Use of the Correlation Coefficient with Normal Probability Plots

The use of the correlation coefficient is suggested as a technique for summarizing and objectively evaluating the information contained in probability plots. Goodness-of-fit tests are constructed using this technique for several commonly used plotting positions for the normal distribution. Empirical sampling methods are used to construct the null distribution for these tests, which are then compared on the basis of power against certain nonnormal alternatives. Commonly used regression tests of fit are also included in the comparisons. The results indicate that use of the plotting position p_i = (i - .375)/(n + .25) yields a competitive regression test of fit for normality.     

基于多维度感知风险的中国公众无偿献血意愿及影响因素分析

基于多维度感知风险,调查中国公众的献血意愿现状,探讨其影响因素,为无偿献血者招募与保留工作提供科学依据。本文从公众对献血行为、心理、情境、制度、偏见、服务、宣传七个维度的感知风险入手,在问卷调查与因素分析的基础上,基于实证分析,解释各种因素之间的相互关系,揭示不同特征中国公众献血意愿的差异,进而有针对性地制定无偿献血招募及保留措施,促进我国无偿献血事业可持续发展。     

营养比较、信息解释水平对消费者作物营养强化食品选择的机制研究

解决隐性饥饿最经济有效的方法是促进消费者对作物营养强化食品的消费,而作物营养强化食品是否被消费者广泛接受的关键在于其营养含量的高低。为探究营养比较和信息解释水平对消费者作物营养强化食品选择的影响及其潜在的作用机制,采用情景模拟实验法,通过设计三个实验对上述问题进行检验。结果表明：当相对营养比较与信息解释水平匹配时,消费者对作物营养强化食品的购买意愿更高。此外,研究还揭示了感知独特效用的中介作用以及健康意识和调节定向的调节作用。由此建议,食品企业在进行作物营养强化食品宣传时,要根据不同产品的营养素含量采用不同的解释水平信息,并有意识地提升消费者健康意识、激活消费者的防御倾向。     

差错管理氛围对员工建言行为的影响研究——基于链式中介作用模型

基于社会认知理论和社会交换理论,以320名具有5年以上工作经验的员工为调查对象,探讨了差错管理氛围如何促进员工建言行为的产生以及组织支持感和心理安全感在差错管理氛围与员工建言之间的链式中介作用。研究表明:差错管理氛围对员工建言行为具有显著的正向影响;组织支持感和心理安全感在差错管理氛围和员工建言行为之间起中介作用;组织支持感和心理安全感在差错管理氛围和员工建言行为之间起链式中介作用。因此,企业要努力营造积极的差错管理氛围,从而提高员工的组织支持感和心理安全感,促进员工建言行为的产生。     

组织支持、城市融入与新生代农民工离职:一个被调节的中介模型

新生代农民工过于频繁的离职行为导致企业用工成本上升,同时也阻碍了农民工的城市融入进程.基于组织支持和互惠理论,采用问卷调查的方式,实证检验了组织支持感、城市融入感及互惠与新生代农民工离职意愿之间的关系与作用机制.研究结果表明,组织支持感负向影响新生代农民工的离职意愿,城市融入感在其中起到了中介作用.同时,新生代农民工的互惠倾向对城市融入感与离职意愿的关系具有强化调节作用,并进一步调节城市融入感在组织支持感与离职意愿之间的中介作用,也即新生代农民工的互惠水平越高,城市融入感的中介作用越强.文章首次测度了新生代农民工的互惠倾向,并且验证了微观企业的组织支持能够促进新生代农民工的城市融入.研究结论为用工企业更好地理解新生代农民工心理行为机制,从而建立有效的管理措施提供了理论指导,同时为寻找新生代农民工城市融入的实现路径提供了依据.     

Testing the gender similarities hypothesis: differences in subjective task value and motivation to transfer training

ABSTRACT

Are female and male trainees similar or different in their reaction to training programmes, specifically regarding their subjective task value and motivation to transfer? According to the gender similarities hypothesis, women and men are alike on most psychological variables. However, according to research in organizational behaviour, female and male employees differ on certain aspects, such as their job satisfaction and work identity. To test these two views on gender similarities and differences in the context of human resource development and training evaluation, the present study examined the extent to which gender moderated reactions to training. Based on the expectancy-value theory of motivation and self-determination theory, a web-based questionnaire was used to measure six training reactions: intrinsic value, attainment value, utility value, perceived relative cost, autonomous motivation to transfer, and controlled motivation to transfer. The results indicated that women and men differed in their ratings of attainment value but were similar for the remaining five reaction measures. These outcomes support the gender similarities hypothesis. The findings are discussed in terms of their theoretical implications for modelling gender effects in HRD research and their practical significance for promoting training effectiveness and transfer of training.     

Spectral goodness of fit for network models

We introduce a new statistic, ‘spectral goodness of fit’ (SGOF) to measure how well a network model explains the structure of the pattern of ties in an observed network. SGOF provides a measure of fit analogous to the standard R² in linear regression. Additionally, as it takes advantage of the properties of the spectrum of the graph Laplacian, it is suitable for comparing network models of diverse functional forms, including both fitted statistical models and algorithmic generative models of networks. After introducing, defining, and providing guidance for interpreting SGOF, we illustrate the properties of the statistic with a number of examples and comparisons to existing techniques. We show that such a spectral approach to assessing model fit fills gaps left by earlier methods and can be widely applied.     

感知风险对在线旅游产品购买意愿的影响分析

旅游电子商务发展迅猛,互联网购物平台的虚拟性和远程性强化了消费者感知风险,它也成为影响旅游电子商务发展的重要因素之一.文章聚焦消费者感知风险,运用SPSS 19.0及AMOS 21.0软件,构建以5个维度的感知风险为自变量、购买意愿为因变量、信任为调节变量的结构方程模型,探讨变量间相关关系.结果发现:感知风险对信任的影响差异较大,仅经济风险感知与信任呈显著负相关;感知风险对购买意愿总效应皆呈负相关;信任作为中介变量存在明显的调节作用,有效地降低了感知风险对购买意愿的负向影响.     

The future of PR is ‘fantastic’, ‘friendly’ and ‘funny’: Occupational stereotypes and symbolic capital in entry-level job advertisements

Over the past decade, there has been a move towards examining public relations as a socio-cultural practice, acknowledging practitioners as influential communicators who produce and symbolise cultural values through public relations messages. Ideally, a diverse group of professionals would aide in representing a diverse society, but to date, the profession remains female dominated. In this article, it is proposed that practitioners’ own discourse do not only establish what is most valued in the occupation and which habitus suits the practice best, but that the discourse also opens and closes occupational entry for new practitioners thereby contributing to a lack of diversity.This article presents the findings of an indicative thematic content analysis of one of the most common, yet under-research sites of discourse, namely entry-level job advertisements in New Zealand and Australia. Using an interdisciplinary approach, the analysis found that the advertisements placed little to no emphasis on the nature of the work, instead focusing on elements of ‘fit’ whereby new entrants were expected to be charismatic, friendly, and willing to work in an environment that is ‘fun’ and ‘flexible’. In doing so, public relations practitioners tacitly created invisible barriers, a self-limiting occupational culture and furthered existing stereotypes of the ‘perfect’ practitioner.