Ethically Allocating COVID-19 Drugs Via Pre-approval Access and Emergency Use Authorization

Abstract

Allocating access to unapproved COVID-19 drugs available via Pre-Approval Access pathways or Emergency Use Authorization raises unique challenges at the intersection of clinical care and research. In conditions of scarcity, prioritization approaches should minimize harm, maximize benefit, and promote fairness. To promote continued data collection, patients seeking access to unproven COVID-19 drugs should receive lower priority for allocation when they decline to participate in clinical trials, either of the requested drug or other investigational products, offering a comparable balance of risks and benefits; special attention should be paid to concerns of voluntariness and distrust. In addition, institutional treatment protocols that can contribute more robust real world data should be preferred to single patient requests for access, with priority for inclusion based on traditional clinical allocation criteria relying on available evidence. Fairness demands distribution of these protocols across a diverse range of sites, particularly those serving marginalized populations, among other protections.     

2001年～2010年新疆13个地州市卫生资源配置公平性分析

基于洛伦兹曲线和基尼系数视角,对2001年～2010年新疆13个地州市卫生资源配置公平性进行分析,发现新疆13个地州市卫生技术人员和医生的配置大多数年份处于不公平状态,而病床的配置大多数年份处于比较公平状态,建议从卫生投入、政策倾斜及卫生人员培训等角度协调新疆卫生资源的配置.     

High involvement HR systems and innovative work behaviour: the mediating role of psychological empowerment,and the moderating roles of manager and co-worker support

Employees’ innovative work behaviour can help firms’ competitiveness. Existing research focuses on several factors, including HR policies, psychological empowerment as well as manager and co-worker support, to explain innovative work behaviour. However, much of this literature analyses just one of these, neglecting how they interact and limiting our understanding of the causes of innovative work behaviour. Synthesizing this work, we develop a novel and holistic framework that examines 1) how high-involvement HR systems are linked via the mediating role of psychological empowerment to innovative work behaviour and 2) how both manager and co-worker support moderate this relationship. Analysing software companies in Pakistan, we use hierarchical linear modelling to assess this framework. We draw on a unique dataset that captures HR policies at the organizational level as well as management and co-worker support, and supervisors’ assessments of individuals’ innovative work behaviour at the individual level. We analyse specific groups of HR practices. Psychological empowerment mediates the relationship between high-involvement HR systems and employees’ innovative work behaviour. Manager and co-worker support moderate the relationship between psychological empowerment and innovative work behaviour. Motivation-enhancing HR practices have a direct effect on innovative work behaviour, whereas ability- and opportunity-enhancing ones are mediated by psychological empowerment.     

管理心理学的现状与发展趋势

本文在综合分析了国内外管理心理学发展概况的基础上认为,在适应经济全球化和企业不断变革的情况下,组织变革、领导行为、激励机制和组织文化是管理心理学的研究新热点,管理心理学的发展趋势是重视组织层面的变革研究,强调对人力资源的系统开发,研究领域不断拓展,更加关注国家目标.并提出了管理心理学研究的近期目标和中长期发展目标的建议.     

重庆市城乡卫生资源配置现状及对策研究

城镇化是当前的热点问题,而城镇化中的卫生问题引起了学界的广泛关注。重庆是西部唯一的直辖市和国家中心城市,自身具有大城市带大农村的典型城乡二元结构特征,对重庆市城镇化过程中城乡卫生资源配置现状及对策的研究对全国其他省市具有借鉴意义。本文运用文献查询和专家咨询法,对主要卫生指标进行对比分析,运用基尼系数评价城乡、区域间卫生资源配置的公平性,针对存在的主要问题,提出建议。     

组织公正感理论及其在企业人力资源管理中的运用

组织公正感的研究近些年在美国受到了众多学者的关注,其研究成果也越来越多地被运用于公司管理的实践。而在中国,组织公正感理论还鲜为人知。本文试图对组织公正感理论的内容及其研究成果作一系统的分析,并在此基础上,阐述其对中国人力资源管理实践的意义,以及如何运用组织公正感理论。     

Preventing The Oil “Resource Curse” In Ghana: Lessons From Nigeria

Ghana joined the list of oil-producing countries with the export of its first oil from the Jubilee oilfield in January 2011. President John Atta Mills's statement drawing attention to the potential paradigm shift as well as risks that the discovery of oil and gas imposes not only speaks to the complexity of extractive-industry-engendered development, but it also makes it imperative that the country learns from other countries’ successes and failures. In this article, we use the “resource curse” thesis to examine the emerging dynamics and complexities in Ghana's oil industry, with the attempt to draw both correlations with and lessons from the Nigerian case. The article highlights five key lessons in Nigeria's management of its oil–gas resources related to the legal-regulatory framework, development of the oil-producing areas, Corporate Social Responsibility, management of oil revenues, and oil–civil society nexus that Ghana should give serious thoughts to in order to leverage its new found oil wealth and avert the “resource curse.”     

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.