The servant leadership advantage: When perceiving low differentiation in leader-member relationship quality influences team cohesion,team task performance and service OCB

How does servant leaders' unique ability to place each follower's needs above their own influence relationships between followers and impact their collective performance? In a study that integrates principles of servant leadership with the social comparison theoretical framework, we tested a group-level model to examine how servant leadership induces low perceived differentiation in leader-member relationship quality (perceived LMX differentiation) within a group, which strengthens team cohesion and in turn positively influences team task performance and service-oriented organizational citizenship behaviors (service OCB). Our sample comprised 229 employees nested in 67 work teams. Structural equation modeling results indicate that servant leadership significantly predicts low perceived LMX differentiation; perceived LMX differentiation is strongly related to team cohesion such that the lower the perceived differentiation, the stronger the team's cohesiveness. And, team cohesion is also strongly related to both the team's task performance and service OCB. Perceived LMX differentiation and team cohesion mediate the effect of servant leadership on both team task performance and service OCB.     

震后伤员救援车辆两阶段规划模型及算法研究

不确定情景下的应急物资配送和车辆路径优化问题是目前国内研究的一大热点，其中 震后伤员运送车辆调度及路径优化问题随着近几年地震等自然灾害的频繁发生也逐渐引起人 们的重视． 本文采用聚合优化算法对灾区进行应急救援区域划分，建立了以总救援时间最短和 相对综合救援权重值最大为目标的救援车辆两阶段数学规划模型，设计了带三角函数变异的 离散型萤火虫优化算法进行求解，并与常规算法求解结果做了对比分析． 通过算例进行模拟实 验表明，所提出的模型和算法可以有效解决地震情景下的伤员救援车辆调度问题，且改进算法 的全局搜索性能更优．     

额外资源按需分配方法研究

文献Wei Quanling等^[1]的最后一段提出了这样一类额外资源分配问题：假设有一些额外的投入资源将要分配给全部或者部分决策单元，如果我们希望分配结果对于整个系统（该系统由全部决策单元组成）来说是最有益的，那么应当如何分配这些额外的投入资源?他们同时还指出系统中哪些决策单元能够获得额外的投入资源，这不仅取决于决策单元的效率，还需要考虑规模报酬。针对此类问题，本文提出一种额外资源按需分配方法：首先，综合决策单元的技术效率与其投影点的规模弹性构建发展曲线，并由决策单元的发展曲线获知其投入变动与产出变动的对应关系；然后，把额外资源分成若干等份，依次分配每一个等份的额外资源，每次分配使系统的总产出增加实现最大，直至分配完全部的额外资源，或者分配某一份额外资源不再带来任何的产出增加，分配就会停止；最后，把决策单元在每一次分配过程中获得的额外资源进行累加，得到这个决策单元最终的分配结果。全文的最后分别在"一个投入一个产出"和"两个投入一个产出"情况下给出两个具体的分配算例。分配结果表明，这种按需分配方法不会缩减任意一个决策单元当前占有的投入资源数量，并且还可以有效地在辨识出某种额外资源在规模上和结构上存在的冗余，从而有效地避免不必要的分配。     

赛珍珠《大地》叙事空间的置遣谫论

赛珍珠的《大地》虽然是用传统叙事写法创作的小说,但仍带有明显的叙事空间化的倾向,体现了时空维度的统一。小说以王龙一家所居村庄为基点空间,同时又设置了附近的城镇和南方大城市两个外缘空间。三大空间都具有表征人物性格、助推情节发展和突显主题思想等多种功能。三大空间都蕴含着地理、社会、文化、心理等方面因素,都由场域、场景和场面三个层次构成,并都表现出实在性、主体性和能动性三大特征。深厚的生活积累和谙熟中国小说写法是作者得以充分发挥空间叙事的长处并圆满完成故事讲述宗旨的决定性前提。     

社区应急疏散动态协作调度优化研究

针对灾民数量和路网通行时间的动态性以及灾民疏散反应系数的随机性，本文提出了社区应急疏散协作调度优化流程，并以疏散灾民数量最大化和疏散成本最小化为目标，构建了社区应急疏散多种运输方式协作调度优化模型，并给出了求解该模型的改进多目标遗传算法。然后，论文使用Tansmodeler模拟社区应急疏散协作调度优化过程，加载疏散灾民动态需求和历史出行时间表，并对模型和算法进行验证。结果表明，该模型和算法可以在有效刻画疏散灾民数量和路网通行时间的基础上，为不同时刻的交通工具配置及疏散路径选取提供决策。     

On-Line Scheduling of Two-Machine Open Shops Where Jobs Arrive Over Time

We investigate the problem of on-line scheduling two-machine open shops with the objective of minimizing the makespan.Jobs arrive independently over time, and the existence of a job is not known until its arrival. In the clairvoyant on-line model, the processing requirement of every job becomes fully known at the arrival of the job, while inthe non-clairvoyant on-line model, this processing requirement is notknown until the job is processed and completed.In both models, scheduling of a job is irrevocable.We study the two-machine open shop problem for both models in the preemptive and in the non-preemptive version. For each of the four variants, we provide an algorithm that is best possible with respect to the worst-case performance. In the clairvoyant on-line model, the best worst-case performance ratios are 5/4 (preemptive) and 3/2 (non-preemptive), and in the non-clairvoyant on-line model, they are 3/2 (preemptive and non-preemptive).     

基于工作任务模型的岗位培训课程体系构建

针对岗位培训中“学用脱节”的突出问题,选取高级烟叶技术员、高级客户经理、高级专卖稽查员3个岗位,采用工作任务模型开展培训课程体系设计及课程开发。实证研 究结果表明,工作任务模型是一种有效的岗位培训课程体系设计与开发方法,据此建立的岗位课程体系对解决培训中“学用脱节”有较好的效果。     

差错管理文化对双元绩效的影响机理研究——基于组织认同的中介效应

员工在工作中会不可避免地产生差错,差错的消极影响往往会被放大,从而不利于员工绩效的提高。对安徽省企事业单位的样本数据分析显示:差错管理文化与员工双元绩效具有显著正相关关系;组织认同在差错管理文化与员工双元绩效的关系中存在部分中介效应,即差错管理文化能够直接对员工双元绩效产生影响,也可以通过组织认同来影响员工的任务绩效和周边绩效。管理者应当注重提高组织差错管理文化水平,营造良好的差错管理文化氛围,对员工差错给予更多的理解与包容,从而增强员工对组织的认同感,促进员工任务绩效和周边绩效的提升。     

Pareto mimic algorithm: An approach to the team orienteering problem

The team orienteering problem is an important variant of the vehicle routing problem. In this paper, a new algorithm, called Pareto mimic algorithm, is proposed to deal with it. This algorithm maintains a population of incumbent solutions which are updated using Pareto dominance. It uses a new operator, called mimic operator, to generate a new solution by imitating an incumbent solution. Furthermore, to improve the quality of a solution, it employs an operator, called swallow operator which attempts to swallow (or insert) an infeasible node and then repair the resulting infeasible solution. A comparative study supports the effectiveness of the proposed algorithm, especially, our algorithm can quickly find new better results for several large-scale instances. We also demonstrate that Pareto mimic algorithm can be generalized to solve other routing problems, e.g., the capacitated vehicle routing problem.