组织公民行为的道德审视

组织公民行为作为一种积极的角色外行为对组织内部环境有建设性作用的同时也会对组织管理产生一定消极影响,但是把对组织公民行为的失当管理所带来的后果归咎为这种角色外行为的消极影响有失偏颇。管理活动一旦背离组织公民行为内在的道德性,势必会诱发管理困境和成员的消极角色外行为,产生道德摩擦。因之,本文从潜在的道德困境这一角度审视组织公民行为的消极影响,侧重从成员的心理动机和组织反馈进行归因分析,期待通过人力资源管理途径来改善组织公民行为的道德处境。     

Measuring double consciousness among black law enforcement officers to understand the significant role of race in law enforcement occupational cultures

The current study correlates Merton's anomie theory and W. E. B. Dubois's double-consciousness theory to measure black law enforcement officers' reactions to occupational strain resulting from officers' ethnic-identification. Measuring levels of anomic behavior provides a scale for identifying levels of risk affecting the well-being of individual officers and organizations. Testing hierarchal regression models with a national sample of black state- and federal-level law enforcement officers (n = 84) reveals a presence of double consciousness as a significant predictor for levels of anomic behavior in law enforcement occupational cultures. It also further suggests that race remains a significant factor in law enforcement organizations and cultures, whereas many police executives would prefer to believe that race issues in policing are settled.     

从项目嵌入到组织社会:村级集体经济发展的新趋势及其类型学研究

发展和壮大村级集体经济是乡村振兴战略的重要内容。既有研究在探讨村级集体经济问题时较多地聚焦于其功能和目的、历史与现实、发展原则和要求,而较少关注到村级集体经济的发展趋势及其在不同村庄所呈现出的异质性特征。基于"项目嵌入-公众参与"的二维分析框架和浙北J市S镇的田野调查发现:新时期村级集体经济发展出现了由依赖纵向国家项目嵌入向组织和激活横向社会网络转变的新趋势,其发展形式呈现出政社耦合型、社会嵌入型、政治嵌入型和双重脱嵌型四种理论类型。村级集体经济发展类型上的差异也导致了其在村庄治理实践中发挥的分配、互惠、悬浮、兜底保障等不同功能,以及国家治理机制上的分殊。此外,村级集体经济的发展在不同类型的村庄面临着不尽相同的内外限制性条件。     

毕节发展型党组织建设启示

落实党的基本路线,搞好发展这一第一要务,实现人民群众的根本利益,是党组织和党员干部的职责所在,也应当成为价值取向和目标追求。2011年8月,毕节试验区启动发展型党组织的创新实践,充分调动各级党组织和广大党员干部的积极性,既实现了党组织和党员干部自身的科学发展,又必将推动经济社会的发展,为社会主义现代化建设提供保障。     

论实事求是方法和群众路线方法的内在一致性——基于马克思主义哲学实践视野的解读

从马克思主义哲学的实践思维方式和实践逻辑上来解读实事求是方法和群众路线的方法,二者具有内在的一致性,皆是中国共产党领导中国人民进行革命、建设和改革社会实践活动中不可或缺的科学方法论。     

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.     

非法行医罪与医疗事故罪辨析及立法思考

非法行医罪和医疗事故罪在主体、客体、主观方面,客观方面各犯罪构成要件上都有区别,罪数形态上亦有区分执业医师擅自脱离执业地点和不按执业类别、执业范围执业的行为应以非法行医论处,有证医疗机构的无证“医务人员”从事诊疗、护理等活动造成损害的应以非法行医论,无证人员无偿提供医疗服务的仍属非法行医行为,刑法立法上应当对此作出相应规定以资完善.     

公安院校实践教学改革若干问题思考

实践教学是公安教育的一个主要教学环节,对于提高学生的综合素质,培养学生的创新精神和实践能力有着不可替代的作用,本文就将实践教学的现状及存在的问题进行分析,并提出了相关改革措施。     

追寻非政府组织实践的伦理维度

非政府组织的实践具有典型的伦理特征.基于志愿精神的行动肩负着组织发展、社群德性建构和文化创造的三重价值负载使非政府组织的实践呈现出多元伦理面向和多层面道德内涵.在现代社会专业化和市场化的工具理性支配下,管理思维过度侵入非政府组织理念,形式化道德准则扦格日常道德生活,文化适应的困难导致本土融入受限,构成了非政府组织实践中...     

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.