关于大学生体育学习心理的培养

大学生的体育学习心理包括体育学习动机、学习兴趣和学习态度,应运用目标与反馈、表扬与批评等方法激发大学生的体育学习动机;通过改进教学方法,更新教学内容等,培养大学生体育学习兴趣;通过加强引导,帮助大学生端正学习态度。     

Bundling attractions for rural tourism development

Tourism is often regarded as a viable solution to economic crisis, especially for remote areas without many development options. While many tourism destinations have strong cultural or heritage assets, not all destinations have primary attractions that can bring visitors to the region. Rather than developing special interest “themes”, rural areas that do not have enough of any one type of tourism resource to act as a primary draw may consider bundling different attraction types to increase visitation. The purpose of this study is to investigate the preferences of visitors to secondary heritage sites and explore the relationship between heritage tourism and alternative, non-heritage activities in rural areas. Findings revealed that motivation to visit small-scale heritage sites consisted of two dimensions: learning and recreation. The two motivational dimensions influenced visitors’ interest in different heritage attractions and likelihood of visiting heritage tourism “scenarios”. As for alternative activities, there was a cluster of “popular” activities that were enjoyed by both learning-oriented and recreation-oriented respondents, but recreation-oriented visitors were more interested in nature-based activities and sport-related activities than learning-oriented visitors. Findings can help rural communities improve secondary attractions and diversify their tourism product by bundling heritage attractions with non-heritage activities.     

基于无人机遥感技术的水利规划实施监督管理与后评价研究

以大纵湖(盐城市域)退圩(围)还湖规划实施为试点,开展无人机航拍动态监测,结合该规划实施前ALOS卫星影像,对比原规划方案内容,利用目视解译法监测规划已实施11处变化点,进行大纵湖退圩还湖规划符合性分析和实施效果后评价,针对不同性质的问题提出整改建议和方案。结果表明:利用无人机遥感技术进行规划实施监督管理和后评价,不仅可以定性分析规划实施情况,还可以定量给出实施项目详细位置、面积差异,并跟据分析总体规划方案能否实现原定目标或存在的差距,研究该方案有无必要修正或补充。无人机遥感技术适合有动态跟踪监测需求、较大范围的区域水利规划或重点水利工程建设项目的监测和管理。     

基于OLS和分位数回归的农地整理管护绩效研究

研究目的:在对农地整理管护绩效进行测度的基础上,揭示管护绩效的影响因素及其在不同分位点处的变化特征。研究方法:结构—行为—绩效的研究范式和基于OLS回归、分位数回归的实证检验。研究结果:(1)实证区域管护绩效均值为35.620,标准差为5.583,呈非正态的"单峰模式"分布;(2)OLS回归结果指出,制度结构和管护行为显著影响农地整理管护绩效,验证了"结构—行为—绩效"分析框架的有效性;(3)分位数回归的结果说明,低、中、高水平区间内管护绩效的影响因素不完全一致。研究结论:分位数的研究视角有助于深入分析管护绩效的样本分布区间特征,在不同绩效水平区间应综合运用多种管理措施以提升管护绩效。     

Visitor Motivational Factors and Level of Satisfaction in Wellness Tourism: Comparison Between First-Time Visitors and Repeat Visitors

This study aims to examine the differences between visitor motivations and satisfaction between first-time visitors and return visitors to a recreation wellness tourist attraction site in South Korea. Data were collected using a questionnaire at a national arboretum and 573 samples were used for analysis. The study discovered that first-time visitor motivations were composed of four factors: “relaxation and rest”, “novelty”, “self-exploration”, and “accessibility”. The return visitor motivations were “sightseeing and experience”, “convenience for touring”, “self-exploration”, and “accessibility”. The desired outcomes motivating the visitation and level of satisfaction were different between first-time and return visitors. The results contribute practical information to managers and marketers not only of the arboretum, but also of wellness tourist attractions to improve strategic visitor management in Korea and beyond. The study strategically applies the arboretum as a competitive resource in a wellness tourism industry with strategic segmentation of visitors.     

Work motivation and public service motivation: disentangling varieties of motivation and job satisfaction

Research on motivation in the public sector has used public service motivation (PSM) and self-determination theory (SDT) interchangeably. This paper compares both theories, develops hypotheses pertaining to their assumptions, and empirically tests them in two public offices in Switzerland. We then explore their relationship with job satisfaction as an indicator of predictive validity. We find that SDT and PSM display conceptual differentiation and SDT has a strongest relationship to job satisfaction. However, moderation analysis suggests that employees with high levels of PSM have more stable job satisfaction compared to their low-PSM counterparts.     

系统性金融风险的历史考察与防范对策

深入学习习近平在中国共产党第十九次全国代表大会上的报告,在考察20世纪以来的12次金融危机的基础上,对系统性金融风险发生的根源进行了研究,并结合我国当前系统性金融风险面临的形势,提出了防范系统性金融风险的对策建议。研究表明,将过去100多年引发金融危机的系统性金融风险的根源与我国当前的金融形势进行比较分析,可以发现我国面临的系统性金融风险形势十分严峻,必须在党的领导下,采取打击金融腐败、适当收紧货币政策、完善金融监管体系、维护币值稳定、加强金融科技监管等相关政策来防止系统金融风险的发生。     

股权分置改革视角下独立董事对议案事项监督机制研究

采用2005—2014年我国上市公司独立董事对议案事项意见的独特数据,从明确监管议案事项、非明确监管事项和股权分置改革等三方面深入考察其对独立董事出具否定意见的影响。研究发现,在我国上市公司中,对明确监管议案事项出具否定意见概率低,说明“逆淘汰”机制和“任人唯亲”董事会文化的存在使得监督效果大打折扣。同时发现,在股权分置改革后,独立董事对议案事项出具否定意见概率更低;出于规避法律风险的考虑,独立董事对明确监管事项出具否定意见的概率相对较高。因此,监管层应加强对各类议案事项检查力度而非仅仅明确监管事项;科学厘清独立董事在董事会决策中的责任边界,明确独立董事承担的法律风险。     

Career mentoring in context: A multilevel study on differentiated career mentoring and career mentoring climate

This study explores how supervisor career mentoring contributes to contemporary organizational career development, which strives to foster employees' promotability while strengthening their intention to stay. Specifically, we focus on the implications of career mentoring in team contexts. Applying a multilevel framework, we distinguish between individual‐level differentiated mentoring (i.e., an employee's mentoring perceptions as compared to those of other team members) and group‐level career mentoring climate (i.e., the average perception across all group members). In a workplace setting, we collected data from vocational job starters (N ranged from 230 to 290) and their company supervisors (N ranged from 56 to 68). We find that career mentoring climate positively relates to promotability, more so than differentiated career mentoring. Both career mentoring climate and differentiated career mentoring are positively related to the intention to stay. At the individual level, this relationship is mediated by job satisfaction. We discuss theoretical and practical implications of differentiated and group‐level mentoring.     

How perceived empowerment HR practices influence work engagement in social enterprises – a moderated mediation model

Abstract

Drawing insights from the group engagement model and self-determination theory, our research explored the role of perceived empowerment human resource (HR) practices in the hybrid organizational form of social enterprise in China. Based on two studies, this paper developed and examined a moderated mediation model, linking perceived empowerment HR practices, identification motivation, work engagement, and authority work value. Specifically, in Study 1 we found perceived empowerment HR practices increased employees’ work engagement through enhancing employees’ identification motivation. In Study 2, we adopted a two-wave design to duplicate and extend this mediation model. A moderator, employees’ authority work value, was found to weaken both the mediation relationship, and the positive relationship between perceived empowerment HR practices and identification motivation. This study broadens the understanding of what social enterprises look like in alternative contexts, while providing an opportunity to explore how a HRM mechanism and its boundary condition function in large social enterprises in China.