一般流体智力与工作记忆容量研究综述

虽然工作记忆容量被假定为-般流体智力的基础.但现有的实验也只是证明-般流体智力和工作记忆容量之间的相关关系.对两者之间的探讨确实对了解智力和其他认知能力,对教师教学,学生自己都有重要的理论价值.     

一般流体智力与工作记忆容量研究综述

虽然工作记忆容量被假定为一般流体智力的基础。但现有的实验也只是证明一般流体智力和工作记忆容量之间的相关关系。对两者之间的探讨确实对了解智力和其他认知能力，对教师教学，学生自己都有重要的理论价值。     

意群跟读对提高英语听力短时记忆容量的实证研究

短时记忆容量在听力理解中的作用举足轻重。跟读作为提高短时记忆容量的策略进行了实证研究。对28名受试进行了一学期的跟读训练。前测与后测的结果表明,在经过一学期的跟读训练后,后测中的短时记忆容量与前测相比具有显著差异,即意群跟读训练可以提高英语听力短时记忆容量。     

中央执行功能任务转换能力的ERP研究

工作记忆的核心内容就是中央执行功能,在现实生活中,人们通常需要在同一时间做完不同的任务,并且为了同时处理多方面的任务,需要在任务间进行相互转换,而中央执行功能任务转换能力就可以做到在这两个任务之间相互转换时进行调节控制.本文对最近几年从任务转换定义、作用、以及对任务转换大规模实践证明与理论研究上进行梳理和讨论,以了解现行研究的缺点、不足之处,并提出未来相关研究方面的展望.     

高职高专院校家庭经济困难学生心理健康现状及其心理干预

通过对445名家庭经济困难学生的心理健康水平调查,发现其总体心理健康水平低于非家庭经济困难学生;通过团体心理训练、个体心理咨询、情绪调节训练等心理干预手段,能够有效改善该群体的心理健康状况。     

幼师生学业成就归因训练实验报告

学生在学业成就上的归因，对他们产生深远的影响。假设学生在学业成就上做出积极的归因，即努力归因，会促进个体的学习，也就是说对学生进行归因训练，可以提高他们的学业成就动机，从而促进学生的学习。通过前测一后测控制组设计，对中山市中等专业学校幼师生进行归因训练实验．实验结果证明该假设。     

高职院校“三位一体”主题式心理素质拓展模式建构——以广西水利电力职业技术学院为例

开展心理素质拓展训练是大学生心理健康教育教学的一项重要内容。针对目前高职院校心理健康教育存在的突出问题,文章提出高职院校“三位一体”主题式心理素质拓展模式,即通过阳光心理素质训练、积极心理素质训练、职业心理素质训练,最终优化学生心理品质,激发个体潜能。     

大模型为什么不能自主决策？

<正>大型语言模型(Large Language Models,简称大模型)指基于海量数据训练、拥有巨量参数的模型。这类模型通常具有较深的网络结构、较多的神经元及数亿到数千亿个参数,这些参数可以通过训练过程自动调整以捕获输入数据中的复杂关系,在生成流畅、连贯和丰富的自然语言文本方面表现出卓越的能力,可以适应广泛的下游任务。     

高职院校“三位一体”主题式心理素质拓展模式建构--以广西水利电力职业技术学院为例

开展心理素质拓展训练是大学生心理健康教育教学的一项重要内容.针对目前高职院校心理健康教育存在的突出问题,文章提出高职院校“三位一体”主题式心理素质拓展模式,即通过阳光心理素质训练、积极心理素质训练、职业心理素质训练,最终优化学生心理品质,激发个体潜能.     

众包模式下个体参与意愿的影响因素研究——基于交易成本理论视角

基于交易成本理论视角构建出搜寻成本、执行成本、个性化特异性、信任的四维度,影响个体参与众包意愿的模型框架,并将有/无中标经历作为调节变量引入该模型。以众包平台上的个体参与者为取样对象的实证结果显示:搜寻成本、执行成本、个性化特异性和信任均对参与意愿有显著影响,有/无中标经历在其中具有显著的调节效应。对于无中标经历的个体,搜寻成本和执行成本与参与意愿的路径系数更大;对于有中标经历的个体,个性化特异性和信任与参与意愿的路径系数更大。因此,可以通过简化操作流程,优化网站设计等手段来吸引个体参与众包活动。此外,对于有无中标经历的个体要区分对待,设计出匹配其个体特质的任务策略和页面定制。     

Learning by customers as co-producers in financial services: An empirical study of the effects of learning channels and customer characteristics

As customers become more involved in executing service tasks, service performance is increasingly reliant on the efficiency and effectiveness of this customer co-production. While organizational and employee learning have been extensively studied, learning by customers in their role as co-producers is largely unexplored. To explore how customers learn to be better co-producers, we examine whether learning channels and customer characteristics impact the customer learning rate. Using longitudinal panel data consisting of 954 customers who adopted and used a bank??s online banking product over a 12-month period, we find that service delivery channels can have dual effects on customer learning, acting as learning channels to accelerate customer learning and/or impeding learning through channel substitution. In addition, customers?? experiences working on related technology-mediated tasks and absorptive capacity increase their learning rate. Overall, our results suggest that customer learning can be designed into the service delivery system by encouraging the use of channels with complementary learning effects and discouraging channel substitution.     

In Defense of Bureaucracy

Abstract

Managerial capacity, meant as available potential for managerial resources to be deployed when needed, can be considered ‘slack’ in a public organization during normal times, but recent developments in the research literature of public administration suggest that such capacity can sometimes contribute to public program performance. Does managerial capacity help to dampen or eliminate the effects of sizeable and negative budget shocks on the outcomes of public organizations? This question is investigated in a set of 1,000 organizations over an eight-year period. For the most part, and largely due to managerial adjustments, budgetary shocks of 10 percent or more have only limited or no negative impacts on performance in the short term. They do, however, cause a drop in performance for certain outcome measures, both immediately and in the following year. Sufficient managerial capacity, however, mitigates these negative performance effects. The findings point toward a key question with which public managers must wrestle: how to balance the costs of slack against the benefits that capacity-as-slack can generate when environmental shocks threaten to disrupt the operation of public programs.     

Shut the fridge door! HRM alignment,job redesign and energy performance

Anchored within the strategic HRM and alignment literature, and drawing on efficiency and legitimacy perspectives of organisational behaviour, we investigated a HRM intervention targeted at energy reduction goals in a large multinational retailer. The HRM intervention was focused on embedding the environmental and economic performance goals of the firm within the workplace through redesigning the job so that energy tasks were aligned with training and performance management systems, as well as organisational performance goals. Using a randomised control trial design, we tracked changes in energy behaviours and energy consumption in 769 retail stores (685 in the intervention condition, 84 in the control condition). The findings provide evidence that changing the alignment of HRM practices can influence both worker behaviour and organisational outcomes, including environmental outcomes. This work contributes to debates concerning the impact of HRM alignment on both the work and organisational performance context.     

Coping with rivals’ absorptive capacity in innovation activities

Two factors jointly determine the likelihood of a firm′s competitors obtaining information on its intangible assets and using it to damage the firm′s innovation performance. Those factors are the absorptive capacity of the rival firm and the appropriability regime of the innovating firm. However, the precise roles of the two factors in affecting performance outcomes are not well documented. Furthermore, we lack knowledge of the interplay between an appropriability regime and absorptive capacity, although they clearly have the capacity to exert positive and negative effects both on each other and on innovativeness. This study presents findings derived from theoretical discussion and an empirical examination of 155 firms that suggest that while competitors’ absorptive capacity does not play a direct negative or positive role on the innovation performance of a firm, an appropriability regime exerts a strong positive influence. Nevertheless, high rival absorptive capacity is not without importance, since the significant interaction effects suggest that a strong appropriability regime has positive effects on innovation performance especially in the context of a rival having high absorptive capacity.     

Exploring an innovative pivot: How green training can spur corporate sustainability performance

In general, studies on green innovation practices have primarily taken an innovation view to study the costs and benefits to firms. What has been less examined, however, is how green training spurs the intentions and advantages of green innovation. Thus, this paper explores how and when green training influences the likelihood of firms to achieve sustainability performance by using organizational learning theory. Using a dataset of 231 Chinese manufacturing firms, our work shows that green training is positively correlated to corporate sustainability performance via the indirect effect of green innovation behavior. We also find an increasingly positive indirect effect that is conditional on ambidextrous learning; specifically, this indirect effect is least positive for firms with lower ambidextrous learning capacity but stronger for those firms having higher ambidextrous learning capacity. We hold that the key to spurring corporate sustainability performance through green training lies mainly in advancing firms' green innovation behaviors and persistently enhancing their capacities for ambidextrous learning. Thus, this study offers not only new theoretical insights for understanding the effect of green training on corporate sustainability performance but also practical implications for improving corporate sustainability performance within a green economy context.     

Does training facilitate SME's performance?

This study explores relationships between small- and medium-sized enterprises (SMEs) foreign direct investment (FDI), FDI-related training programs and organizational performance. To determine if the implementation of training programs mediate the relationship between FDI and SME performance, and if the alignment between training needs and training implementation leads to higher SME performance, we collected large-scale company-level data (N = 816) from within Taiwan.

Research results suggest that FDI leads to higher SME performance. This relationship was partially mediated by the implementation of FDI-related training programs. Unexpectedly, the results also suggest that higher levels of training need attenuate the positive relationship between FDI-related training implementations and SME performance. This implies that the alignment between SME training needs and training implementation may be of a more complicated nature than was previously thought. Practical implications and suggestions for future research are also identified.     

Status Incentives and Performance

Studies in economics and management suggest that people invest effort to achieve pure status, and this investment increases in status incentives. We design field experiments to investigate these two behavioral hypotheses. We define status as the subjects' relative rank in their group based on their performance in a task. We explore two real tasks. In both of the tasks, subjects' earnings are nominal and independent of their performance; so status‐seeking preference should be the sole reason for achieving higher ranks. Our results indicate that inducing higher status incentives may not necessarily improve individual performance and may depend upon the task. Copyright © 2012 John Wiley & Sons, Ltd.     

典型任务教学法在高职建筑类专业课的应用

高等职业教育的培养目标是具有职业能力与长足发展的高技能应用型人才,具体体现在合理科学的课程设置与课程内容。用典型工作任务教学法可为课程内容体系提供充分的依据。从建筑类是的一门专业课土力学地基与基础入手分析典型任务教学法的具体应用。     

Training and organisational performance: A meta‐analysis of temporal,institutional and organisational context moderators

Drawing on systems theory, we conducted a moderated meta‐analysis of the training and organisational performance relationship using 119 primary studies. We examined the moderating effects of quality versus quantity of training, time, institutional and organisational context factors in the relationship between training and organisational performance. Our findings reveal that training is positively and directly related to organisational performance with no statistically significant difference between measures of training quality and quantity. We found that the relationship was stronger over time and that country performance orientation and country labour cost moderate the training and organisational performance relationship. We found no evidence for the moderating effects of the three organisational context moderators we examined (i.e. industry sector, organisational size and technology intensity). Finally, our results reveal that training type (i.e. general or firm‐specific) does not moderate the training and organisational performance relationship.     

Training policy and organisational performance in the Spanish hotel industry

There is currently a general agreement about the importance of training as a tool to help companies in the development of sustainable competitive advantages based on their human resources. Staff qualification is not an option in the tourism industry; human capital training actually becomes a determining factor to be able to achieve a differential positioning within the sector. In Spain, where the tourism sector is a strategic element, it becomes essential to analyse the training policy applied by tourism enterprises with the aim of assessing its quality and effectiveness. The objective sought in this study is to identify the main factors related to training policy that have an impact on performance. The study carries out an empirical research into the effects that training practices cause on performance levels in the Spanish hotel industry using a sample of 110 hotels.