高职学生社会支持与主观幸福感关系研究

为了解高职学生社会支持与主观幸福感的关系,为高职学生的主观幸福感干预提供帮助,采用SSRS和GWB问卷,调查了河南400名高职学生。结果表明高低社会支持组学生的主观幸福感差异极显著;社会支持及其各维度与主观幸福感的正相关极其显著;客观支持能显著预测主观幸福感,主观支持和支持利用度的预测作用极其显著。     

论阿兰.巴迪欧的主体观

巴迪欧认为存在着唯物主义和唯心主义两种传统的主体范式,唯物范式将主体简化为身体,唯心范式则将主体与身体分开。前者执著于生命中的死亡体验,是世俗性的“享受”;后者注重死亡中的生命体验,呈现为宗教般的“牺牲”,但二者最终走向死亡。因此,巴迪欧提出了第三种主体范式,它处于真理生成的轨道中,居于事件与真理之间,并忠诚于事件。在新的主体范式中,主体与身体具有同一性,既不可分也不可约,两者结合在一起,却又保持着彼此的特殊性。巴迪欧给出的是主体化的身体,这一新的身体作为两者的结合体而出现。     

对隐喻的空间映射论与概念整合认知过程的再认识

回顾Fauconnier的空间映射论与概念整合的认知过程,并对其中的有关内容进行再认识.在再认识中着重强调空间映射与概念整合过程中主观能动性的发挥,相似概念提取的重要性,及隐喻形成后所提取概念缺省的必要性.结论:从认知语言学来看,隐喻的常规和非常规含意划分意义不太大.     

近十年来北京市城区居民生活质量之变迁--对1991年与2001年两次抽样调查的比较分析

本文以 1 991年和 2 0 0 1年两次抽样调查资料为基础 ,从 6个方面 ,选择了 9个主要指标对近 1 0年来北京城区居民生活质量的变化轨迹进行了初步的描述。研究表明 ,近 1 0年来 ,北京城区居民在物质生活方面有显著改善 ,但无论是 1 991年 ,还是 2 0 0 1年 ,生活质量综合指数得分都没有达到全面小康社会的标准 ,这说明进一步提高居民生活质量 ,仍然是全面建设小康社会的重点之一。     

预约合同的违约责任研究

我国现行法缺乏预约合同的系统规定,有关预约合同的违约责任认定也未在学界与实务界达成一致认同。从适应我国现有法治环境并提出合理法制构建的角度出发,选取“主客观相结合说”为预约合同的理论基础,对预约合同的内涵与预约合同的违约责任进行讨论。在预约合同已约定违约责任的情况下,违约责任的承担方式应当依照合同规定;在没有明确违约责任承担的情况下,法官应当从主观层面和客观层面两个层次进行分析从而明确预约合同的效力进而判定违约责任的承担。     

金融投资影响居民主观幸福感的影响研究——基于CFPS数据

随着金融资产在居民家庭资产结构中的地位上升,金融投资活动对居民主观幸福感的影响日趋显著,这种主观幸福感可以用生活满意程度和未来信心程度来刻画。来自中国家庭追踪调查数据的经验证据表明,家庭金融投资规模对居民生活满意程度和未来信心程度都会产生负向影响;家庭金融投资绝对收益对居民生活满意程度存在正向影响,而家庭金融投资相对收益则对居民未来信心程度存在负向影响。这些情形可能源自于金融投资市场在市场机制、公平程度、投资者教育等方面的欠缺,需要管理者采取措施来改变这种幸福感损失。     

Accuracy,confidence and consensus in bayesian hypothesis inference

Interest centres on a group of statisticians , each supplied with the same n sample datapoint sandmaking formal Bayesian inference with a common likelihood function but differing prior knowledge and utility functions.

Definitions are proposed which quantify, in a commensurable way, the inference processes of “accuracy”, “confidence” and “consensus” for the case of hypothesis inference with a fixed sample size n.

The general significance of comparing the three quantifiers is considered. As n increases the asymptotic behaviour of the quantifiers is evaluated and it is found that the three rates of convergence are of the same order as a function of n. The results are interpreted and some of their implications are discussed.     

Non-parametric estimation of data dimensionality prior to data compression: the case of the human development index

In many applications in applied statistics, researchers reduce the complexity of a data set by combining a group of variables into a single measure using a factor analysis or an index number. We argue that such compression loses information if the data actually have high dimensionality. We advocate the use of a non-parametric estimator, commonly used in physics (the Takens estimator), to estimate the correlation dimension of the data prior to compression. The advantage of this approach over traditional linear data compression approaches is that the data do not have to be linearised. Applying our ideas to the United Nations Human Development Index, we find that the four variables that are used in its construction have dimension 3 and the index loses information.     

Does performance management affect nurses’ well-being?

AimThis article focuses on employee performance-management practices in the healthcare sector. We specifically aim to contribute to a better understanding of the impact of employee performance-management practices on affective well-being of nurses in hospitals. Theory suggests that the features of employee-performance management (planning and evaluation of individual performances) predict affective well-being (in this study: job satisfaction and affective commitment).MethodsPerformance-management planning and evaluation and affective well-being were drawn from a survey of nurses at a Flemish hospital. Separate estimations were performed for different aspects of affective well-being.ResultsPerformance planning has a negative effect on job satisfaction of nurses. Both vertical alignment and satisfaction with the employee performance-management system increase the affective well-being of nurses; however, the impact of vertical alignment differs for different aspects of affective well-being (i.e. job satisfaction and affective commitment).ConclusionPerformance-management planning and evaluation of nurses are associated with attitudinal outcomes. The results indicate that employee performance-management features have different impacts on different aspects of well-being.     

Testing the gender similarities hypothesis: differences in subjective task value and motivation to transfer training

ABSTRACT

Are female and male trainees similar or different in their reaction to training programmes, specifically regarding their subjective task value and motivation to transfer? According to the gender similarities hypothesis, women and men are alike on most psychological variables. However, according to research in organizational behaviour, female and male employees differ on certain aspects, such as their job satisfaction and work identity. To test these two views on gender similarities and differences in the context of human resource development and training evaluation, the present study examined the extent to which gender moderated reactions to training. Based on the expectancy-value theory of motivation and self-determination theory, a web-based questionnaire was used to measure six training reactions: intrinsic value, attainment value, utility value, perceived relative cost, autonomous motivation to transfer, and controlled motivation to transfer. The results indicated that women and men differed in their ratings of attainment value but were similar for the remaining five reaction measures. These outcomes support the gender similarities hypothesis. The findings are discussed in terms of their theoretical implications for modelling gender effects in HRD research and their practical significance for promoting training effectiveness and transfer of training.