASEAN) and the European Union (EU), especially in the Asia–Europe Meeting (ASEM). It is an issue that has constantly led to tensions in interregional cooperation. However, the ASEAN–EU dialogue on human rights has, in fact, had a significant impact on regional dynamics by stimulating the process of regional identity formation, especially in Southeast Asia. The core mechanism through which this development takes place is that of interaction, the process in which the two regional groupings engage while negotiating human rights policy. It can be argued, therefore, that interregional and intraregional human rights interactions are mutually dependent. ASEAN's rather confrontational mode of interaction with the European Union in relation to human rights has served as a catalyst for the dynamic growth of a collective definition of self in ASEAN. It has led to an ‘essentialization’ of ASEAN's idea of self as opposed to a common other, something which has undermined the possibility of maintaining an interregional dialogue that is not confrontational. However, it has also contributed to the development of a regional space for communicating about human rights and has thus played a central role in the gradual transformation of ASEAN's collective identity formation.     

Impacts of transactional and transformational leaderships upon organizational citizenship behavior

A leader as one of the determiners in organizational direction and objectives must be able to respond to the development. Basically, leadership is a process influencing activity in a group directed toward the achievement of one or several objectives. In the context of empowerment of human resources in order to produce professional employees having high integrity, the presence of a standard is required which can be used as a guideline by the organization in solving the problems. Such guideline is the organizational citizenship behavior which systematically directs the employees to improve their work commitment. And based on the above explanation, it can be formulated whether there is any impact of transactional leadership and transformational leadership upon the organizational citizenship behavior at PT Aneka Putra Santosa. The analytical techniques applied are the multiple linear regression analysis, multiple determination coefficient analysis, and partial determination coefficient analysis. Results of the multiple linear regression analysis indicate that there is a simultaneous impact between transactional leadership and transformational leadership upon the organizational citizenship behavior with the F arithmetical regression value at the sum of 13.620. The magnitude of free variable impact contribution to the bound variable is 33.50%, whereas the remaining is influenced by other variables not being investigated in the model. Partially, the partial contribution of transactional leadership variable to organizational citizenship behavior is 0.233 or 23.30%, whereas contribution of transformational leadership variable to organizational citizenship behavior is 0.272 or 27.20%. Thus, it can be concluded that transformational leadership has more dominant impact in setting up the organizational citizenship behavior.     

公共部门组织承诺的实证研究——基于对311名公共部门员工的问卷调查分析

本文分析了公共部门组织承诺(Public Sector Organizational Commitment,简称PSOC)的内涵、结构与测量变量,建立PSOC测量量表,对分布在多个省市的311名政府部门、事业单位和社会团体等机构工作人员进行了问卷调查,从实证的角度研究分析了我国PSOC水平及其与前因变量、后果变量之间的影响关系,揭示POSC的影响因子,为公共部门组织与人力资源管理提供有益的研究结论。     

Making good on donors’ desire to Do Development Differently

Foreign aid donors are increasingly focused on changing the way their development agencies function. This discourse has focused on desired qualities, including greater knowledge of local contextual realities, appropriate adaptation to context and greater flexibility to respond to changing circumstances. We argue that more attention needs to be devoted to the achievement of these qualities and turn to contingency theory to identify some under-exploited ways to ‘do development differently’. The qualities sought by donors are emergent properties of complex organisational systems and will only be achieved through a micro-level and interlinked focus on the fundamentals of organisation.     

Citizenship as Targeted Behavior: Responses to Organizational Justice and the Role of Culture

The study aimed at reviewing citizenship as targeted behavior in response to justice perceptions and investigating the role of within-culture differences on citizenship responses to organizational fairness perceptions. Data were solicited from 150 employees and their supervisors representing various public sector entities of Pakistan. Results showed that distributive and interactional fairness predict interpersonal organizational citizenship behavior. Organizational fairness did not predict citizenship behavior targeted at organizations. Organizational justice had negative values of citizenship behavior for higher values of collectivism. Findings and implications for human resource management practitioners and suggestions for future research are discussed.     

Value-For-Money Audit for Accountability and Performance Management in Local Government in Ghana

Public sector organizations, including local government (LG) entities, continue to resort to value for money (VFM) audit to enhance performance and accountability. Based on the analysis of the consolidated reports on the annual performance-based Functional Organizational Assessment Tool (FOAT)—VFM audit—in Ghana to determine the efficacy of VFM on performance, this article argues that VFM audits constitute a significant public management tool that could enhance LG performance. However, the FOAT reports, like most VFM audits, only provide quantitative evidence, which fails to capture the qualitative or other relevant explanatory factors behind the recorded performance improvement.     

科学发展观论域中人的创构逻辑

在科学发展观论域中,人的创构逻辑是科学的逻辑、思想的逻辑、生态的逻辑和现实的逻辑四位一体的合成。它们分别与自然—社会文明中的科学人、思想—制度文明中的文化人、全球文明中的世界人创构以及未来文明中的未来人的创构相互适应。科学发展观是人的创构逻辑的重大创新,是对全球文明的宝贵贡献、对未来文明的重要开启。