Why are Some Agencies Perceived as more Committed to Diversity than Others? An analysis of public-sector diversity climates

Positive diversity climates are associated with an array of benefits for public organizations. However, it is not clear why some agencies are perceived as more committed to diversity than others. This paper hypothesizes about how group and management characteristics, social identities, and procedural justice may shape perceptions of diversity climate. It then tests these expectations using cross-sectional data drawn from the US federal workforce. It shows that employees’ social identities and perceptions of procedural justice were strong predictors of perceptions of diversity climate. There was less evidence that the representativeness of management and personnel diversity were related to diversity climate.     

Who Will We Recruit? Targeting Deep‐ and Surface‐Level Diversity with Human Resource Policy Advertising

Research on targeted recruitment has focused on targeting applicants with surface‐level attributes such as underrepresented demographic groups. The present study extends targeted recruitment research by examining how advertising human resource policies might be useful for targeting both surface‐ and deep‐level attributes. Specifically, the current study uses an experimental design to examine the impact of work‐family, diversity, and employee development policies on the job‐pursuit intentions of working adults in the United States. We examined surface‐ (demographic characteristics; e.g., race) and deep‐level differences (attitudes or values; e.g., diversity values) as predictors of whether participants intend to pursue jobs with firms advertising these human resource (HR) policies. Deep‐level differences consistently predicted job‐pursuit intentions for all three HR policies, but only marginal support was obtained for surface‐level variables as predictors. Findings suggest that targeted recruitment based on deep‐level attributes may be more successful than targeted recruitment based on surface‐level factors.     

浅析fault, defeat, falling, flaw, shortcoming

Fault, defeat, falling, flaw, shortcoming,这组词(n．)都指人或物在某方面有缺陷，不够完善，以faulI和defeat为常用。     

唉,ISP,ISP,ISP……

上因特网,必然要通过电话。众多客户都打这一个或几个电话,占线必不可免。看起来,半个小时上不了网,怨网络服务公司似乎不公平。不过,用户不这么看。市场上的所谓淘汰,并不是哪家企业挤垮你,而是你的服务不能令用户满意,不管什么原因,用户就改换门庭,门庭冷落了你不被淘汰才怪。这就是市场的公平原则。     

国有,三资,股份,集体,私营产品质量依次递减

每季度的国家质量监督抽查结果又如期发布了。国家质技监局监督司公布的结果表明,第3季度产品质量抽查显示出7大特点。 一是大型企业产品质量抽查合格率较高。本季度大型企业的产品抽样合格率为97.0％,比本季度平均抽样合格率高出18.0个百分点。 二是国有、三资、股份、集体、私营(含休体)企业产品质量抽样合格率依出呈递减排列。它们分别是86.7％、85.2％、81.6％、73.1％和60.1％。其中私营(含个体)企业的产品抽样合格率比平均合格率低18.9个百分点。     

ICP测定土壤中的K,Na,Ca,Mg,Fe

本论文采用等离子体发射光谱法(ICP-AES)土壤中的K,Na,Ca,Mg,Fe进行了测定,样品以四酸体系溶矿,不经分离杂质,即可直接测定。本法通过优化实验条件确定了最佳分析波长,该测定方法检出限为:0.006~0.0186mg/ml,RSD%为:0.5032%~1.030%,双差均小于1,回收率为99.41%~100%。准确度和精密度较高,方法快速简单,预处理简单,分析流程短,完全满足地质工作要求。     

要闻,数字,动态

新《中华人民共和国预算法》出台不久前，十二届全国人大常委会第十次会议表决通过了修改后的《中华人民共和国预算法》，自2015年1月1日起施行。修改后的预算法在明确立法宗旨、细化全口径预算管理制度、预算公开制度、赋予地方政府优先发债券、以及完善预算审查、监督、强化预算责任等方面都有明显进步，突显未来全面规范、透明预算、提高效率的预算制度改革方向。新预算法的出台是国家法律制度建设的一项重要成果，更是财政制度建设具有里程碑意义的一件大事，标志着我国加快建立全国规范、公开透明的现代预算制度迈出了坚实的一步。     

不满,好奇,活着

童年特征：好奇心企业表现：学习、激情、探索创业精神：创新能力、必胜信念、甘冒风险他们是一群顽皮的孩子,从来没有对失败的恐惧,总是要尝试冒险,他们在不断地学习,乐观,单纯。——东软《童年》     

起步,充电,回家

到了该给电动车写前传的时候了,它远比你想像的要老。在我们知道电动车之前许多年,就知道有电灯,知道它的发明者叫托马斯·爱迪生。但很少有人知道爱迪生说过这样一句话：＂如果使用蓄电池来驱动汽车,它将比石油燃料的汽车更优秀。＂历史记载,这次发言的时间是上世纪20年代     

变,变,变

欧宝Meriva自2003年上市以来便引领着小型MPV车型的发展,其总销量超过100万辆。当新一代车型在2010年日内瓦车展上亮相后,通用汽车公司观察到公众积极的反应：人们被新一代Meriva与众不同的肩线和车门设计所吸引。     

质量,成本,利润

企业的经济效益与许多因素有关,比如产品质量、技术含量、生产效率、员工素质、管理者水平、市场营销等。如果从企业价值链的角度去分析,产品质量则是企业创造利润的前提与基础,很难想像一个产品质量不好的企业能有好的经济效益。“提高经济效益的巨大潜力蕴藏在产品质量之中”,美国著名质量管理专家朱兰的这句名言已经被我国和世界上许多企业的成功经验所证实。然而,在企业界,仍普遍存在这样一种看法：提高质量必然会增加成本,减少利润。那么,质量、成本与利润三者之间究竟是什么样的关系呢？从局部范围来看,质量与成本是成正比的。质量好…