毕业生就业的一个数学模型

文章针对高校毕业生“供需见面，双向选择”的就业分配方式，把毕业生就业分解为毕业生与用人单位之间的评价问题和毕业生与用人单位之间的配对最优化的问题。建立双向评价的指标体系和量化评价指标的计算模型，以满意度计量评价结果，提出了双向满意度的概念，建立了使两者配对达到整体总满意度最大的整数规划优化模型。根据建立的模型，使理想的毕业生就业双向选择问题得以实现。     

Ecological restoration volunteers: the benefits of participation

There is an international volunteer movement to protect and restore sensitive natural landscapes. In Illinois alone, almost 40,000 acres of rare prairie, oak savanna, wetlands and woodland ecosystems in urban and suburban communities are monitored and managed by volunteers. As natural habitats disappear or become degraded worldwide, it is increasingly important to understand how a personal involvement with nature, in the form of restoration, benefits the individual as well as aiding in species and ecosystem survival. This study examined the satisfactions that volunteers derive from prairie restoration in the Chicago metropolitan area. Questionnaire responses from 263 volunteers indicate that volunteers experience high levels of many different satisfactions. Tenure, frequency and extent of involvement in restoration were used to predict restoration satisfactions, life satisfaction and life functioning. Implications for recruiting and sustaining volunteer involvement in restoration efforts are discussed.     

基于满意度评价的城市可持续发展实证研究

基于满意度评价原理构建的满意度评价数学模型能较好地用于评价城市的发展现状。将城市作为一个完整系统,为得出较符合城市可持续发展的评价结果,选取以下功能团指标是合适的:反应系统的社会、经济、环境发展水平;反应经济与环境的关联效率的发展效能;反应系统未来发展能力的发展潜力;反应系统内部子系统之间发展协调情况的发展协调度;反映系统与系统环境间能流、物流、信息流、价值流交换程度的发展开放度;反映人类调节系统发展能力的发展调控度;反映区域内部各地区经济水平差距的发展均衡度。以此为基础得到的评价结果不仅能为城市发展政策制定者提供有关城市发展现状的客观数据,还能为城市发展方向提供参考。     

教師應該允許有多大的自主性(英文)

本文涉及教師自主性的問题,包括教師應否有自主性,應有多大的自主性。作者探討了教師自主性在课堂及學習過程中發揮的正面影響。教師的自主性與他的满足感乃至流動性都有直接的關係。本文還對學校行政人員在教師自主性上扮演的角色也作了回顧,闡明了行政人员經常出於各種考慮傾向於限制教師的自主性。此外,也探討了規範化测試對於教師自主性的影響。     

Exploring work- and organization-based resources as moderators between work-family conflict, well-being, and job attitudes

In modern Western life it is difficult to avoid work-family conflict. Therefore the resources that might reduce its negative outcomes on well-being and job attitudes come into focus. Our study contributes to the work-family conflict literature by exploring the indirect (moderator) and direct role of three work- and organization-related resources, i.e., job control, family supportive climate, organization-based self-esteem (OBSE), in the work-to-family conflict and well-being/job attitude relationship. Theoretically, the study tested the recently developed Job Demands-Resources (JD-R) model in the Scandinavian context. Data for the study were gathered from three differing Finnish organizations (health care district, ICT company, Cardboard mill; n=1252). In line with the predictions of the JD-R model, job demands (time- and strain-based work-to-family conflict) were more robustly associated with strain-based outcomes (physical symptoms), whereas job resources (job control, family supportive climate, OBSE) were more strongly linked to motivational-based outcomes (job satisfaction, organizational commitment). Both job control and family supportive climate moderated the relationships studied; high job control and family supportive climate buffered against the aversive effects of work-to-family conflict on well-being and job attitudes. These indirect effects also varied in relation to the independent, moderator, and dependent variables. However, OBSE did not operate as a buffering factor, although it showed significant direct effects. From a practical viewpoint, our findings suggest that job control and family supportive climate are resources that help employees to reduce the negative effects related to work-family conflict.     

新闻从业人员的职业满意度分析

中国的新闻工作者如何评价自己的职业?他们的工作满意度如何?他们对职业的忠诚度如何?回答这些问题可以帮助新闻行业管理人员有针对性地规划激励机制。我们通过调查发现,新闻从业人员对“同事关系”、“领导能力”、“工作弹性”、“社会影响”等“内在或激励因素”的满意程度要高于对“报酬收入”、“福利待遇”、“升职机会”等“外在或摄生因素”的满意程度。     

Job insecurity in temporary versus permanent workers: Associations with attitudes, well-being, and behaviour

Recent research suggests that the relationship between job insecurity and psychological outcomes is more negative among permanent compared with temporary workers. We investigate possible interaction effects between job insecurity and type of contract (temporary versus permanent) for various psychological outcomes (job satisfaction, organizational commitment, life satisfaction, and self-rated performance), some of which have received little attention. We aim to explain these interaction effects, while taking into account the heterogeneous nature of temporary workers in terms of tenure, employment prospects, and wish to do temporary employment. We argue that permanent workers expect higher levels of job security; job insecurity breaches permanent workers' but not temporary workers' expectations. This may relate to unfavourable outcomes. Similarly, the heterogeneous nature of temporary workers may relate to job security expectations and thus to reactions to job insecurity. This study was conducted on a sample of 477 temporary and permanent workers from various occupational sectors in Belgium. The results suggested that the interaction effect between job insecurity and contract type may be limited to job satisfaction and organizational commitment. Furthermore, permanent workers had higher expectations about job security. Breach of these expectations furthermore mediated the relationship between job insecurity and all outcomes, except for self-rated performance. However, the heterogeneity indicators were found to be unrelated to job security expectations.     

推进“政治参与”有序化——“企业白领”政治参与的实践反思

急遽的社会转型蕴生了"企业白领"这样一种特殊的新阶层。本文采用质性的研究方法,所得结论表明,"企业白领"政治参与的渠道和类型,多元化的参与渠道加上多样态的参与类型,并未获得满意的效用。鉴于此,本文提出若干对策,以期推进外资企业与私营企业管理和技术人员政治参与有序化。     

Factors affecting job satisfaction of Turkish special education professionals: predictors of turnover

Research has documented higher turnover among professionals working with children with special needs and has suggested a number of reasons for this phenomenon. This study investigated factors affecting job satisfaction of Turkish social professionals working in special education, in terms of work conditions and their work experiences in Turkish special education institutions. Some 245 professionals participated in the study. A questionnaire developed by the authors was administered. The main body of the questionnaire consists of two sections concerning professional background, work status and a Likert-type scale on factors affecting special education professionals’ job satisfaction. Results show the factors affecting special education professionals’ job satisfaction to include lack of printed material, lack of support, lack of audio-visual material, insufficient assessment, pupil attitudes in the classroom, paperwork overload, lack of professional development opportunities, conflicts with colleagues, secondary duties and insufficient salary. Besides, maintenance of lack of administrative support, paperwork overload, after school hours and insufficient salary affect the job satisfaction of professionals and lead them to leave the job. The relationship between work status and planning to leave the job remained insignificant statistically.     

Partner Appraisal and Marital Satisfaction: The Role of Self‐Esteem and Depression

This study examined whether people are more maritally satisfied when the valence of their partner's view of them is congruent with the valence of their self‐view. In doing so, competing hypotheses derived from self‐verification theory and self‐esteem enhancement theory were examined. Married couples, recruited from the community and mental health facilities, completed measures of marital satisfaction, self‐esteem, depression, and rated their spouse on a wide array of personality traits, both depressionrelated and depressionneutral. Regardless of self‐esteem and depression level, and across trait categories, targets were more maritally satisfied when their partners viewed them positively and less satisfied when their partners viewed them negatively. Thus, findings were inconsistent with self‐verification theory and consistent with a self‐esteem enhancement model.