同事排斥对新入职毕业生工作绩效的影响 ：情绪智力的调节作用

职场排斥不利于高校毕业生的角色适应和绩效提升。本研究基于资源保存理论,从职场排斥现阶段研究较少的同事角度入手,探讨同事排斥、情绪智力对新入职毕业生工作绩效的影响。研究发现:(1)同事排斥负向影响工作绩效(任务绩效、关系绩效);(2)情绪智力正向影响工作绩效(任务绩效、关系绩效);(3)情绪智力负向调节同事排斥与任务绩效的关系,即情绪智力会弱化同事排斥对新入职员工任务绩效的负面效应。     

HPLC测定复方丹皮酚凝胶中丹皮酚含量

目的:建立复方丹皮酚凝胶中丹皮酚的含量测定方法.方法:采用高效液相色谱法,色谱柱为SHIMADZU VP-ODS(4.6 mm×150 mm, μm),流动相为甲醇-水(50∶50),检测波长为274 nm.结果:丹皮酚进样量为0.05～0.30 μg时呈良好的线性关系(r =0.999 8).平均回收率为100%,SD为0.87%(n =5).结论:PLC法可用于复方丹皮酚凝胶的质量控制.     

论法律选择中的替代条款——兼评《涉外民事关系法律适用法》第41条

替代条款要求在案件与一国有更密切联系时,排除冲突规则对案件的适用,发挥最密切联系原则的矫正功能。替代条款是法律选择的灵活性超越确定性的明证,是＂方法＂对＂规则＂的融合和革新,是英美法的自由裁量主义和大陆法的严格规则主义的较量。替代条款的盛行同样诠释了法的正义价值和安全价值之间博弈发展的古老命题,彰显了法律现实主义在冲突法领域的一度勃兴和鼎盛。《涉外民事关系法律适用法》在合同领域没有采用我国已有立法和各国立法中的替代条款,实为一大憾事。     

More with Less? Fiscal Decentralisation,Public Health Spending and Health Sector Performance

Decentralisation is considered a panacea for deficient public sector performance by many. However, recent trends of health sector recentralisation in several OECD countries suggest the opposite. Taking on a cross‐country perspective, I examine two hypotheses, namely that decentralisation leads to an increase in public health spending (H1) and to poor health sector outcomes (H2). The evidence I present suggests that decentralising spending tends to lead to larger public health sectors and to poorer health sector outcomes. However, decentralising tax authority has no effect on the size of the health sector and may actually have a positive effect on health sector performance. The broader lesson is that while general fiscal decentralisation research tends to imply that its conclusions are valid for all policy areas in a similar way, sector‐specific insights can reveal a more nuanced view on the consequences of fiscal decentralisation.     

Adolescent Siblings’ Looking Glass Self-Orientations: Patterns of Liabilities and Associations with Parenting

A looking glass self-orientation refers to the tendency to incorporate the opinions of social partners to form a self-representation and approve of one’s self. These orientations were assessed for two adolescent siblings in 438 families with surveys accessed on-line. Younger (M = 11.6 years, SD = 1.8) and older (M = 14.3, SD = 2.1) siblings and their mothers (82.7% European-American) participated. The siblings shared similar orientations in relying on either classmates or the other sibling for approval, prior to self approval. Relying on classmate approval was significantly associated with adjustment and academic performance as reported by both the self and mothers. Siblings were also identified as sources of approval with implications for adjustment, but the magnitude of the associations with adjustment were lower. Comparisons of the older and younger siblings revealed that both groups were equally as liable to poor outcomes when reflecting the opinions of classmates or siblings. The results of SEM analyses implicate parenting characterized as coercive, rejecting, and chaotic in association with the tendency to rely on others for approval. A mediating role for looking glass self-orientations in associations between parenting and depressive symptoms, anxiety or academic performance was also found.

Institutions and Economic Performance: The Use and Abuse of Culture in New Institutional Economics

Important research programs within New Institutional Economics advance culturalist arguments to explain failures of economic development. Focusing on the work of Douglass C. North and Avner Greif, this article argues that such arguments rely on an essentialist conception of culture that is both historically inaccurate and analytically misleading. Greif’s work in particular rests on a selective use of empirical data that ultimately distorts the deductive models that are at the core of his work. As a result, both scholars use culture to account for outcomes that are more adequately explained as the product of social conflict and political struggles—struggles in which culture plays a far more contingent and destabilizing role than the one they attribute to it. What is needed, I argue, is to link arguments about the persistence of inefficient institutions with a sociologically informed conception of culture as an ensemble of resources that enhance rather than constrain the scope of individual agency. To come to terms with the effects of culture on institutional formation and change it is necessary to replace the essentialism articulated by North and Greif with a strategic-instrumentalist view in which culture is compatible with a wide spectrum of economic behaviors, individual actions, and thus institutional trajectories.

Jewish joke telling in Muttersprache Mameloschn: performing queer intervention on the German stage

This essay explores the central role of Jewish joke telling in Sasha Marianna Salzmann’s play Muttersprache Mameloschn (first performed in 2012). Subversively revealing the problematic of essentializing cultural, national, and even sexual identity, Jewish joke telling figures as a performance of social and political resistance and disidentification in this play. Engaging with Jack Halberstam’s queer epistemology of failure and José Esteban Muñoz’s theory of queer disidentification, I propose that the act of Jewish joke telling by a young lesbian plays out as a new queer project of intervention in this play that confronts both antisemitism and culturally positioned sexual hegemony.     

全覆盖预算绩效管理的内容建构和路径探讨

经济新常态下,预算绩效管理已不再仅是对支出效率评估的工具,而是成为了实现国家治理现代化的保障机制。全覆盖预算绩效管理作为构建预算绩效管理体系的重要组成部分,以目标导向为原则,一方面旨在弥补传统预算绩效中存在的问题,另一方旨在构建起包括一般公共预算绩效管理体系、其它政府预算绩效管理体系和解决政府与社会企业的"五种合作模式"存在的部分问题的预算绩效管理体系。为推动全覆盖预算绩效管理的践行,应积极推进全覆盖与全方位预算绩效管理格局紧密配合、与全过程预算绩效管理链条有机联动的路径机制。同时,弥补全覆盖预算绩效管理相关的法律不足、建立健全全覆盖预算绩效考评监督体系等相关配套措施的顶层设计,从而推进"绩效管理平面化"向"绩效管理立体化"转变、实现财政支出效率和预算绩效管理的战略规划目标。     

Recruitment and selection practices among non-governmental organizations (NGOs) in Ghana

Taking into consideration the eugenic nature and perspective of high-performance human resource management functions on organizational effectiveness, the authors examined managerial and employee level of recruitment and selection on operational performance with emphasis on human capital and three indicators of organizational commitment (affective, normative, and continuous) as mediators. Questionnaires totaling 282, 122 for managerial level and 160 for employee level, were administered. A multilevel analysis of data were conducted on a selected number of Ghanaian NGOs using Statistical Package for Social Sciences (SPSS). The study revealed that recruitment and selection ideally leads to improved operational performance, however, this affiliation can be enhanced through the inescapable role of human capital and the three commitment indicators (affective, normative, and continuous). It was also exposed that effective recruitment and selection leads to a desirable employee’s level of affective, normative and continuous commitment, which also have greater influence on the operational performance. The study is thus considered very significant contextual support to existing literature and practitioners since not much of such work has been done in the Ghanaian context. Therefore, the current study implicates recruitment and selection, human capital, and the three commitment levels as a core value-creating ability that drives non-governmental organizations performance.