Bridge building within the province of proactivity

The research questions posed in this study highlight the importance of valuing proactivity in both prompting an individual to engage in proactive behavior and encouraging the expression of that behavior. We integrate a variety of constructs from the proactivity literature to gain a deeper understanding of proactive behavior as it relates to proactive motivation and supervisory performance evaluations. First, we draw upon self‐determination theory, expectancy–value theory, and the recent integration of the proactive motivation literature to hypothesize that proactive behavior is predicted by the interaction of “can do” and “reason to” proactive motivational states. Second, on the basis of performance theory, we hypothesize that the relationship between proactive behavior and performance depends upon the extent to which the supervisor values proactivity. Specifically, we argue that supervisors with proactive personalities are more likely to value and reward subordinate proactive behavior than passive supervisors. Results provide support for both of our hypotheses. Interestingly, results show that proactive behavior did not result in negative consequences but rather that there was a cost (i.e., lower performance rating) for not taking charge for employees with proactive supervisors. Copyright © 2012 John Wiley & Sons, Ltd.     

You think you are big fish in a small pond? Perceived overqualification,goal orientations,and proactivity at work

Overqualification denotes situations in which job incumbents have higher qualifications than those required for the job. Drawing on the self‐regulatory perspective, we proposed that employees' perception of overqualification positively affects their proactive behavior through the mechanism of role‐breadth self‐efficacy and that this indirect effect is moderated by employees' goal orientations. We tested our hypotheses through two studies. In Study 1, we found that perceived overqualification had a positive indirect effect on employees' proactive behavior through role‐breadth self‐efficacy using a sample of 323 salespeople with a cross‐lagged panel design. In Study 2, the multi‐wave and multi‐source data from 302 teachers confirmed the indirect effect and indicated that performance goal orientation and learning goal orientation moderated the indirect relationship. Copyright © 2015 John Wiley & Sons, Ltd.     

重庆市可持续发展指标体系的设计和评价

本文从可持续发展目标出发,建立反映重庆市可持续发展的存量,质量,结构与变动度指标体系,应用层次分析法,模糊综合评判法及功效系数法对重庆市可持续发展进行了定量分析,并确定了可持续发展的满意值和不允许值。力图为重庆市可持续发展指标体系的评价和理论研究提供一套可行的方法。     

自镇流荧光灯如何实现节能设计

本文从荧光粉的选择,荧光粉比例的调配,生产工艺的改进,镇流器的调试等方面,介绍了提高自镇流荧光灯（节能灯）光效和光通量的设计思路,并用实例证明了所例举设计方法的有效性。     

基于功效系数法的特种设备宏观安全风险评价模型

为掌握特种设备的整体风险水平,明确监管方向和重心,基于幂函数型功效系数法,建立特种设备的宏观安全风险评价模型。应用模型研究全国特种设备的宏观风险,然后将其作为基准衡量北京地区电梯的风险水平。结果表明:应用特种设备宏观安全风险评价模型,可计算分析特种设备的整体风险,实现不同种类设备风险的横向对比;将气瓶的宏观风险作为风险的标准当量,可实现国家、地区、企业同类设备风险的纵向对比,有助于促进政府和企业的监管决策工作。     

人工湿地对有机污染物的去除效果与动态特征

通过对荣成人工湿地污水处理系统1999年1月至2004年12月间监测数据进行分析,确定系统的处理效果及有机污染物去除效果的动态特征。结果表明,人工湿地对SS、COD、BOD5均有很好的去除效果,出水质量浓度分别为27.6±6.6、90.0±12.5和22.7±4.3 mg.L-1,去除率分别为73.9%、63.8%和72.5%。大肠菌群、粪大肠菌群去除率分别为99.7%和99.6%。对NH4 -N和TP去除效果较差,出水质量浓度分别为11.2±2.7和2.03±0.29 mg.L-1,去除率分别为45.1%和30.2%。BOD5、COD的去除效果和季节变化有一定关系,每年的4—7月BOD5去除效果最佳,1月和12月去除效果最差。COD的去除效果每年6月和7月最高,1月和12月最低。分析BOD5、COD和SS去除效果的年际变化发现,BOD5和COD年平均去除率从1999年到2004年有增加的趋势。     

重复再生混凝土性能和环境影响研究

基于生命周期评价方法,考虑混凝土重复再生利用的环境影响分配,对重复再生混凝土的性能和环境影响进行研究,并基于功效系数法优化出混凝土最佳重复再生次数.研究结果表明,再生混凝土的坍落度,强度和电通量随着重复再生循环次数的增加而下降,经3次重复再生后,混凝土28d立方体抗压强度为33.3MPa,满足设计要求,而坍落度和电通量与普通混凝土相比,分别减小和增大了38.9%和85.7%;混凝土材料的生态效率随着混凝土重复再生次数的增加而提高,混凝土材料的GWP、CED和CMR的值均随着混凝土重复再生次数的增加而降低,降低幅度从高到低依次为：CMR > GWP > CED;综合考虑混凝土的坍落度,混凝土抗压强度、电通量、GWP、CED和CMR等6个指标,4种混凝土配合比情景中,混凝土总功效系数从高到低依次为：一次再生混凝土 > 二次再生混凝土 > 三次再生混凝土 > 普通混凝土.     

Juggling work and family responsibilities when involuntarily working more from home: A multiwave study of financial sales professionals

Using multiwave survey data collected among 251 financial sales professionals, we tested whether involuntarily working more from home (teleworking) was related to higher time‐based and strain‐based work‐to‐family conflict (WFC). Employees' boundary management strategy (integration vs. segmentation) and work–family balance self‐efficacy were considered as moderators of these relationships. Data were collected one month before, three months after, and 12 months after the implementation of a new cost‐saving policy that eliminated employees' access to office space in a centralized work location. The policy resulted in employees being forced to work more from home. A voluntary telework program had been in effect before the new policy, implying that working more from home as a result of the new policy was involuntary in nature. Results revealed that involuntarily working more from home was associated with higher strain‐based WFC but not higher time‐based WFC. However, moderator analyses revealed that the positive association between involuntarily working more from home and both types of WFC was significantly stronger among employees with weaker self‐efficacy in balancing work and family. Boundary management strategy had no detectable moderating effect. Copyright © 2015 John Wiley & Sons, Ltd.     

Summary of efficacy evaluations using aerially applied Gypchek® against gypsy moth in the U.S.A.

Abstract

Gypchek^®, the gypsy moth (Lymantria dispar L.) nucleopolyhedrosis virus product, is manufactured by the United States Department of Agriculture (USDA) Forest Service, and Animal and Plant Health Inspection Service under controlled conditions in a laboratory strain of gypsy moth larvae. Gypchek was registered with the U.S. Environmental Protection Agency in 1978 as a general use pesticide to control gypsy moth. This product has been the subject of intense research and development targeted toward maximizing efficacy while minimizing the cost of production and application. The current Gypchek tank mix is applied at 1.25 × 10¹²occlusion bodies (OB's) per hectare for each of two applications (3‐days apart) at 18.7 litres/ha per application.     

Rewards and employee creative performance: Moderating effects of creative self‐efficacy,reward importance,and locus of control

The effects of extrinsic rewards on creative performance have been controversial, and scholars have called for the examination of the boundary conditions of such effects. Drawing upon expectancy theory, we attend to both reinforcement and self‐determination pathways that reveal the informational and controlling functions of creativity‐related extrinsic rewards. We further identify the individual dispositions that moderate these two pathways. Specifically, we propose that extrinsic rewards for creativity positively predict creative performance only when employees have high creative self‐efficacy and regard such rewards as important. We likewise propose that extrinsic rewards positively affect the intrinsic motivation of employees with an internal locus of control, thus enhancing their creative performance. Results based on a sample of 181 employee–supervisor dyads largely supported these expectations. The current analysis enriches the creativity literature by combining different perspectives in a coherent framework, by demonstrating the positive effects of extrinsic rewards on intrinsic motivation, and by demonstrating that the rewards–creativity relationship varies across employees depending on their individual differences. Copyright © 2014 John Wiley & Sons, Ltd.