灾区医疗队生存和救治中的问题及对策

针对灾区医疗队生存和救治工作中存在的问题，提出了解决办法，包括吃、住、行及救治等方面。     

He thought,she thought: The importance of subjective patterns to understanding team processes

Teams are often described using the mean and variance of their member's characteristics. Recently, research has advanced this paradigm by beginning to explore the importance of patterns of team member perceptions regarding themselves, their teammates, and their teams. We highlight this work and suggest several directions for future research. Copyright © 2016 John Wiley & Sons, Ltd.     

建立应急救援公司的可行性研究

目前,我国企业比较分散,生产安全形势严峻。通过对应急救援现状分析,发现我国现有的应急救援组织不足以应对所有事故的应急救援,而且缺乏综合性应急救援能力,从而不能有效地防止一些事故的扩大。根据面临的这些情况,提出建立应急救援公司的构想。在对应急救援公司进行概述后,分析了其与专业应急救援队伍的区别与联系。为了能够突出应急救援公司的重要性,从法制化建设、市场需求、可操作性和政策支持及经费保障等方面对建立应急救援公司的可行性进行分析,并阐述了其现实作用。结果表明,应急救援公司的建立在一定程度上可以有效地解决应急救援人员不足、应急能力不高等问题,优化我国应急救援队伍结构,促进应急救援水平的提高。     

我国地方生态环境规划院（所）建设情况与发展展望

环境规划队伍是环保铁军的重要一员,随着生态文明建设和生态环境保护工作不断深入,我国环境规划院（所）建设逐步从无到有,人才队伍逐步发展壮大,支撑生态环境保护综合决策能力日益提高。本研究面向各省（区、市）及部分副省级城市环境规划院（所）开展了问卷调查,分析我国环境规划研究队伍和机构建设现状,围绕管理制度、市场发展、人才培养、交流合作等方面对未来发展进行展望。     

Reflexive governance: exploring the concept and assessing its critical potential for sustainable development. Introduction to the special issue

ABSTRACT

Elaborated in publications on transition management, sustainability governance and deliberative environmental governance, ‘reflexive governance’ addresses concerns about social-ecological vulnerabilities, flawed conceptualisations of human-nature relations fragmented governance regimes and conditions for a sustainability transition. Key barriers to reflexive government include unavoidable politics; the influence of broader discursive systems that shape actors’ strategic interests; and structural and deliberate limitations to the range of admitted epistemological understandings, normative perspectives and material practices. Against this background, the contributions to the special issue provide novel conceptual linkages between reflexive governance and boundary objects, intercultural dialogue, conflict management heuristics, discourse linguistics, theories of the policy cycle and reflexive law, network and learning theories, and Lasswell’s ‘developmental constructs’. Based on the contributions, we identify five inherent conceptual tensions of reflexive governance: between the openness of horizontal learning processes and the desired direction towards sustainable development; between reflexive governance as a normative or procedural concept; between expected learning orientations and other, strategic orientations; between governance as a precondition for reflexivity and reflexive learning as a precondition for reorganized governance structures; and between reflexivity as an open-ended, evolutionary process and the need to strategically defend the space for reflexivity against powerful groups with an interest in the status quo.     

Convergence and emergence in organizations: An integrative framework and review

In reaction to the growing attention to connecting individual‐level and unit‐level constructs, we first briefly review emergence terminology and theories that address the dynamic process by which a higher‐level phenomenon emerges from lower‐level elements. Next, we review the extant theory and research on emergence and convergence in organization science using an organizing framework that simultaneously considers the content area of lower‐level elements, the emergent factors, and the target of the emergent property. In addition to organizing and bridging current literature on emergence and convergence, gaps of existing research and new directions for future research, including compilation and divergence, are identified. Copyright © 2015 John Wiley & Sons, Ltd.     

The challenge of being a young manager: The effects of contingent reward and participative leadership on team‐level turnover depend on leader age

Effective leadership requires a leader claiming as well as team members granting the leadership position. Contingent reward and participative leadership may both facilitate this mutual process. However, these behaviors differ in the degree to which they require a leader to have status and be prototypical. Their effectiveness might thus depend on the status‐related characteristics of the leader. In this respect, we propose that younger leaders, by deviating from the leader prototype in terms of age, lack a natural status cue, which will determine the effectiveness of these two leadership behaviors in shaping turnover. Two pilot studies (N = 113 and 121 individuals) confirm that younger leaders are perceived as less prototypical and to have lower status than older leaders. Examining 83 work teams, we show that leader age differently moderates the effects of contingent reward and participative leadership on time‐lagged team turnover. For younger (compared with older) leaders, contingent reward was effective as illustrated by decreased voluntary turnover and increased involuntary turnover, whereas participative leadership, which was associated with increased voluntary turnover and decreased involuntary turnover, was ineffective. These findings point to the importance of incorporating natural status cues of leaders for understanding the effectiveness of different leadership behaviors. Copyright © 2016 John Wiley & Sons, Ltd.     

基于ArcSDE的地震紧急救援数据库建设

提出了建设地震紧急救援数据库的必要性,阐述了地震紧急救援数据库的建设目标,分析了ArcSDE的基础原理,以四川省紧急救援队为例,介绍了利用ArcSDE技术构建地震紧急数据库的建设方法。     

Team creativity/innovation in culturally diverse teams: A meta‐analysis

This meta‐analysis investigates the direction and strength of the relationship between diversity in culturally diverse teams and team creativity/innovation. We distinguish the effects of two diversity levels (i.e., surface level vs. deep level) in culturally diverse teams and examine the moderators suggested by the socio‐technical systems framework (i.e., team virtuality and task characteristics in terms of task interdependence, complexity, and intellectiveness). Surface‐level diversity in culturally diverse teams is not related to team creativity/innovation, whereas deep‐level diversity in culturally diverse teams is positively related to team creativity/innovation. Moreover, surface‐level diversity in culturally diverse teams and team creativity/innovation are negatively related for simple tasks but unrelated for complex tasks. Deep‐level diversity in culturally diverse teams and team creativity/innovation is positively related for collocated teams and interdependent tasks but unrelated for noncollocated teams and independent tasks. We discuss the theoretical and practical implications.