Financial incentives,professional values and performance: A study of pay‐for‐performance in a professional organization

We investigated the effect of financial incentives on performance in a professional organization. Whereas agency theory treats tangible rewards such as money as a potentially powerful motivator for improving performance, the professional control perspective posits that the motivational effects of financial incentives will depend on the intended recipients attitudes toward the incentives relative to their professional values. The study setting was a large network of physician practices that adopted a financial incentive program to improve physician performance in the management of diabetic patients. Consistent with agency theory, performance did improve following the introduction of the incentive. However, consistent with the professional control perspective, physicians' psychologically based attitudes toward the incentive program regarding its impact on their own work autonomy and the importance of the performance goals moderated the effect of the incentive on performance. Study findings indicate that agency theory and professional control are complementary theoretical perspectives for understanding how professionals will respond to the imposition of performance‐related financial incentives. In terms of practice, pay‐for‐performance programs aimed at professional organizations should be designed to take into account the values and goals of an organization's professionals to maximize the effect of financial incentives on performance. Copyright © 2012 John Wiley & Sons, Ltd.     

Does process fairness affect job performance? It only matters if they plan to stay

Incorporating a social exchange perspective, we examined the joint impact of process fairness and turnover intentions on job performance. Results from two independent samples suggest that employee turnover intentions moderate relations between process fairness perceptions and employee job performance. Specifically, the positive effects of the two types of process fairness on performance were stronger for employees who planned to stay with the organization than for those who intended to leave. Copyright © 2012 John Wiley & Sons, Ltd.     

通用桥式起重机驾驶员操作可靠度研究

为有效改善桥式起重机驾驶员的操作水平,通过分析和确定这种起重机的工作流程,建立驾驶员基本动作序列。采用第二代人因可靠性分析(HRA)模型,按正常工作状态与紧急工作状态2种情况,对驾驶员操作可靠度进行全面、定量的分析与研究。结果表明,驾驶员操作可靠度定量研究中,重要的是要考虑起重机机型和基本操作动作序列、工作状态、动作时间、人机工效、作业环境等复杂因素。建立驾驶室人机工效定量分析与评价机制,加强驾驶员专业教育培训及考核制度、改善工作环境等技术措施,从根本上提高驾驶员操作可靠度等级,才能符合起重机械安全的发展趋势。     

热固性树脂对芳纶复合材制防弹性能的影响

采用环氧树脂对酚醛树脂进行改性,树脂的粘结强度明显提高,当环氧树脂含量保持在6％时,防弹复合板的防弹性能最优,复合板的安全裕度更高。而当树脂固含量在15％-25％,复合板的最大粘结力为37．8-40．1N,其中,当树脂固含量为20％时,防弹复合板的防弹性能最优。同时研究了增塑剂对复合板防弹性能的影响,结果显示,当增塑剂含量为15％时,防弹复合板的防弹性能最优。     

滚筒式制动试验台检验能力的比对试验及评价

制动性能是机动车安全技术性能检验工作中的重要项目,多采用滚筒反力式制动试验台.该种台试检验方法的评价指标较多,重复性不好,且影响检测结果的因素各异,因此其检验能力的比对试验及评价困难.通过比对试验的实施,讨论确定了进行比对的检测参量,分析了车辆技术状况变化对比对的影响.然后,分别采用经典统计法和稳健统计Z比分数方法对滚筒台式制动性能比对试验数据进行处理,对计算结果进行了分析讨论,并就结果的评价问题进行了进一步的探讨.本研究有助于促进和提升机动车安全技术检验机构的检验工作,对于保障道路交通安全具有积极地意义.     

袋式除尘器脉冲阀性能评价方法及选型计算

披露了“863”课题的最新研究成果.阐述了袋式除尘器脉冲阀喷吹性能的评价指标和评价方法,并从工程应用的角度提出了对脉冲阀清灰能力的评价方法,介绍了一种简便实用的脉冲阀选型计算方法,供设计选型时参考.     

住宅用通风换热器的研究

提出了一种自行加工设计的用于空调余热回收的通风换热器,并对该换热器的性能进行了实验研究.结果表明,该换热器具有换热效果好,阻力小的特点,说明其在实际应用中是可行的,也是有效的,是值得推广的空调节能技术.     

城市旅游绩效、要素结构与发展模式关联——基于49市的比照分析

论文基于11 000多条网络文本大数据,结合文本分析、重要性-表现性分析、聚类分析与方差分析、分块分析、TOPSIS等方法,从游客感知视角,对49座城市开展比照研究,探析城市旅游绩效与要素结构、发展模式之间的关联。研究发现：1）不同类型城市的旅游要素感知、认可分异相对稳定,将49市归纳为功能组、复合组、资源组、专业组。2）专业组、资源组旅游发展模式相对成熟,功能组次之,复合组较含混。旅游资源对感知网络具有催化作用,城市的核心特质更易引发游客认同。3）要素结构对城市旅游绩效有一定温和影响,发展模式是旅游绩效的主导因素。当前,城市旅游要素开发丰度和深度普遍不足,扩展旅游要素的感知面、加强核心要素的集聚性是提升旅游绩效的基本导则。4）资源禀赋不能单方面决定城市旅游绩效,旅游绩效与城市综合发展水平密切相关。     

Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations

The present study examines the effects of training and development on organizational innovation. We specifically suggest that the training and development investments of an organization affect its innovative performance by promoting various learning practices. We empirically tested our hypothesis by using time‐lagged, multi‐source data collected from 260 Korean companies that represent diverse industries. Our analysis showed that corporate expenditure for internal training predicts interpersonal and organizational learning practices, which, in turn, increase innovative performance. The data also revealed that the positive relationship between interpersonal and organizational learning practices and innovative performance is stronger within organizations that have stronger innovative climates. By contrast, investment in employee development through financial support for education outside an organization poses a significant negative effect on its innovative performance and no significant effect on learning practices. The present study provides a plausible explanation for a mechanism through which the investment of an organization in employees enhances its innovative performance. Copyright © 2013 The Authors. Journal of Organizational Behavior published by John Wiley & Sons, Ltd.     

超高效液相色谱-三重四极杆串联质谱法测定蜂蜜中吡咯里西啶类生物碱

建立了蜂蜜中5种吡咯里西啶类生物碱的超高效液相色谱-串联质谱测定方法.蜂蜜样品用50%甲醇超声提取,强阳离子交换固相萃取柱净化富集,超高效液相色谱-三重四极杆串联质谱MRM模式检测,外标法定量.以Waters BEH C18(100 mm×2.1 mm,1.7μm)色谱柱分离,以含0.1%甲酸的乙腈和0.1%甲酸水溶液进行梯度洗脱.倒千里光碱、千里光宁、千里光菲啉和野百合碱在0.2—100.0μg·kg-1,克氏千里光宁在1.0—200.0μg·kg-1的浓度范围内各化合物线性关系良好,相关系数r均大于0.999,定量限在0.2—0.8μg·kg-1之间.在3个加标水平下,空白基质蜂蜜中的5种生物碱的平均回收率为82.0%—110.0%之间,相对标准偏差(RSD)小于12.5%.方法准确可靠,适合于蜂蜜中吡咯里西啶类生物碱的测定.