职业成长对员工建言行为的影响

基于员工利益视角,整合社会交换理论与关系人口学理论,并探索性地引入员工与主管前摄性人格匹配,可深入研究职业成长对员工建言行为的作用机理。运用多元线性回归分析多个组织的335份员工-主管配对样本数据,结果表明：职业成长对员工建言行为具有正向影响,员工对组织的责任感知在职业成长与建言行为间起到中介作用,员工-主管前摄性人格匹配不仅正向调节职业成长对建言行为的作用,而且正向调节责任感知对建言行为的作用。     

Development of the ‘Travelcard’ Concept in Urban Public Transport

Traditionally, urban bus operators have collected fares in cash for each trip. Some limited mechanisation has occurred in ticket issue at stations. Partly for reasons of operating convenience, there has recently been a shift to simpler fares and prepayment, notably through the introduction of ‘Travelcards', that is, tickets or passes permitting unlimited use of the network (or zones thereof) for a defined period. These cover both all-bus systems, and bus/rail networks (such as the West Midlands PTE system). They are now used in all main British conurbations, following introduction of the London Transport bus/rail Travelcard in May 1983. The Travelcard in effect redefines the ‘product’ being sold. Instead of the public transport service being perceived as a series of separate journeys, payment is made periodically for use of the network as a whole. Cost perception is thus put on a similar basis to that for the private car. The marginal money cost for each trip becomes zero. Interchange penalties associated with re-booking are eliminated. Payment may be made by cheque or credit card, rather than cash, further changing the perception of costs. Product quality is also enhanced through speeding up of services (one-person- operated buses), and enabling the user to select the quickest and/or most convenient route in a network by removing the interchange penalty.     

一种井口压装防喷装置的设计

一种井口压装防喷装置,在井口压裂过程中,用于投放油管堵塞器以堵住油管,防止井喷。其结构包括上下旋塞阀和升高短节。当钻井产生井喷时,保证旋塞阀的上下两端压力平衡,使旋塞阀可以轻松打开,升高短节内的油管堵塞器即能自动下降密封。     

对SBS改性沥青的性能研究

对SBS改性沥青进行不同温度及不同贯入时间下的针入度试验,以此来评价沥青的流变特性及路用性能;分析了SBS改性沥青的软化点随着混合过程的变化而出现的复杂变化,并通过不同温度和速率条件下的延度试验来分析改性沥青的流变特性。     

双面经编织物保暖性能测试与研究

通过改变前后梳栉和中间梳栉的组织结构,在双针床经编机上用3把梳栉编织了8种双面经编织物,对织物的保暖性能进行了测试,分析了组织结构的变化对织物保暖性的影响。     

Boasting and aspiring,as status‐reinforcing mechanisms in status‐based loyalty programs

In the retail industry, status‐based loyalty programs (SBLP) are commonly used as an important marketing tool to award elevated status to customers who exceed certain level of spending. In contrast to previous studies that have considered “target and bystander” and “member–non‐member” differentiation, this study responds to the need to account for the dynamics in across‐tier effects in loyalty programs (LPs). By undertaking a scenario‐based experiment that focuses on a “face‐to‐face” across‐tier social event, this study examines the joint effects of exclusivity, status visibility and social comparison on LP members’ status perception and willingness to spend. Contrary to prior beliefs that the beneficial effects for targets (e.g., VIP members) in status hierarchies are offset by the negative effects on bystanders (e.g., non‐VIP members), this study concludes that situations when social comparisons occur in SBLPs are not necessarily zero‐sum games. Ultimately, this study uncovered two distinct status‐reinforcing mechanisms–“aspiring” and “boasting”–which LP members may experience in SBLPs. The outcome of this study highlights important implications for companies to pursue different strategies aimed at enhancing members’ status perceptions.     

中药配合皮肤针治疗寻常型痤疮疗效观察

为观察中药配合皮肤针治疗寻常型痤疮的疗效，对临床60例痤疮患者采用中药配合局部皮肤针叩刺治疗。结果60例患者中，痊愈14例，显效36例，有效6例，无效4例，总有效率为93．3％。结论为中药配合皮肤针治疗寻常型痤疮具有较好的疗效。     

原木统计分类与中国进口品种结构分析

中国原木的增长需求主要通过进口来满足,进口品种结构中针叶原木进口数量明显大于阔叶原木进口数量,进口金额阔叶原木则大于针叶原木。应该密切关注俄罗斯关税政策对针叶材出口的限制及不利影响。长期来看,针叶原木和阔叶原木的进口需求有增无减,原材料成本上升将会促使价格增长,其对于国内相关产业的影响将是长期的。依赖于国际市场少数主要来源国的资源供给对于中国资源安全和整个林业产业安全是不利的。     

回归式产业转移与集群升级研究——对固始银针产业集群的案例实证

本文对固始银针产业集群的发展历史进行梳理,并按照发展轨迹和标志性事件划分为五个阶段,即外出务工积累阶段、回归固始设立生产车间阶段、二次创业开办加工厂阶段、企业转型升级创办现代化企业阶段以及产业转型升级的集群式发展阶段。研究发现,区别于传统产业集群转型升级,固始银针产业转移的集群式转型升级具有五个特征：一是成本低;二是阻力小;三是速度快;四是模式新;五是风险小等,这是本文最重要的理论创新;同时,固始银针产业集群的转型升级对固始经济发展具有显著影响,固始银针产业集群转型升级案例给落后地区发展经济提供了一个学习和模仿的范例,这也是本文的现实价值所在。     

Bad bosses and self-verification: The moderating role of core self-evaluations with trust in workplace management

Who responds most strongly to supervisor social undermining? Building on self-verification theory (Swann, 1983, 1987), we theorize that employees with positive views of the self (i.e., higher core self-evaluations [CSEs]) who also maintain higher trust in workplace management are more likely to experience heightened stress and turnover intentions when undermined. We argue that this subset of employees (high CSE, high trust) are more likely to feel misunderstood when undermined by their supervisor and that this lack of self-verification partially explains their stronger responses to supervisor undermining. We find initial support for the first part of our model in a study of 259 healthcare workers in the United States and replicate and extend our findings in the second study of 330 employees in the United Kingdom. Our results suggest that the employees Human Resources often wishes to attract and retain—employees with high CSE and high trust in workplace management—react most strongly to supervisor social undermining.