理化检测实验室标准物质的期间核查

目的:保持理化检测实验室标准物质校准状态的置信度。方法:结合理化检测实验室标准物质期间核查的工作实际,就期间核查的程序、间隔、方法和结果评价等方面进行探讨。结果:对标准物质期间核查的程序、间隔、方法和结果评价等方面实施有效控制,是确保标准物质的稳定性和准确性的有力措施。结论:以GB/T27025-2008/ISO/IEC17025:2005《检测和校准实验室能力的通用要求》为依据,根据规定的程序和日程对理化检测实验室标准物质进行核查,以保持其校准状态的置信度,确保理化检测工作质量。     

为循环流化床锅炉运行“把关”

循环流化床锅炉以其具有热效率较高、运行稳定、操作简单、燃料适应性广、污染物排放量低的独特优点,是国内外目前竞相发展的燃煤技术。循环流化床锅炉在在实际运行中暴露出不少问题。运行周期短、点火难、的问题,笔者通过近几年来对国产循环流化床锅炉运行、技改和现场调试的经验,对循环流化床锅炉运行调试作一下简述,希望能对锅炉运行人员有所启发。     

Effects of Diversity on Performance: The Effects of Task Type

Diversity has long been assumed to have positive effects on organizational and group performance. Empirical evidence to date fails to support this assumption. The present paper provides a preliminary examination of the effects of diversity on a group task. The data are part of an ongoing study, where individual demographic information and task performance of groups have been collected. Diversity indices for racial and gender diversity are examined to determine the effects they might have on task performance. The instructions of the task, however, vary. In one situation, 2 groups are instructed to compete with one another. In the other situation, 2 groups are instructed to cooperate with one another. T-test ANOVA, and ANCOVA results consistently indicate that task-type influences changes in group-based outcomes. The implications of these preliminary results and future directions of research are discussed.     

Mothers' psychological contracts: Does supervisor breach explain intention to leave the organization?

Recent evidence suggests mothers with infants are leaving the workforce (Cohany & Sok, 2007; Johnson, 2007), but research has not yet clarified why mothers make such a decision. The current research proposes that mothers form psychological contracts including content related to family that supervisors do not fulfill, resulting in intention to leave the organization. In a study of first‐time mothers, participants reported experiencing contract breach. Findings also suggested supervisors may have an opportunity to control the outcomes of breach and retain mothers by effectively managing perceptions of fair treatment (i.e., interactional justice). This is the first empirical research to indicate that mothers' intentions to leave depend on fulfillment of their psychological contracts related to family and fair treatment from their supervisor.     

Person–organization fit and the war for talent: does diversity management make a difference?

This study investigates the importance of diversity management in applicants' job choice decisions. According to the person–organization fit theory, individuals make assessments of fit between their personal values and the values of the organizations, and they make job choice decisions based on these assessments. A survey of 113 MBA job seekers concluded that women and ethnic minorities found diversity management to be important when accepting offers of employment. In addition, high achievers and new immigrants rated organizations with diversity management as more attractive as potential employers. The findings suggest a need to place a higher emphasis on diversity management in women and minority applicant attraction.     

Think talent – think male? A comparative case study analysis of gender inclusion in talent management practices in the German media industry

This paper contributes to our knowledge on talent management (TM) by conceptually and empirically investigating the peculiarities of TM and gender inclusion in talent development in the German context, as well as by analyzing whether TM is an inclusive HRM practice with respect to gender. Thus, we add an interdisciplinary perspective to the study of TM by linking it to important findings of gender and HRM studies with a specific focus on inclusion. A conceptualization of inclusive TM is suggested, and as a result of a comprehensive literature review, we identify five TM elements (talent definition, underlying career orientation, the content of talent development programs, the TM approach, and the talent selection process) which – depending on their design and characteristics – have an impact on the degree of gender bias and the discriminatory risk of TM. Respective propositions are suggested, and based on a qualitative comparative case study analysis, this paper provides empirical evidence from the German media industry, which shows important differences between cases in the identified TM elements and indicators concerning the gender inclusion of TM practices.     

Understanding applicant behavior in employment interviews: A theoretical model of interviewee performance

The purpose of this article is to present a theoretical model of interviewee performance in selection interviews. Our model positions the construct of interviewee performance as a central mediating variable between candidate attributes and interviewer ratings. The model includes six sets of factors that may influence interviewee performance, interviewer ratings, or both (e.g., interviewer–interviewee dynamics). This model promotes a fundamental shift in the way we think about employment interviews, from a focus on interviewer ratings to a focus on interviewee performance. Factors like culture and interview specific self-efficacy, while receiving little attention in current literature, take on greater significance when viewed through the lens of interviewee performance. A number of avenues for future research are developed and presented, which we hope will encourage future research in this area.