施工项目质量控制的方法

结合实际工程,由项目部抽调人员组成QC小组,把＂减少大模板施工的质量通病＂作为活动课题进行公关。QC小组结合全面质量管理的有关知识,利用PDCA循环方法,应用因果图、控制图、排列图、关联图等质量管理工具,解决此项质量优化问题,取得了一定的社会效益和经济效益。     

营销渠道中的制度环境

以往的营销渠道研究都是从以效率为基础的任务环境出发,在很大程度上忽略了从以合法性为基础的制度环境出发对渠道治理过程进行研究。本文指出制度以及制度化过程对渠道治理策略形成的影响,并提出一个综合性概念框架,将新制度理论融入现有的营销渠道研究中来。作者应用新制度理论,提出制度化过程和三种治理机制以弥补现有的任务环境视角方法的不足,并指出可以从合法性和效率两个方面来衡量渠道成员的持续竞争优势。还指出持续性的竞争优势可通过合法性与效率两方面予以测度。     

基于两步分布协同拍卖的多机协同任务分配

针对多异构机载平台对不同类型的地面目标执行攻击任务的协同任务分配问题,以平台载弹量以及摧毁任务目标的需弹量建立平台与任务之间的关系,以各平台的任务序列以及执行任务时的武器使用量序列作为决策变量,在基地-任务航路矩阵和任务-任务航路矩阵的基础上,综合考虑平台武器约束、平台航程约束、任务需弹量等约束,建立多机协同任务分配模型。设计了两步分布协同拍卖算法,通过多次生成任务的拍卖招标顺序和基地的拍卖竞标顺序,实现了多机协同任务分配问题的优化求解。仿真结果表明,所建模型和求解算法能够有效合理地解决多机协同对地攻击的任务分配问题。     

The Impact of Internal Auditor Compensation and Role on External Auditors' Planning Judgments and Decisions*

This paper reports the results of an experiment that investigates how external audit planning is affected when internal auditors have incentives and the opportunity to bias their evaluations. Specifically, we draw on attribution theory to examine how internal auditor eligibility for incentive compensation and participation in consulting (i.e., two factors that provide incentives to bias audit evaluations) affect external audit planning. In addition, we examine the effects of incentive compensation and a consulting role across two routine internal audit tasks — an objective tests of controls task and a subjective inventory valuation task — to evaluate whether their effects are contingent upon task subjectivity (i.e., opportunity to bias audit evaluations). Seventy‐six external auditors from four Big 5 public accounting firms participated in an experiment that manipulated internal auditor compensation (fixed salary versus incentive compensation), the type of work that the internal auditors routinely perform (primarily auditing versus primarily consulting), and audit task subjectivity (objective tests of controls versus subjective inventory valuation). Our results suggest that the nature of internal auditors' compensation and work affect audit planning recommendations differently. The opportunity to receive incentive compensation results in less reliance on internal auditors' work and greater budgeted audit hours, but only for the subjective task. Although a consulting role decreases perceived internal auditor objectivity, it has a limited effect on planning recommendations. Specifically, consulting has no effect on reliance, and leads to greater budgeted audit hours only when incentive compensation is available. We discuss potential explanations for the results as well as implications for audit research, practice, and regulation.     

论旅游学学科体系

旅游学作为旅游学科基础理论,涉及到基础理论的提出和学科体系的构架。从旅游学研究对象、任务及方法如何确立入手,导出“旅游是市场经济的产物”、“旅游是综合性的社会现象”两大基本命题。从旅游形成的特定时空条件、旅游运行形态结构、旅游现象基本概念、旅游需求和供给的相互关系、旅游现象的运行与接待地社会发展、发展中国家的旅游发展的非常规形态等方面的阐述构筑了学科体系的框架。     

风险防范下供应链多Agent模糊任务分配研究

将任务分配给风险应对能力强的供应商,可以提高供应链的整体风险防范能力。本文构建了基于层次分布式的供应链多Agent结构。核心企业Agent与供应商Agent之间通过招投标方式进行任务分配,当有多个供应商竞标时,先由风险评估Agent对各类风险进行评估,再结合供应商风险应对信息,由核心企业Agent通过推理选取最佳供应商。最后,进行了实例验证。     

Remaining focus increases task evaluation and future task perseverance

Across six studies, the present research explores the effect of task progress focus—that is, attending to the distance of one's present state from either the beginning of a task (i.e., accumulated focus) or the end of it (i.e., remaining focus)—on task evaluation and subsequently on future task perseverance (i.e., willingness to perform the task again upon finishing it). The results show that relative to accumulated focus, remaining focus increases people's feelings of productivity on the task, which increases their task evaluation and subsequently their perseverance intentions toward the task. Moreover, we find that remaining (vs. accumulated) focus increases task evaluation regardless of whether people are in the early stage of the task or near the end. However, it decreases people's motivation to complete the task in the former stage but increases their motivation in the latter stage. Alternative interpretations in terms of task duration, self-efficacy beliefs, and task quantity are evaluated and ruled out.     

国际垂直专业化中污染工序转移研究——以我国为例

文章从工序的视角,以我国为例来研究国际垂直专业化中的污染工序转移问题。国际垂直专业化中研发和营销的污染强度比较低,生产的污染强度比较高,从而形成倒U型的环境库兹涅茨曲线。根据要素禀赋理论,发达国家有向中国等发展中国家转移污染工序的动力:劳动力不足和环境管制严格;而发展中国家存在承接污染工序转移的条件:劳动力丰富和环境管制相对松弛。通过省级面板数据和行业面板数据,验证了国际垂直专业化中污染工序向我国转移的存在。因此,我国一应积极推行技术创新,培养高水平的人才,承接、发展清洁工序;二应适当强化环境管制力度;三是呼吁国际社会增加对我国的环境援助。     

When Power Hurts: Task‐dependent Resource Control Creates Temporary Discomfort that Motivates Helping Behaviour

This study investigated why workers in a position of power are motivated to help their dependent co‐workers. Previous research has assumed that powerful workers would experience increased behavioural approach and disinhibition, leading to selfishness and lower levels of help. However, this assumption fails to explain the helping behaviour often observed at work. In this study, 563 participants were placed in situations of power across three experiments, which measured helpfulness, discomfort, and behavioural approach and inhibition. The results suggest that power creates psychological discomfort, which mediates helping behaviour. Providing help reduced feelings of discomfort. This study helps reconcile previous mixed findings when applying power theories to work situations, and tested a new discomfort‐reduction explanation for helping behaviour. Copyright © 2018 ASAC. Published by John Wiley & Sons, Ltd.     

The Effects of Cultural Diversity in Virtual Teams Versus Face-to-Face Teams

Diversity in the national background and culture of team members is common in virtual teams. An experimental study, with short term teams, was undertaken to examine the effect of cultural diversity on team effectiveness and to examine if this effect changes depending if the team worked face-to-face (F2F) or virtually. Heterogeneous teams were created that had greater diversity than homogeneous teams of individualism/collectivism values, different languages spoken, country of birth, and nationality. The teams worked on a desert survival task either F2F or virtually (via audioconference and electronic chat tools). The overall results indicated that heterogeneous teams were less satisfied and cohesive and had more conflict than the homogeneous teams, although there were no statistical differences in team performance levels. However, examining just the heterogeneous teams found that the performance of the virtual heterogeneous teams was superior to that of the F2F heterogeneous teams. The results support Carte and Chidambaram's (2004) theory that the reductive capabilities of collaborative technologies are beneficial for newly-formed diverse teams.