Heterogeneous dispatching rules in job and flow shops

This paper reports the results of a study of the use of heterogeneous dispatching rules for the scheduling of work in a job shop. The methodology employed included discrete event simulation, using rule combinations determined by prior genetic algorithm searches and generalization using neural networks. Eight dispatching rules were considered, including first in first out (FIFO), earliest due date ( EDD), shortest processing time (SPT), slack/ number of operations (SLK), critical ratio (CR), modified due date (MDD), modified operation due date (MOD), and apparent tardiness cost (ATC). A three-machine job shop was studied, in which three work organizations were employed, pure flow (fixed sequence), pure job shop ( random sequence), and a hybrid shop where flow is random but with unequal probabilities. Three levels of machine loading were used and average tardiness was used as the performance measure. In most cases, modified due date and apparent tardiness cost were the best rules. The application of the best rules effected the results primarily when applied to bottleneck machines or the first machine in a pure flow shop. Nearly any other rule was acceptable on non-botdeneck machines except FIFO and CR, which consistently perform poorly. No major advantage of mixing rules was found.     

点分法岗位评价指导薪酬管理公平性的探索

薪酬管理的目标是达到薪酬体系的内部公平和外部公平。通过实证研究,应用点分法岗位评价方案,对基准岗位进行岗位评价,确定工作岗位的相对价值,实现组织薪酬体系的内部公平;通过确定基准岗位的外部劳动力价格水平,采用多元回归分析方法,将基准岗位的评价结果与外部劳动力价格相联系,建立回归方程模型,指导非基准岗位的薪酬设计,达到薪酬体系的外部公平,证明点分法岗位评价能应用于国内组织的薪酬管理实践。     

分布式并行无线令牌环接入控制协议

针对Adhoc网络的MAC层协议进行研究,分析了无线令牌环协议(WTRP)的服务规则和控制过程,在对WTRP进行改进的基础上提出一种新的具有QoS保障的无竞争的分布式并行无线令牌环访问协议,即DPWTRP协议。仿真结果表明,该协议的排队等待延迟和等待队列长度均比WTRP有很大降低,稳定性大大增强,更加适用于对时延要求较高的业务。     

高效实时的抽取滤波器的FPGA实现

介绍了分布式算法实现乘积和运算的原理及工程上的实现方式,提出了适合现场可编程门阵列器件基本查找表结构的改进分布式算法,通过计算机仿真,在具体器件上实现了抽取滤波器。实验结果表明:该分布式算法结构可以充分利用现场可编程门阵列器件的资源,并且只引入固定的流水线延迟,具有很好的高效性和实时性。     

组件技术在分布式测试系统与测试工具集成中的应用

设计了一种分布式测试系统软件体系结构,对测试过程及测试工具进行统一管理.通过组件对象模型技术建立了分布式软件测试环境,并在组件的基础上开发了用于第三方测试工具集成的API接口及配置工具.当集成新的测试工具时,只需利用API接口开发工具组件及修改配置文件,测试平台完全不用修改,系统具有二次开发能力.     

美国教师职业倦怠的案例研究

20世纪60~70年代开始,美国的一批临床心理学家开始关注职业倦怠问题,90年代后职业倦怠研究扩展到教育领域。美国哥伦比亚大学教育心理学教授法泊提出教师职业倦怠有三种类型:情绪衰竭型、狂热型、能力富余型。不同类型的教师倦怠需要不同的应对策略,本文以情绪衰竭型教师为例,分析一个美国高中教师倦怠的表现及其应对策略。     

医科大学生就业期望与职业获得的比较研究

文章通过对大学毕业生就业期望的调查,与当年他们的实际职业获得进行比较,结果显示:大学生就业期望值会根据就业形势而发生变化,表现为灵活而理性的主动选择。同时,所学专业、考研、较高的就业期望仍是制约充分就业的重要因素。     

浅谈求职中的大学生弱势群体

从20世纪90年代的后期开始,大学毕业生的就业问题就成为了一个社会热点问题之一。随着毕业生的增多,待就业率呈上升趋势。在就业歧视和高等教育结构失衡等客观事实的影响下,一部分大学生毕业生就业比较困难,成为就业求职大军中的“弱势群体”。详细阐述了大学生求职大学生中存在的主要类型:大专生、普通高校/民办高校毕业生、长线专业毕业生、无经验毕业生、女大学生、贫困生、非本地毕业生等。     

论亲告罪的立法意旨--刑法在社会利益本位原则下的灵活应变

在亲告罪立法意旨的问题上,理论界的通说均是从社会危害性轻微和对被害人之隐私与名誉予以保护这两个角度进行论述,这种传统的观点并不符合犯罪的基本特征、刑事责任之公法性以及刑事诉讼之公益性等刑事法的基本原理.实际上正是由于亲告罪在认定上的主观性和模糊性、中国向来重视家庭稳定的法制传统以及轻重犯罪区别对待的刑事政策,才促使刑法在坚持社会利益本位原则的前提下作出了灵活的变通,在立法中确立了亲告罪.     

Organizational change in the public sector: Augmenting the demand control model to predict employee outcomes under New Public Management

This study identifies the environmental and personal characteristics that predict employee outcomes within an Australian public sector organization that had, under New Public Management (NPM), implemented a variety of practices traditionally found in the private sector. These are more results-oriented, and their adoption can be accompanied by increased strain for employees. The current investigation was guided by two complementary theories, the Demand Control Support (DCS) model and Conservation of Resources (COR) theory, and sought to examine the benefits of building on the DCS to include both situation-specific stressors and internal coping resources. Survey responses from 1,155 employees were analysed. The hierarchical regression analyses indicated that both external and employee-centred variables made significant contributions to variations in psychological health, job satisfaction, and organizational commitment. The external resources, work based support and, to a lesser extent, job control, predicted relatively large proportions of the variance in the target variables. The situation-specific stressors, particularly those involving harmful management practices (e.g., insufficient time to do job as well as you would like, lack of recognition for good work), made significant contributions to the outcome measures and generally supported the process of augmenting the generic components of the DCS with more situation-specific variables. In terms of internal resources, problem and emotion-based coping improved the capacity of the model to predict psychological health. The results suggest that the impact of NPM can be ameliorated by incorporating the dimensions of the augmented DCS and coping resources into the change programme.