CBA联赛利益相关者间的失衡治理研究

采用文献资料法和逻辑分析法,以CBA联赛管理层面的三个主要利益相关者篮协、俱乐部和国外经营公司为研究对象,分析联赛各利益相关者之间存在的失衡现状。认为失衡主要表现为收益来源失衡、收支分配格局失衡、利益保障的失衡;而篮协角色的双重性、收益分配机制不合理、产权关系混乱等是导致失衡的主要原因,并提出了有针对性的治理对策,为CBA联赛中利益矛盾的解决和联赛的健康运营提供参考     

中国"和平崛起"战略之奥运与国际关系视角研究

研究中国的“和平崛起”战略,创造中国特色的和平崛起国际关系理论,为中国的国家利益服务,这无疑是国际关系理论学者所应承担的光辉历史使命。以奥运为切入点,以大国责任和国家社会人假设为理论基础,通过数学模型、奥运奖牌统计图表、国际关系预测模型、国家实力要素模型等实证的研究方法,开创中国思维模式的国际关系理论。有鉴于此,2008年北京奥运会将是中国向国际社会展示“和平崛起”信仰的大好时机,为中国和平崛起营造良好的国际环境。     

论我国农村经济发展与土地所有制的创新

农民增收和富裕的问题一直困扰着我国社会经济的发展。现阶段,"三农"问题已经成为我们国家在新世纪必须要解决的课题。我国现有农村土地制度和政策规定中的种种缺陷对我国农村和农业的纵深发展在很大程度上起着阻碍作用。因此,改革现有的农村集体土地制度,赋予农民真正的土地永佃权成为解决"三农"问题现实而合理的重要选择之一。     

马克思所有制理论若干范畴译名与释义考辨

关于马克思"重新建立个人所有制"命题的争论历百余年至今尚无定论。笔者经过对相关范畴译名与释义的考查与辩证分析发现:"重新建立个人所有制"命题其实是"重新确立个人所有权"的误译;《资本论》第1卷德文第1版中"公有制"范畴本意为"共同所有";社会所有制是指涵括劳动者个人所有权的集体所有制,社会所有制的提法源于市民社会与社会交往关系范畴。笔者试图合理地修正并重新认识马克思有关未来社会所有制思想的范畴及语义基础。     

Inter-ethnic preferences and ethnic hierarchies in the former soviet union

One-thousand two-hundred and ninety university students from twenty-seven ethnic?national groups across six locations in the former Soviet Union (Novopolotsk in Byelorussia, Kharkov in the Ukraine, Moscow and Nizniy Novgorod in Russia, Ufa in the Bashkir Autonomous Republic and Ulan-Ude in the Buryat Autonomous Republic) participated in 1991–1992 in a survey investigating the existence of ingroup preference in inter-ethnic contact, ingroup consensus on an ethnic hierarchy of outgroups and the measure of intergroup consensus on an ethnic hierarchy among the ethnic?national groups in each location. Hypotheses about ingroup preference, ethnic hierarchies and consensus were derived from realistic group conflict theory, social identity theory and from the assumption that outgroup preferences reflect considerations of the status effects of intergroup contact. It appeared that the last type of hypothesis could explain most of the results.     

对大学生情绪稳定性和性格倾向与体育课考试成绩关系的研究

从提高教学质量出发,旨在为教师正确指导学生如何调控体育考试的心理状态,正常发挥应有的水平,以及探讨在教学和考试测验中,师生双边关系的最佳结合点,以利于教学质量的提高。作者以593名大学生作为研究对象,分期分批,进行了为期近7年的教学实践和考试实验研究。研究结果表明：情绪稳定性对个体的运动技能及考试成绩的影响关系密切;性格倾向不影响个体的运动能力,但考试成绩表现为性格外向型的平均成绩优于性格内向型的平均成绩,并与运动项目关系密切;教师在考试时,使用不同的考试指导语,创设不同的考试情景氛围,在一定程度上影响着学生的应试情绪及运动技能的发挥。     

论索绪尔语言符号的二重性

关于语言符号的理论是索绪尔语言学理论的重要贡献之一。该理论涉及语言符号的双重性质:语言符号既是任意的、非理性的又是理据的、可论证的;既是稳定不变的又是动态变化的。语言系统的构建是语言符号之间组合关系和联想关系相互作用的结果。     

“To Disdain the Truth and Look at Others with Contempt:” Byzantines and Muslims on Latin Pride and Arrogance,ca. 1100–1300

This essay examines the fundamentals of the Byzantine and Muslim political discourses during the period of the Crusades by analyzing a common political trope, the concept of Western pride and arrogance. The principal argument is that the seemingly stable categories of Eastern political propaganda obscure a massive discursive shift. At the beginning of their encounter with the Latin Christians both Byzantines’ and Levantine Muslims’ discourses on power and their place on the international stage were hegemonical, exclusive and self-referential. Towards the end of the Crusading period and under the steady pressures of Western practices, both societies’ political discourses came to accept as legitimate principles of international politics—such as power as a claim rather than a right, relations based on contract, territoriality and legitimacy of secular rule—that have long been the staple of Western conceptualization of politics, but were initially seen as utterly alien by Byzantines and Levantine Muslims.     

人力资本所有者分享企业所有权的经济学分析

现代企业中,人力资本所有者分享企业所有权的份额呈提高趋势,究原因在于:人力资本所有者作为经济人,其经济价值随经济增长不断提升;人力资本具有专用性,与其所有者不可分离,决定了人力资本所有者只可激励不可压榨,这客观上要求人力资本所有者分享企业所有权;同时,分享企业所有权能有效激励人力资本所有者,促进企业绩效的提高,这是人力资本所有者分享企业所有权的直接原因。     

Interethnic relations at work: Examining ethnic minority and majority members’ experiences in The Netherlands

Using qualitative methods, this study explored ethnic minority and majority members’ perceptions of the interethnic relations in their work unit. A total of 219 ethnic minority and majority employees and managers were interviewed, divided over 15 Dutch organizations. It was found that interethnic relations were less harmonious when ethnic differences were perceived to affect people's sense of achievement (e.g., work goals), their sense of belonging (e.g., unity of the group), and their sense of equality (e.g., procedural justice). Such problems were reported more often when ethnic differences were associated with other types of diversity, such as information diversity and value diversity. Less harmonious interethnic relations were reported by ethnic majority group members and in low-skill settings where actual ethnic differences were large. The findings suggest that ethnic differences per se do not necessarily affect interethnic relations in a work setting, but do so only when they are meaningful to individuals or within a particular context.