论三线建设对甘肃社会经济发展的积极影响

三线建设是20世纪60年代中期至80年代初期,在我国内地开展的一场以备战为中心,以军工为主体的经济建设运动。甘肃是三线建设中的一个重要省份,三线建设对加快甘肃基础设施建设、改善国防工业布局、促进原材料和设备制造业发展、推动城市发展及带动落后、少数民族地区社会进步,产生了深远的积极影响。     

论汉代妇女积极的婚姻态度

汉代妇女对待婚姻的态度是比较积极的,它们表现在:富女嫁贫男;大多数妇女比较尚贤,且坚持婚姻自主;面对不幸的婚姻,汉代妇女能选择改嫁或再嫁,继续积极地生活;对于比较清贫的婚姻生活,始终对爱情忠贞,与夫相随,同甘共苦。汉代妇女这种积极的婚姻态度源于汉代妇女的地位比较高,与后世相比,她们受儒家思想影响较小。     

河南省农村经济发展与金融增长的实证分析

针对我省农村金融发展的现状,在西方金融深化理论的基础上,运用金融相关比率(Financial Interrelations Ratio,FIR)指标实证检验了我省农村金融深化的绩效,并对我省农村金融相关率FIR和GDP进行回归检验,得出了我省的农村金融资产相关比率FIR与农村国民生产总值之间呈现显著的正相关性的结论。     

Effect of a web-based positive psychology intervention on prenatal well-being: A case series study

Background

Detrimental effects of women’s negative feelings during pregnancy have been extensively examined and documented, but research on the influence of positive feelings and protective factors on their prenatal mental health is scarce. Evidence from the positive psychology field has shown that practicing some brief positive exercises, called positive psychology interventions, can maximize well-being by increasing positive emotions, engagement, and meaning.

The ‘What’, ‘Why’ and ‘How’ of Employee Well-Being: A New Model

This paper examines the ‘what’, ‘why’ and ‘how’ of employee well-being. Beginning with the ‘what’ of well-being, the construct of mental health was explored with the aim of building a model of employee well-being. It was proposed that employee well-being consists of three core components: (1) subjective well-being; (2) workplace well-being and (3) psychological well-being. Following this, the ‘why’ of employee well-being was investigated; that is, why employee well-being should be an important matter for organisations. It was argued that employee well-being is an important precursor to organisational well-being, as indicated by its links to employee turnover and performance. The next section was concerned with the ‘how’ of employee well-being; that is, how well-being can be reliably enhanced. Drawing on two models of strengths and a practice model of psychological assessment, it was asserted that strength-based development can reliably enhance employee well-being. A solid framework for understanding and measuring employee well-being is offered in the hope that it will foster a more integrated approach to assessing and optimising employee well-being.

The False Positive Risk: A Proposal Concerning What to Do About p-Values

Abstract

It is widely acknowledged that the biomedical literature suffers from a surfeit of false positive results. Part of the reason for this is the persistence of the myth that observation of p?<?0.05 is sufficient justification to claim that you have made a discovery. It is hopeless to expect users to change their reliance on p-values unless they are offered an alternative way of judging the reliability of their conclusions. If the alternative method is to have a chance of being adopted widely, it will have to be easy to understand and to calculate. One such proposal is based on calculation of false positive risk(FPR). It is suggested that p-values and confidence intervals should continue to be given, but that they should be supplemented by a single additional number that conveys the strength of the evidence better than the p-value. This number could be the minimum FPR (that calculated on the assumption of a prior probability of 0.5, the largest value that can be assumed in the absence of hard prior data). Alternatively one could specify the prior probability that it would be necessary to believe in order to achieve an FPR of, say, 0.05.     

Development of a fostering purpose intervention

Evolutionary Evaluation is a framework for understanding the evolution of programs. Just as programs grow and develop, so can standalone interventions. This paper focused on building and evaluating a purpose intervention to scaffold adolescents and young adults’ search for purpose. Four studies were conducted at each phase of the intervention’s lifespan to assess if modifications were needed and to test the viable validity of using online activities to increase both the search for and the discovery of a purpose in life. These studies can be viewed through the lens of the Evolutionary Evaluation framework. Study 1 evaluated the intervention at its initiation phase, which consisted of developing and testing the intervention activities. Study 2 tested the intervention during the development phase to determine which activities most effectively increased rates of purpose. Study 3 evaluated the intervention in its stability phase by experimentally testing all activities together in a full curriculum via Amazon’s Mechanical Turk. Finally, study 4 assessed the dissemination of the intervention by testing the full curriculum with over 500 high school and college students. These studies suggest that the fostering purpose intervention cultivated purpose among adolescents and young adults. Additionally, the success of the intervention demonstrates that the Evolutionary Evaluation framework may be an effective model with which to develop an intervention, from initiation through dissemination phases.     

Can subordinates benefit from Manager’s gossip?

Every story has two sides, so does gossip. Unlike prior studies that condemn gossip, our research analyzes whether managers’ gossip benefits subordinates. Gossip is informal conversation about other people who are absent at the scene, and gossip may be positive or negative. Positive gossip contains positiveness and appreciation, whereas negative gossip encloses negativeness and depreciation. We propose that managers’ positive gossip acts as commitment facilitator, implying a sense of recognition to subordinates. We also propose that subordinates appreciate such recognition by showing commitment toward managers. Research data are gathered from anonymous questionnaires that are distributed to 117 managers and 201 subordinates from five industries in Taiwan. Bootstrapping and structural equation modeling techniques are used to analyze the data. Managers’ positive gossip is found to be correlated with subordinates’ commitment toward managers, which also mediates subordinates’ perception of well-being, team empowerment, and job embeddedness. Yet, manager’s negative gossip is not correlated with any research variables. Our research is the first of its kind to explain why managers’ gossip has potential to be a commitment facilitator, and has brought news insights into gossip literature. Implications of the research findings also help reduce the bias associated with workplace gossip.     

一类中立型差分方程的振动性与正解的存在性

考虑如下中立型差分方程其中Pn≥1,m,l为非负整数且m＞l,我们获得了差分方程（*）所有解振动及存在正解的充分条件。