冰箱压缩机使用电工钢的状况及质量改进意见

调研了我国冰箱压缩机产销现状,指出了所使用的电工钢牌号、质量和数量,给出了武钢和日本电工钢研制状况,提出了冰箱压缩机用电工钢质量改进意见.     

The influence of urbanization on forest stand dynamics in Northwestern Oregon

Urbanization has been shown to affect forest stand characteristics in nearby natural areas. The purpose of this study was to examine forest structure in a naturally forested area, Forest Park in Portland, OR and adjacent forested land. Tree community structure was examined at 25 sites distributed along an urban-rural land use gradient. All trees in three quadrats per site were identified to species and the diameter at breast height was measured. ANOVA was used to examine differences in species richness and diversity, and tree density and importance value among four categorical areas. Tree species richness and diversity, and the density, diameter and importance values of shade-tolerant (later successional) species of trees decreased with urbanization. Sites nearer the city of Portland had significantly fewer shade tolerant saplings and young trees and were dominated by earlier successional species of trees as compared with sites at the far end of the study area. The forest structure in the city section of the park was very similar to that in the significantly younger middle section. The lack of young shade tolerant saplings and young trees appears to be the result of urbanization, although the mechanisms for such a loss are unknown at this time. Such a lack of recruitment may interfere with normal successional processes at more urban areas of the park.     

论高校扩招与质量保证

高校扩招暴露、激化、突出了高等教育质量方面的问题、矛盾和不足,使之成为目前和今后一个时期内高等教育发展的中心议题之一。要正确认识扩招之后高校出现的师资、设备设施、生源质量等方面的问题。解决这些问题,要树立高等教育质量保证的正确观念;多方筹资,确保高等教育的物质基础;挖掘潜力,充分利用现有教育资源;积极、稳妥推进高校后勤服务社会化;加强管理,完善高等教育质量保障及监控体系。     

Changes in Admissions Work Arising from the New Social Work Degree in England

The business of admissions to higher education in England is a significant task for academic and support staff. This paper draws on the Evaluation of the New Social Work Degree Qualification in England (2004–2008) to describe the changes in admissions work for social work staff in higher education associated with the change from diploma to a degree level qualification for entry to the profession; to report how staff involved in admissions work are managing these changes; and to identify elements of admissions processes that are perceived to be fulfilling the new requirements of the degree and those which are identified as more problematic. The article draws on two telephone/email surveys of a national sample of social work programmes and on face-to-face in-depth interviews with a sample of teaching staff from nine social work programmes in six higher education institutions undertaken during 2005–2007. The work of admissions staff is rarely scrutinised in studies of higher education or specifically in social work programmes: this article discusses the spectrum of approaches. It recommends monitoring of the outcomes of practices in admissions work that are recasting Department of Health Requirements as the minimum.     

Gender Differentiation in Seasonal Migration: The Case of Poland

This paper reviews seasonal migration from Poland to Germany from the perspective of gender. The main lenses used are the participation in this migration by individuals as members of families, the informal recruitment mechanisms that bring new migrants on board, and the legal environment. The paper argues that the selection of a migrant by the family depends importantly on the costs of migration for the family, and shows how this consideration bears on the choice of women as seasonal migrants. In addition, the paper argues that the patterns of recruitment are gender-specific, explains why women recruit new migrants in a manner which differs from that of men, and assesses the impact of the underlying legal environment on the differential participation of women and men.     

对高校教职工党员发展工作的几点思考

加强高校教职工党员发展工作,对党的建设具有重要的战略意义。它是增强党的阶级基础,巩固党的执政地位,保持党的先进性的必然要求;是实践“三个代表”重要思想,坚定社会主义办学方向的重要条件。目前,高校党员发展工作的本质和主流是好的,但也存在着重学生党员发展轻教职工党员发展的现象。因此,做好高校教职工党员发展工作,是新时期加强教职工思想政治工作的一个重要突破口,也是高校党建工作的一项重要课题。     

Recruitment and consent of adults with intellectual disabilities in a classic grounded theory research study: ethical and methodological considerations

Researchers are required to provide opportunities for people with intellectual disabilities to be included in research which affects their lives. This paper reports on one research study inclusive of 12 adults with intellectual disabilities. Ethical and methodological realities of recruiting research participants and obtaining informed consent while enlisting a classic grounded theory methodology are discussed. The findings of this paper focus on building and maintaining trusting relationships with relevant gatekeepers and engaging in reasonable accommodations to support decision-making for and with adults with intellectual disabilities. This paper contributes to an understanding of how to apply for ethical approval, negotiate access to potential participants, enlist reasonable accommodations and obtain informed consent in the context of the methodological strictures of classic grounded theory methodology. Research projects need to be carefully planned making space for the development of empathic relationships with both the potential participants and also with the structures and services supports.     

人才招聘的博弈模型分析及其策略研究

在对人才争夺日益激烈的当今时代,招聘工作越来越重要,是企事业议事进程的关键环节之一。人才招聘实质是招聘方与应聘方在信息不对称情况下相互决策的过程,这一过程大多是招聘单位占主导。本文应用博弈理论的相关知识,探讨了人才招聘过程的相关问题,建立了人才外部招聘博弈模型,并进行了博弈均衡规律的相关分析和定价策略研究,以保证招聘方与应聘方双方效用最大化。     

Who should we get? How employer reputation shapes network hiring in Dutch professional football

Despite a vast literature examining networks in labor markets, it remains unclear how employers differ in their use of networks during recruitment. This study examines network hiring among high and low reputation organizations in Dutch professional football. Within-employer within-transfer window fixed effects conditional logistic regression models demonstrate that networks increase the likelihood that low reputation employers hire workers, but no network effect was found among high reputation employers. Qualitative interviews with employees suggest that low reputation employers identify their search pool and gather hard-to-observe information about potential hires through networks, while high reputation employers do not rely on networks for their search pool and gather information through observing workers for prolonged periods of time     

Top employer awards: A double-edged sword?

Organizations often use top employer awards to confirm their quality as employers via an independent third party. At first, the advantages of using awards seem apparent, such as giving the organization an edge in recruitment by increasing the organizational attractiveness for jobseekers. Possible disadvantages accompanying the use of awards have received little attention. We argue that awards can cause potential applicants to pay less attention to information provided in recruitment materials that allow them to assess their organizational fit. Therefore, we investigated the influence of awards on the relationship between person–organization fit and attraction to organization as well as application decision. We include the corporate brand awareness (unknown vs. well-known) as a boundary condition. The results of our experiment show that, while awards increase organizational attractiveness, they also reduce the effect of person–organization fit on organizational attractiveness in the case of well-known organizations. Moreover, we found that awards indirectly affect application decision in the same way. Hence, successful self-selection based on fit is disturbed in this situation. Consequently, the quality of the applicant pool is reduced, resulting in a disadvantage for the well-known recruiting organization. Contrary to expectations, unknown organizations do not appear to be affected by this downside and instead benefit from awards. Our study contributes to the literature in recruiting by focusing on how awards change the impact of other information, while also highlighting potential disadvantages of employer awards.