萤石Sr、Nd同位素地球化学研究评述

本文通过大量实例综述了近年萤石Sr、Nd同位素在定年和示踪方面取得的进展 ,结果表明 :萤石Sm-Nd同位素可以用于测定成矿作用的时代 ,但由于萤石Nd同位素初始值存在不均一性和受次生干扰的影响 ,所获数据最好用其它测年方法获得的数据加以验证 ;萤石Sr、Nd同位素组成是示踪成矿流体来源的有效方法 ,利用Sr、Nd同位素组成还可定量估算出形成成矿流体不同端元所占的比例。     

对我区城市环境综合整治定量考核工作的回顾与思考

本文对1996-2000年全区城市环境综合整治定量考核工作进行了全面的分析，介绍了目前“城考”工作的状况，总结了经验，对今后的“城考”工作提出了建议。     

海上溢油蒸发过程的研究进展

从研究方法、预测方程的建立及蒸发机理的研究等几方面对几下年来国内外学者在溢油蒸发领域的工作进行评述。对蒸发的考察主要是对油组成变化和总量变化的测定，相庆地，蒸发预测模型有准组分法和分析法，模型大多用了迁移系数法，并认为蒸发为一级衰减，准组分法中结合Ｒａｏｕｌｔ定律，而分析法多用蒸馏曲线参数表征油的整体挥发性，机理研究的不足影响了所建预测模式的准确性，本文也展望了该方面将来的研究方向。     

粮食损失研究进展和展望

我国人多地少,粮食安全事关国家安全。因此,在重视增产的同时,需要不断关注粮食损失问题。通过回顾现有粮食损失的研究,总结文献中提出的重要问题,展望未来可能的研究方向。分析表明,现有研究主要集中在：（1）减少粮食损失的目的和效果的研究。包括增加粮食供给、保障国家安全,减少不必要的资源浪费、减轻环境压力,保障粮食质量、保证食品安全,以及增加粮食价值链参与者的利润等。（2）粮食产后各环节损失水平估计及其影响因素研究。 （3）减少粮食损失的方法研究,包括品种改良、教育培训、改进储存设施等。在对现有研究综述的基础上,提出了几点展望：未来的研究应向粮食价值链下游环节拓展,对粮食质量损失程度进行定量分析,并关注粮食的最优损失水平。     

基于污染气象条件分级的深圳PM2.5污染回顾评价

提出了一种基于地面自动气象站网观测数据的污染气象条件分级标准,基于这套标准对2012—2019年深圳的PM_2.5污染进行了回顾分析.结果表明,2012—2019年深圳PM_2.5年均浓度总体上呈下降趋势,但2013年相对于2012年,以及2017年相对于2016年出现了反弹.其中,2013年PM_2.5浓度相对于2012年反弹的主要原因是污染排放本身的反弹,而2017年相对于2016年的反弹则更主要是由于不利的污染气象条件天数增加造成的.在2012—2019年期间,深圳的地面污染气象条件总体上呈恶化趋势,出现不利于环境改善的污染气象条件天数总体上呈增加趋势,在这种不利情况下,深圳的PM_2.5浓度仍然保持明显的下降趋势,充分说明了深圳市环保工作的成效.     

环境态度及其与环境行为关系的文献评述与元分析

为总结梳理环境态度定义、测量方法、影响因素及其对环境行为的影响,采用文献综述与元分析（meta-analysis）的方法,检索Elsevier ScienceDirect数据库、Web of Science Core Collection数据库、中国人民大学中文学术资源发现平台和中国知网（CNKI）中有关环境态度的文献,并从检索出的652篇相关文献中筛选出202篇核心文献、提取出43篇实证文献,对环境态度与4类环境行为之间的关系进行定量分析.结果表明,从环境态度定义和测量方式来看,国内外研究者对环境态度有着诸多定义,但都集中在“情感”“信念”“行为意图与倾向”等心理学方面;环境态度的测量方式也较多,诸多测量量表被开发,其中新环境范式量表和新生态范式量表在该领域占据着重要地位.从环境态度的影响因素来看,众多研究者从心理学和社会人口学方面进行研究,国外研究者对这两大方面有着广泛研究,价值观和道德、性别、年龄、收入、教育和知识皆为研究热点,而国内研究者比较注重环境知识这一影响因素.环境态度与环境行为之间综合相关系数为0.309（P < 0.001）,环境态度与环境行为之间呈显著正相关关系.分别考察环境态度与回收行为、能源消费行为、绿色购买行为以及出行行为等4类环境行为间的关系发现,环境态度与绿色购买行为综合相关系数为0.334（P < 0.001）,高于回收行为、能源消费行为和出行行为.研究还显示,在4类环境行为中,绿色购买行为与环境态度的相关性最强:一方面,环境态度有利于促进环境行为,因此可以通过教育、宣传等干预手段提高公众的环保态度,从而促进各类环保行为.另一方面,环境态度对于不同类型环保行为的促进效果是不同的,因此为促进公众的绿色购买行为,可以考虑增加对环境态度的教育和宣传,提高公众的环境态度;而对于促进节约用水、用电等能源消费行为,则不仅需要提高公众的环境态度,还需要结合其他更有效的干预手段（如价格干预、提示标志等）.      

Thriving at work: A meta‐analysis

Thriving at work refers to a positive psychological state characterized by a joint sense of vitality and learning. On the basis of Spreitzer and colleagues' model, we present a comprehensive meta‐analysis of antecedents and outcomes of thriving at work (K = 73 independent samples, N = 21,739 employees). Results showed that thriving at work is associated with individual characteristics, such as psychological capital (r_c = .47), proactive personality (r_c = .58), positive affect (r_c = .52), and work engagement (r_c = .64). Positive associations were also found between thriving at work and relational characteristics, including supportive coworker behavior (r_c = .42), supportive leadership behavior (r_c = .44), and perceived organizational support (r_c = .63). Moreover, thriving at work is related to important employee outcomes, including health‐related outcomes such as burnout (r_c = ?.53), attitudinal outcomes such as commitment (r_c = .65), and performance‐related outcomes such as task performance (r_c = .35). The results of relative weights analyses suggest that thriving exhibits small, albeit incremental predictive validity above and beyond positive affect and work engagement, for task performance, job satisfaction, subjective health, and burnout. Overall, the findings of this meta‐analysis support Spreitzer and colleagues' model and underscore the importance of thriving in the work context.     

A review of perceived diversity in teams: Does how members perceive their team's composition affect team processes and outcomes?

In this paper, we review the growing literature on perceived diversity in teams. We aim to clarify the construct of perceived diversity and organize the findings in this emergent line of research. To do so, we develop a framework integrating research emerging on perceived diversity from across several different research fields. We propose that the nature of perceived diversity and its effects can be best understood by identifying the focal point of the diversity perceptions being studied: perceptions of self‐to‐team dissimilarity, of subgroup splits, and of group heterogeneity. Our review concludes that perceived self‐to‐team dissimilarity and perceived subgroup splits mostly have been linked to negative effects for individuals and groups, whereas perceived group heterogeneity has been shown to exert both positive and negative effects on group outcomes. Our review also draws attention to the problem that research on perceived diversity varies not only in definitions and conceptualizations, but also in the methodological approaches towards operationalizing perceived diversity. We conclude by discussing potential areas for future research. Copyright © 2014 John Wiley & Sons, Ltd.     

Workplace incivility: A review of the literature and agenda for future research

A growing body of research explores workplace incivility, defined as low‐intensity deviant workplace behavior with an ambiguous intent to harm. In the 15 years since the theoretical introduction of the workplace incivility construct, research in this domain has taken off, albeit in a variety of directions. We review the extant body of research on workplace incivility and note the multitude of samples, sources, methodologies, and instrumentation used. In this review article, we provide an organized review of the extant body of work that encompasses three distinct types of incivility: experienced, witnessed, and instigated incivility. These three types of incivility serve as the foundation for a series of comprehensive models in which we integrate extant empirical research. In the last part of this review article, we suggest directions for future research that may contribute to this growing body of work. Copyright © 2014 John Wiley & Sons, Ltd.