“放管服”改革下建设工程地震安全监管的制度重构

国务院推行“放管服”改革后,投资项目前置审批条件进一步精简,建设工程地震安全性评价由行政审批改为强制性评估,监管的方式发生了变化。改革后的地震安全监管具有技术服务属性、审查时序变化、用户主体责任和市场竞争机制等特征。建议主管部门从拓展公共服务、建设监管平台、引入信用评价、完善协同机制四个方面重构建设工程地震安全监管制度体系,确保建设工程抗震设防水平不降低。     

河北省高校社会体育专业培养目标及学生满意度调查分析

运用文献资料法、问卷调查法、数理统计法和对比分析法,对我省社会体育专业本专科院校的培养目标情况、学生收获和满意度情况进行调查分析。研究结果表明,中环院社会体育专业学生对课程体系设置的满意度最高,就业信心指数最大。进一步分析可知,以社会体育产业为目标定位、以能力本位为教育模式对社会体育专业学生的培养具有一定的优越性     

应用多目标决策-理想点法综合评价水环境质量

应用多目标决策 理想点法的基本原理 ,建立了一个综合评价水环境质量的数学模型 ,并将评价结果与灰色关联分析法和模糊综合评判法的评价结果进行了比较 ,表明用理想点法综合评价水环境质量简单、科学、合理。     

基于熵权的多目标决策-理想点在山仔水库营养化评价中的应用

多目标决策-理想点模型是一种简便、直观的评价模型,被广泛地用于环境科学研究领域.文章采用熵权和专家权重相结合的方法作为综合权重,充分考虑了客观因素和主观因素,并将其应用多目标决策-理想点模型来评价山仔水库的营养化.结果表明:1998-2002年山仔水库的营养化程度分别为:极富营养、富营养、富营养、中富营养、中营养.这与传统的多目标决策-理想点法一致,也符合实际情况.同时与属性识别理论方法、模糊隶属函数法较之精度更高,说明该方法是合理、有效的.     

基于生态管理的流域水环境功能区划——以浑河流域为例

从环境战略管理的高度,提出了一种基于生态管理的流域水环境功能区划分方法.在现行水环境功能区划的基础上,结合生态管理理念及相关理论,并充分考虑我国水环境管理能力及发展趋势,进行流域水环境功能区划分.流域水环境功能区划以流域水生态分区为基础,根据参考条件评估水体的生态状况,考虑水体生态保护功能和最小生态需水量,提出新的流域水环境功能区划的理论基础和技术方法体系.首次将水生态分区、水生态保护目标和生态需水量引入水环境功能区划之中,对原水环境功能区划的内涵进行了拓展.该方法以浑河流域为案例做了实证研究.     

四川酸雨的综合防治对策研究

本文在四川酸雨来源、成因、危害的基础上，结合国内外酸雨防治的经验，确定了四川酸雨的主要控制因子、控制目标和致酸污染物的削减率。针对四川的特点，提出了控制四川酸雨的战略和工程措施，为四川的经济发展、城市建设与环境保护等的规划、决策提供了科学依据。     

抓紧工业污染防治,实现环境保护目标

论述了上海市环境保护的目标任务。根据第二次全国工业污染防治会议的精神，提出了进一步防治工业污染的具体措施。通过更新观念、转变战略，严格控制重点工业污染源，加强环保法制建设，加强以经济手段防治污染，发展环保科技研究和环保产业，不断提高全民环境意识等途径，将工业污染防治提高到一个新的水平，从而保证环境目标的实现。     

颗粒物目标容量总量控制技术方法

在颗粒物源解析的基础上，把环境空气中颗粒物的源类分为有组织排放源、二次粒子、开放源及其它，提出了全面的颗粒物目标容量总量控制方法。该方法依据各颗粒物源类的现状贡献值及目标年的允许贡献值制定颗粒物目标容量总量控制方案，实现通过目标容量总量控制使环境空气质量达标的目的。     

Rivals or allies: How performance‐prove goal orientation influences knowledge hiding

Previous research suggests that performance‐prove goal orientation is positively related to knowledge hiding. However, we argue that this effect depends on the focus of performance feedback (i.e., individual‐ and group‐focused feedback), which shapes the nature of the competitive expression of performance‐prove goal orientation (i.e., intragroup and intergroup oriented). We conducted three studies to test our theoretical model. The results of Study 1 with time‐lagged data from 128 part‐time MBA students showed that performance‐prove goal orientation was positively related to knowledge hiding when performance feedback focused more (vs. less) on individual performance but was negatively related to knowledge hiding when performance feedback focused more (vs. less) on group performance. Study 2 replicated these moderation findings in an experimental study of 210 undergraduate students. Study 3 again replicated the moderation effects using multisource data from 317 employees and their supervisors. It also included creativity as an outcome of knowledge hiding and illustrated the distal consequence of the moderation effects of individual‐ and group‐focused performance feedback. We then discussed the implications for the theory and practice of performance‐prove goal orientation and knowledge hiding.     

Knowledge management behavior and individual creativity: Goal orientations as antecedents and in‐group social status as moderating contingency

Creativity is an increasingly important domain of performance largely based on knowledge held and exchanged among employees. Despite the necessity of knowledge exchange, individual employees tend to experience mixed motivation caused by the inherent social dilemma of knowledge sharing. To pragmatically explain how individuals deal with this motivational dilemma, we propose an expanded framework of knowledge management behavior (KMB) that includes knowledge sharing, hiding, and manipulation. Individual choices among these KMBs may be driven by dispositional goal orientations. We also propose that the effects of KMB on creativity of employees vary depending on their social status in a work group. Our analyses based on 214 employees from 37 teams reveal that (i) learning goal orientation increases knowledge sharing and decreases knowledge manipulation; (ii) avoiding goal orientation increases knowledge sharing and manipulation; and (iii) proving goal orientation increases knowledge hiding and manipulation. Knowledge hiding is negatively related to employee creativity, particularly for employees with high social status. Knowledge manipulation is positively related to creativity, particularly for those with high social status. This study develops and validates a theoretical framework explaining the formative process and distinct outcomes of the multifaceted and strategic approaches to KMB at the individual level. Copyright © 2016 John Wiley & Sons, Ltd.