Global economic resilience: Analyzing the diverse impacts of the COVID-19 pandemic on the US,Pakistan, and the world

The economic development of a state can be accurately characterized as the measurable changes in macroeconomic indicators that result in an increase in the overall production or output over a specific timeframe, in comparison to the previous period. Several key macroeconomic factors contribute to the advancement of economic growth. These factors include the industrial production, unemployment rate, business Confidence Index, government budget deficit, and the labor force participation rate. The study employed secondary data from January 2016 to August 2023, with a monthly frequency, to estimate the coefficients. The data encompassed the United States, Pakistan, and the rest of the world. The empirical findings indicate that there exists a negative relationship between equality and economic growth in the United States, Pakistan, and other countries worldwide. The findings demonstrate that the global pandemic has had a notable impact on the industrial production of the World, the United States, and Pakistan, with an initial increase followed by a gradual decline. The unemployment rates in the United States, Pakistan, and the rest of the world have experienced a substantial decline. Simultaneously, the rate of unemployment has witnessed a notable increase, resulting in significant and adverse effects on the respective economies. The decrease in the Business Confidence Index can be attributed to heightened levels of uncertainty, which in turn have had a detrimental impact on the gross domestic product of the United States, Pakistan, and other countries worldwide. The reduction in imports has resulted in a decrease in the government budget deficit, which has had a notable impact on the economy.     

企业、高管及员工三方视角的和谐劳动关系影响因素实证研究 —— 基于广东省国家级和谐劳动关系综合实验区的调查

研究选取广东省佛山市顺德区国家级和谐劳动关系综合试验区 162 家制造业企业为样本 , 分别 从企业、高管和员工三个层面来研究和谐劳动关系的影响因素。研究结果表明：企业管理规章制度不健全、民 主管理及民主制度化建设不足、解决劳动争议方式过于集中和单一、内部沟通渠道不够畅通是当前劳动关系存 在的主要问题。而劳动合同、薪酬水平、企业组织投诉受理、安全保护、劳动行政部门投诉受理、劳动环境等 6 个影响因素对和谐劳动关系有显着影响。据此,提出了提高劳动合同质量、改善工作环境、进一步提高员工待遇、 畅通员工诉求渠道、加强劳动争议调解网络体系建设、充分发挥党群组织和工会的作用、发挥社会组织的作用 等改善劳动关系的具体建议。     

Trends in Public Administration Research: A Content Analysis of Iranian Journal Articles (2004-2017)

This study aims to examine the trends of public administration research in Iran during 2004–2017. A total of 520 articles from three databases have been reviewed and analyzed using content analysis. Results are reported based on research themes, purposes, orientations, methods, and authorship. Comparisons are made across two time spans and by journal type. Findings indicate that the focus of public administration research has been on issues of public administration, Islam and public administration, administrative performance, and organizational behavior in the public sector. Observations reveal that recent Iranian research studies have more explanatory purposes and often apply qualitative methods. The study also concludes that the Iranian public administration research has advanced considerably over the past 14 years, but more efforts are needed to fill in the gap in such important areas as new public service, civic participation, globalization, policy making, sound governance, and policy implementation.     

Work Engagement in the Public Service Context: The Dual Perceptions of Job Characteristics

Interest in work engagement research has increased significantly due to its positive influence on both employee and organizational performance. Studies show how engagement is explained through job characteristics in the Job Demands-Resource model, yet a more nuanced approach has been proposed. In this qualitative study, home caregivers’ perceptions of job characteristics are investigated. Semi-structured interviews and observations reveal three main themes: Optimization, helping others, and emotional work. These show a dual perception of job characteristics consequently influencing the experienced engagement. Using Public Service Motivation literature, these dual perceptions are discussed.     

“HU 理论”在工资集体谈判中的运用构想探析

工资集体谈判制度是职工工资的民主决策方式,也是工会保障职工经济权益的重要手段。作为当前以改善民生为重点的社会建设的一项战略性任务,工资集体谈判在具体的实践过程中起到了一定的积极作用,尤其是在保障职工最低工资等方面成效显著。由于当前工会方的经济非独立性,从而使谈判话语权较弱,以及企业和职工对经营成果分配的不满等,导致谈判质量较低,特别是职工工资增长的谈判不够理想,从而使利益分配成为工资集体谈判的关键点。为此,针对工资谈判中的利益分配问题,本研究试图设计一个既能够满足企业的利益需求,又能够维护职工的正常工资需求的"工资联合确定模式",即在工资谈判中运用"HU理论",进行操作,实现劳资双赢,从而化解工资集体谈判在实践中的实施难题。     

多学科跨学科视角下劳动模范研究与劳模教育创新

劳模作为工人阶级队伍"闪光的群体",在中国革命、建设和改革开放不同历史时期,充分发挥其积极性、创造性和历史主动精神,建立了不朽功绩。作为新时代奋斗者和领跑者,劳模及其先进性,已升华为时代精神。新时代弘扬劳模精神,加强劳模教育和研究,要以习近平新时代中国特色社会主义思想为指导,以多视角切入、多方面展示、多学科丰富,作为基本的逻辑遵循。高校在推动劳模教育和研究中,应充分利用不同学科和专业资源,在多学科、跨学科的不断拓展和深化中,努力探索创新路径,形成"劳模+"的理论创新局面,建构劳模学,推动劳模教育和劳模研究向纵深发展。     

Do Project Pedagogies Make a Difference?

Community-based action research (CBAR) encourages students to view internships and other civic-engagement opportunities as the first steps in collaborative projects that build long-term relationships with community partners and model how democracy works. We marshal longitudinal data, qualitative and quantitative, on both attitudes and behaviors to demonstrate meaningful impacts of community-based work by university students. Our approach to this difficult question involves the use of a treatment group contrasted with two distinct control groups: one situated somewhat closely to the experiences of the treatment group and one more distantly. Despite the difficulty of developing metrics of attitude and behavior change over relatively short periods of time, we achieve leverage on the question of how project pedagogies and experiential learning shape civic attitude formation and associated changed behaviors.     

Brokers and Entrepreneurs in Human Stem Cell Governance Networks in the United States

The policy debate over embryonic stem cell (ESC) research in the United States mainly focuses on the extent to which the government ought to provide resources for that research. This article addresses the strategic use of network positions to mobilize an effective coordination system for lifting the moratorium on funding of ESC under the Obama administration since March 2009. By identifying patterns of interactions between members in a network of embedded ties, we can explore the major actors who play the role of brokers or entrepreneurs in stem cell research funding policy under the Obama administration. For that, this article utilizes social network analysis and the G&F brokerage roles framework to identify key brokers in facilitating coordination among various members engaged in funding human stem cell research in the governance network.     

Yea,Nay, and Everything in Between: Disparities within the Academic Ombuds Field

Few colleges and universities have chosen to establish ombuds offices, and the profession itself has remained relatively obscure. Although organizations have established different types of ombuds offices, the International Ombudsman Association (IOA) defines an organizational ombuds office as a neutral, informal, independent, and confidential office that allays and prevents conflict within the organization and brings systemic concerns to the attention of the organization for resolution. Ombuds office professionals work with individuals to inform them of their options and help them express their concerns in challenging conflict situations. But they also work at the systemic level to alert leaders to important institutional trends and patterns that they would be less likely to perceive on their own. In this article, I examine several stark discrepancies within the academic ombuds profession that may contribute to the relative invisibility of the field itself. While organizational ombudspeople who belong to the IOA unite under the IOA's standards of practice in theory, in practice they diverge in several areas, including the nature of their positions, hiring practices, the level of informality in their practice, their degree of isolation or integration within their institutions, how they cultivate relationships on campus, and how essential they consider ombuds offices to be for the effective functioning of the university. They often also fundamentally disagree about such areas as:

• ? the terminology that defines the job — practitioners disagree about the usefulness of the terms “ombuds” and “ombudspeople,” for example;
• ? the role of neutrality and the challenge of maintaining it;
• ? the value of IOA certification;
• ? the most appropriate methods for evaluating the effectiveness of an ombuds office; and
• ? how ombuds make recommendations for institutional improvement.

The ombuds profession in general — and academic ombuds professionals in particular — need not necessarily resolve all practice discrepancies in order to thrive, but I argue that open acknowledgement of existing discrepancies can help the profession more effectively promote itself and present a more consistent image to the world.     

防扩散还将是中美合作亮点吗?——中美防扩散合作模式、动因及前景探析

九一一事件以来,防扩散成为中美合作亮点。两国在多层面形成较稳定的合作模式:在国际防扩散机制建设方面,美中之间主要是倡议者和积极参与者、建设者的关系;在应对地区核热点方面,中美分别扮演了"好警察"和"坏警察"的角色;在双边合作方面,中美互动以培训与协作为主。防扩散之所以能够成为中美合作亮点,是空前严峻的核扩散形势及两国防扩散战略调整等主客观因素共同作用的结果。防扩散合作加深了中美了解与互信,稳定了热点地区形势,保障了中美两国的安全与发展利益,改善了中美经贸交流的外部环境。但随着近年国际形势发生深刻变化,中美防扩散合作面临抓手减少、互补协作难度增大、地缘干扰因素增加等挑战。因此,对未来的中美防扩散合作不能盲目乐观。当然,形势变化也孕育着新的希望。中国的快速发展将扩大中美防扩散合作的共同利益基础,并为两国合作提供更多智慧和资源。中美应在更加平等的基础上,适时调整防扩散合作重点,探索新的合作模式,使之成为两国携手进行全球治理和维护地区秩序的样板。