简论道德领导的动力源泉与现实基础--进化论视角下的领导学解释

根据进化论的自然选择法则，自利性和优胜劣汰的竞争机制不仅是推动物种进化的动力，也是推动领导理论不断进化的动力，道德领导就是领导理论发展进化的一个产物。在新的历史时期，领导活动的生态环境已发生了明显的变化，从而推动领导理论开始向道德维度拓展。根据物种进化的逻辑，道德与领导相结合不仅是必然的，也是合理的。     

Corruption,Party Leaders,and Candidate Selection: Evidence from Italy

Research indicates that voters are not particularly effective at removing corrupt politicians from office, in part because voters make decisions on the basis of many competing factors. Party leaders are much more single-minded than voters and will choose to deselect implicated legislators if it means maintaining a positive party reputation and improving the odds of winning a legislative majority. We examine renominations to Italy’s legislature in two periods marked by corruption. We compare these renomination patterns with those from the prior legislature, when corruption lacked political salience. Our analysis shows that incumbent renominations are negatively associated with the number of press mentions that link the incumbent to corruption—but only when corruption is salient to the public. Our study highlights the importance of party leaders in forcing malfeasant legislators out of office—and reducing corruption—and redirects attention from voters to political elites as a critical channel in enforcing democratic accountability.     

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.     

外商直接投资区位理论综述

对外直接投资在二战后发展的规模和速度极为突出。作为国际生产的主要载体,跨国公司在对外直接投资时．首先要考虑的一个重要问题就是区位选择问题。跨国公司直接投资的区位因素分析,一直是国际经济学界关注的理论热点之一。在经济全球化背景下,研究跨国公司对外投资区位决策因素的变迁,对分析跨国公司的直接投资行为和投资流向的变化具有重要意义。     

Far from Home: Conservative Leadership Selection from Heath to Cameron

The Conservative Party is the oldest of the 'mainstream' British parties, but has only elected its leader since 1965. In this article, I explain the variety of methods used by the Party to select its leader and assess the impact of 'democratisation' over time. I begin by examining the informal 'system', known as the 'magic circle', which existed until 1965, and explain how and why it came to be abandoned. I then discuss the six elections between 1965 and 1997, when the Tory leader was chosen exclusively by the Party's MPs. Finally, I assess the impact of the 'Hague rules', according to which Party members have the final say, between their adoption in 1998 and the election of David Cameron in 2005.     

Why Women Don’t Win Literary Awards: The Saltire Society Literary Awards and Implicit Stereotyping

The purpose of this analysis is to consider the Saltire Society’s Book of the Year and First Book of the Year Awards in relation to wider issues pertaining to media representations of Scottish literary and publishing culture. Through a statistical analysis of the Society’s Book of the Year and First Book of the Year shortlists and winners between 1988 and 2014, this examination shows the extent to which the Society’s Literary Awards reflect, as opposed to subvert, historic and existing gender imbalances in Scottish literary and publishing culture. Indeed, despite critics arguing that there was a change in tide in the late 1980s and early 1990s regarding the balance in gender representation in Scottish literature, this analysis suggests that Scotland’s book award culture, and in turn, literary culture more widely, remains dominated by men. Perceptions of the apparent ‘balancing’ of the gender disparity in Scottish writing do not align with the statistics discussed here, a fact further evidence by misconceptions held by members of the Society’s own Literary Awards judging panels. Accordingly, this article contends that such inconsistencies lend credence to the argument that the Society’s judges have participated in implicit stereotyping based upon culturally pervasive stereotypes’ that Scottish women writers play a ‘minor’ role in Scottish literary and publishing culture.     

Explaining non‐participation in deliberative mini‐publics

This article investigates citizens’ refusal to take part in participatory and deliberative mechanisms. An increasing number of scholars and political actors support the development of mini‐publics – that is, deliberative forums with randomly selected lay citizens. It is often argued that such innovations are a key ingredient to curing the democratic malaise of contemporary political regimes because they provide an appropriate means to achieve inclusiveness and well considered judgment. Nevertheless, real‐life experience shows that the majority of citizens refuse the invitation when they are recruited. This raises a challenging question for the development of a more inclusive democracy: Why do citizens decline to participate in mini‐publics? This article addresses this issue through a qualitative analysis of the perspectives of those who have declined to participate in three mini‐publics: the G1000, the G100 and the Climate Citizens Parliament. Drawing on in‐depth interviews, six explanatory logics of non‐participation are distinguished: concentration on the private sphere; internal political inefficacy; public meeting avoidance; conflict of schedule; political alienation; and mini‐public's lack of impact on the political system. This shows that the reluctance to take part in mini‐publics is rooted in the way individuals conceive their own roles, abilities and capacities in the public sphere, as well as in the perceived output of such democratic innovations.     

Picture–text congruence in translation: images of the Zen master on book covers and in verbal texts

The study aims to demonstrate how cover pictures and verbal texts are congruent with each other in presenting the Zen master Huineng in two English translations of the Platform Sutra. The focus is on the interpersonal/interactive meanings and the analytical tools adopted are systemic functional linguistics and Kress and van Leeuwen’s visual social semiotics. Results show that the visual techniques employed to depict Huineng on the book covers are in consistency with the verbal choices adopted to present Huineng in the translated texts. While the medium to close shot and eye-level angle complement the choice of speaker-plus “we” as dominant interactive subject person, and qualified statements and polite suggestions/commands in Wong’s translation, the very long shot matches the use of speaker “I” and addressee “you”, and categorical statements and direct commands in Cleary’s translation. In this way a consistent image of Huineng is presented in each translation: friendly and willing to be close to the viewer/audience in Wong’s translation, but authoritative and distant in Cleary’s translation.     

关于改进和完善竞争性选拔干部方式的几点思考

竞争性选拔是干部选拔任用的重要方式之一,在促进干部队伍中优秀人才脱颖而出方面发挥了积极作用,但也存在着一些不容忽视的问题,为此,应在明确职能定位、确定适用标准、抓好关键环节、完善监督机制、构建制度体系等方面下功夫,在实践中努力改进和完善竞争性选拔干部方式。