ASSESSING CONGRUENCEAMONG DISTANCE MATRICES: SINGLE-MALT SCOTCH WHISKIES REVISITED

A test of congruence among distance matrices is described. It tests the hypothesis that several matrices, containing different types of variables about the same objects, are congruent with one another, so they can be used jointly in statistical analysis. Raw data tables are turned into similarity or distance matrices prior to testing; they can then be compared to data that naturally come in the form of distance matrices. The proposed test can be seen as a generalization of the Mantel test of matrix correspondence to any number of distance matrices. This paper shows that the new test has the correct rate of Type I error and good power. Power increases as the number of objects and the number of congruent data matrices increase; power is higher when the total number of matrices in the study is smaller. To illustrate the method, the proposed test is used to test the hypothesis that matrices representing different types of organoleptic variables (colour, nose, body, palate and finish) in single‐malt Scotch whiskies are congruent.     

Why do participants in voluntary organizations leave? Exploring the relationship between value congruence and length of stay

Recognizing the importance of values and the specific characteristics of participants and situations in voluntary organizations, we examine how value congruence—the fit or compatibility of values between participants and the organization, or among participants—interacts with personal and situational factors to predict participants' length of stay in their organizations. Introducing the case of a voluntary organization that offers shared housing, we measure value congruence through textual similarity in the self‐introduction documents of 49 participants and the organization's mission statement. This approach differs from the self‐reported measures based on participants' perceptions or recalled interactions used in previous studies. In line with expectation‐disconfirmation theory, participants with the strongest beliefs in organizational values had shorter lengths of stay. The amount of intraorganizational communication also moderated the relationship between value congruence and length of stay. This study provides theoretical and methodological implications for nonprofit management by considering personal and situational factors and evaluating value congruence by textual similarity.     

Leader-member exchange as a linking pin in the idiosyncratic deals - Performance relationship in workgroups

In the current investigation, idiosyncratic deals (i-deals; individualized work arrangements) are modeled as differentiated resources that shape leader-member exchange (LMX) relationships in workgroups. We integrate literature on leader-member exchange (LMX) with research on i-deals to argue that employee evaluations of i-deals received from the grantor –typically the leader- enhance employee perceptions of LMX, which in turn become instrumental in generating positive performance outcomes. Furthermore, because workgroup characteristics have potential implications on the relationship between a deal grantor and the deal recipient, drawing upon social identity theory of leadership, we reason that the i-deals-LMX relationship is affected by the overall value congruence among the group members. Cross-level moderated mediation analyses on multi source data obtained from 289 employees nested in 60 workgroups showed that the mediational role of LMX in the i-deals to performance outcomes relationship was weaker in high value congruence groups.     

Leader-employee congruence of expected contributions in the employee-organization relationship

Employees' expected contributions can be incongruent with those of their leader. We examine the congruence effect of leaders' and employees' expected contributions on job satisfaction. Results of cross-level polynomial regressions on 947 employees and 224 leaders support the congruence effect. When expected contributions are congruent, employees are more satisfied with their job. Our findings suggest that employees enjoy high challenges, as long as these challenges are in harmony with the expected contributions of their leaders. Employees are less satisfied with their jobs both when their expected contributions were higher than their leaders' and when their expected contributions were lower than those of their leaders. Beyond the relevance of having high expected contributions, the findings highlight the crucial role played by the congruence of expected contributions of leaders and employees.     

大学生自我和谐与心理健康的关系研究

探讨大学生自我和谐与性别、专业之间的关系，自我与经验、自我刻板性因子与心理健康各因子之间的关系，有助于我们有针对性地开展学校心理健康教育，提高大学生的心理健康水平。     

MS-代数的主同余的一个刻划及其应用(英文)

本文得到了MS-代数的主同余的一个拓扑刻划，然后运用此刻划给出MS-代数的一些分子簇的新的描述。     

中庸结构内涵及其与集体主义关系的研究

基于4批共949份调查问卷数据,首先探索目前中国情境下中庸价值取向的结构内涵,得到“执中一致、慎独自修、消极成就、消极规避”4个维度,其中,“执中一致”是中庸结构内涵的核心,描述了个体与周围情境互动时的价值取向.然后,基于参照框架效应理论发现,相比于集体主义,中庸能更为有效解释中国员工的帮助行为;在高和谐导向氛围的情境下,中庸对集体主义有显著的促进作用.     

多元聚合的逻辑——沈北文化艺术中心建筑群投标设计方案分析

通过对沈阳沈北新区文化艺术中心投标方案设计的构思分析,对如何建构真实空间的逻辑,如何塑造独特的场所精神特质,体现新时期文化艺术中心的时代精神进行了新的尝试。     

逆半群上的同余扩张（续）

称半群S的子半群T上的同余pr可以扩张到半群S，如果存在S上的同余ps得到ps｜T=pr,本文在文[1]刻划了半格上的同余在其逆半群上扩张的特征之后，刻划了半路E的同余格与T的完全逆子半群格之间的关系。     

半群上若干同余的泛性刻划

本文给出了半群上的最小右零半群同余,最小半格同余,最小群同余的泛性刻划