论魏晋至宋律学的兴衰及其社会政治原因

中国古代作为官办法律教育机构的律学,存在于魏晋至宋。律学之废,并不是北方民族入主的结果。律学的兴衰,与科举制中明法科的变化以及政府对文官法律素养要求的变化关系密切。律学从创建到消亡的过程,历经了士大夫“经律双修”的瓦解和重建,也伴随着政府对普通文官法律素养要求的不断提高,从唐代的提倡、鼓励政策到宋朝制度上的要求,再到明清成为法律上的规定。独立律学的消亡,并不是“士大夫始鲜知律”的原因,而是在重经义、重儒学的大背景下,政府要求普通文官具备法律基本素养的结果。     

一战华工的归国境遇及其影响——基于对山东华工后裔（或知情者）口述资料的分析

山东淄博周村是当年英法招募华工的重要站点。论文根据对＂周村华工＂后裔或知情者采访整理出来的65份口述资料,从华工归国所带物品、节余工薪的使用状况、归国后从事的行业、思想观念与自身素质的转变等方面进行了考察研究。比照当时知识界和政界对于归国华工影响力的乐观预期,得出结论：华工归国后的总体境遇不够理想,归国华工对中国社会所能发挥的积极影响极为有限,甚至其中不乏悲剧性的一面。     

东汉文人入幕论略

东汉文人多入幕,其主要方式是幕府征辟,被征辟的文人一般要具有冠德州里、经明行著、品行孝廉,忠厚正直以及文才出众等条件,进入幕府后,文人主要被拜授为中郎、司马、令史等职称。     

The “who” and “how” of place marketing: the role of the private sector in Rutherford County,North Carolina

ABSTRACT

Private sector actors are often viewed as a part of the outcome for an economic development project. The assumption, however, ignores the early role of the private sector in marketing places for firm recruitment. Through a study of two recruitment projects in Rutherford County, North Carolina, I examine the points of entry of private sector actors in the place marketing process. Data gathered from interviews and primary sources reveal that the private sector is actively leading the recruitment of firms and the marketing of places. This paper shows how private sector actors produce knowledge about places, market a place within their own interests, and shape a government’s agenda through their involvement in place marketing. Examining economic development actors as active place-makers reveals how, through place marketing processes, these actors incorporate their own interests in the construction of place.     

Recruitment Procedures in the Construction of Labour Market Relations The Ethnic Divide in Sweden

In seeking to better understand the processes involved in the structuring of regional labour markets, an interview study has been conducted which focuses on recruitment procedures in private firms and public sector organizations in the Stockholm region, Sweden. The analysis discusses some of the effects of recruitment procedures used by the investigated firms and organizations, especially in terms of how new employees are selected and how these procedures may in turn act to hinder the entrance of ‘others’ into employment. The conclusions are discussed in relation to the situation in Sweden with particular consideration of the ethnic structure of the workforce and the high unemployment rates among groups of the immigrant population. Further, it is argued that such recruitment procedures as evidenced in the interview study are related to wider socio‐economic change, the particular characteristics of workplaces and their spatial context.