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.     

基于工作任务模型的岗位培训课程体系构建

针对岗位培训中“学用脱节”的突出问题,选取高级烟叶技术员、高级客户经理、高级专卖稽查员3个岗位,采用工作任务模型开展培训课程体系设计及课程开发。实证研 究结果表明,工作任务模型是一种有效的岗位培训课程体系设计与开发方法,据此建立的岗位课程体系对解决培训中“学用脱节”有较好的效果。     

差错管理文化对双元绩效的影响机理研究——基于组织认同的中介效应

员工在工作中会不可避免地产生差错,差错的消极影响往往会被放大,从而不利于员工绩效的提高。对安徽省企事业单位的样本数据分析显示:差错管理文化与员工双元绩效具有显著正相关关系;组织认同在差错管理文化与员工双元绩效的关系中存在部分中介效应,即差错管理文化能够直接对员工双元绩效产生影响,也可以通过组织认同来影响员工的任务绩效和周边绩效。管理者应当注重提高组织差错管理文化水平,营造良好的差错管理文化氛围,对员工差错给予更多的理解与包容,从而增强员工对组织的认同感,促进员工任务绩效和周边绩效的提升。     

重复的三种诗学功能

居于重复来研究文学,成为20世纪诸种研究方法的切入点。但这并不意味着有关重复诗学的研究已根深叶茂。学术史表明,人们往往只是将重复作为洞烛微明的有效工具,而对工具本身却缺乏应有关注。本文力图描述重复诗学的核心问题,即其基本的诗性功能。拟从重复之间的不同关系入手,推定出三种基本的功能形态：再现式、反讽式和互文式。进而发现,这三种功能不仅相互对立,而且彼此交织缠结。任何重复所衍生的意义,都是这三种功能合力的结果。而且,它们在不同重复现象中显现出来的力度各异,也就带来了诗性意义的复杂多变。     

Evaluation of single and mixed verbal operant arrangements for teaching mands and tacts

The purpose of this series of experiments was to evaluate the effects of mixed mand-tact arrangements on the acquisition of mands and tacts in preschool-aged children. In Experiment 1, the effects of three training arrangements (mand-only training, tact-only training, and mand-tact training) were investigated with 3 typically developing children. Rates of acquisition in single (mand-only and tact-only) versus mixed (mand-tact) presentation were comparable, in contrast to earlier investigations. Experiment 2 attempted to clarify the equivocal findings of Experiment 1 by directly replicating the Carroll and Hesse (1987) investigation with 2 typically developing children. Results again demonstrated no clear benefit of mixed verbal operant training on tact acquisition. In Experiment 3, these same arrangements were evaluated with a boy with autism and included assessments to determine that a relevant establishing operation was in effect prior to each mand training session. Experiment 3 again failed to demonstrate the facilitative effects of mand-tact training on the acquisition of mands or tacts. Taken together, the data from these three experiments fail to support the improved efficiency of mand-tact training suggested by prior studies. Findings are discussed in the context of future research investigating mixed verbal operant arrangements.     

论立德树人是高等教育的根本任务

立德树人作为高等教育的根本任务,揭示了高等教育的本质属性,这既反映了其建设的内在要求,也指明了其改革的基本方向,更明确了高等教育发展的题中之义。立德树人作为高等教育的根本任务,凸显了高等教育的鲜明特征,即政治性、时代性与目标性。立德树人作为高等教育的根本任务,确立了高等教育的历史使命,这既是高等教育的时代重任,也是高等教育者的神圣职责,还是高教战线的伟大实践。     

组织变革背景下员工角色超载的影响作用： 一个有调节的中介模型

组织变革日益成为我国企业进行转型升级的重要途径。以往研究对企业员工在变革背景下的角色压力及其影响后果关注不多,针对380名员工的问卷调查发现,在组织变革背景下,员工对自身角色超载的感知会降低他们对组织的情感承诺,进而提高其离职倾向,并同时降低其任务绩效、减少帮助行为。另外,员工在组织中的参与程度会调节上述中介关系。具体而言,当参与程度较高时,角色超载通过情感承诺间接影响离职倾向、任务绩效和帮助行为这三类结果的效应就会减弱,反之则增强。这些发现一方面增进了关于角色超载影响作用的深入理解,另一方面也对组织变革和压力管理的理论和实践提供了重要启示。     

组织成员绩效结构理论研究述评

在过去的许多年,对工作绩效的研究出现了许多问题,不断重复的实证研究以及在工作绩效结构研究方面的混乱状态引起了学者们的严厉批评.这方面的研究主要包括组织公民行为、亲社会组织行为、关系绩效和任务绩效、角色行为和角色外行为以及任务绩效和非任务绩效.正是这些理论导致我们对工作绩效范围的重新思考.继续将非任务绩效看作是超越工作范畴或正式系统的非报酬行为是没有益处的.文章对组织成员行为绩效的主要成果给予介绍和评价,其主要目的是综合国内外现存文献,以便于将来学者们研究.     

荒诞派戏剧的成就与局限 --尤奈斯库的《头儿》漫论

<头儿>是荒诞派戏剧大师尤奈斯库的一部早期剧作,它较为突出地展现了荒诞派戏剧的基本艺术特征.在<头儿>中,人们欢呼雀跃地等待"头儿"的出现,而最终看到的却是一个"没有头"的"头儿".剧作家以此揭示20世纪中叶,人类精神家园的失落和强烈的虚无感.在这样的世界里,人存在的个性价值没有意义的,人与人之间所达成的关系是偶然的,人与人之间的相互认识是不可能的.     

供应链中合作产品开发的任务分配决策分析

分析了不同市场状况下,新产品开发任务在制造商及供应商间分配的决策。结果表明,分离控制决策供应商承诺情形下,其参与任务分担受到一个阀值的限制,由双方相对边际利润及开发能力决定。分离控制决策制造商指派下,供应商承担开发任务比例更高且产品开发项目规模更大。两种分离控制情形下供应商承担的任务比例都与其边际利润和开发能力正相关,与制造商的边际利润和开发能力负相关。集中控制开发任务分配相较于分离控制,企业间决策的产品开发项目规模更大。