论矿山动力现象研究的哲学精神

自然辩证法的若干思想在科学研究中起着重要作用。正确地处理好科学研究中的一些哲学问题,用辨证的思想方法去解决科学难题,对科学研究大有裨益。作者在矿山动力现象的研究中巧妙地运用了辨证的思想,取得了很好的效果。     

人的自我调节机制述评

当前人类的自我调节机制研究主要集中在目标的选择、认知和调节上。自我调节的基本机制包括5个相互联系的重复阶段一目标选择;二目标认识;三方向维持;四方向的改变或修正;五目标终止。另外,自我调节机制的失败有着许多影响因素。     

反馈理论机制在写作教学中应用的国内外研究

反馈在写作教学中的应用,一直是第二语言习得研究的重要课题。为了形成完善的反馈理论机制,大量的研究深入到反馈的各个层面,包括来源、方式、核心、效度等。文章将较详细地介绍国内外有关反馈理论机制的研究现状、研究热点及研究成果,旨在为我国研究者在这一领域的研究提供坚实理论基础和实证研究经验。     

变时滞随机大系统的输出反馈分散控制

研究了一类具有严反馈形式的变时滞随机非线性大系统,其互联项满足线性增长约束,选择了适合这类组合非线性系统的分散状态观测器,应用Backstepping方法,通过选取适当的四次型控制Lyapunov-Krasovskii泛函,并参照Lyapunov-Krasovskii泛函定理,设计了输出反馈分散控制器,使得其闭环系统的平衡点在概率意义下时滞无关渐近稳定。通过仿真实验,其结果表明了该控制算法的有效性。     

农业院校实践教学质量监控体系的探索

实践教学是高等学校教学中的重要环节,对大学生创新意识、实践能力和科学素质的培养起着重要的作用,目前高等学校实践教学质量监控存在管理与评价体制不完善、监控力度不够、质量监控缺乏系统性等问题,提出了制定本科实践教学质量评估标准,建立实践教学质量常规检查制度,成立实践教学督导组织,建立学生信息反馈机制,改善实践教学条件,提高人才培养质量等完善实践教学质量监控体系的措施。     

基于遗传算法的设计结构矩阵优化方法研究

分析了DSM(Design Structure Matrix)优化方法的研究现状及不足,接着以耦合强度为基础,提出了数字化的设计结构矩阵。以此矩阵为基础,以遗传算法为优化工具,经过目标函数的设立,编码、交叉算子、变异算子等的设计,提出了一个新的DSM优化方法。以飞机某一部件的设计过程为例,实现了设计的时间、费用及过程优化,并与现有算法作了对比分析,验证了新优化方法在寻优效率、目标函数、及最优化结果等方面的优越性能。     

Responding to Inconsistent Performance Feedback on Multiple Goals: The Contingency Role of Decision Maker's Status in Introducing Changes

We advance performance feedback theory by showing how decision makers respond to inconsistent performance feedback on multiple goals, and how status shapes these responses for introducing behavioral changes. We argue that inconsistent performance feedback on primary and secondary goals decrease decision makers' propensity to initiate changes, while their high status operates both as a critical asset that motivates solution search for fixing a performance shortfall on a primary goal and as a resource buffer against self-enhancement beliefs when addressing inconsistent feedback on multiple goals. We test our arguments using a dataset of 107,791 Airbnb properties and find support for our hypotheses. We discuss the contributions of our findings to the performance feedback theory.     

Public response to welfare policy retrenchment: The importance of trust in implementing agencies. The case of early retirement in Sweden 1999–2010

There is a long-standing argument that citizensapos; trust in the state needs to be recurrently reproduced for policies to endure and that this also includes trust in its separate policy agencies. Such trust is likely to be more important for costlier policies, as, for example, social insurance schemes. The article explores whether short-term changes in welfare programme generosity affect peopleapos;s trust in the agency implementing the programme. Using the example of early retirement in the encompassing welfare state of Sweden, we study a decade of significant reform (1999–2010), during which the inflow to early retirement diminished greatly, as did citizensapos; trust in the implementing Swedish Social Insurance Agency (SSIA). We conclude that citizensapos; trust is higher when implementation is more generous. Indeed, a third of the drop in citizensapos; trust in the SSIA over the period can be explained by declining levels of generosity in early retirement, with people politically to the left responding with lower trust. Theoretically, we suggest, first, that trust in implementing institutions can function as feedback to policy and, second, that there is a basic relationship between more generous policy outcome and higher trust in encompassing welfare states such as Sweden.     

CEO satisfaction and intended strategic changes: The moderating role of performance cues

How do CEOs react to attainment discrepancies in their organizations' performance? Scholars have generally argued that (only) when performance falls below a certain aspiration level do CEOs intend to change the organization's strategy. However, empirical evidence on this issue is ambiguous and inconclusive. We address this puzzle directly by studying how CEOs' cognitive interpretations of performance (their satisfaction with the firm's performance) affect the magnitude of intended strategic changes, and we explore the moderating effect of the context (performance compared to the industry) on this relationship. Using a sample of medium-sized organizations, we find that CEOs' satisfaction with performance is negatively related to intended strategic changes, as expected, but only in contexts of poor performance compared to the industry. The negative relationship becomes less pronounced when performance compared to the industry reaches a certain threshold and even appears to reverse when the latter is extremely high. Moreover, exploratory post hoc analyses tentatively suggest the existence of two alternative intended change trajectories: contractive as a reaction to dissatisfaction and poor performance, and expansive as a response to satisfaction and high performance. These findings help to contextualize the effects of attainment discrepancies in light of conventional performance feedback theory and alternative theoretical perspectives.     

The Effects of Social Comparison and Objective Feedback on Work Performance Across Different Performance Levels

This study investigated the interaction effects of feedback content type (social comparison feedback vs. objective feedback) and two different performance levels (high vs. low) on work performance. One hundred fifty participants were recruited and asked to perform a simulated work task in a preliminary session. Based on their performance, the upper 40% (high performance) and lower 40% (low performance) groups were selected for the main experiment. Participants in each group were randomly assigned to the two different experimental conditions: objective feedback and social comparison feedback. For the participants in the objective feedback condition, information on the number of correctly completed work tasks was provided. For the participants in the social comparison feedback condition, rank information on their performance was provided. The results indicated that social comparison feedback was more effective than objective feedback for the high performers, but was less effective for the low performers.