大学生逃课现象分析

目前,大学生教育质量下降成了一般人的共识。很多人关注大学生群体中出现的逃课现象,认为这是造成学生质量下降的一个很重要的原因。关于大学逃课的形成原因,国内也已出现了一些实证的研究。依据我们对山东工商学院904个大学生的问卷调查数据,系统地分析了影响大学生逃课率的各种因素,并给出了一个系统的具有较高说明率的模型,目的是为加强学生的管理提供参考。     

大学生隐性逃课现象分析

大学生的逃课现象分为显性逃课和“隐性逃课”。显性逃课是指旷课,“隐性逃课”是指学生虽然人在课堂上但在从事其他无关事情的旷课行为,比如上课的时候聊天、睡觉、上网玩手机、看课外书等。大多数高校对隐性逃课没有惩罚措施,隐性逃课现象也较严重,最终会影响到教学工作的有效开展和学生综合素质的提高。本文对“隐性逃课”理论进行梳理,在此基础上依据动机理论和马斯洛需求五层次论分析大学生存在“隐性逃课”的内在原因,探讨如何有效减少大学生“隐性逃课”。     

大学生逃课心理浅析

目前,高校大学生逃课现象越来越普遍,受到了大家的广泛关注。为了对大学生的逃课行为加强教育和引导,我们通过问卷调查和个人访谈的形式在我院大学生中进行调研,全面深入分析了大学生的逃课心理。通过分析,我们提出了一些切实可行的建议以达到减少学生逃课、保证和推进教学工作的正常开展。     

大学生思想政治理论课学生逃课影响因素研究--以上海高职院校学生为例

教学吸引力研究是高校教育教学研究领域重要的研究内容。本文抽取上海市5所高职院校的在校大学生为研究对象,通过运用定量和定性相结合的方法,深入分析了目前上海高职院校思想政治理论课整体状况,力求数据调研和分析,寻求提升思想政治理论课吸引力的策略。调研结果显示,高职大学生思想政治理论课显性逃课、隐性逃课率都较高;大学生思想政治理论课显性逃课无明显性别差异,但是否是学生干部与是否合班上课对于大学生思想政治理论课显性逃课影响显著;学校管理水平、教师教学模式、学生自我认知这三项对于大学生思想政治理论课隐性逃课起到至关重要的影响作用。     

探析大学生不恋课堂的原因及疏导对策

近年来,大学生不恋课堂逃学之风盛行,而且越刮越烈,资料显示80%以上的同学有逃课的经历,5%的学生经常逃课。大学生不恋课堂逃课的原因多种多样,现从他们面对学业、择业、生活、情感等各方面的压力和诱惑,学生整体的学习积极性在下降等方面,详细分析了大学生不恋课堂的原因并提出了相应的疏导对策。     

大学生思想政治理论课学生逃课影响因素研究——以上海高职院校学生为例

教学吸引力研究是高校教育教学研究领域重要的研究内容。本文抽取上海市5所高职院校的在校大学生为研究对象,通过运用定量和定性相结合的方法,深入分析了目前上海高职院校思想政治理论课整体状况,力求数据调研和分析,寻求提升思想政治理论课吸引力的策略。调研结果显示,高职大学生思想政治理论课显性逃课、隐性逃课率都较高;大学生思想政治理论课显性逃课无明显性别差异,但是否是学生干部与是否合班上课对于大学生思想政治理论课显性逃课影响显著;学校管理水平、教师教学模式、学生自我认知这三项对于大学生思想政治理论课隐性逃课起到至关重要的影响作用。     

透视大学生的逃课心理

近年以来,逃课现象已经在各大高校蔚然成风,而我们高校师生又该以什么态度面对也是一个不容忽视的问题。我们身为当代大学生,对此问题做了深入的研究,从而探讨了大学生逃课的缘由及解决措施!     

大学生隐性逃课原因分析及对策探讨

针对大学普遍存在的隐性逃课现象进行了全面的分析,得出关于课堂教学、学生自身、课程设置、教学管理几方面的原因,并针对隐性逃课的原因提出了有针对性的、实用的改进建议,如高校办学理念和办学目标的从新审定、教学内容与时俱进并与实践接轨、真正能学以致用的课程设置、小班制和对大学生进行教育和引导,力求为遏制大学生隐性逃课以至提高国家高等人才培养质量做出一份贡献。     

大学生隐性逃课动因探究

大学课堂是高等教育的重要部分,是大学生获取知识的主要途径之一。近几年来我国高校普遍扩招,大学教育质量下降,以及就业难和读书无用论等观念的出现,使得高等学校学生逃课成为普遍现象,严重影响了高校正常的教育秩序。大学生逃课已成为高校教育管理中不容忽视的问题。     

大学生逃课现象的调查与对策分析

文章通过社会调查，针对大学生逃课现状的特点与原因分析，提出：减少大学生逃课行为，应该改进高校招生模式、注重招生与学生培养与就业的系统性。促进高校教学管理与考试制度改革，加强大学生的思想观念教育与就业观念教育等思路。     

The Geography of Innovation in China and India

The BRICS countries in general, and China and India in particular, are now widely regarded as the areas of the world likely to challenge the economic leadership of the United States (US) and the European Union (EU). A large part of this challenge will come from rapid technological catch‐up by China and India. Yet, despite a recent rise in interest, there is limited knowledge about how and where innovation takes place in these two leading emerging countries and to what extent the Chinese and Indian territorial systems of innovation differ from those in the EU or the US. In this article we explore the geography of innovation in China and India, concentrating on understanding key territorial‐level innovation trends by country, region and technology field, using the US and the EU as benchmarks. We find significant contrasts between the geography of innovation in China and India and that of the US and the EU. First, the degree of concentration of innovative activities in both countries is extremely high. Levels of agglomeration of innovation in the coastal provinces of China, as well as in Delhi and the South of India, significantly exceed the levels of agglomeration found in the USA and the EU. Secondly, China has witnessed a more rapid increase in the degree of concentration of innovation than India. We posit that the differences in the geography of innovation between, on the one hand, China and India and, on the other hand, between these countries and the developed world are rooted in different institutional settings, different systems of innovation and different national innovation strategies.     

Managing AIDS in Africa: HRM challenges in Tanzania

The impact of the AIDS epidemic in developing countries, and in Africa in particular, is now a matter of great concern to policy makers, managers, and academics on a global scale. The magnitude of the potentially disastrous effects of the disease has severe implications for management in organizations, and, in particular, for HRM. The AIDS epidemic is imposing, and will continue to impose, in the foreseeable future, a significant burden on the way people are managed. Little has been written on HRM in Africa, and the present literature on AIDS and HRM in Western societies is inappropriate and insufficient in relation to African organizations. Fifteen organizations in Tanzania took part in this study, which is probably the first of its kind, to produce a picture of current developments and approaches in managing people under the threat of AIDS.     

城市灾害风险与中国城市减灾战略

社会管理和公共服务是现代城市的两大基本职能.保障城市公共安全,实施防灾减灾是城市履行管理与服务职能的重要内容.首先,综述国际城市防灾减灾的合作和研究的主要进展;其次,基于城市生态经济系统特征,探讨城市灾害系统的结构功能和形成机制,分析中国城市灾害风险的特征;再次,提出中国城市防灾减灾体系的建设战略,包括:确立城市安全发...     

外商投资我国服务业:现状与建议

20世纪80年代以来,随着全球产业结构调整和国际分工的日益深化,服务业已取代制造业成为对外投资领域的主流。与此相适应,我国服务业吸收的外商直接投资也呈现快速增长的态势。但由于我国服务业发展滞后,服务体系不完善,法律法规不健全,一定程度上制约了我国对服务业外资的吸收和高效利用。文中对我国服务业在利用外商直接投资中出现的问题及其应对策略进行初步的探讨。     

我国现存城郊水环境管理改革探讨

随着我国社会经济的快速发展,城市对水的需求量增加,随之而来的水污染、浪费等问题的程度也在进一步加重,进而城郊地区也就面临着更严峻的水资源和水污染形势。针对这种现状,许多不同层面的学者对此进行了广泛研究。本文通过对城郊地区的水环境现状进行概括和探讨,讨论出现行管理体制和法律制度所存在的直接原因,提出了城郊地区水环境管理的改革方法。城郊地区是城市发展的最具有前景的区域,当下城郊地区水环境的现状十分不容乐观,所面临的水资源和水环境的问题更为普遍和严峻,城郊地区水环境所面临的复杂形势对加强城郊地区水环境管理、现行条列的改革提出了亟待解决的问题。     

预算外资金管理中存在问题和对策建议

预算外资金是我国特有的财政概念,是在财政管理体制改革和发展过程中逐步形成的,在历史各个时期都为国家经济建设和社会事业发展起到重要作用。但由于受传统经济以及市场经济的共同影响,近几年来预算外资金管理中出现很多问题,并且有些问题已经发展到非常严重的程度,造成了政府财政财力的过度分散,政府公共分配秩序的混乱等。因此随着改革开放的不断深入,预算外资金的不断扩大,越应采取相应的措施,引导和强化预算外资金的管理,使之能为促进社会各项事业的发展和改善人民的生活起到积极的作用。     

Human resource management and industrial relations in multinational corporations in and from China: Challenges and new insights

The purpose of this article is to provide an overview on the state of research in the field in human resource management (HRM) issues in multinational corporations (MNCs) in and from China. We integrate previous studies from multiple disciplines to articulate the contextual importance of research on this topic, and suggest overarching themes to expand the field of research. HRM research in the intercultural, interinstitutional context of MNCs in and from China has the potential to provide contextualized insights for longstanding debates in the field such as HRM standardization versus localization and convergence versus divergence and contextual factors behind these patterns. To this end, we call for future research to center on the changing cultural, institutional, technological, and globalization context in understanding HRM and industrial relations issues in these MNCs. Practically, knowledge in this area can help global managers and top management teams in multinational organizations navigate various context complexity, foster more productive coordination and cooperation across borders, and gain legitimacy and MNCs in and from China additional competitive edge in the global marketplace.     

A Conversation with James O. Ramsay

Jim Ramsay was born on September 5, 1942, in Prince George, British Columbia. He pursued undergraduate studies at the University of Alberta, where he completed a BEd in 1964 with a major in English and a minor in mathematics. He then specialized in statistics and psychometry, earning a PhD in psychology from Princeton University in 1966. After holding a temporary lectureship in the Department of Psychology at University College London for one year, he joined the Department of Psychology at McGill University, where he rose through the academic ranks. He was chair of his department from 1986 to 1989 and spent sabbatical leaves in Cambridge, Grenoble, and Toulouse. He was named professor emeritus upon his retirement in 2007. Jim is the author of four influential books and over 100 peer‐reviewed articles in statistical and psychometric journals. He developed much of the statistical theory behind multidimensional scaling and is widely recognized as the founder of functional data analysis. Three of his papers were read to the Royal Statistical Society, and another won The Canadian Journal of Statistics 2000 Best Paper Award. The Statistical Society of Canada (SSC) awarded him a Gold Medal for research in 1998 and an honorary membership in 2012. Jim was president of the Psychometric Society in 1981–82 and president of the SSC in 2002–03. The following conversation took place at Jim's home in Ottawa, Ontario, on March 14 and April 4, 2012.     

Employee reactions to voice and choice in the workplace: the influence of culture

The present study investigated the effect of culture on a much-prescribed management practice, that of employee participation in decision making. A survey was conducted among employees from two countries culturally distinct in the dimensions of power distance and individualism, namely Canada and the Philippines. Given eight decision-making scenarios that varied in terms of whether voice and/or choice was given to the employee and in terms of the importance of the outcomes, the respondents were asked about their perceptions of fairness of the procedures and outcomes, satisfaction with the procedures and outcomes, and preference for the decision-making procedures. Results show a highly significant country decision-making mode outcome importance interaction effect, but not in the directions expected. Overall, the Philippine sample registered more positive reactions to participation in decision making, although the Philippines' higher rank in power distance and lower rank in individualism than Canada seem to indicate otherwise. The results, together with a previous study conducted in high power distance-low individualism Mexico, forcefully suggest that employee participation in decision making may be successfully transferred.     

Employment relations in small- and medium-sized enterprises: insights from Ghana

This study examines employment relations in small- and medium-sized enterprises (SMEs) in Ghana. This is done through in-depth case studies of three private firms in the service sector. A review of the extant literature on SMEs revealed a dearth of knowledge on employment relations in SMEs in Africa. Previous research into SMEs in developing countries – and Africa in particular – has focused on economic policy initiatives, problems in raising capital and obstacles to the development of SMEs. In an attempt to fill the gap in the literature, this study uses recruitment, selection and retention, remuneration, discipline and welfare practices to explore the nature of employment relations, the factors that influence and shape them, and the extent of informality involved. The findings cast doubt on the stereotype: small implies/equals informal employment relations in SMEs in Ghana. The study also identifies the factors that influence employment relations and, in addition, reveals that under competitive pressures, SMEs have developed employment relations systems that enable them to have a competitive advantage in their product market/service delivery.