江苏省H洼地治理工程水土保持措施研究

文章首先介绍了H洼地治理工程项目区概况及工程建设内容,分析了水土流失现状及防治情况,依据水土流失防治分区采取相应的水土保持综合防治措施,为平原洼地治理工程的水土保持防治措施布设提供参考。     

An additive property of weak records from geometric distributions

Let $\{W_m\}{_{m\ge 1}}$ be the sequence of weak records from a discrete parent random variable, $X$ , supported on the non-negative integers. We obtain a new characterization of geometric distributions based on an additive property of weak records: $X$ follows a geometric distribution if and only if for certain integers, $n,\, s\ge 1, W_{n+s}\stackrel{d}{=}W_n+W^{\prime }_s$ , with $W^{\prime }_s$ independent of $W_n$ and $W^{\prime }_s\stackrel{d}{=} W_s$ .     

Assessing job crafting competencies to predict tradeoffs between competing outcomes

We introduce the job crafting competency construct and apply it to predict tradeoffs between competing outcomes that are inherent in job crafting, like performance and well-being or engagement and withdrawal. Job crafting competencies are the clusters of individual knowledge, skills, and abilities that are necessary to achieve personal objectives through effective job crafting problem-solving. We create a framework of job crafting competencies consisting of comprehensive/simplistic heuristic information use and approach/avoidance problem-solving skills. In Study 1, we operationalize competencies as profiles demonstrated through an aptitude-oriented assessment that predicts differences in outcomes. Five distinct profiles emerged in a sample of 174 workers. The high-volume analytic problem-solving profile was associated with higher performance and strain, while the ambivalent acquiescence profile was associated with lower performance and strain. The practical problem-solving profile minimized tradeoffs between performance and strain. Rapid problem-solving and low-volume analytic problem-solving profiles were variants in between these other patterns. Study 2 used a survey of 323 workers to support the uniqueness of the five competencies, and their relationships with approach/avoidance job crafting, engagement, and withdrawal. The research identifies a new job crafting individual difference (job crafting competencies) to delineate outcomes and tradeoffs according to unique competency profiles.     

Karl Pearson—The Scientific Life in a Statistical Age by Theodore M. Porter: A Review

Porter presents an excellent account of the young Karl Pearson and his extraordinarily varied activities. These ranged from the Cambridge Mathematical Tripos Exams to German history and folklore, and included free thought, socialism, the woman's question, and the law. Returning to science, Pearson produced the famous Grammar of Science . He decided on a career in statistics only at age 35. Porter emphasizes Pearson's often acrimonious but largely successful battles to show the wide applicability and importance of statistics in many areas of science and public affairs. Eugenics became a passion for Pearson. Avoiding all formulas Porter fails to give any concrete ideas of even Pearson's most important contributions to statistical theory. We try to sketch these here.     

Developing a framework for network and cluster identification for use in economic development policy-making

Drawing on extensive academic research concerning clusters and networks, this paper seeks to create a framework capable of reviewing and monitoring different aspects of clusters and networks on an ongoing basis. The nine-element framework allows evaluation of the structures and processes for the eight basic cluster types identified from the literature. The use of this framework as a complimentary tool to the Multi-sectoral Qualitative Analysis (MSQA) methodology is then demonstrated using three examples (the construction, hardwood timber and higher education sectors). The data was gathered from three sets of key stakeholders (government, institutions and industry) provided from a recent study funded by the Welsh Assembly Government's Small Grants Research Programme. These cases illustrate the use of the framework in helping to generate the initial information necessary for subsequent cluster development policy (within overall regional economic development) by government to occur. The framework provides tools for reviewing and monitoring individual sectors. Information captured within the framework can also help in ameliorating problems in sectors likely to decline further. The need for further development research is also identified. Specifically at the level of the firm and network, there is a need to generate a more detailed framework of analysis of factors that contribute to successful processes of network management, learning and innovation, from which more detailed policy could be enacted in future.     

Compensation,esteem valence and job performance: an empirical assessment of Alderfer's ERG theory

Improving the job performance of employees has been the focus of many motivation theories, especially the need theories. These theories have however been questioned because of a lack of research on the causal relationship between need satisfaction and job performance. Research on the link between the need satisfaction-job performance relationship and individual personality differences among people has also been neglected. This study addresses these research gaps as far as the intervening influence of personality variables on the need satisfaction-job performance relationship is concerned. The present study investigates the influence of need satisfaction (as suggested by the Alderfer theory) on self-esteem (the personality trait) and the influence of self-esteem on performance intention (the surrogate measure for job performance) of top managers and frontline employees. The empirical results show that esteem as a personality variable exerts a significant influence on the job performance of both top managers and frontline employees. These and other findings provide important guidelines for managers on how to address the motivational needs of top managers and frontline employees in order to improve their job performance.     

Antecedents and consequences of the perceived adjustment of Japanese expatriates in the USA

The present study was designed to better understand the antecedents and consequences of expatriate adjustment in an international assignment. The researchers surveyed Japanese expatriates assigned to the United States. Structural equation modeling was utilized to test our hypotheses and model. The results indicated that previous knowledge of the host country, language proficiency, willingness to communicate and perception of the novelty of the host culture were differentially related to expatriates' adjustment to the host country. General and work adjustments were negatively related to expatriates' intent to return early. In addition, interrelationships among the adjustment dimensions were examined and the results indicated that general adjustment leads to work adjustment, which, in turn, influences interactional adjustment. Implications for future research are presented.     

Work engagement,psychological contract breach and job satisfaction

This study extends both Social Exchange Theory and the Job Demands–Resources model by examining the link between psychological contract breach (PCB) and work engagement, and by integrating job satisfaction into this exchange relationship. We argue that PCB reflects employees' feelings of resource loss, and that these feelings impact work engagement through their impact on job satisfaction. Levels of employee work engagement can therefore be viewed as reciprocation for the exchange content provided by employers. We conduct structural equation modeling on longitudinal survey data from 191 employees, and our results suggest that the negative effect of PCB on work engagement is mediated by job satisfaction.     

Changing HRM systems in two Russian oil companies: Western hegemony or Russian spetsifika?

We contrast attempts to introduce what were seen as sophisticated Western-style human resource management (HRM) systems into two Russian oil companies – a joint venture with a Western multinational corporation (TNK-BP) and a wholly Russian-owned company (Yukos). The drivers for Western hegemony within the joint venture, heavily influenced by expatriates and the established HRM processes introduced by the Western parent, were counteracted to a significant degree by the Russian spetsifika – the peculiarly Russian way of thinking and doing things. In contrast, developments were absorbed faster in the more authoritarian Russian-owned company. The research adds to the theoretical debate about international knowledge transfer and provides detailed empirical data to support our understanding of the effect of both organizational and cultural context on the knowledge-transfer mechanisms of local and multinational companies. As the analysis is based on the perspective of senior local nationals, we also address a relatively under-researched area in the international HRM literature which mostly relies on empirical data collected from expatriates and those based solely in multinational headquarters.