企业文化与企业发展

文章对企业文化与企业发展之间的内在关系进行了探讨。文章认为:企业的持续成长需要独具特色的企业文化予以支撑;要提高企业竞争力必须实现企业文化的制度化;要推动企业人健康发展,应构建以人为本的企业文化。总之,推动企业的健康发展,必须着力搞好企业文化建设。     

激励的三种特性分析——一种新的激励观点

提出了一种新的激励观点--广义激励观点,认为无论作用于个体行为的力量是驱动,还是阻碍行为个体行为的发生,广义激励观点把这种力量都看作是激励.在广义激励观点下,分析了个体的行为,并得到了个体行为的函数表达式,认为激励具有三种特性内部外部特性、正向负向特性和强度特性.     

人格对大学生运动动机的预测研究

文章考察了人格对大学生运动动机的预测机制。选取渤海大学公共体育课各个专业的学生345人为样本,建立人格得分与运动动机得分之间的预测模型。结果表明,人格对运动动机具有显著的预测作用:责任感、外向性和宜人性是预测运动动机得分的主要维度。人格在不同人群中预测模型是不一样的,可能并不存在统一的预测机制:男生的运动动机得分受神经质的影响较大,外向性在独生子女样本中起较大的预测作用。     

基于传播诱因的社会化营销传播研究

近年来,各类形式多样的社交网站激增,社交媒体用户也达到了前所未用的规模,新兴的社交媒体正以风驰电掣的速度给互联网用户带来了一场社交变革.本文正是以互联网用户的传播诱因作为出发点深度解析用户的社交媒体使用行为,进而对企业的社交营销给予建议.通过研究表明,用户的社交传播动机可分为:自我表达,身份认同;信息易感,资源分享;利益驱动,行使传播权三种类型.以用户的心理动机为理论基础,结合微博、微信等给媒介平台的属性为企业的社会化营销提出了三大策略建议.     

中国集体林权制度变迁及其内在经济动因分析

随着我国宏观经济改革的不断深化,推进集体林权配套改革成为社会对集体林权改革的共识。因此,加强对集体林权制度改革变迁的研究,对于明确集体林权配套改革方向、深化社会宏观经济改革具有重要意义。根据不同历史时期集体林权制度对于产权主体的不同界定,将集体林权制度变迁的历程划分为4个阶段,并运用经济学的生产与消费、博弈论、制度经济学等理论对4个阶段的经济动因做了系统分析。结果表明：历次集体林权制度变迁的方向是与国家当时经济社会环境紧密相关的,历次集体林权制度变迁实质均是国家基于宏观经济最优化目标下的制度安排,与在此安排下农民作出的微观理性选择的结合,集体林权制度改革的成功实施均是宏观制度安排与微观理性选择相一致的结果。     

明清俗语辞书中词的理据研究的特点、角度与不足

理据是确定词的音义关系的依据。明清俗语辞书中关于词的理据研究的内容较多,值得学界重视。明清俗语辞书中的理据研究的特点是关注词的社会性、注重分析复合词的理据、批评流俗词源;其研究分别是从字义、语音、同源词与事物属性等不同角度进行的;其不足是存在一些缺失与存疑的情况。     

大学生道德动机对道德判断与反社会行为的调节效应研究

以410名学业不良或在校有打架斗殴行为的大学生为调查对象,采用问卷调查法探讨大学生道德动机在道德判断与反社会行为之间的调节效应.研究结果发现:(1)大学生反社会行为与道德判断、道德动机相关显著,反社会行为与个人利益呈显著正相关,与维持规范、后习俗水平、公民意识、无私和道德同一性呈显著负相关;(2)在对大学生反社会行为的预测中,大学生道德判断预测力高于道德动机预测力,其中个人利益在预测个体反社会行为上占主体成分;(3)在道德判断对大学生反社会行为的影响中,道德动机起着部分调节效应.文章依据研究结论提出相应的建议,以预防大学生反社会行为的发生.     

Transformational leadership and optimal functioning at work: On the mediating role of employees' perceived job characteristics and motivation

This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands–resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented.     

On the psychological and motivational processes linking job characteristics to employee functioning: Insights from self-determination theory

The aim of this study was to provide insight into the differential relationships between job characteristics (job demands and resources) and employee functioning by examining the psychological and motivational processes involved. Drawing on self-determination theory, we tested a model in which job demands are positively related to negative manifestations of employee functioning (psychological distress and psychosomatic complaints) through psychological need frustration and low-quality work motivation (controlled motivation), whereas job resources are positively related to positive manifestations of employee functioning (work engagement and job performance) through need satisfaction and high-quality work motivation (autonomous motivation). Data were collected from 699 Canadian nurses. Structural equation modelling (SEM) results support the proposed model: psychological needs and work motivation partially mediated the relationship between job characteristics and employee functioning. Specifically, job demands negatively predicted employee functioning (high distress and psychosomatic complaints, low engagement and performance) through need frustration and controlled motivation. In contrast, while positively predicting need satisfaction and negatively predicting need frustration, job resources fostered optimal work motivation (more autonomous and less controlled motivation) and employee functioning. The implications for self-determination theory (SDT) and research on occupational health and stress are discussed.     

对《大学医学英语》教学现状的反思

对《大学医学英语》的教学现状进行观察、调查和反思之后,我们发现:课堂教学效果不佳的根本原因是学生的学习动力不足。因此,努力营造一种"医文结合,文理渗透"的学习环境与氛围,使"厌烦"和"不喜欢"《大学医学英语》的医学生"喜欢"甚至"酷爱"这门课,是师生共同走出"尴尬"局面的最佳出路。