关于长三角地区高职院校可持续发展的战略路径选择

经济全球化和我国长三角地区外向型经济特点,对能够熟练运用专业英语知识的复合型高职人才培养提出了要求,高职院校专业双语教学正是顺应这一要求的具体尝试。本文分析了长三角地区外向型经济特点和高等职业院校可持续发展的路径选择,讨论了长三角地区高职院校专业双语教学的现状,并对长三角地区高职院校专业双语教学课程建设提出了建议。     

略论社会主义干部道德规范的基本内容

在共产主义思想道德体系的制约下、指导下，逐渐形成了社会主义干部的道德规范，大体有五个方面的内容，它在民主革命中诞生，在社会主义建设中发展，在今后的社会主义现代化建设事业中，广大干部应继续遵循这一行为准则，塑造理想人格，做出新贡献。     

FDI知识转移的影响因素及机理研究-基于员工流动的视角

 FDI嵌入型产业集群中的内资企业可以通过员工流动途径获取外资企业先进的技术知识和管理经验,从而提升内资企业的创新绩效。通过对三维丝、怡星、元一和西瑞德的案例分析,本文总结了员工流动途径下FDI知识转移的影响因素有：FDI嵌入集群情境、员工流动方式、内资企业的知识整合机制以及员工特质和知识特质,并对其影响机理进行了分析。最后,利用质性数据分析软件对搜集的14家案例企业的质性数据进行分析,以检验所获得的研究结论。     

文化差异感知、沟通模式与员工创新行为

While it is well-known that cross-cultural conflict management is a common problem in multinational joint ventures. The cooperation parties come from different countries and regions, and their social, political and legal systems and cultural backgrounds are different, which leads to the differences in business philosophy, decision-making thinking preferences and management communication modes. The conflict of managerial values caused by cultural differences will inevitably affect the management concept and mode of joint ventures, which will permeate the whole process of enterprise management activities. Employees from different cultural backgrounds may have different acceptance of the rules and regulations of the joint venture or different understanding of the work tasks, which may cause employees′ uncertainty or anxiety and ultimately affect their work innovation behavior and enterprise performance.  However, a fact that can not be ignored is that managers of joint ventures do not know much about cultural differences, the impact of communication modes and how to influence employees′ work innovative behavior. Managers need to manage cultural conflicts and differences between the two countries and even more countries in order to maximize cultural integration and enhance working enthusiasm and creativity of employees. So, this study attempts to reveal the deep-seated impact mechanism of cultural differences between parent company and subsidiary companies and management communication modes on employees′ work innovative behavior. And we also hope to explore the optimal communication mode in cross-cultural conflict management of joint ventures, so as to provide experience for cross-cultural conflict management of joint ventures. This paper took 211 employees of 12 automobile joint ventures as the research object. Cultural differences perceived by employees were viewed as the independent variable, and communication modes between managers and subordinates were regarded as both independent variables and moderating variables. The theory of anxiety/uncertainty management was adopted to analyze the effect and mechanism of employees′ perceptions of cultural differences on their work innovative behavior. The theory and techniques of Transactional Analysis were used to classify the communication modes between managers and subordinates. The hierarchical regression method was conducted to analyze the samples and compare the impact of different communication modes on employees′ innovative behavior.  Through empirical research, this study mainly draws the following conclusions: (1) Joint venture employees′ perceptions of cultural differences between parent and subsidiary companies affects their innovative behavior. The more cultural differences perceived by employees between parent and subsidiary companies, the more difficult it is for employees to understand the rules and regulations and normative requirements of joint ventures, thus enhancing the risk defense mechanism of employees and curbing their creative and innovative motivation in the process of work. (2) Manager-employee value conflict caused by cultural differences runs through the communication modes between managers and employees, thus affecting the innovative behavior of employees. The three dimensions of communication mode (complementary transactions, crossed transactions and covert ulterior) affect the direction and intensity of employees′ innovative behavior differently. Among them, complementary transactions positively affects employees′ innovative behavior, while crossed transactions and covert ulterior negatively affect employees′ innovative behavior. (3) Different communication modes adopted by manager-employee in the process of communication can moderate the impact of cultural differences perceived by employees on their innovative behavior. Among them, complementary transactions can weaken the negative relationship between employees′ perceptions of cultural differences and their innovative behavior, while covert ulterior strengthens the negative relationship between employees′ perceptions of cultural differences and their innovative behavior, while crossed transactions has no obvious moderating effect. The theoretical contributions of this study are mainly embodied in the following aspects. Firstly, this study confirms the impact of employees′ perceptions of cultural differences and communication modes between managers and employees on employees′ innovative behavior. Different communication modes between managers  and employees will not only directly affect employees′ innovative behavior, but also moderate the relationship between employees′ perceptions of cultural differences and their innovative behavior. Secondly, this study reveals the complex mechanism of the relationship between employees′ perceptions of cultural differences and their innovative behavior, and identifies the important moderating role of different communication modes. Thirdly, this study enriches the application fields of the anxiety/uncertainty theory, and expands the research fields of the theory and techniques of Transactional Analysis. The results of this study have important reference significance for the management practice of joint ventures. Based on the results of this study, the employees′ perceptions of cultural differences are important factors to affect employees′ innovative behavior. Therefore, we put forward the following management suggestions for joint ventures. Firstly, it is suggested that joint ventures should attach great importance to alleviating the uncertainty and anxiety caused by employees′ perceptions of cultural differences, strive to create a safe and harmonious working environment for employees, so as to stimulate their innovative potential and improve their work enthusiasm and creativity. Secondly, joint ventures should popularize the theory of Transactional Analysis and the techniques of Interpersonal Communication Interaction Analysis in the process of human resources training. In addition, managers and employees of joint ventures should choose appropriate communication modes. When communicating, both managers and employees should give priority to complementary transactions, avoiding the use of crossed transactions and covert ulterior. However, this study still has the following limitations: (1) This study took the employees of automobile joint ventures in China as research object. The representativeness of the samples needs to be improved. The universality of the research conclusions needs to be confirmed further. (2) There are some inconsistencies between self-evaluation and supervisor-evaluation of employees′ innovative behavior. The supervisor-evaluation data did not verify all the theoretical hypotheses. (3) The richness of the models needs to be strengthened. This study used the theory of anxiety/uncertainty management to explain the main effect of perceptions of cultural differences on employee innovative behavior, and tested the moderating effect of communication modes, but did not explore and test the mediating effect of the relationship between perceptions of cultural differences and employee innovative behavior. We will further explore the mediating variables and effects in the future study.     

小学数学教学中自主探究能力的培养策略

自主探究学习是新课程理念所提倡的一种学习方式.它呼唤学生做课堂的主人,在老师的合作引导下充分发挥自己的能动性,自觉主动地去获取知识.数学新课程标准指出:"有效的数学学习活动不能单纯地依赖模仿与记忆,动手实践、自主探索与合作交流是学生学习数学的重要方式."因此,在教学活动中,凡是学生能够探究得出的知识,教师要放     

联系生活，让小学数学教学生机盎然

数学知识来源于生活,又回归生活,运用于生活。让学生运用数学知识解决生活问题是实现教学的根本目标之一,也是学生良好素养的重要体现。新课程标准倡导数学教学要“从学生已有的生活经验出发”,“使学生获得对数学知识的理解”。因此,教师将数学教材中枯糙、远离学生实际的数学知识吲归其原有面目,     

二元创新战略对新创企业绩效的影响机制研究:产学研合作的调节作用

本文利用2004—2014年在深圳交易所创业板上市的148家新创企业数据,基于组织二元性理论,探讨新创企业的二元式创新行为,实证检验二元创新战略、产学研合作以及新创企业绩效之间的关系.结果显示： 未引入产学研合作变量时,二元创新战略对新创企业绩效没有显著影响;将产学研合作作为权变因素时,以上两者关系受产学研合作的调节效应显著,即在具有产学研合作的新创企业中,二元创新战略对其绩效具有显著正向影响;在没有产学研合作的新创企业中,二元创新战略对企业绩效没有显著影响.     

针对性与实效性：关于高职院校大学生思想政治教育的思考

培养人才是大学的基本职能。中共中央、国务院《关于进一步加强和改进大学生思想政治教育的意见》,明确了加强当代大学生思想政治教育的理论基础、思想路线和教育核心、教育重点、教育目标,充分体现了新的历史时期,党对高校思想政治教育的新认识、新思路和新要求,为各高校改进大学生思想政治教育指明了方向,是我们各类高校加强和改进大学生思想政治教育的思想纲领和行动指南。     

民营企业创新绩效影响因素研究—企业家信心的研究视角

信心是影响经济活动微观主体行为的一个重要因素。本文基于企业家信心的研究视角,运用结构方程模型对208家民营企业创新绩效的关键影响因素及各因素间的交互影响关系进行实证分析。结果表明:企业家信心、创新战略、资源和能力直接影响企业的创新绩效,企业家信心在创新战略、资源和能力与创新绩效关系中起调节作用。这一调节作用表明在资源匮乏和技术能力不足的情况下,企业家信心能够减弱资源匮乏和技术能力低下对创新绩效的消极影响。