雌二醇对生物体内分泌系统毒性作用机制的研究

雌二醇可扰乱生物体内激素的正常分泌,对生物体生殖发育、神经系统及免疫系统造成损伤。本文通过查阅大量文献,结合临床试验及动物试验,研究了雌二醇干扰生物体内分泌系统的作用机制,结果发现:持续大剂量的雌二醇可显著扰乱动物体的内分泌系统;脂溶性的雌二醇不易被降解,在人体内也没有特定的代谢途径,因此微量的雌二醇即可在体内蓄积进而对机体造成损伤。     

生态环境导向的开发(EOD)投融资模式创新需求

生态环境导向的开发模式是解决传统生态治理项目公益性强而经济效益较差的重要手段。本研究总结了“EOD+PPP”模式、投资人+EPC模式、ABO模式、政府专项债券和创新型贷款模式等五项模式的特点与应用案例,并从地方政府支出角度剖析了各种模式的适用条件。本文认为,当前 EOD模式的运行难点包括:产业培育周期较长,投资回报不确定性较大;开发存在诸多风险因素,缺少标准化制度体系;金融机构缺乏积极性,配套投融资考评体系建设不足。最后提出 EOD模式创新的政策建议,通过关联产业一体化实施、协同生态价值实现机制、强化风险管控评估、规范应用投融资模式为完善EOD投融资模式创新提供思路。     

Is being a leader a mixed blessing? A dual‐pathway model linking leadership role occupancy to well‐being

Recent leadership research has drawn greater attention to how the well‐being of leaders influences leadership behaviors, follower performance and well‐being, and overall leadership effectiveness. Yet little attention has been paid to the relationship between occupying leadership positions and job incumbents' well‐being. This research addresses this question by developing and testing a dual‐pathway model. Our model proposes that incumbency in leadership positions is positively related to high levels of both job demands and job control, whereas job demands and job control have offsetting effects on well‐being. Results based on a longitudinal sample revealed that employees who transitioned from nonleadership positions to leadership roles showed trajectories of increasing job demands and job control, whereas such trends were weaker among those who remained in nonleadership positions. Findings from three additional samples generally demonstrated that leadership role occupancy was indirectly related to various indices of psychological and physiological well‐being through job demands and job control. Because the signs of the indirect effects through job demands and job control differed in expected ways, the overall relationship between leadership role occupancy and the well‐being outcomes was generally small and nonsignificant. We discuss research and practical implications of our framework and findings for organizations, employees, and leaders.     

Retiring: Role identity processes in retirement transition

Retirement transition has become a prolonged process of adaptation, including changes in role identity. However, there is a dearth of research on the process by which retirees cope with the role transition, including how pre-retirement role identities shape the transition, the forms of identity work undertaken by retirees, and the unfolding nature of retirement transition. In an in-depth qualitative examination of the transition process, we identify pre-retirement role identity profiles based on work and nonwork role identities. We then examine how pre-retirement role identities influence the transition process, including the nature of identity work in transition and the transition pathways demonstrated by retirees. Our findings provide insights into strengths and limitations afforded by pre-retirement identities: They facilitate agentic coping in which retirees shed old and adopt new identities but also impose inertia and prolong the transition until identity crises force the retirees to undergo identity exploration and adoption of new identities.     

Enhancing employees' duty orientation and moral potency: Dual mechanisms linking ethical psychological climate to ethically focused proactive behaviors

Based on social cognitive theory (SCT), we develop and test a model that links ethical psychological climate to ethically focused proactive behavior (i.e., ethical voice and ethical taking charge) via two distinct mechanisms (i.e., duty orientation and moral potency). Results from multi-wave field studies conducted in the United States, Turkey, France, Vietnam, and India demonstrate that an ethical psychological climate indirectly influences employees' ethical voice and ethical taking charge behaviors through the dual mechanisms of duty orientation and moral potency. Additionally, we find that individuals' moral attentiveness strengthened these mediating processes. Together, these findings suggest that ethical psychological climate is an important antecedent of ethically focused proactive behavior by stimulating individuals' sense of duty and enhancing their moral potency, particularly when employees are already highly attuned to moral issues.     

COVID-19 and individual performance in global virtual teams: The role of self-regulation and individual cultural value orientations

Since the onset of the COVID-19 pandemic, global virtual teams (GVTs) have become increasingly important. Drawing on conservation of resources theory and self-regulation theory, we examined the mechanism and process underlying individuals' performance in GVTs in this specific situation. We posit that the local severity of the pandemic has a negative effect on individuals' performance in GVTs and that self-regulation functions as a coping mechanism in times of pandemic-related ambient stress, reducing its negative effect on performance. We suggest that three cultural value orientations, that is, uncertainty avoidance, collectivism, and long-term orientation, explain different levels of self-regulation, which in turn moderates the relationship between the local severity of the pandemic and individual performance in GVTs. Based on a sample of 2727 individuals from 31 countries participating in an international business consulting project during the early stage of the unfolding pandemic, we show that (a) the local severity of the pandemic had a negative effect on individuals' performance, (b) the negative effect of the pandemic on performance is weaker for individuals with high self-regulation, and (c) uncertainty avoidance and long-term orientation are positively associated with self-regulation, which mediates the moderating relationship between the cultural value orientations and the relationship between the COVID-19 pandemic and individual performance in GVTs.     

旅游发展价值取向与制度变革：美国国家公园体系的启示

通过对旅游发展的价值取向与管理体制分析发现,美国国家公园体系让国民享受到保护较好的遗产资源和舒适生态的游憩环境,国家公园提供的国民精神教育与实在的公益性服务提高了国民的凝聚力。相比而言,我国国家级保护区体系缺乏统一协调的发展理念、管理部门职能交叉、法律基础薄弱、管理及维护经费无稳定保障、公共服务意识缺失。因而,我国必须改变保护区内以经济利益为核心的旅游发展价值取向,建议对现有制度作如下调整：严格规范准入机制,重新梳理国家级保护区名录;完善现有立法,切实保护各类具有国家意义的遗产资源;逐步推进大部门体制改革,形成统一化管理的国家级保护区体系;启动淘汰机制限制保护区的数量扩张,将中央财政集中到确需保护的保护地;推出原住民资助计划,推进文化保护与社会公平;提高保护区体系从业人员素质,为各保护区建立具有科学性和教育性的解说系统,发挥国家级保护区体系对国民精神教育的重大作用.     

The Roles of Countrywomen in Controlling Non-point Source Pollution

The main causes of non-point source pollution in Taihu Lake are the improper ways of crop production, animal husbandry, and daily runoff. The paper discusses the relationship between countrywomen and non-point source pollution control by 731 questionnaires in Weidu village and 466 questionnaires in Dapu Town. The roles of countrywomen have changed in families and they have close relationship with non-point source pollution. Furthermore, we discuss the possibility and methods of organizing countrywomen in non-point source pollution control.     

体育运动对提高大学生社会适应能力的作用

体育运动的社会特性毋庸置疑是提高人的社会健康水平，同时，人在体育运动时，既要定位与合作，又存在相互竞争的现象。这对提高大学生的社会适应能力具有一定的积极意义。     

Learning disability and leadership: Becoming an effective leader

This study investigates learning disability (LD) as an individual‐differences variable predicting leadership emergence, role occupancy, and effectiveness. We hypothesize that individuals with LD are less likely to occupy leadership roles, and that informal group processes (leadership emergence) will mediate the relationship between LD and leadership role occupancy. We also hypothesized that, among leaders promoted and selected for leadership training, there would be a negative relationship between LD and effective leadership. We first checked for LD in a sample of 1076 soldiers, measuring cognitive ability with a geometric‐analogies test as a control. Some months later, during the soldiers' basic training, we measured leadership emergence. We then identified those who were selected for leadership training, recording, and measuring their effectiveness according to supervisory and peer evaluations. Leadership emergence was found to mediate the negative relationship between LD and leadership role occupancy. There were no significant differences among leaders (n = 308) with and without LD in regard to leadership effectiveness. Copyright © 2013 John Wiley & Sons, Ltd.