国家自然科学基金资助项目综合评价:基于Vague集多准则决策

采用基于Vague集的多准则决策方法,对国家自然科学基金11类主要竞争性资助项目的实施情况进行综合评价和排序.首先,通过问卷调研的方式,由国家自然科学基金项目评审专家采用"高"、"不高"和"不清楚"三类语义,对各类项目按照"评审公正性"、"管理规范性"、"科研创新性"和"社会影响力"四个准则进行评价;然后,根据问卷统计结果,将语义评价转化为Vague估计值,并利用一种新的评分函数计算各类项目在各准则下的得分;最后,采用正态分布的OWA算子集结各准则下的得分,得到所有项目的综合评价和排序.本文的研究结果将为完善国家自然科学基金的资助结构与管理模式提供重要参考依据.     

科技类评审中项目选择的两阶段综合集成方法

科技类评审中,如何合理地选择出若干优秀项目加以资助或激励至关重要。本文研究了科技类评审中的项目选择问题,指出在目前通行的两阶段评议法中存在通讯评议阶段的决策信息不能有效传递到会议评议阶段的情况,应采用适当的方法将两个阶段专家给出的评价信息进行综合处理,以得到更为合理的项目评审结果,进而给出了两阶段综合集成的框架与具体方法。算例表明,可以更充分的利用两阶段的专家评价信息,得到满意的选择结果。     

不完全确定信息的群体语言指派问题的求解方法

针对决策者权重和准则权重为不完全确定信息且评价语言值确定或位于二个标准语言值之间甚至缺失的多准则指派问题,提出了一种求解方法。首先利用证据推理算法计算得到各候选人完成各任务的优劣程度属于各个语言评价等级的信任度,并据此利用二元语义的Δ函数及其函数Δ-1将其集成为群体在所有准则下的综合评价矩阵,然后结合决策者权重和准则权重的不完全确定信息等构建非线性混合整数规则模型,并利用粒子群算法与匈牙利算法联合进行求解。最后实例说明该方法的可行性和有效性。     

管理科学与工程学科基金项目资助和SCI论文发表情况分析

系统地统计了2003～2008年国家自然科学基金委员会管理科学部管理科学与工程学科面上项目和青年项目受资助的总体情况,分析了各个子学科类别的资助状况和发表SCI论文情况,同时分析比较了国家"十一五"与"十五"期间的资助项目情况和发表SCI论文数量情况,找出其中存在的问题并对其原因进行了分析.最后,依据国家自然科学基金"十一五"发展战略,提出今后国家自然科学基金资助策略和建议.     

基于项目网络支配和扩散关系的研发项目组合选择

项目组合包含多项目且项目间存在相互作用和依赖关系，针对传统项目组合评价方法忽略了各项目间依赖关系的不足，本文采用复杂网络理论和PageRank算法，提出一种新的项目优先级排序方法（PPRM）。首先，本文建立研发项目多属性评价准则，分析了项目间的支配关系以及技术和经验在项目间的扩散关系。然后，以项目为节点、以支配和扩散关系为边，分别构建了项目支配和扩散网络，进一步，采用设计结构矩阵（DSM）和K-shell方法建立了基于支配网络的项目影响力模型，并建立了考虑项目之间多次扩散传播的综合扩散概率模型。综合项目节点影响力和扩散关系，本文构建了基于PageRank算法的研发项目优先级排序模型。最后，以某研发项目组合选择为例，验证了本文所建立的模型和算法可有效分析项目组合中的排序问题。     

基于区间灰色不确定语言的多准则决策方法

定义了区间灰色不确定语言及其运算法则和距离公式。拓展了连续区间数据的OWA(C-OWA)算子,提出了基于区间灰色不确定语言的有序加权C-OWA(IGULOWC-OWA)算子,并对其性质进行了分析。针对准则权重已知而方案的准则值为区间灰色不确定语言的多准则决策问题,提出了一种基于IGULOWC-OWA算子的多准则决策方法。该方法通过对各方案在各个准则下的评价值进行转换,将区间灰色不确定语言转化为不确定语言,然后,利用集结算子计算出各个方案的综合准则值,进而得出各方案的排序。最后通过算例表明了方法的可行性和有效性。     

基于Mo-RVIKOR的混合多属性决策方法

针对复杂性和不确定性多属性决策问题，考虑定量和定性融合的属性形式，提出了模块化随机多准则妥协解排序法（Modular Random VlseKriterijumska Opti-mizacija I Kompromisno Resenje，Mo-RVIKOR），该方法无需将信息统一，就能处理多种信息形式存在的多属性决策问题。采用精确数、随机变量处理定量评价信息，用概率语义术语集处理定性评价信息；通过改进离差最大化法确定属性权重；根据Mo-RVIKOR对决策对象进行排序；最后以某公司C2B定制化服务质量评测项目为例，验证了所提方法的有效性。     

区域间技术转移的管理研究

回顾了由国家自然科学基金资助的“APEC东北亚成员间技术转移的理论与实证研究”的项目成果,分析了该项目的研究目的,总结了其研究内容和研究方法,阐明了该项目研究的意义以及所取得的成果。     

面向大规模定制的产品族数据管理

回顾了国家自然科学基金资助项目“面向大规模定制生产模式的产品族数据管理”(70271043)的研究情况,分析了该项目的研究目标,总结了其研究内容和研究方法,阐明了该项目的研究意义及所取得的成果。     

基于运筹学知识表示理论的电子商务物流配送调度Agent——国家自然科学基金项目（7017040）回溯

介绍和总结了国家自然科学基金资助项目“基于运筹学知识表示理论的电子商务物流配送调度A gent”的研究内容、研究成果及其应用、学术影响,并提出了研究工作的2点特色。     

Power,authority and legitimacy

Management, human resources, organization, control, leadership, etc., all seem to be just so many euphemisms for power, and this suggests a discourse of management and organization that calls things by their proper name. This paper on the contrary stresses the need to resolve the concept of ‘power’ itself into more differentiated notions, and proposes that clarification may be derived from distinctions once explicit in the vocabulary of Classical antiquity, but lost in modern European languages. It argues that nothing but confusion in thinking about organizations, management and legitimation can result from the failure to recognize that the phenomena this vocabulary identifies and distinguishes are irreducibly different.     

A new lease for life? The return of vitalism in management and organization studies

This paper starts from a growing interest in the concept of concern, lived experience or “inhabiting” as part of the so-called “affective turn”. My main argument is that the notion of concern cannot be thought or understood without the concept of life. The concept of life, however, is somewhat of a taboo topic in the social sciences. I hold, nevertheless, that in order to reflect on their assumptions and to define concern for their own studies, scholars need to think about life and make a choice regarding the various approaches that can be taken. I therefore present and compare four vitalist approaches: romanticism and Lebensphilosophie, vitalism as ethos and pathos, neuroecosociality as well as vitalism as becoming.     

Effects of the implementation of information technology on employees' strain and job satisfaction: a context-dependent approach

The effects on staff of the implementation of new office information technology were investigated in ten companies in Vienna using a longitudinal design. Strain and satisfaction of 331 employees (implementation sample: n = 212; control sample: n = 119) were measured at five points in time over a period of 22 months. The study is based on a context-dependent approach. Personal factors (individual differences, external load) were assessed by questionnaires, and situational factors (job design, implementation content and implementation context) by objective measures. The impact of these factors on employees' strain responses was tested using structural equation modelling (SEM). While the implementation of new technology as such made no significant contribution to the explanation of strain variables, a reasonable model fit was achieved when implementation characteristics were taken into account. The data suggest that negative effects of implementations must be expected if (1) adaptational demands do not include the enhancement of employee qualifications, (2) character-based user interfaces are not replaced, and (3) employees have few or no opportunities to participate in the implementation process.     

Consequences of work-family conflict on employee well-being over time

The effects of work-family conflict on the well-being of a diverse sample of 342 non-professional employees from the greater Los Angeles area were examined. Data were collected at two points in time, and a rigorous research design was employed. The effects of self-report bias were considered by controlling for social desirability bias, and by collecting two sources of data (i.e. self-reports and co-workers reports). The results revealed that work-family conflict predicted employee well-being over and above social desirability bias. In addition, analyses were consistent when both self-reports and co-workers reports were utilized. Finally, work-family conflict was a longitudinal predictor of employee's positive well-being. Both cross-sectional and longitudinal analyses were consistent across self-reports and co-worker reports.     

Policy Goals for Health and Safety

Health management and safety regulation are separate disciplines but share the aim to extend expectancy of life in good health. The need to improve cost-effectiveness calls for their co-ordinated management according to a unified rationale. Three guiding principles of accountability, demonstrable net benefit and a uniform measure of performance, have been laid out in Canada by the Joint Committee on Health and Safety. They call for open accounting in terms of (health-related quality-adjusted) life expectancy. The principles are utilitarian in format but, it is argued, inequity is naturally diminished in the process of optimizing cost-effectiveness through maximum marginal returns. Comments are made on practical implementation. The need for public consent in practice calls for two additional principles reflecting fair procedure and sovereignty of the citizens. It is concluded that public health and safety measures should be surveyed, documented for cost-effectiveness and prioritized for improvement.     

Ethical Mindsets of Christianity and Confucianism: A Comparative Study

This study investigates the application of an organizational mindset instrument to compare the ethical mindsets between Italy and Taiwan. Results suggest that there are not significant differences, but Italian business is perceived to practice some Machiavellianism that puts results ahead of ethical concerns.     

Defining Spirituality of Work

There is a current surge of writings on spirituality and related topics. For instance, Woodward (1997) has pointed out that since Thomas Moore's publication of Care of the Soul in 1994 there have been nearly 800books published with the word soul in the title. These run all the way from Chicken Soup for theWoman's Soul (Canfield et al., 1996) to A Guide to Liberating YourSoul (Barrett, 1995). Spirituality of work is a big part of this surge. Definitionsof spirituality of work seem to vary widely. Bowman (1998, p. 8) in his `reviewof the phenomenon of spirituality of work' found `Definitions of the term spirituality in the context of the Spirituality of Work troublesome and particularly subjective. Many writers do not even attempt definitions.' The purpose of this article is to review the concept of spirituality of work in its historical and current use and to propose a comprehensive definition.     

WebStress: a web interface to explore a multidatabase bibliographic corpus on occupational stress

A bibliographic study on a multidisciplinary subject, such as occupational stress, requires a multidatabase query facility. Given this, we searched eight databases belonging to different fields (medicine, psychology, etc.) and from different countries. Thus, more than 26000 references on occupational stress were gathered. A bibliographic corpus of this sort is unusable because of the heterogeneous format of the records and the number of duplicate entries. Considering the limitations of commercial programs, we have developed a system, called WebStress, for reformatting the data and removing duplicates. The huge number of references and the research needs of updating and searching have necessitated the addition of several other functions to WebStress. Therefore WebStress comprises a web interface that makes it possible to search the corpus with advanced features (using clustering, a specialized thesaurus on stress and Boolean queries). In addition to the usual bibliographic queries on a specific database such as Medline, WebStress provides bibliometric analysis of the corpus, which might contribute to a detailed analysis on occupational stress in order to highlight the networks of researchers and to find the main topics studied in this area. WebStress is not yet available to researchers in general. It is being further developed, and also permission needs to be obtained from the eight commercial bibliographic databases that it consults.     

The myth of change management: A reflection on personal change and its lessons for leadership development

Abstract

In this article I reflect upon my own personal learning when faced with significant individual change, leaving a corporate role to start my own business and returning to serious study after twenty-five years of neglect. I look at the relationship between individual and organizational change, trying to reconcile the mechanistic models of change ingrained by years of practice with new insights gleaned from my own personal transition. Implications for change agents include taking a more adaptive and multi-dimensional approach to change, rather than vainly trying to manage it. For people developers it may question the way we develop leaders and managers to cope with change. And all of us may decide we can be better at learning how to embrace perpetual change and perpetual learning as part of the same unpredictable process.