管子的国家关系思想探微

《管子》的国家关系思想是非常丰富的,虽然其所处的时代不是现代严格意义上的国家之间的国际关系,但是,其关于国家关系的理论对现代国际关系实践是有借鉴意义的。     

Relating career stage to attitudes towards HR practices and commitment: Evidence of interaction effects?

A dominant theme within the human resource management (HRM) literature concerns the identification of "best practices" that will enhance both organizational performance and employee commitment. Although research exploring the impact of these practices at the level of the individual is considerably limited, it is implied that they may be applied both across and within organizations, yielding favourable outcomes such as higher organizational performance and enhanced employee commitment. This is despite claims that commitment is multidimensional and that certain organizational and individual variables are related to different forms of commitment. It is possible that organizations seeking to promote commitment might need to tailor HR practices to suit employees' needs, thus challenging the best practice perspective at the employee level. This article extends on the literature by examining whether the relationship between attitudes towards HR practices and commitment is moderated by career stage. The empirical research is based on an employee attitude survey within three financial service organizations in Ireland (N?=?288). Using hierarchical regression analysis, the findings show that interaction effects are evident regarding attitudes towards HR practices and affective, continuance, and normative commitment. The implications of these findings for the management of commitment are discussed.     

Peasants' Social Representation of Politicians in a Clientelist Rural Context

In Latin America, political clientelism is one of the main obstacles to the process of sustaining truly democratic practices. Thus, this article proposes to study peasants from the Province of Formosa, Argentina's social representation of politicians, in hopes of shedding light on the relationship between said representations and clientelist practices, with the objective of making a contribution to the development of alternative means towards democratization in the area. The results of this case study show that, at the center of the peasants' social representation of politicians, there lies a tendency to place their expectations for receiving assistance within a context of a personalized and hierarchical relationship framework. Nevertheless, the majority of these farmers consider the assistance received to be insufficient and inadequate, stating that politicians actually look to satisfy their own interests and not those of the general public. In conclusion, the peasants' social representation of politicians favors clientelist practices, even though these small farmers do not identify, via their culture or their expectations, with these practices. Copyright © 2012 John Wiley & Sons, Ltd.     

THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER

Significant research attention has been devoted to examining the relationship between HR practices and firm performance, and research support has assumed HR as the causal variable. Using data from 45 business units (with 62 data points), this study examines how measures of HR practices correlate with past, concurrent, and future operational performance measures. The results indicate that correlations with performance measures at all 3 times are both high and invariant, and that controlling for past or concurrent performance virtually eliminates the correlation of HR practices with future performance. Implications are discussed.     

The Role of Human Resource Practices in Reducing Occupational Stress and Strain

The current study examined the occupational stress-strain relationship among a sample of 109 white-collar employees in Singapore. Participants completed a survey that assessed the presence of 8 human resource practices (job training, communication, job redesign, promotional opportunities, employee involvement, family-friendly policies, pay systems, and individual-focused stress interventions [SMIs]), 2 major stressors (role overload and responsibility), 2 types of strain (vocational and interpersonal), and organizational commitment. Results indicate that human resource (HR) practices did not reduce the sources of stress (role overload and responsibility) within the workplace. However, there was a direct negative relationship between HR practices and interpersonal strain. In particular, family-friendly practices, job training, and SMIs reduced interpersonal strain. An examination of vocational strain showed that it was negatively associated with SMIs and job training. In addition, organizational commitment mediated the relationship between HR practices and vocational strain. It was concluded that HR practices may be effective as part of a symptom-directed approach to stress intervention and that further replication of these results in both Asian and Western samples is required.     

Parenting practices and adolescent social anxiety: A direct or indirect relationship?

Background/ObjectivesAccording to existing evidence, parental educational practices and social anxiety are to some degree connected. However, the possibility that this relationship is an indirect one and is mediated by individual factors such as self-esteem or emotional regulation has not yet been explored. The aim of this study was therefore to explore the relationship between maternal and paternal educational practices and social anxiety, and test both the direct and the indirect pathways. Method: The representative sample consisted of 2,060 Andalusian students (47.7% girls, M_age = 14.34) who filled in various self-reports. Results: The structural equation models confirmed that a direct relationship, with a low effect size, exists between parental educational practices and social anxiety and that there is also an indirect relationship, mediated by negative self-esteem and emotional suppression (the emotional regulation strategy), which accounted here for 49.1% of the variance in social anxiety. Conclusions: Parental education practices seem to act as a family asset which either promotes or hinders the development of basic attitudes and competencies such as self-esteem or emotional regulation and, by doing this, either encourages or prevents the emergence of problems such as social anxiety.     

Letter-writing practices in a child and family service

This study examined the letter-writing practices in a child and family psychology service. Utilizing a grounded theory approach to data collection and analysis, six clinical psychologists (including one pilot study) were interviewed about their letter-writing practices in relation to direct clinical work and in correspondence with other professionals. Analysis of the data yielded five themes: typical practices, use of clinical and micro skills, letters addressing the relationship with the family, messages to other professionals, and beliefs about the family. Findings suggest that letters are used in a variety of ways including being an aide-mémoire of the contents of face-to-face meetings, directly addressing the therapeutic relationship with the client, demonstrating respect, and informing other professionals of psychological practices and views regarding clients and their presenting problems. It emerged that letter-writing is seen to exist in the wider context of social relationships, between the referrer, clinician and client. The results are discussed in relation to clinical practices and future areas of study.     

HOW MUCH DO HIGH‐PERFORMANCE WORK PRACTICES MATTER? A META‐ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE

Although there is growing evidence that high performance work practices (HPWPs) affect organizational performance, varying sample characteristics, research designs, practices examined, and organizational performance measures used has led extant findings to vary dramatically, making the size of the overall effect difficult to estimate. We use meta-analysis to estimate the effect size and test whether effects are larger for (a) HPWP systems versus individual practices, (b) operational versus financial performance measures, and (c) manufacturing versus service organizations. Statistical aggregation of 92 studies reveals an overall correlation that we estimate at .20. Also, the relationship is stronger when researchers examine systems of HPWPs and among manufacturers, but it appears invariant across performance measures. We use our findings as a basis to offer 4 suggestions intended to shape research practices such that future meta-analyses might answer today's emerging questions.     

Relationship Factors’ Impact on Condom Use Among College Students

Research indicates that a number of college students are at risk for HIV, sexually transmitted diseases, and unplanned pregnancy as a result of their sexual behaviors. Specific behaviors placing college students at risk include having sex with multiple partners, poor communication about safer sex practices with their sexual partners and not using condoms consistently and correctly when engaging in sexual activity. The purpose of this paper is to identify potential differences in safer sex practices and factors that influence condom use among college students. A four-page, 18-item survey was developed to determine participants’ condom use and the impact of relationship status and other demographic factors on condom use. Analyses revealed that the number of lifetime vaginal sexual partners and participants’ sex influenced condom use. There were no significant differences in relationship status, duration, trust, honesty and condom use. These findings should be considered with designing interventions to increase condom use among college students.     

Contextuality and Community: Challenges for Theological Education and Ecumenical Formation

This article looks at some aspects of the history of ecumenical theological formation. It emphasizes the need to strive for quality theological education. This should always be ecumenical and pluralistic, link the global and the local and be founded on community‐based ecclesiastical theory. It points out the need to continue questioning the epistemological fundamentals of theology in order to ensure the continuous strengthening of the relationship between theory and practice. Another essential aspect is the relationship between mission and ecumenical theological formation and our understanding that education and ecumenical training is aimed at transforming people and communities. This means that changes to our educational institutions are indispensable. They should promote ecumenical, pluralist, inter‐disciplinary and holistic policies and practices and a commitment to a radical interpretation of the Bible that leads us to seek justice and well‐being for all people, communities and groups, and oppose any beliefs, practices and interpretation of the Bible that lead to oppression and injustice.     

Self–Compassion as Self-Care: A Simple and Effective Tool for Counselor Educators and Counseling Students

This article explores teaching self-compassion as a means of self-care for counseling graduate students. Self-care is vital to helping professionals, but few students learn specific self-care skills to integrate into their own self-care practice. Self-compassion is a simple practice used in the immediate moment or as an activity at home. The authors describe Kristen Neff’s model of self-compassion. The authors discuss the benefits of self-compassion as self-care and explain its practice as an effective avenue to increase compassion and relationship building with clients. In addition, they clarify how self-compassion practices strengthen relational connection. The writers describe three examples of self-care practices, and share suggestions for counselor educators to integrate self-care into graduate counselor training.     

Doing bad through being selective in doing good: the role of within-unit variability in ethical leadership

Although it is commonly assumed that perceptions of equity at work have a significant impact on employee absenteeism, our understanding of the equity–absence relationship is limited in that (1) little is known about equity concepts other than procedural and distributive justice; and (2) for the most part, research has overlooked variables likely to mediate and moderate the impact of equity on absenteeism. Drawing from the effort–reward imbalance model (ERI; Siegrist, 1996), our study advances past research by investigating the association between status inconsistency (a situation in which there is a mismatch between, for example, a person's education and his/her income) and absenteeism, and the variables likely to account for this association. Results from a sample of 416 customer-care employees show that stress mediates the relationship between status inconsistency and absenteeism, and that HRM practices attenuate this relationship. Moderated mediation analyses further reveal that HRM practices moderate the indirect effect of status inconsistency on absenteeism via stress.     

The role of diversity practices and inclusion in promoting trust and employee engagement

This paper investigates the association of diversity practices with an important aspect of workplace well‐being, engagement. It was hypothesized that this association would be mediated by trust climate, and that this mediation relationship would be stronger when employees experienced feelings of inclusion in the workplace. Using a sample of 4,597 health sector employees, results indicated that diversity practices are associated with a trusting climate that, in turn, is positively related to employee engagement. Furthermore, the relationship between diversity practices and trust climate was moderated by inclusion. Theoretical and practical implications of the study are discussed along with recommendations for future research.     

THE RELATIONSHIP OF STAFFING PRACTICES TO ORGANIZATIONAL LEVEL MEASURES OF PERFORMANCE

Scholars have noted the relative lack of research on the contribution of effective staffing practices to organizational level measures of performance (Schmitt & Schneider, 1983). We collected survey data from the heads of the HRM departments of 201 organizations regarding the extent of use of five staffing practices supported by the academic literature. We also investigated whether organizations that used more of these practices had higher levels of profitability and sales growth than organizations that used fewer of them. We found a significant positive relationship between organizations'use of the five staffing practices and both annual profit and profit growth across all industries. However, the strength of the relationship between the use of the staffing practices and organizational performance was found to vary by industry type. We also found that the extent of use of the staffing practices was related to both industry type and organizational size. Our study provides some initial data on the possible positive impact of these staffing practices on organizational level outcomes.     

Health behavior, knowledge and attitudes among Swedish university students

A range of health behaviors was related to beliefs concerning health practices and health knowledge. A questionnaire dealing with health-related practices, health beliefs and knowledge of health risk factors was answered by 166 male and 179 female students aged 18–30 years at Stockholm University. Female students reported engaging in better health behavior than males. Beliefs about the importance of health behaviors were closely related to their frequency of occurrence. There was only a weak relationship between health behaviors and knowledge of specific health matters. It is concluded that health attitudes rather than health knowledge determine health behavior.     

The role of negative urgency impulsivity and financial management practices in compulsive buying

Previous research has shown that negative urgency impulsivity is associated with compulsive buying even after controlling for depression. The aim of the present study was to replicate this finding and to examine if financial management practices mediated this relationship. A community sample of 162 participants (34 male and 128 female), aged between 18 and 82 years, completed online self‐report questionnaire measures. As expected, results revealed (1) significant positive associations between compulsive buying and both negative urgency impulsivity (NUI) and psychological distress; and (2) a significant negative association between compulsive buying and financial management practices. We also found that after controlling for psychological distress (3) NUI was still significantly correlated with compulsive buying, and (4) financial management practices partially mediated the relationship between NUI and financial management practices. Our findings are consistent with an extension of the theory that compulsive buying is motivated by relieving negative mood states, positing both negative affect‐driven impulsivity and psychological distress as important factors in understanding compulsive buying. These findings also support current cognitive‐behavioural interventions for the treatment of compulsive buying that target psychological distress, NUI, and financial management practices.     

The therapeutic relationship in Rational-Emotive Therapy: Some preliminary data

This study assessed the therapeutic relationship between psychotherapy clients and Albert Ellis and other Rational-Emotive Therapists. Clients at the Institute for Rational-Emotive Therapy completed the relationship questionnaire (Truax, & Carkhuff, 1967). The results suggest that RET therapists do develop positive therapeutic relationships. Clients receiving RET endorsed significantly higher scores on most therapeutic relationship subscales compared to subjects in the initial articles introducing the therapeutic relationship scale. There were no differences in therapeutic relationship scores by gender of the therapist. Also, there was no correlation between the relationship scores and the number of sessions completed, which suggests the therapuetic relationship develops early. Both clients of senior and junior therapists received higher relationship scores than did clients of Dr. Ellis. This disconfirms the argument that RET practices cannot lead to a therapuetic relationship and Ellis' therapeutic relationship is a result of his fame and could not be duplicated by other therapists using RET.The authors wish to thank the Board of Trustees of Institute for Rational-Emotive Therapy for their financial support of this study.     

Management skill in student organizations

Seventy-two social fraternities were studied to discover some reasons for the variation in the degree of success attained by these student organizations on a college campus. The specific factors studied were management practices that could be employed by the groups. Analysis revealed a significant positive relationship between success as a fraternity and the use of certain management practices, and it identified several individual practices or characteristics highly associated with more successful groups. This article proposes that student organizations would find such practices influential in their future survival and success.     

The Contribution of Attachment and Social Media Practices to Relationship Development

This study tested the hypothesized directional relationship that college students (N = 717; 10.1% response rate to an online survey) who score higher on measures of insecure attachment and social media practices would have lower relationship development quality scores. Structural equation modeling results indicated that participants with greater insecure attachment had lower relationship development quality (large effect size), whereas individuals with greater social media practices had higher relationship development quality scores. Implications for counselors are presented.     

ORGANIZATIONAL CHARACTERISTICS AS PREDICTORS OF PERSONNEL PRACTICES

This study investigated the relationship between organizational context characteristics and personnel practices. The following organizational characteristics were hypothesized to influence personnel practices: industry sector, the pursuit of innovation as a competitive strategy, manufacturing technology, and organizational structure. In addition, organizational size and unionization were examined. Results based upon data obtained from 267 organizations provided support for the general hypothesis that personnel practices vary as a function of organizational characteristics. In addition to interorganizational differences in personnel practices, this study illustrates that large intraorganiza-tional differences exist with respect to the practices used for managerial and hourly employees. Implications and future research needs are described.