高职院校应在专业教育中渗透创业教育

创业教育是一种新的教育理念,是一种新的教育质量观,在专业教育中渗透创业教育,提高学生的专业素质和创业素质是教育发展的必然要求.职业院校在专业教育中渗透创业教育,应从细化人才培养方案、优化教育教学资源、深化校园活动、强化职业意识和职业技能等方面着手.     

爱戴与尊敬

他,我的语文老师,中等个儿,眼睛不大,笑时更是眯成一条缝,可是当他看你时,那炯炯的目光却让你感受到那里面蕴积着无限丰富的知识。初一看上去觉得他还年轻,三十来岁,然而,后来他的自我介绍却令我们这些学生大吃一惊——他已有四十岁,是一个有二十年教龄的“老”教师了。当他每次走上讲台,引导我们走进语文天地时,我们都一遍又一遍地感受到:老师的课讲得真好!他的每一节课都令我们听得兴致勃勃。他不象其他老师那样要求学生们安静地、规     

创业激情能够激发员工的创造力吗？基于情绪与认知的双重机制研究

基于情绪与认知的双重视角,采用层级回归方法,探索创业激情对员工创造力的影响及心理机制,分析战略认同和工作意义感在创业激情和员工创造力之间的中介和调节作用。通过对251份有效数据进行分析发现,创业激情对员工创造力有显著的激发作用,战略共识在创业激情与员工创造力之间起部分中介作用,工作意义感在创业激情与战略共识、创业激情与员工创造力之间均具有正向调节作用。因此,创业者可以通过激发员工的创业激情、和员工达成战略共识、增强员工的工作意义感,以激发员工的创造力,进而提升企业的创新绩效。     

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.     

职业院校实践性教学与保障体系构建探索

实践性教学是深化教学改革的突破口,有助于培养全面发展的实用型专业人才。本文阐述了职业院校实践性教学体系设计的思路与理念,并以会计专业为例构建了职业院校“五五制”实践教学体系,最后从思想、组织、制度、基地、队伍等方面提出了职业院校实践性保障体系的构建。     

新时期小学德育教学的策略探讨

随着新课程改革的发展,我国的社会和教育环境都发生了很大的变化,随之而来的德育思想与传统文化都受到了新时期发展事物的冲击,对未成年人的创新和思维形式产生了导向性的作用。为全面提高学生的德育素养,在新时期的发展背景下,德育教学工作者一定要看清当前教学所面临的问题,关注学生的心理发展特点,适应当下的社会和教育的发展规律,为学生打造更加自由、舒适的教学课堂,引导学生的人生观、价值观和思想观,促进学生全面素养的养成。本文在此基础上探讨了在新时期小学德育教学的现状,并提出了几点针对性的解决措施,以供参考。