干宝易学哲学之探讨

干宝易学蕴涵的总体宇宙关怀和终极人文关切主要包括:理想礼法秩序的构建、圣人君子的人格期冀、天人合一的价值诉求三个方面.具体表现为:各安其位、各正性命的合理社会秩序建设;圣人君子家国天下的责任担当与深挚的忧患意识期许;天人相应、应天顺民的天人有序而和谐的价值追求.干宝易学思想终极价值的内容是其易学思想人文精神的集中体现和形上学维度的积极展开,这三个组成部分无不彰显干宝对于现实的关切并积极面对的态度,是其儒家价值理想与人生追求的集中体现.在对于现实问题的解读以及解决的内容和方式中,干宝既有对于传统的继承,又有其无可替代的个人观解.而面对所遭遇到的时代性问题,干宝尽力给出了一位真正儒者的解答.     

Impact de la discrimination envers les personnes LGBTQ+ en milieu de travail : recension systématique

In the United States, between 3% and 12% of employees are part of the LGBTQ+ community. Despite numerous anti-discrimination laws, they continue to be the target of discrimination in their workplaces. The purpose of this systematic review is to examine the impact of direct and indirect discrimination against LGBTQ+ individuals in the workplace and on the organization. Sixty-one articles published between January 2000 and June 2021 and indexed in PsycINFO, Web of Science, Business Source Premier and Gender Studies Data Base and Erudit were analyzed. The results first show that there is no consensus on the definition of discrimination and that few studies distinguish between direct and indirect discrimination. The effects of direct discrimination on individuals can be summarized into five broad categories: 1) hiding one's sexual orientation or gender identity, 2) experiencing financial consequences, 3) experiencing mental or physical health problems, 4) being excluded, and 5) feeling discomfort. The four effects of indirect discrimination on individuals are 1) hiding sexual orientation or gender identity, 2) experiencing negative emotions, 3) mental or physical health problems, and 4) lack of promotion. Finally, the five categories of consequences of direct discrimination on organizations are 1) lack of commitment and satisfaction, 2) lack of trust in the organization, 3) loss of workforce, 4) decreased performance, and 5) harassment. The only identified effect of indirect discrimination on the organization is a deteriorated work climate.     

大五人格和工作绩效相关性研究的进展

人格和工作绩效关系的探究正成为研究者关注的主题。本文围绕人格对工作绩效的预测力、影响人格和绩效的中介变量、人格与关系绩效、人格与管理绩效等方面,对大五人格和工作绩效二者的相关性研究进行了回顾。     

叙事心理治疗的后现代视角

叙事心理治疗,作为一种本体存在一伦理实践的总体取向,隐含着某些基本的后现代主义视角,尤其是语言观的根本转变。现代主义的观点把语言看作是对现实的表征,而后现代主义关注语言的本体论地位,关注我们如何使用叙事和文本来建构和解构我们的生活世界,强调话语实践的自我反思性。该文探讨了后现代语境中心理治疗的几个关键问题,并讨论了叙事观在心理治疗的临床实践中的应用含义。     

关于帛书《易之义》解说坤卦卦爻辞之文义的辨正

用<说卦传>的八卦方位说或汉易卦气说去解说<周易>坤卦卦辞,都会遇到岁时和方位逆行的问题,这是违背八卦方位与卦气原理的.这表明有学者据帛书<易之义>中"岁之义"的说法推断<周易>本经中有卦气思想的看法是行不通的.细考帛书原文,其"岁之义,始于东北,成于西南"一句其实本非解说坤辞"西南得朋,东北丧朋"的,而是解说初六爻辞的.而就爻辞"履霜坚冰至"一语本身而言,我们无法从中看出什么方位问题,传本<易传>亦无此类解读,故帛书有关"岁之义"的说法只能视为帛书制作时代的观念.     

The Mandate of the Ecumenical Movement

This is the text of the address given by Willem A. Visser 't Hooft to the Uppsala Assembly of the World Council of Churches (WCC) in 1968 after being named honorary president of the WCC, following his retirement as general secretary two years earlier. In this address, Visser 't Hooft reviews the 20th‐century history of the ecumenical movement and the contemporary mandate of the WCC, in which the central issue is the relationship between the church and the world, where the vertical dimension to God of the church's unity determines the horizontal dimension of its service to the world. The address concludes with four challenges: no horizontal advance without vertical orientation; the ecumenical movement and the churches need each other; church unity is important; and youth expects answers.     

The prediction of turnover intention by means of employee engagement and demographic variables in a telecommunications organisation

This study sought to determine the prediction of turnover intention by employee engagement and demographic variables in a large South African information and communication technology (ICT) organisation. Cross-sectional survey data was collected from the organisation. Using a sample of 2276 participants the Utrecht Work Engagement Scale (UWES) was employed to measure employee engagement, while the Intention to Stay Questionnaire (ISQ) measured turnover intentions. Employee engagement was significantly negatively related with turnover intentions. A factor analysis conducted on the UWES indicated that activation accounted for 10% of the variance in turnover intentions. Age and tenure had statistically significant negative relationships with turnover intentions, whilst qualification and race had significant positive relationships with turnover intentions. The results also confirmed the predictive model of employee engagement as well as the impact of the demographic variables of race, age, tenure on turnover intentions. The study has practical implications in relation to its ability to contribute to human resources activities in the form of differentiated remuneration and retention strategies based on differences in age and tenure.