Employee performance,well‐being,and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes?

The human resource management (HRM) literature supports the idea that coherent systems of HRM practices can induce attitudinal effects when perceived subjectively by employees. Recently, scholars have proposed that subdimensions of HRM systems exist and account for variance in outcomes. This study explores differential effects of three subdimensions of HRM systems (skill‐, motivation‐, and opportunity‐enhancing HRM practices) on employee innovative behaviours and well‐being. Our predictions are based on the mutual gains perspective, which specifies positive relationships between HRM practices and employee performance, and the conflicting outcomes perspective that links HRM practices to higher job demands and stress. Using data from the Finnish 2012 Practices of Working Life Survey, we find support for both the mutual gains and conflicting outcomes perspectives; however, we also show that the effects of the subsets of HRM practices are heterogeneous.     

Inclusion climate: A multilevel investigation of its antecedents and consequences

This study investigates the antecedents and consequences of organization‐level inclusion climate. A national sample of human resource decision‐makers from 100 organizations described their firms' formal diversity management programs; 3,229 employees reported their perceptions of, and reactions to, their employers' diversity management. Multilevel analyses demonstrate that identity‐conscious programs (programs that target specific identity groups) generate an inclusion climate. Moreover, the analyses provide evidence of multilevel mediation: In organizations with an inclusion climate, individual employees perceive the organization as fulfilling its diversity management obligations and respond with higher levels of affective commitment. This study represents an important step toward understanding how a shared perception of organizational inclusiveness develops and how inclusion climate facilitates the achievement of diversity management objectives. The findings also shed light on the important role of identity‐conscious programs in promoting organizational commitment within a diverse workforce.     

中国古代神话中的巨人形象探析n——兼与西方同类题材比较

西方的巨人神话保存完整,其中的巨人形象多粗鲁凶蛮,以负面为主;而中国典籍中的巨人神话零散破碎,巨人形象多憨厚温顺。但中国巨人的原始形象并非如此,民间神话中的巨人与西方的同类们一样,也有着野蛮粗鲁的一面。文明起源的差异造成中西方典籍中巨人形象的不同;神话故事叙述者身份的差异,又使得中国民间神话中的巨人保留了与西方神话巨人一样的野蛮特征。     

视觉导航关键技术及应用研究

由于视觉导航技术的应用越来越普及,因此,有必要对视觉导航中的关键技术及应用进行研究。文章对其中的图像处理技术和定位与跟踪技术进行了详细研究,并与此相对应,介绍的相关的应用。     

浅谈形象心理学

形象心理学重视心理问题的预防。因为心理问题的普遍性,人人都有独特的内部世界又生存在身外的客观世界,处在两者既一致与矛盾的状态之中,所以哪个人都可能存在心理问题。那该如何防患于未然?教学应走在发展的前面,运用到心理问题的预防,更理当如此。例如,团队咨询,做好发展性咨询,来帮助人们胜利地度过人生的各个阶段。形象心理学认为:心理问题预防为主;要重视研究提高心理素质的方式方法,像心理上的扬长避短;只要我们坚信人本人性,积极地建设人生成长记录系统——勇于"亮剑",能助绝大多数人走上自我实现。     

计算机图像处理在全息学中的应用

全息技术是物理学中的重大发现,近年来在各个行业得到广泛的应用。作为全息技术中的两个重要部分,CCD和计算机图像处理技术,在推动数字全息新一轮发展中起到至关重要的作用,本文将着重从计算机应用方面阐述图像处理技术在全息中的应用。     

图像三维重建技术

基于图像的三维重建属于计算机视觉中的一个重要的研究方向,从提出到现在已有十多年的历史。文章首先对三维重建技术做了详细阐述,并着重从计算机图形学的研究角度对基于图像建模技术进行了综述,介绍了具有代表性的基于图像建模的方法及其最新研究进展,给出了这些方法的基本原理,并对这些方法进行分析比较,最后对基于图像建模技术的未来研究给出了一些建议和应解决的问题。     

The relationships among corporate social responsibility,corporate image and economic performance of high-tech industries in Taiwan

The economic development of high-tech industries in Taiwan focuses on IC design, opt electrics, semiconductors, computer science and telecommunication. It is necessary for business to understand the relations and significance of the economic performance to take the responsibility and keep a positive corporate image, thus they can earn more admiration and trust from customers. How do they take the social responsibility to improve their corporate image and create the economic performance, and finally reach the top one of the whole world? This study discusses the subject concerning the continuing development of business and relevant issues stated above. We found that 68.1% of high-tech industries in Taiwan are in accordance with business ethics and norms of conduct. Businesses take their responsibility practically by participating in public welfare activities. The more responsibilities they fulfill; the better image they have. High-tech industries should target the social responsibility as their first goal and secondly improve their corporate image to increase the economic performance.     

The effect of human image in B2C website design: an eye-tracking study

On B2C shopping websites, effective visual designs can bring about consumers’ positive emotional experience. From this perspective, this article developed a research model to explore the impact of human image as a visual element on consumers’ online shopping emotions and subsequent attitudes towards websites. This study conducted an eye-tracking experiment to collect both eye movement data and questionnaire data to test the research model. Questionnaire data analysis showed that product pictures combined with human image induced positive emotions among participants, thus promoting their attitudes towards online shopping websites. Specifically, product pictures with human image first produced higher levels of image appeal and perceived social presence, thus stimulating higher levels of enjoyment and subsequent positive attitudes towards the websites. Moreover, a moderating effect of product type was demonstrated on the relationship between the presence of human image and the level of image appeal. Specifically, human image significantly increased the level of image appeal when integrated in entertainment product pictures while this relationship was not significant in terms of utilitarian products. Eye-tracking data analysis further supported these results and provided plausible explanations. The presence of human image significantly increased the pupil size of participants regardless of product types. For entertainment products, participants paid more attention to product pictures integrated with human image whereas for utilitarian products more attention was paid to functional information of products than to product pictures no matter whether or not integrated with human image.     

Using the Harvard HRM model to conceptualise the impact of changes to supervision upon HRM outcomes for different types of Australian public sector employees

Within the Australian context of a shortage of skilled professionals, this article uses the Harvard model of human resources management (HRM) to conceptualise how changes in stakeholder interests coupled with changes to situational factors affect public sector HRM policy choices that in turn affect HRM outcomes for different types of public sector employees. The findings obtained using path analysis suggest that the proposed model explained almost 50% for nurses and less than 14% for police officers. In the case of nurses, the strong significant relationship between HRM inputs and outputs may provide a further plausible explanation for one of the long-term consequences of new public management – namely, the inability to retain skilled employees (especially those in the health sector) across numerous OECD countries. The implication of these findings is that the present public sector HRM policy choice should be re-examined because of its impact on HRM outcomes. Moreover, public sector employees should not be regarded as one uniform group that responds alike to the same policy. Whilst the merits of pursuing a strong auditing focus may have benefited organisations financially, the benefits can only remain if public sector employees, including professionals, are prepared to work under those conditions. The inability to retain nurses in numerous countries, coupled with past studies that have identified (poor) management as a contributing factor, suggests that past HRM policy choices may have to be replaced by new HRM policy choices that focus on employees' perceptions of well-being. However, more studies using different types of professionals are required to confirm the generalisability of these findings.