Sense‐making of employment: on whether and why people read employment advertising

This paper suggests a process of sense‐making of “employment“ and identifies employment ads to be useful agents in this process. It is suggested that individuals read ads in surveillance of the employment market in addition to reading them to search for employment vacancies. Employment ads are suggested to be a forum for organizational self‐presentation that offers current information about the employment exchange as it is viewed by employers. Two exploratory studies are presented to support the thesis. Study 1 is an inductive survey of people's reading of employment ads, showing that people read ads even if they are not looking for a job because they view ads as a source of insight about the employment environment. Study 2 reviews the content of employment ads, showing them to convey prevailing elements of the idea of employment, namely that employment is an exchange of employee skills and responsibilities for organizational intrinsic and extrinsic rewards. Recognizing the individual need for sense‐making of employment, and identifying employment ads as a source of information about employment, opens up a new area for research and practice on recruiting, organizational self‐presentation, and sense‐making. Copyright © 2006 John Wiley & Sons, Ltd.     

Emotional appeal in recruitment advertising and applicant attraction: Unpacking national cultural differences

We investigated the impact of the type of emotional appeal (ego‐focused vs. other‐focused) used in recruiting advertisements on applicant attraction to firms through two experimental studies across three countries (the United States, China, and Singapore). In Study 1, we made a traditional cultural comparison between the United States and China, whose dominant cultural values are characterized by individualism and collectivism, respectively. We found applicants in the United States were more strongly attracted to firms whose recruiting advertisements were based on an ego‐focused emotional appeal, while applicants in China were more attracted to firms that used ads with an other‐focused emotional appeal. Study 2 was conducted in bicultural Singapore. We primed bicultural applicants to be either the individualistic or collectivistic aspect of their cultural heritage. Applicants with individualist priming were attracted to recruiting advertisements with an ego‐focused emotional appeal, whereas applicants with collectivist priming were attracted to advertisements with an other‐focused emotional appeal. In addition, both studies revealed that a job applicant's regulatory focus (promotion vs. prevention) mediated the influence of national culture on the relationship between type of emotional appeal and applicant attraction to firms. Practical implications and suggestions for future research also are discussed. Copyright © 2016 John Wiley & Sons, Ltd.     

On the relationship between objective increases in pay and employees' subjective reactions

This study explored whether two principles describe the relationship between the size of a pay increase (a bonus expressed as a percentage of current salary) and the attractiveness of that increase. Based on a sample of sales personnel (N = 639) and consistent with the constant proportion principle of the psychophysical law, pay increase attractiveness was unrelated to current salary level after controlling for the size of the percentage increase. In addition, at any given salary level, the relationship between the size of the increase and its attractiveness was curvilinear. The attractiveness of larger and larger bonus percentages continues to increase, but at a decreasing rate supporting the principle of diminishing returns.     

基于属性约简的绝缘节破损预测

准确的绝缘节破损预测能够保证铁路运输安全和经济效益。支持向量机算法能够处理轨道电路测试数据,对其进行分类,预测可能存在隐患的绝缘节,但支持向量机预测模型的原始样本多有冗余,基于此,提出了一种基于粗糙集和支持向量机的绝缘节破损预测模型。通过改进主分量启发式属性约简算法,降低样本维数,同时选用模拟退火算法完成SVM自动参数选优。实例分析和仿真结果表明,与单一支持向量机算法相比,属性约简后的粗糙集-支持向量机算法提高了分类器的分类性能,与采用网格搜索技术的SVM预测方法相比,模拟退火算法有效提高了SVM的预测精度。     

Sex differences in job attribute preferences

This study investigated the job attribute preferences of male and female MBA candidates. Participants were drawn from 27 different MBA programmes in the United States. Factor analysis of the job attributes questionnaire revealed three primary job attribute dimensions: (1) professional growth; (2) work environment; and (3) salary. Contrary to most previous research, females were found to place a greater emphasis on the professional growth dimension than did males. Males, on the other hand, placed greater emphasis on salary considerations. No sex difference was found in participants' ratings of the work environment job attribute dimension. Consistent with earlier research, women were found to place more importance on the calibre of colleagues than did males. In general, both males and females rated job attributes concerning job content as more important than job attributes concerning job context. These results are discussed with respect to earlier research findings. Finally, the generalizability of these findings to other occupational groups is discussed and managerial implications presented.     

城市燃气管网泄漏事故分析知识图谱构建及应用研究*

为深入认识燃气管网泄漏事故的发生发展机理,提高事故分析预测的自动化、智能化、数字化水平,利用知识图谱对燃气管网泄漏事故进行研究。在事故案例分析的基础上,从人-物-环-管的角度对燃气泄漏过程以及火灾爆炸次生事故的相关实体进行归纳梳理,对实体间的逻辑关系和非逻辑关系进行辨识,并对实体的属性进行分类,进而构建出较为全面的燃气管网泄漏事故知识图谱。在此基础上,搭建BP神经网络模型,基于已知实体或属性状态,预测相关联其他实体或属性的状态。研究结果表明:燃气管网知识图谱能够有效展示燃气管网泄漏事故发展的动态过程及相关要素,结合BP神经网络能够有效预测事故的发展路径及相关状态,从而提高燃气管网泄漏事故的分析预测水平与效率。     

基于粗糙集与遗传算法的航空器空中相撞事故因素分析

为高效准确挖掘航空器空中相撞事故与相应事故致因因素间的规律,利用事故数据,提出一种基于粗糙集和遗传算法的分析模型。首先运用粗糙集理论对SHELL模型提供的第一层次因素进行重要性程度排序,并确定其权重;然后分析事故中各环节的具体因素,结合遗传算法对这些子因素进行约简,约简时重点考虑重要度高的主因素,确定最终的事故因素及其决策规则;最后,实例分析得出导致事故的主要因素为机组违规、管制差错与违规、气象和空域。实例分析结果表明,该模型与算法能适应航空事故数据特点,能客观描述几个主要因素与事故发生之间的关联关系。     

火灾后混凝土结构损伤的属性识别

应用属性数学理论建立火灾后混凝土结构损伤程度评价的属性识别模型。选择影响火灾后混凝土质量的4个参数,如抗压强度损伤系数、抗渗透性损伤系数、爆裂损伤系数以及裂纹损伤系数等作为综合评判指标,通过构造属性测度函数以计算单指标属性测度和样本综合属性测度,应用置信度准则对火灾后混凝土样本的质量状况进行属性识别,从而建立了火灾后混凝土结构损伤程度综合评判的属性识别模型。在工程实例研究中,通过属性测度分析和计算,得到了火灾后混凝土样本损伤程度的评价结果,并分别与模糊综合评价和物元可拓评判法评价结果进行了比较,结果有较好的一致性。由于属性数学理论能很好地解决具有多个模糊属性问题的综合评价,且置信度准则是根据评价集具有有序性这一特点而提出的,因而可使评价结果更为可靠。     

Disentangling horizontal pay dispersion: Experimental evidence

Although horizontal pay dispersion has been explored extensively using cross‐sectional field methods, it has received little attention using the control available through experimental designs. Many of the questions relevant to pay dispersion research can be addressed by taking an individual‐level experimental approach because this allows for clean separation of pay policies and individual effects. In this paper, we hypothesize both the motivation‐based and affect‐based effects of pay dispersion policies and test our hypotheses with a sample of over 400 participants in a real‐pay, real‐effort experiment. Results of the experiment provide support that two pay dispersion‐related pay policies, performance‐based pay dispersion and allocation criteria, have unique effects. Whereas motivation and performance effects are direct, pay satisfaction and interest in continuing work effects are the result of interactions, incorporating the performance level of workers. In follow‐up analyses, we find evidence that the temporal nature of responses to pay dispersion should be incorporated into future studies of pay dispersion.     

Modulation of attention and urgent decisions by affect-laden roadside advertisement in risky driving scenarios

In road safety literature the effects of emotional content and salience of advertising billboards have been scarcely investigated. The main aim of this work was to uncover how affect-laden roadside advertisements can affect attention – eye-movements – and subsequent risky decisions – braking – on the Honda Riding Trainer motorcycle simulator. Results indicated that the number of fixations and total fixation time elicited by the negative and positive emotional advertisements were larger than the neutral ones. At the same time, negative pictures got later gaze disengagement than positive and neutral ones. This attentional capture results in less eye fixation times on the road relevant region, where the important driving events happen. Finally, the negative emotional valence advertisements sped up braking on subsequent risky situations. Overall results demonstrated how advertisements with emotional content modulate attention allocation and driving decisions in risky situations and might be helpful for designing roadside advertisements regulations and risk prevention programs.     

Ports’ service attributes for ship navigation safety

The purpose of this paper is to discuss the service attributes of ports for ship navigation safety. Based on the relevant literature and the features of ship navigation in ports, the service attributes of ports for ship navigation were first investigated. A fuzzy AHP model was then used to identify those attributes from shipmasters’ perspectives. Finally, a Dissatisfaction Attitude (DA) index was used to determine the attributes’ priorities, by which the port authorities may make policies for improving ship navigation safety. As an empirical study, the shipmasters berthing their ships in Kaohsiung Port were surveyed to validate the model. The result constructs 19 port service attributes (SAs) for ship navigation safety, in which, the shipmasters place more emphasis on the SAs of operators’ professional literacy, including the marine pilot’s professional and English communication abilities, the VTC (Vessel Traffic Center) regulator’s professional and English communication abilities, and the tugboat driver’s skills. While, for Kaohsiung Port, currently, the traffic control of fairway is the most important aspect to be improved. The theoretical and managerial implications of the findings for port authorities in improving ship navigation safety are discussed.     

An assessment of attraction toward affirmative action organizations: investigating the role of individual differences

Our study investigated applicant characteristics in response to organizations incorporating an affirmative action policy (AAP) statement in recruitment material. Study participants (N = 217; White upper‐level management students) randomly received recruitment material containing one of three statements (e.g., affirmative action, equal employment opportunity (EEO), or no statement regarding affirmative action or EEO) and were asked to evaluate the attractiveness of the organization publicizing the designated policy. Results indicated that individuals responded negatively to AAPs in recruitment material because of prejudice attitudes, the perceived unfairness of such programs (which we relate to equity sensitivity), or in an attempt to protect their own self‐interest (which we relate to general self‐efficacy). Additionally, individuals' equity sensitivity and general self‐efficacy both moderated the relationship between racial prejudice and organizational attractiveness. Specifically, the negative relationships between participants' prejudice attitudes and the attractiveness of organizations publicizing an affirmative action policy were stronger for benevolents (persons tolerant of situations where they are under‐rewarded) and for persons low in self‐efficacy. Implications of our findings for organizational recruitment practices are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

2类礼貌属性消防安全标语的眼动行为规律研究*

为研究不同礼貌属性消防安全标语的眼动行为规律,采用眼动技术对个体在阅读标语过程中的眼动行为进行记录,并对实验数据进行统计分析。研究结果表明:在注视次数和总注视时间上,不礼貌属性标语大于礼貌属性标语,在首次注视时间上2者未存在显著差异;在阅读路径上,不礼貌属性标语的路径更长且回视现象更多;在关键词方面,结果导向关键词的注视时间和次数大于行为指导类关键词,其中恶性结果导向关键词最大。     

建筑安全事故应急措施推理研究

为了加强对建筑安全事故历史案例经验的利用,提高建筑安全事故应急管理的信息化水平,对如何利用智能化技术制定事故应急措施进行研究。将规则推理引入案例推理中,建立了建筑安全事故应急措施推理模型。通过计算综合相似度,在案例库中检索出相似案例的基础上,根据关键属性运用规则推理对相似案例的应急措施进行适用性修改。计算特征属性权重时,利用灰色关联分析法对传统粗糙集方法进行改进,对冗余属性提出了灰色重要度的概念,避免了冗余属性权重为0的情况。选取基坑事故案例对模型进行实例分析,结果表明:建筑安全事故应急措施推理模型具有普遍适用性,可应用于事故应急管理。     

基于灰关联度的事故聚类分析

事故是来自系统和环境的风险 ,危害人类的生产、生活和生存活动。对事故进行科学分类是安全管理和事故处理的重要基础。笔者针对现行事故等级分类标准的不足 ,分析了事故造成的人员伤亡和经济损失等多属性特征 ;通过灰关联度确定了各属性指标的不同权重 ,定义了事故间的加权欧氏距离 ;根据事故属性指标的相似度 ,利用聚类分析对事故进行了分类 ;以 2 0 0 3年全国发生的 14起特别重大事故为例进行了实证分析。提出的事故分类思想和方法 ,综合考虑了事故所造成的损失 ,理论严谨、方法实用有效 ,可作为政府有关部门进行事故分类和事故处理的决策依据。     

信息资源共享系统可靠性模型的研究

信息资源共享系统可以充分利用信息的传递性、共享性,支持异地协同工作,使人们获取信息更为经济、便利、迅速。信息资源共享系统有其自身的脆弱性,系统安全可靠是最重要、最基本的需求。提高系统可靠性,预防不可靠因素是信息资源共享系统设计的关键之一。笔者提出了信息资源共享系统可靠性的概念。由信息资源共享系统可靠性理论导出信息资源共享系统可靠度,建立了信息资源共享系统可靠性优化的多目标数学规划模型。为信息资源共享系统可靠性建立了定量分析方法。最后以可靠度、成本和时间3个优化目标为例,进行了计算、分析。为信息资源共享系统可靠性设计提供了新方法。     

Estimating the value of life and injury for pedestrians using a stated preference framework

IntroductionThe incidence of pedestrian death over the period 2010 to 2014 per 1000,000 in North Cyprus is about 2.5 times that of the EU, with 10.5 times more pedestrian road injuries than deaths. With the prospect of North Cyprus entering the EU, many investments need to be undertaken to improve road safety in order to reach EU benchmarks.MethodWe conducted a stated choice experiment to identify the preferences and tradeoffs of pedestrians in North Cyprus for improved walking times, pedestrian costs, and safety. The choice of route was examined using mixed logit models to obtain the marginal utilities associated with each attribute of the routes that consumers chose. These were used to estimate the individuals' willingness to pay (WTP) to save walking time and to avoid pedestrian fatalities and injuries. We then used the results to obtain community-wide estimates of the value of a statistical life (VSL) saved, the value of an injury (VI) prevented, and the value per hour of walking time saved.ResultsThe estimate of the VSL was €699,434 and the estimate of VI was €20,077. These values are consistent, after adjusting for differences in incomes, with the median results of similar studies done for EU countries. The estimated value of time to pedestrians is €7.20 per person hour.ConclusionsThe ratio of deaths to injuries is much higher for pedestrians than for road accidents, and this is completely consistent with the higher estimated WTP to avoid a pedestrian accident than to avoid a car accident. The value of time of €7.20 is quite high relative to the wages earned.Practical applicationsFindings provide a set of information on the VRR for fatalities and injuries and the value of pedestrian time that is critical for conducing ex ante appraisals of investments to improve pedestrian safety.     

Lying in negotiations: how individual and situational factors influence the use of neutralization strategies

Lying in negotiations can cause negative emotions, so participants may use neutralization strategies to reduce these feelings. We conducted a 2 (ethical versus non‐ethical climate) × 2 (low versus high negative consequences) experiment to examine how individual and situational factors affect the use of three such strategies: minimizing the lie, denigration of the target, and denial. Lying, psychological distress, and self‐perceived moral attributes were measured as non‐manipulated independent variables. One hundred and ninety‐two MBA students participated in a business negotiation in which they were provided with incentives to lie. As predicted, higher distress was associated with greater denial of lies. In addition, climate and consequences interacted to affect minimization and liars engaged in less minimization than did participants who merely concealed information. Climate and moral attributes interacted to affect denigration. We believe these findings support further study of neutralization strategies in the workplace. Copyright © 2005 John Wiley & Sons, Ltd.     

Relocation attitudes and adjustment: A longitudinal study

This study identified correlates of attitude toward an impending employer-initiated relocation, then followed up by predicting post-transfer attitude and adjustment difficulty in the same sample. Predictors suggested by past research on mobility attitudes (i.e. demographic characteristics and attributes of the pre-move location) were less important in explaining pre-move attitude toward the transfer than were expected attributes of the new location. After the move, experienced aspects of the new location such as role ambiguity, degree of advancement, and community and job satisfaction were the strongest predictors of overall post-move attitude and adjustment difficulty. In many cases, pre-move expectations about attributes of the new location were not related to affect or adjustment after the move, suggesting that pre-move expectations may have been inaccurate. Implications for theory, research, and organizational practice are discussed.