促进农村居民消费需求扩张的对策分析

通过对影响我国农村居民消费需求不足的原因分析，认为我国农村居民收入水平偏低且增长缓慢是导致需求不足的关键因素。此外商品有效供给不足、农村的消费观念、消费环境和农村居民的文化素质也在一定程度上影响了农村居民的消费需求。     

The Subjective Rating Scales for Measurement of Mental Workload—Thurstonian Scaling

Subjective rating scales for measuring work demands and individual capabilities to cope with work requirements were developed using the Thurstonian procedure. The scales measure six dimensions of mental workload: mental difficulties, feeling of responsibility, awareness of risk, interpersonal conflicts, monotony, and time pressure. Individual scale results make it possible to assess the level of mental workload understood as a relation between the subjective rating of work demands and individual capabilities in each of the six dimensions. Two versions of scales were prepared: classic and modified ones. To assess the level of reliability of the particular scales, 481 participants were examined twice at a 1-month interval. A procedure to prepare scales for the measurement of other dimensions of mental workload is also presented.     

WATER USE RELATIONSHIPS AND PROJECTION CORRESPONDING WITH REGIONAL GROWTH,SEATTLE REGION1

ABSTRACT: The paper outlines both the methods used and the results obtained in a study of the demand for municipal and industrial water for the Seattle region. The study was made as part of a regional water management study program, one objective of which is to “… identify, quantify, and set priorities for all current and future water uses …”. A basic concept in the study of municipal and industrial water use is that the demand for water is derived from the demand for output and the direct services that water provides. Principal characteristics of the study are: (1) Water use is studied by type - residential, commercial, industrial and public -with identification of factors affecting each; (2) Water demands are studied by season as well as on an annual basis; (3) Projections of future water use are tied directly to projections of economic change in the service area; and (4) The effects of alternative policies on water use are estimated. Water use levels are projected under alternative regional growth assumptions provided by the Puget Sound Governmental Conference, a regional planning agency. Thus, the water use planning is consistent with other regional planning programs in this respect. The results can be varied according to changes in specific factors affecting water use. The factors considered in the present study include: single-family residential lot size, distribution of population between single- and multi-family units, per capita water use by multi-family unit residents, and industrial and commercial water use per employee. An income elasticity of demand was estimated for single-family residential water use.     

Factors influencing perceptions of aquatic ecosystems

While factors influencing perceptions of drinking water have been well studied, those of aquatic ecosystems have been to lesser extent. We conducted a review to improve awareness of these factors. Environmental factors found to influence public perceptions of aquatic ecosystems were presence/absence of water plants and algae, presence/absence of floating debris, the odor, movement (for flowing waters) and clarity/turbidity of the water, and the type, condition, setting, naturalness, and overall aesthetic appeal of the ecosystem. Sociocultural factors found to influence public perceptions of aquatic ecosystems included age, education, gender, and place-based knowledge. We provide perspectives of how managers can better meet the diverse social demands placed on aquatic ecosystems. The importance and benefits of considering these perspectives may be especially beneficial where significant multi-generational and culturally relevant place-based knowledge exist.     

Beyond depletion: Daily self-control motivation as an explanation of self-control failure at work

The organizational self-control literature usually applies resource perspectives that explain self-control failure at work by depletion of self-control resources. However, these perspectives neglect the role of self-control motivation. On a daily level, we examine several self-control aspects (resources, motivation, demands, and effort) as predictors of a manifestation of self-control failure at work, namely, daily counterproductive work behavior toward the organization (CWB-O). Additionally, we investigate self-control effort as a mechanism predicting the depletion of self-control resources throughout the day. We analyzed data from 155 employees in a 2-week diary study with 2 daily measurement points. Multilevel path modeling showed that self-control motivation and self-control demands, but not self-control resource depletion, predicted self-control effort. There was an indirect effect from self-control motivation on CWB-O via self-control effort but no indirect effect from self-control demands on self-control resource depletion throughout the day via self-control effort. Findings suggest that self-control motivation is a crucial factor explaining self-control failure at work and cast further doubt on the idea that exerted self-control effort is the only mechanism leading to self-control resource depletion.     

基于CDIO的民航安全工程课程体系研究

研究、对比了行业特色性和通用行业安全性两种现行安全工程课程体系的现状及存在的主要问题,提出了基于CDIO的民航安全工程课程体系,即C＂构思＂：以产业需求为导向从基本素质、技能、经验和意识4个方面设置了民航安全专业人才能力要求;D＂设计＂：设计了理论知识和技术、应用技能、实验实践和意识4大模块的课程体系,其中理论知识和技术模块采用2＋X＋1和模块化教学模式;I＂实施＂：从＂工程师＂模式教师团队培养、项目教学方法改革、教材建设同步产业需求、实验和实践环节建设等落实课程体系;O＂运行＂：通过多渠道获取反馈信息,进而评估、修订、完善课程体系的＂构思＂,实现民航安全工程课程体系系统管理、闭环管理、持续改进。该模式弥补了安全工程课程体系不是以＂工作能力需求＂为导向、课程体系与产业需求脱节和理论与实践无法有机结合等问题。     

面向生态城市的水资源供需平衡分析

提出了面向生态城市的水资源供需平衡分析原则,强调了水质水量的统一性,人与自然的和谐性,生态环境需水的优先性.在此基础上,建立了面向生态城市的水资源供需平衡分析概念框架,并对供需平衡的基本内涵进行了界定.以广州为例,进行了实证研究.结果表明,生态环境需水对供需平衡状态影响显著,2000年花都区与中心区非汛期分别缺水0.91,4.86亿m3/月;基本控制方案下,各目标年(2005,2010,2020年)全市非汛期缺水量将分别高达19.74,41.78,77.62亿m3/月;实施以污染负荷控制和节水为主导的综合强化方案才能保证供需平衡.     

Thriving on challenge stressors? Exploring time pressure and learning demands as antecedents of thriving at work

In the conceptualization of thriving at work, it is emphasized that employees' learning and vitality are two equally important components of thriving and that thriving is facilitated by contextual features and available resources. In this study, we examined the effects of two challenge stressors (time pressure and learning demands) on thriving at work. Based on the literature on challenge and hindrance stressors, we proposed that challenge stressors positively affect learning and negatively affect vitality. To uncover underlying mechanisms, we measured challenge appraisal and hindrance appraisal of work situations in a diary study. A sample of 124 knowledge workers responded to three daily surveys (before the lunch break, during the afternoon, and at the end of the workday) for a period of five workdays. Results indicate that the indirect effects of learning demands and time pressure on learning are mediated by challenge appraisal, whereas indirect effects of learning demands on vitality are mediated by hindrance appraisal. Overall, our study shows that challenge stressors have a positive total effect on learning but no total effect on vitality. These differential relationships call for a finer distinction between the two components of thriving at work in future research. Copyright © 2016 The Authors Journal of Organizational Behavior Published by John Wiley & Sons Ltd.     

Using a pattern‐oriented approach to study leaders: Implications for burnout and perceived role demand

Using a pattern‐oriented approach, we identified clusters of leaders who shared theoretically meaningful combinations of transformational, contingent reward, management by exception active, management by exception passive, and laissez‐faire leadership styles. Drawing upon conservation of resources theory, we examined whether leaders who shared a similar pattern of leadership styles differed from leaders who belonged to other profile groups, with respect to felt burnout and perceived role demands. Hypotheses were tested using a time‐lagged field study involving 183 leaders. Using latent profile analyses, we found four theoretically interpretable patterns. Leaders who belonged to the comprehensive cluster (elevated scores on the transformational, contingent reward, and the passive styles; 14.2%) experienced the highest levels of burnout and role demands, whereas those who were disengaged (low scores on all styles; 33.3%) reported the lowest levels. Leaders who exhibited a passive behavioral pattern (elevated scores on management by exception active, management by exception passive, and laissez‐faire relative to the other styles; 27.3%) experienced more burnout and role demands than did leaders who exhibited an optimal pattern (elevated scores on transformational and contingent reward styles relative to the passive styles; 25.1%). The theoretical and practical implications of a pattern‐oriented approach to leadership research were discussed. Copyright © 2017 John Wiley & Sons, Ltd.     

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.