内容激励理论跨文化适用性探析

内容激励理论不加辨别的跨文化应用遇到了很多问题,未达到有效激励员工的理想效果.文章在前人对不同文化环境下人群需要差异性的研究基础上,分析了内容激励理论文化不适应的原因,文化对人群的需要产生的影响.同时也对内容激励理论如何应对这种文化的挑战进行了探讨.     

Critical Latitude

From his educational background both in France and America, Professor Pavel not only expresses his endorsement, understanding and judgment of the concept of “imposed interpretation,” but also his opinion and further academic expectations. The article has three parts. First, he confirms the existence of the specific problems of “imposed interpretation,” “subjective assumption prior to interpretation,” and “reversed route of cognition.” Second, he points out that the phenomen on of imposed interpretation is not unique in contemporary times and has existed in Western literary research since the beginning of the 19^th century— from the Zeitgeist of the age of Hegel, the social environment of positivism, the narratology of structuralism, and to contemporary literary critique, all of which have the feature of using concepts to cover the multiformity of literary works. Pavel finally points out that the contemporary phenomen on of “imposed interpretation” embodies the features of American culture and exposes the problem of American education. He hopes that scholars can keep critical latitude and vitality while rectifying the errors in literary research.     

30°E以西非洲热带辐合带位置异常分析

一月在几内亚湾北部及其北岸中段存在的局部热低压是一月份30°E以西的非洲热带辐合带位于北半球而不是南半球的直接原因,究其根本原因则是与几内亚湾暖流及上几内亚高原的南侧在一月份能充分地截获斜射的太阳光热有关.     

从新的高度认识"三个代表"重要思想

进一步深入学习"三个代表"重要思想具有重大的现实意义和深远的历史意义.为此,试图对"三个代表"重要思想产生时代背景、实践基础、科学内涵、精神实质和历史地位等作了力求深入的认识和剖析.     

南怀仁《坤舆全图》的文献价值

南怀仁《坤舆全图》于康熙甲寅年(1674)木板印制。全图布局合理,恢宏大气,图文并茂,制作精致,设色鲜明。南怀仁巧妙地运用“动静之义”,论证舆图的“地圆说”。用经纬理法的科学制图方法,标识出五大洲的南北东西迄点。对世界各地的风土、人情、物产等做了全面的记述,又对全球著名的山岳高度、河流长度等做了大量的数据统计。第一次提出小西洋的概念,即印度洋水系。南怀仁《坤舆全图》,是中国古代中文版世界地图的集大成者,具有里程碑的意义。     

Perceiving freedom givers: Effects of granting decision latitude on personality and leadership perceptions

A perennial question facing managers is how much decision latitude to give their employees at work. The current research investigates how decision latitude affects employees' perceptions of managers' personalities and, in turn, their leadership effectiveness. Results from three studies using different methods (two experiments and a survey) indicate an inverted-U shaped relationship between degree of decision latitude and leadership effectiveness perceptions. The increase in leadership effectiveness perception between low and moderate decision latitude was explained by an increase in perceived agreeableness; the decrease in leadership effectiveness perception between moderate and high decision latitude was explained by a decrease in perceived conscientiousness. Theoretical and practical implications of these findings are discussed.     

Quality Assessment Study of Brief Psychotherapy at a University HMO Setting

Abstract

This paper describes the results of a short-term psychotherapy (four to fifteen sessions) quality assessment study conducted at the University of Massachusetts Mental Health Service. The outcome measures devised and the process of their administration are described. The positive outcome results of this study are encouraging and supportive of the impression that high quality brief psychotherapy can be provided at university counseling services. Student and health maintenance organization (HMO) member consumer evaluation opinions were positive and their utilization of services was found to be psychologically sophisticated and appropriate. A frequency table lists the most common presenting problems of this population. Practical modifications are suggested for future quality assessment research of brief psychotherapy.     

机载SAR图像快速经纬度计算及精度分析

从机载合成孔径雷达(SAR)距离一多普勒原理出发研究目标定位问题,文中采用多项式拟和平台位置,修正了零多普勒条件方程,建立了适合机载SAR的构像模型和坐标系变换关系,提出了一种实时无参考点定位情况下的雷达图像经纬度计算方法,并对影响定位精度的参数包括平台测量误差、多普勒中心估计误差和载机高度误差进行定量分析,实验结果表明该方法能有效地校正SAR图像存在的几何变形,定位误差精度与理论分析基本一致.     

Decision latitude, job demands, and employee well-being

Karasek (1979) drew attention to the possibilities that job characteristics may be non-linearly associated with employee well-being, and that they may combine interactively in relation to well-being. This paper examines those issues, and finds that both linear and non-linear components are present in relationships between job features and well-being. However, there is no evidence for a synergistic interaction between decision latitude and job demands. Those job features are differentially predictive of two aspects of well-being: job-related depression-enthusiasm and anxiety-contentment.