增能:解决失独家庭问题的新视角

增能理论是社会工作研究中一个重要的领域,同时也是服务于弱势群体的一个新视角。失独家庭作为特殊的弱势群体,个人资源与社会资源的缺失致使他们的自我效能感极低,处于一种消权状态。结合当前我国失独家庭的现状,从社会工作的增能视角出发,从个体主动和外部推动两个模式对失独家庭进行赠能。利用增能理论介入失独家庭,可以帮助失独家庭恢复基本权能,提高其生存质量,保证其安度晚年。     

Empowering Chinese Service Employees: A Reexamination and Extension

ABSTRACT

This article extends the knowledge in the area of empowerment of Chinese service employees by addressing the possible conceptual and methodological problems identified in Hui, Au, and Fock's (2004) study. The findings show that the lack of positive effect of discretionary empowerment on the job satisfaction and intention to comply with customer request of the Chinese subjects in Hui et al.'s (2004) Hui, M. K., Au, K. and Fock, H. 2004. Empowerment effects across cultures. Journal of International Business Studies., 35: 46–60. [Crossref], [Web of Science ®] , [Google Scholar] study likely resulted from their use of hotel/hospitality management students as subjects. Without the confounding effect from the shared internalized values of the subjects, discretionary empowerment can have a positive effect on the job satisfaction and job behavior (e.g., intention to comply with customer request) of Chinese service employees. Furthermore, the findings show that explicit management support can further enhance the positive effect of discretionary empowerment on the job satisfaction and job behavior of Chinese service employees. The current article also discusses the theoretical contributions, managerial implications, limitations of the study, and future research directions.     

Individual and contextual influences on the affective commitment of retail salespeople

Abstract

Salesperson characteristics as well as managerial approaches have been found to play an important role in the development of positive attitudes by salespersons towards an organisation. This study integrates these two research areas to investigate the personal and contextual antecedents of affective organisational commitment of retail salespeople. Fit theory and the literature on person–situation interaction provide the theoretical bases for explaining how salesperson selling skills, job liking, and empowerment individually and jointly influence affective commitment. A multilevel modelling approach is used to analyse data from 105 sales managers and 419 salespeople. Findings reveal that salespersons' affective commitment is influenced by their selling skills, degree of job liking, tenure, and empowerment. The results also indicate that the impact of selling skills on affective commitment is higher when empowerment is high. Based on the study's findings, implications for managing salespeople as well as limitations and suggestions for future research are offered.     

企业ESG绩效会影响商业信用融资吗？——基于信息传递与治理赋能视角

基于2007—2021年沪深两市A股上市公司数据,探讨ESG绩效对商业信用融资的影响及作用机制。研究发现：ESG绩效提升了企业商业信用融资能力;机制检验发现,ESG绩效提高了信息传递效率和公司治理水平,从而影响商业信用融资;区分样本发现,ESG绩效对商业信用融资的影响在低竞争地位、非污染性行业、东部地区和环保法实施后的样本中更为显著。以上研究结论为企业进行ESG实践,提升商业信用融资水平提供了经验借鉴。     

Gender wage gap studies: consistency and decomposition

This paper reviews the empirical literature on the gender wage gap, with particular attention given to the identification of the key parameters in human capital wage regression models. This is of great importance in the literature for two main reasons. First, the main explanatory variables in the wage model, i.e., measures of work experience and time-out-of-work, are endogenous. As a result, applying traditional estimators may lead to inconsistent parameter estimates. Second, empirical evidence on the gender wage gap hinges on estimates of the parameters of interest. Accordingly, their economic meaning may be limited by restrictive assumptions included in wage models. This challenges both researchers and policymakers who require precise measures of the gender wage gap in order to create and enforce efficient equality policies. This paper is a substantially revised version of the first chapter of my thesis. I am grateful to Christian Dustmann and Wendy Carlin for their great support and comments. I also thank Bernd Fitzenberger, colleagues at the Norwegian School of Economics and Business Administration and IZA, and three anonymous referees for their helpful comments and suggestions.     

新世纪女图书馆员素质形象的塑造

女性馆员是图书馆事业发展的中坚力量,在图书馆工作中发挥着重要的作用,本文从内在素质和外在形象二个方面,阐述了新世纪女图书馆员应具备的素质形象。     

增权视角下江西古村落旅游发展思考——以婺源县为例

在旅游发展过程中,由于利益的关系,社区居民普遍处于利益被排斥的无权状态,导致了旅游发展中尖锐的社会冲突,这逐渐成为我国旅游发展面临的最大约束和引发各种社会矛盾的根源。增权是促进旅游发展公平性和可持续性的有效途径。本文试图基于增权视角,以江西省婺源县古村落旅游发展为例,探索旅游增权去权理论应用于江西古村落旅游发展的实践。     

“溢出效应”还是“挤出效应”？——与父母同住对女性劳动供给的影响

基于中国家庭追踪调查（CFPS）数据,采用面板固定效应模型和工具变量方法,考察与父母同住的家庭结构对女性劳动供给的影响。研究结果表明,同住父母通过协助料理家务与提供隔代照料等方式对女性的劳动供给具有“溢出效应”,而为同住父母提供照料帮助则对女性的劳动供给具有“挤出效应”,两种效应共同作用的结果显示“溢出效应”占优,即与父母同住对女性的劳动供给具有显著的促进作用。进一步的研究结果表明,托幼机构等幼教资源的可获得性会显著降低女性对多代同堂的依赖,但养老院等养老资源的可获得性对多代同堂的家庭结构没有显著影响。     

The case for gender mainstreaming Botswana's privatisation process

Botswana embarked on privatisation in 2000 but the programme is yet to be implemented. The objectives of privatisation are to promote citizen economic empowerment and to benefit all. Admittedly, these are well-intended objectives. However, we pose a question: ‘How are these objectives going to be achieved?’ To answer this question, this paper audits the Privatisation Policy of Botswana and Privatisation Master Plan to assess the extent to which they are gender inclusive, and concludes that they are gender blind and do not address the gender dimensions of privatisation. The paper also reviews secondary data such as poverty maps and concludes that women suffer socio-economic disenfranchisement and would not equally benefit from privatisation. In addition, women would disproportionately suffer its adverse effects. For privatisation to produce fair outcomes, there is a need to make it gender inclusive. Making it gender inclusive would ensure the participation and empowerment of socio-economic minorities such as women.     

Female Leadership and Organizational Climate in a University Institute

This paper addresses the case of the Professional Institute of the Southern Region （IPRES）, an institute of higher education in the State University of Morelos, with the aim of showing the measurement results of organizational climate before and after the change of the principal to know some internal features and describe the organizational climate of workers＇ perception in a transition stage; besides, the influence of the current director＇s leadership is analyzed in the achievement of organizational goals and how the perception of organizational climate or working environment can be affected by female leadership is also dealt with. In Mexico, there are more and more women running various organizations, including those belonging to the field of education, and universities are no exception. On the other hand, the type of leadership being exercised can promote or hinder the proper performance of the institute and may be a factor of distinction and influence the behavior of those who integrate it; therefore, knowing how it works provides feedback about the processes that determine organizational behavior and the working environment.