驳“人性自私”论

当前人们的思想空前混乱,以＂人性自私＂论作为立论根据的资本主义五论广泛流行,在意识形态领域潜伏着资本主义和平演变的危险性。本文通过创立科学的人性论,破除抽象公私观陷阱,运用社会形态决定利益组织体系的规律,对＂人性自私＂论作出全面的剖析,从而对资本主义思潮的猖狂进攻作出回应。     

正交试验法优选复方白芍颗粒提取工艺

目的 优选复方白芍颗粒的最佳提取工艺。方法 以干膏得率和白芍活性成分芍药苷的提取率为评价指标,采用正交设计法考察溶剂用量、提取时间以及提取次数对提取结果的影响,确定最佳提取工艺。结果 最佳提取工艺参数为：加10倍量水,提取2次,每次提取1 h。结论 优选的提取工艺切实可行,为复方白芍颗粒制剂的研究奠定基础。     

深化综合改革中的组织重构探究

原有的层级制组织结构由于存在高行政成本、监督成本和影响成本,以及对环境适应性低的缺陷,成为制约经济发展和社会进步的瓶颈之一。在不断变化的新形势下,政府应打破层级制和集权,采取分类和分层治理等措施进行组织重构,逐步转向网络组织结构。同时,注意分化改革中的各种阻力,即传统习惯势力的束缚、既得利益者的反对以及转换成本的存在。     

Unheard Voices: Why Former Child Welfare Workers Left Their Positions

This mixed methods study used a snowball sample (n = 54) to capture retrospective insight from former public child welfare workers about job satisfaction and reasons they left their positions. Responses to open-ended questions suggested a theme of lack of organizational support as the primary reason they left. Former workers also reported that they wanted a voice and someone to hear their concerns, greater recognition, and opportunity to practice self-care. Quantitatively, workers in their positions 8 years or longer were the most satisfied on a 19-item global scale examining job satisfaction. Respondents were unhappy with their workloads and emotional impact of their positions.     

论打击跨国有组织犯罪的机构体系化

犯罪与犯罪防治机构是一对对应存在的社会现象,针对跨国有组织犯罪的现代特性,建立包括国家专职机构、国际合作机构、辅助机构、市民公众组织与代表在内的犯罪防治体系将是有效的回应方式。     

医疗卫生体制改革中完善市场机制的思考

本文从经济学理论入手,分析了我国医疗卫生体制改革中存在问题的主要根源,探讨了完善医疗卫生领域市场机制的具体对策,提出了我国的医疗服务体制改革必须规避市场化过度,走适合中国国情的道路,即充分建立起在政府适当干预下的、完善的医疗卫生市场机制的建议。     

试论采访中职责与伦理的冲突

记者在采访中经常面临职责与伦理“二律背反”的冲突。职责与伦理的涵义分歧,以及公众对记者的角色误读是形成冲突的两个主要原因。应对冲突,记者取舍的首要尺度是“公共利益”,制度设计也有助于化解冲突。     

"关爱女孩行动"的政策分析及建议——兼社会性别分析视角

“关爱女孩行动”的政策包括了行为约束性政策、利益导向性政策、长效创新性政策等,其中,行为约束性政策为主体,利益导向性政策为辅助,长效创新性政策存在明显不足。政策类型及其影响的分析将有利于完善现有政策,从而实现“关爱女孩行动”的宗旨。     

以人为本:艺术设计的本质所在

从中国设计历史发展的背景看 ,无论是作为自然经济下的手工艺设计 ,还是工业化时期的工艺美术设计、工业设计 ,或者是知识经济、信息时代的现代设计 ,都是以人的需要的满足为目的的 ,最终是为人的设计而不是为物的设计 ,满足人的精神和生理两方面需要是艺术设计价值所在。     

Relational Justice in Organizations: The Group-Value Model and Support for Change

This paper examines the psychological dynamics of the Group-Value Model for a behavioral orientation which has seldom been considered in the social justice literature: acceptance and support for change. A field study was conducted, with 176 participants members of an organization which was undergoing a change process. Participants were asked (a) to think of a specific relevant conflict situation with their supervisor; (b) to evaluate supervisor's behavior in that situation, with respect to relational and distributive justice; (c) to state the justice aspects most valued in conflict situations with their supervisor. A test of the model was conducted through a mediation analysis. According to the Group-Value Model (GVM), respect experienced within the group and pride in the group were mediating variables between justice judgements and orientation toward acceptance and support for change in the organization. Interactional and procedural aspects (relational judgements) were the only ones to predict pride, respect, and behavioral orientation, and were also the ones most valued in general conflict situations with the supervisor. The model was also tested at three different levels of analysis: organization as a whole, department, and work group. This confirmed pride and respect within the group as mediating variables between relational justice judgements and orientation toward acceptance and support for change at the department and workgroup levels.