论领导者的魅力修养

领导魅力是一种诚于内而形于外的特殊品质,领导魅力如何,直接影响到与被领导者的关系,影响到被领导者的追随程度,最终影响到领导工作的效能。因此,要通过塑造崇高人格增强魅力;通过做“官”、做人和做事增强魅力;通过严守“官德”要求增强魅力：把握魅力展示的辩证关系增强魅力。     

高校领导干部领导观念刍议

领导是影响教育管理业绩的最主要因素之一。教育管理系统的有效运行,教育组织管理目标的实现,都与领导水平息息相关。只有首先对领导观念的认识加以澄清,充分发挥领导者自身的权力效应,不断提高工作能力和水平,才能有效推动高校的改革与发展。     

Deliberative democracy and the politics of traditional leadership in South Africa: A case of despotic domination or democratic deliberation?

A heated debate developed in South Africa as to the meaning of ‘deliberative democracy’. This debate is fanned by the claims of ‘traditional leaders’ that their ways of village-level deliberation and consensus-oriented decision-making are not only a superior process for the African continent as it evolves from pre-colonial tradition, but that it represents a form of democracy that is more authentic than the Western version. Proponents suggest that traditional ways of deliberation are making a come-back because imported Western models of democracy that focus on the state and state institutions miss the fact that in African societies state institutions are often seen as illegitimate or simply absent from people's daily lives. In other words, traditional leadership structures are more appropriate to African contexts than their Western rivals. Critics suggest that traditional leaders, far from being authentic democrats, are power-hungry patriarchs and authoritarians attempting to both re-invent their political, social and economic power (frequently acquired under colonial and apartheid rule) and re-assert their control over local-level resources at the expense of the larger community. In this view, the concept of deliberative democracy is being misused as a legitimating device for a politics of patriarchy and hierarchy, which is the opposite of the meaning of the term in the European and US sense. This article attempts to contextualise this debate and show how the efforts by traditional leaders to capture an intermediary position between rural populations and the state is fraught with conflicts and contradictions when it comes to forming a democratic state and society in post-apartheid South Africa.     

Anthony King: His Intellectual Legacy. Introduction

The Department of Government at Essex University provided a favourable environment for the development of Anthony King's work. While his primary interest was the UK, his intellectual interests were far broader in scope and informed by comparative insights. His key work was on political leadership, but he also made crucial contributions on other issues such as ungovernability. He had a particular concern with the quality of government, reflected in the Blunders book he wrote with Ivor Crewe.     

Kantei diplomacy? Japan's hybrid leadership in foreign and security policy

This article operationalizes Japanese leadership in foreign and security policy, specifically the Abe administrations’ consistent China balancing. It will do so to dispel instances of Premier-centered diplomacy and posit that Abe's diplomatic agenda has rested on a ‘hybrid’ policy-making authority, where the leverage enjoyed by the Prime Minister's office (the Kantei) rested on little-appreciated politicized personnel appointments and demotions within the bureaucratic apparatus, specifically the Ministry of Foreign Affairs. Moreover, successful Japanese leadership has functioned especially when operating within the scope of the US strategic framework towards East Asia. While structural constraints, such as the ever-present influence of the USA and bureaucratic coordination, may constrain options, effective leadership in foreign policy-making can indeed make a difference within those boundaries.     

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.     

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。     

都市生态治理中党政干部领导力探讨

推进都市生态治理是促进区域经济社会协调可持续发展的应有之义.本文以A省S市都市生态治理中党政干部领导力为基点,阐释了S市党政干部在生态治理中发挥的核心作用,同时也发现其中面临领导动力弱化、领导效益损耗、领导协同失效、领导制度选择性执行等困局.因此,应从增强都市生态治理中党政干部领导自洽力、提升领导转换力、激活领导制度力...     

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.