股票市场投资与主观幸福感————基于个体投资者的调查问卷分析

基于个体投资者的调查问卷结果显示,约百分之四十六的投资者认为股票投资带来的快乐不同程度地超过痛苦。生活的总体幸福感、年龄、投资收益、投资规模是直接影响投资幸福感的重要因素。对生活总体幸福评价高的投资者从股市投资中能获得更多的幸福;年龄对投资幸福感的影响呈U形,中年人的投资幸福感低于老年人和青年人;投资者长期的总体投资收益对投资幸福感有显著的正向影响,而短期内的收益对投资幸福感没有影响;投资规模占家庭资产比重越大,投资幸福感越高;投资的绝对规模越大,投资幸福感越低。此外,认知偏差、投资目标、个性特征等因素可以通过影响投资收益或总体生活幸福感从而间接影响投资幸福感。     

主观推介与隐性评价——“不/没＋VP1＋等于＋没/没有＋VP2”构式探析

评价是一个表达范畴,与句法、语义和语用都密切相关。评价意义可以通过词汇手段显性表达,也可以通过句法手段隐性表达。由于隐性表达比较隐蔽,对其进行发掘和整理就显得尤为重要。本文属于隐性评价的个案研究,论述了＂不/没＋VP1＋等于＋没/没有＋VP2＂构式的句法和语义、构式的主观性和主观化、构式的语用功能,发现该构式表达一个蕴含假设关系的主观等值命题,主观性非常强。构式由动词＂等于＂连接前后两项,语义重心在前,其构式义是主观推介和隐性评价的复合。该构式具有焦点凸显、广告宣传、施为导向等语用功能。     

对实证主义若干误解的辨析

实证主义在发展过程中遭受了诸多的曲解和误读。运用马克思主义辩证法辨析实证主义,人们会发现：反驳实证主义是狭隘的经验主义、实证主义是唯心主义的不可知论、实证主义对形而上学的拒斥是错误的、实证主义的自然主义倾向是对人文价值的贬低。     

“那叫一个Ｘ”句式考察

"那叫一个X"是一种表强调的主观性句式:"那叫一个"在有程度区分的成分前,能强化其程度的非同寻常;光杆行为动词也能通过语境的激活进入该句式,强调这种动作行为的不一般;在强性或极性状态性的成分前则表达对这种状态的"极性"的单纯强调,若状态不是强性或极性的,则也有一定的强化作用。"那叫一个X"的主观化历程为:从表示客观判断的"那叫X"到有主观强调意味的"那叫X"再到主观性更强的"那叫一个X"。"那叫一个X"与"这叫一个X"呈现出使用上的不对称,这与它们作指示代词时的基本用法有关。     

Reducing child poverty by promoting child well-being: Identifying best practices in a time of great need

Child poverty in the United States persists despite a range of social services designed to reduce poverty rates and improve the economic self-sufficiency of families. The economic downturns resulting in job losses and the housing crisis have converged to create a new group of families who were managing to remain out of poverty prior to the recession but are now slipping into poverty, putting additional strain on services. In light of these pressing issues, this article synthesizes the literature examining child poverty to take a long-range view of the relationship between economic strain, system involvement, and impacts on children and the systems attempting to serve these children. The effectiveness of various policy and program efforts aimed at reducing child poverty rates and/or ameliorating the negative effects of living in poverty is reviewed. The article concludes by suggesting a major shift in focus from reducing child poverty as a singular goal to a comprehensive approach to promoting child and family well-being.     

论司法证明方法的第三次转变

从古到今,司法证明方法变动不居。而证据是司法证明方法历史兴替的标志,证明方法的各种属性是司法证明方法历史兴替的根据。发源析流,知古鉴今,人类社会的司法证明方法已然经历过两次重大的转变,当代基于各种现代技术手段和仪器测试而取得的各种各样的心理证据的出现预示着司法证明方法第三次转变的发展方向。而一些国家对证明犯罪人主观心理方法合法性的立法认可显露了司法证明方法第三次转变的冰山一角。     

12-h workdays: current knowledge and future directions

Work schedules other than those based on the traditional 8-h workday duration have become much more common in recent years. Many such schedules compress the work week into three or four longer workdays and include an increased number of days off. In particular, rosters based on 12-h workdays have gained in popularity, and such rosters have been the focus of considerable research. The literature on 12-h workdays is, however, full of inconsistencies. Not surprisingly, there is considerable evidence from some of these studies that 12-h shifts tend to cause more fatigue than 8-h shifts. This extra fatigue may be associated with lower work efficiency, and with more errors and accidents. There is also strong evidence that workers prefer 12-h shifts due to some perceived advantages. The present paper reviews and examines these studies and their findings and discusses some possible reasons for the apparent contradictions in reported findings. Directions for decision makers and future research are suggested.     

The development and validation of a job crafting measure for use with blue-collar workers

Abstract

Job crafting describes a set of proactive behaviours in which employees may engage to shape their work in order to minimize hindering job demands and maximize resources and challenging demands. Such behaviours may be particularly important among blue-collar workers whose jobs are characterized by poor working conditions and low well-being. We present the development and adaptation of a job crafting measure that may be used among blue-collar workers, based on an existing scale by Tims, Bakker, and Derks (2012) that was not specifically developed for blue-collar workers. We test the validity and reliability of the measure in a longitudinal study based on multiple source information from mail delivery workers in Denmark (N=362 at Time 1; N=408 at Time 2). Results indicate the presence of five job crafting dimensions: increasing challenging demands, decreasing social job demands, increasing social job resources, increasing quantitative demands and decreasing hindering job demands. These can be reliably measured with 15 items. The measure shows acceptable discriminant and criterion validity, and test-retest reliability. The findings extend the application of the original questionnaire. They also add to knowledge of the job crafting behaviours in which blue-collar workers engage and link them to well-being outcomes.     

An expanded typology of conflict at work: Task,relationship and non-task organizational conflict as social stressors

This study investigated the roles of three types of conflict at work – task, relationship and non-task organizational – in predicting employee strain. These conflict types refer to disputes over issues that are, respectively, work-task specific, driven by emotionally charged interpersonal animosity or rooted in more broad organizationally relevant issues. Findings from a sample of 260 working adults from various organizations in the United States supported the notion that the three types of conflict function as social stressors and are related to a variety of psychological, behavioural and physical strains. They extend previous research based primarily on relationship conflict. Non-task organizational conflict emerged as a key predictor across strain criteria, thus highlighting the importance of including a more complete conceptualization of the conflict construct in social stress research. The results for task conflict are at variance with findings that it can be beneficial, and suggest that its negative relationship with well-being may be due to its co-occurrence with the other forms of conflict. These findings provide support for an expanded typology of conflict.     

The effects of organizational learning climate,career-enhancing strategy,and work orientation on the protean career

The concept of the protean career has been discussed in the career development field over the last three decades. The main purpose of this study was to conduct an empirical assessment of the individual protean career attitude and investigate the relationships between the protean career attitude and other variables such as organizational learning climate, individual career-enhancing strategy and work orientation. The hypotheses were investigated through a correlation and a path analysis of data from 244 employees of a Korean financial company. The results provide useful information on the direct effects of career-enhancing strategy and work orientation on the protean career attitude. In addition, an indirect effect of organizational learning climate was identified.