屈大均集外诗文考述

人民文学出版社出版的《屈大均全集》,是目前所见收录屈大均作品最完备的集子,但仍有遗漏。现将从别集、总集、地方志等各类文献中搜采得来的若干集外作品刊布,凡诗7首、文4篇,并对部分诗文中涉及的人物、史实加以相应的说明和考证。     

连南八排瑶语使用状况与语言接触情况

八排瑶语属于瑶语支勉语藻敏方言,分布在广东省连南瑶族自治县。根据教科文组织语言活力评估指标,对八排瑶语的语言活力状况进行调查评估,结果表明,八排瑶语已经呈现活力不足状况,并开始出现某些濒危的特征。八排瑶语与汉语长期密切接触的过程中,语言系统各个层面都受到了汉语方言的深刻影响。     

知识产权刑民交叉案件解决之“先民后刑”思路:选择理由与实施机制

先刑后民一直是我国处理刑民交叉案件所遵循的主导性原则,该原则的适用在理论和实践上面临一些困境。在知识产权民刑交叉案件的处理上,我们需要重新认识民事程序的价值意义和功能意义,在此基础上对刑民两种司法程序进行合理衔接与协调,建立民、刑分庭审理意义上的先民后刑以及民、刑合庭审理意义上的先民后刑审理机制。     

The Effects of Group Attitudes Toward Alternative GDSS Designs on the Decision-making Performance of Computer-Supported Groups*

Empirical investigations of the effects of group decision support systems (GDSS) accord relatively little attention to the role of attitudes developed by groups toward the GDSS. This study draws upon the theory of social influence to examine the role played by group attitudes in mediating the impact of GDSS designs on group decision-making performance. We found that, in addition to capabilities of GDSS designs, group attitudes toward GDSS were influential in affecting group decision-making performance. The managerial implications of the study are: (1) effective GDSS designs for supporting groups in equivocal decision-making contexts should include structures for communication and consensus support and (2) attempts should be made to enhance user attitudes toward the GDSS through design features of the GDSS, training, and facilitation of positive social influences within the group. The study also provides encouraging evidence about the value of social theories, such as the social influence model and the adaptive structuration theory, in investigating GDSS effects. Further, this study illustrates the value of the partial least squares (PLS) analysis method for testing holistic structural models of GDSS effects.     

Supervisory coaching and performance feedback as mediators of the relationships between leadership styles,work engagement,and turnover intention

Human resource development (HRD) is key to organizational success. With some HRD roles devolving to leaders in recent years, a gap in understanding is now evident in how leaders’ leadership styles shape development-oriented behaviours that may effectively assist them in fulfilling their HRD roles, and the corresponding effects that this has on employee work engagement and turnover intention. This study compared the effects of transformational and transactional leadership styles on employee attitudes (i.e. work engagement and turnover intention) through leaders’ behaviours (i.e. supervisory coaching and performance feedback). This study used a multilevel approach (i.e. matching leaders to multiple subordinates) with 500 employees, nested in 65 workgroups from private organizations in Malaysia. As hypothesized, we found a link between transformational (but not transactional) leadership and higher levels of supervisory coaching and performance feedback, and that these job resources mediate the relationship between transformational leadership and work engagement. Furthermore, we found that work engagement mediates the relationships of both supervisory coaching and performance feedback to turnover intention. Overall, the study results reveal one way in which Asian leaders can effectively facilitate some aspects of HRD through development-focused behaviours which serve as job resources to boost work engagement and reduce turnover intention.     

Factors influencing resubstantiation of child neglect in South Korea: A comparison with other maltreatment cases

While a high prevalence of child neglect cases has been reported by Child Protective Services (CPS) in Western countries, child neglect cases reported to South Korea's Child Protection Agency (CPA) present different trends than those in Western countries. Nevertheless, child neglect is an understudied area within child welfare. Thus, a need exists to investigate the unique characteristics of child neglect cases substantiated by the CPA in Korea. This study investigates the unique characteristics of child neglect cases and examines how factors associated with the resubstantiation of these cases differ from those of other maltreatment cases. Using CPA administrative data, we employed a multilevel discrete‐time hazard analysis to analyze the risk and protective factors associated with the resubstantiation of child neglect cases and compared the results with other maltreatment cases. In both cases, younger children, perpetrators with alcohol problems, families receiving welfare, and months of agency operation were associated with resubstantiation. For child neglect cases, the provision of child and parent services, and CPAs located in metropolitan area were protective factors that reduced the risk of resubstantiation. The finding in this study highlights the need to expand the provision of services to child neglect cases to prevent resubstantiation.     

Spatial variability of fish communities in a highly urbanised reef system

Urban Ecosystems - Rapid coastal development has generated interest in the ecology of human-modified marine environments. Coastal defence structures such as breakwaters and seawalls are...     

Predicting job satisfaction of mental health peer support workers (PSWs)

ABSTRACT

The Mental Health Recovery Model is an empowering service philosophy which has been transforming the field of mental health. An important service approach to actualizing this model is hiring peer support workers (PSWs) who are peers advanced in recovery and employed to assist other peers in their recovery process. This study reports on factors hypothesized to affect PSW job satisfaction. Using multiple regression analyses, organizational culture and relationship with peers predicted 29% of job satisfaction. Based on these findings, suggestions are offered to assist social work administrators in effectively integrating and supporting PSWs in the workplace.     

Heterogenous market hypothesis evaluation using multipower variation volatility

High-frequency trading activities are one of the common phenomena in nowadays financial markets. Enormous amounts of high-frequency trading data are generated by huge numbers of market participants in every trading day. The availability of this information allows researchers to further examine the statistical properties of informationally efficient market hypothesis (EMH). Heterogenous market hypothesis (HMH) is one of the important extensions of EMH literature. HMH introduced nonlinear trading behaviors of heterogenous market participants instead of normality assumption under the EMH homogenous market participants. In this study, we attempt to explore more high-frequency volatility estimators in the HMH examination. These include the bipower, tripower, and quadpower variation integrated volatility estimates using Heterogenous AutoRegressive (HAR) models. The empirical findings show that these alternatives multipower variation (MPV) estimators provide better estimation and out-of-sample forecast evaluations as compared to the standard realized volatility. In other words, the usage of MPV estimators is able to better explain the HMH statistically. At last, a market risk determination is illustrated using value-at-risk approach.     

The Influence of Education and Training on Work Attitudes and the Moderating Effect of Supervisor Attitudes: Examining Chinese Employees

Human capital is a source of competitive advantage for organizations, in which education and training play important roles in the process of increasing the quality and quantity of human capital. Specifically, large-scale multinationals use systemized, structured methods to establish education and training systems. By studying the employees in a major food company in China, this paper is to investigate the influence of education and training on employees’ work attitudes and the moderating effect of supervisors’ attitudes. It is found that education and training have a positive influence on employees’ work attitudes. Among the training courses, the training of managerial ability has the most significant influence, followed by self-development courses. In addition, supervisors’ attitudes toward employees receiving managerial ability training, during and after the training, clearly have a positive moderating effect on employees’ overall work attitudes.