中日韩循环经济政策比较研究

在中国经济迅猛发展的同时，投资主导型的经济模式中环境保护要素的缺失导致我国工业化发展旱、中期的资源、能源约束、效率低下和浪费严重。在我国实施循环经济刻不容缓。循环经济政策是依据不同的社会、经济和环境条件而制定的。由于历史的原因，中日韩三国在地缘关系、政治传统、风俗习惯、文化教育等内在制度和外在制度彼此趋同，反映在循环经济政策的制定、执行上也有某些相似的地方。对三国循环经济的历史和现状进行比较研究，得出有益于我国的经验，无疑具有很重大的现实意义。采用制度变迁的基本理论作为指导，运用历史研究法、调查研究法等方法进行研究，对中日韩循环经济政策演变的历程进行系统梳理和比较，深入全面地考量其指导思想和举措的选择动机，系统广泛地从多方面研究中日韩循环经济政策。并将三者加以比较，以得出对我国循环经济的发展具有较强借鉴意义的经验，更好地推进循环经济在我国的发展。     

延吉市产业结构调整与知识产业发展

延吉市土地面积小 ,水土资源紧张 ,人口与环境压力较大 ,但智力资源丰富。延吉市已经形成以二、三产业为主导的产业体系 ,但产业内部存在结构性问题。文章认为产业结构调整与发展知识产业相结合是实现城市可持续发展的重要途径 ,进而探讨了延吉市产业结构调整思路 ,提出知识产业发展方向。     

钢筋混凝土旧工业厂房主体结构的改造加固风险研究

为探索钢筋混凝土旧工业厂房的改造与加固风险,进行了实地调研和基础理论研究,借助SPSS 22.0统计软件对32个二级指标进行筛选,确立6个方面29个指标的改造加固风险评价指标体系,运用结构方程模型（SEM）实证分析关键影响因素及其作用路径。研究结果表明:设计方案、结构特征和施工技术对改造加固风险具有影响;结构特征与设计方案之间的强关联形成了隐性且重要的风险路径。基于关键影响因素及因素间关联关系,对宝鸡市某U型厂房主体结构加固实例提出建议,为此类项目的改造施工提供理论依据。     

建筑安全事故防范认知与主体身份特征关系诊断研究

为进一步研究建筑安全主体的身份特征对建筑安全事故防范认知的影响,通过分析现有文献,对建筑安全主体身份特征、建筑安全管理认知、建筑安全技术措施认知和建筑安全事故防范认知4个因素分别进行探讨,并提出其相互之间的关系假设。基于结构方程模型(SEM)方法,构建由4个因子16个观测变量组成的指标体系。采用LISREL8.53软件,验证因子及观测变量之间的关系。个案研究结果表明,主体身份特征对建筑安全管理认知、安全技术措施认知和建筑安全事故防范认知具有较强的社会属性效应,主体身份特征通过建筑安全管理认知、安全技术措施认知对建筑安全事故防范认知的正效应也比较明显。重塑建筑安全主体社会属性、加强安全管理和技术措施教育,均能有效提高建筑安全事故防范认知。     

基于时变失效的桥式起重机结构可靠性分析

为提高我国起重机产品的安全可靠性水平,用时变可靠性理论分析桥式起重机金属结构。以桥式起重机金属结构为研究对象,时变可靠性理论为基础,研究桥式起重机金属结构的载荷时变可靠性模型和抗力时变可靠性模型,建立桥式起重机金属结构失效状态的时变可靠性数学模型。通过工程算例分析,揭示金属结构抗力随时间衰减与否对可靠度与失效概率的影响,得到不同金属结构抗力衰减系数下桥式起重机主梁金属结构可靠度和失效概率。探索桥式起重机金属结构时变可靠性安全评估方法。对比金属结构抗力衰减系数分别为0.000 2和0.000 3时的分析结果,发现金属结构系统的可靠性随金属结构抗力衰减系数的增加而降低。     

发展型心理契约视角下情感性组织安全文化对员工安全风险作用机理研究——基于国有煤炭企业的调研数据

为了探索情感性组织安全文化对员工安全风险的作用机理,从发展型心理契约视角出发,设计情感性组织安全文化、发展型心理契约及员工安全风险测度量表,采用结构方程方法分别构建了情感性组织安全文化对员工安全风险直接作用、间接作用和两种作用耦合情形下的作用模型。结果表明:"情感性组织安全文化"对"员工安全风险"有正向影响,"情感性组织安全文化"对"发展型心理契约"有显著正向影响,同时"发展型心理契约"对"员工安全风险"有显著正向影响;在以上直接作用和间接作用耦合情形下,"情感性组织安全文化"对"员工安全风险"不存在直接的正向作用,但"情感性组织安全文化"通过"发展型心理契约"对"员工安全风险"产生正向影响的效果更加显著。研究表明,通过情感性组织安全文化建设降低员工安全风险,融入促进员工发展型心理契约均衡因素,能起到事半功倍的效果。     

The dark side of socialization: How and when divestiture socialization undermines newcomer outcomes

This research examines the potential downsides of divestiture socialization. We theorize that supervisor behaviors and attitudes—that is, support for authenticity and creativity expectations—moderate the different stages of a model in which newcomers' authentic self‐expression mediates the negative effect of divestiture socialization on newcomer task performance, creativity, social integration, and job satisfaction. Specifically, supervisor support for authenticity allows newcomers to express their authentic self when faced with divestiture processes, and perceived supervisor creativity expectations enable them to deploy their authentic self‐expressions to enhance their creativity. A time‐lagged, multisource study of 142 newcomer—supervisor dyads provides support for these predictions, offering notable implications for theory and practice.     

Transformational leadership and creativity: A meta‐analytic review and identification of an integrated model

We conduct a meta‐analytic review that yields important insights about the existing research on transformational leadership and creativity. Additionally, we propose and test an integrated model using meta‐analytic structural equation modeling (MASEM) and full information MASEM (FIMASEM) techniques to better understand the intervening mechanism through which transformational leadership acts on creativity. The results of the meta‐analysis of 127 studies show that most of the bivariate relationships among transformational leadership, employee creativity, and pre‐identified mediators are significant; further, geographic base of studies significantly moderates some of the relationships. The MASEM results indicate that several mediators intervene in the relationship between transformational leadership and creativity. Although the total effect of transformational leadership on creativity is positive, its direct effect is negative when mediators are included. Additionally, there are significant relationships among the mediators that can be theoretically supported, but have not been investigated in prior transformational leadership and creativity studies. On the basis of these findings, we provide conclusions and directions for future studies.     

Restructured frame‐of‐reference training improves rating accuracy

The use of heuristic judgments is prevalent in organizations and negatively impacts accurate employee assessments. To minimize the negative impact of heuristic judgments (i.e., anchoring and adjustment), we aim to improve rating accuracy by restructuring frame‐of‐reference (FOR) training. We conducted five studies (N = 1,143) using different samples (three including participants with hiring experience), training environments (onsite and online), and rating contexts (evaluations of sales representatives, teachers, contract negotiation specialists, and retail store managers). Across the five studies, the average improvement in rating accuracy was at least twice as large for restructured FOR (vs. control) training as it was for typical FOR (vs. control) training; the difference in rating accuracy between restructured and typical FOR training was statistically significant. Furthermore, minimizing the anchoring effect rather than increasing opportunities for rating adjustments improved rating accuracy (Study 4). Finally, restructured FOR training achieved higher criterion validity (i.e., a higher strength of the association between ratings regarding a target and the target's objective performance) than did typical FOR training (Studies 3 and 5). We discuss implications for improving the effectiveness of diverse training programs and the accuracy of judgments in organizations.     

论南方稻田耕作制度的调整与改革

本文在比较全面、系统地总结改革开放１５年来，南方稻田耕作制度调整与改革所取得的成效的基础上，指出了目前南方稻田耕作制度存在的问题，提出了在新形势下南方稻田耕作制度调整与改革的对策和思路，对指导目前南方稻田耕作制度的改革具有重要参考价值．