语言多属性决策的目标规划模型

研究了只有部分属性权重信息、属性值以语言变量或不确定语言变量形式给出且决策者对方案有偏好信息的语言多属性决策问题.给出了语言变量和不确定语言变量的运算法则,以及不确定语言变量之间比较的可能度公式,定义了语言变量的偏离度概念.在属性值以1)语言变量和2)不确定语言变量,这两种形式给出的情形下,分别建立了一个基于偏离度的目标规划模型,并通过求解这两种模型分别获得相应的属性权重.然后对于情形1),利用语言加权平均(LWA)算子,对语言决策信息进行加权集成,继而对方案进行排序和择优;对于情形2),利用不确定语言加权平均(ULWA)算子,对不确定语言决策信息进行加权集成,并利用可能度公式构造可能度矩阵(互补判断矩阵),继而利用互补判断矩阵排序公式对决策方案进行排序和择优.最后进行了实例分析.     

人口结构、家庭资本与农民的政府满意度

基于2017年全国调查数据的分析,探讨中国农民对政府的满意度现状,并运用多元线性回归模型重点研究人口结构特征、家庭资本和政治资本对政府满意度的影响。研究发现：农民对各级政府的满意度从基层到高层依次递增,且总体上呈现出上升趋势。政治身份与农民的政府满意度呈正向关系,即党员和村干部身份的农民对政府的满意度相对更高。家庭年收入对政府满意度呈现出显著的正向影响,即家庭年收入越高,其对政府满意度就会越高;但家庭负债与政府满意度呈现出负相关性,即家庭越负债,其对政府满意度越低。农民对政策的满意度以及农民的政治认同感也对政府满意度有显著的正面影响,尤其是保障性政策满意度与国家认同度越高,农民对政府的满意度也会越高。     

双向FDI与经济增长的实证研究

从双向FDI的角度分析OFDI和IFDI与经济增长的关系。选取双向FDI对经济增长的3个主要影响因素,分别对双向FDI与GDP、投资、净出口和产业结构的关系进行实证分析。研究发现:双向FDI对于GDP和投资都具有拉动作用;IFDI对投资的影响滞后4期才能产生,对净出口的增长起到正向促进作用;OFDI的扩大不利于净出口的增长;双向FDI与三次产业都存在较强的灰色关联度。据此,提出改善对内对外投资环境、发挥双向FDI对固定资产投资和净出口的促进作用、强化双向FDI对产业结构的调整作用等建议。     

Tolerance of Uncertainty: Links to Happenstance,Career Decision Self‐Efficacy,and Career Satisfaction

This study investigated the extent to which tolerance of uncertainty affects the relationship between happenstance skills and career satisfaction via career decision self‐efficacy. Moderated mediation analysis was conducted on data collected from 321 graduates (175 men, 146 women) of Korean universities making the school‐to‐work transition. Results showed that career decision self‐efficacy fully mediated the relationship between happenstance skills and career satisfaction. Furthermore, the moderation effect of tolerance of uncertainty had a significant impact on the relationship between happenstance skills and career decision self‐efficacy. Tolerance of uncertainty should be considered an important variable in happenstance career theory and intervention. Unplanned influences should also be considered important factors in the career decision‐making process.     

Assisting the High Administrative Court in Restricting Too Broad a Concept of Academic Judgment

I have received substantial monetary compensation and a formal apology from my first doctoral school, and a Ph.D. from another university. This essay describes my personal view on discussing the boundaries of academic judgment and research supervision with the ombudsman agency for higher education, and at the High Administrative Court of England and Wales. The Court’s judicial doctrine addresses substantial research accountability matters. It clarifies that although the Court and ombudsman agency must not interfere with academic judgment, not everything done by an academic can be considered as academic judgment. A Ph.D. supervisor can seriously fail to perform his/her duties.     

Workgroup interdependence and satisfaction from a developmental perspective: the moderating role of the group’s life cycle stage / Interdependencia y satisfacción en el grupo de trabajo desde la perspectiva del desarrollo: el rol moderador de la fase del ciclo de vida grupal

From a developmental perspective, workgroups adjust and modify the way they function over time. The present study aims to test, at the group level, the moderating role of the group’s life phase in the relationship between workgroup interdependence ties in terms of task, outcome and functions, assessed by social network density and group satisfaction. A sample of 84 teams from various companies participated in this research. The results showed that the group’s development phase determines the way that outcome interdependence density in teams is associated with satisfaction and reveal the existence of differences between the second and fourth development stages. Therefore, the group’s life cycle stage should be considered as a relevant variable in research and intervention with groups in the workplace.     

Staff rostering in call centers providing employee transportation

We address the staff rostering problem in call centers with the goal of balancing operational cost, agent satisfaction and customer service objectives. In metropolitan cities such as Istanbul and Mumbai, call centers provide the transportation of their staff so that shuttle costs constitute a significant part of the operational costs. We develop a mixed integer programming model that incorporates the shuttle requirements at the beginning and end of the shifts into the agent-shift assignment decisions, while considering the skill sets of the agents, and other constraints due to workforce regulations and agent preferences. We analyze model solutions for a banking call center under various management priorities to understand the interactions among the conflicting objectives. We show that considering transportation costs as well as agent preferences in agent-shift assignments provides significant benefits in terms of both cost savings and employee satisfaction.     

Quality of work and job satisfaction: comparing female part-time work in four European countries

Adding to the debate on the integrative or marginalizing nature of female part-time work, this article provides a comparative analysis of the implications of female part-time work for different intrinsic job quality dimensions and job satisfaction. Drawing on national micro-data from Britain, Germany, the Netherlands, and Sweden, our multivariate analyses show cross-national similarities in terms of lower job learning opportunities for female part-timers. We found a significantly higher incidence of repetitiveness only among Swedish female part-timers and lower degrees of task discretion among British, Dutch, and Swedish women working part-time hours. Female part-timers were either equally satisfied with their work as female full-timers or even more satisfied. This held true also after accounting for the lower intrinsic job quality of part-time work. While women working part-time hours were as affected by their job quality characteristics as were full-timers, we conclude that the shorter hours of work per se provide an important additional source of job satisfaction.     

Bittersweet and Paradoxical

The American Red Cross is the most active nonprofit organization involved in disaster planning and response in the United States. The organization deployed nearly 50,000 volunteers to provide essential support to victims of some 125,000 domestic disasters, including home fires, hurricanes, wildfires, and floods, in a recent two‐year period. This study asks how American Red Cross disaster response volunteer experiences function to cultivate satisfaction and, at the other end of the spectrum, the kind of dissatisfaction that leads people to quit; it pays particular attention to ways in which volunteer management shapes dissatisfaction and fatigue because of implications for volunteer retention. Paradoxically, the Red Cross facilitates the highly satisfying act of helping victims, but volunteers feel dissatisfied when management practices get in the way of helping. The study suggests voluntary organizations that rely on skilled, long‐term volunteers to deliver services should evaluate and strengthen their communication strategies, recognition practices, and support systems for volunteers in distress.