常德市旅游、商贸宣传品的英译探讨

要达到对外宣传预期的目的 ,旅游、商贸对外宣传品的翻译必须正确、得体、一致。实例表明 ,常德市旅游、商贸对外宣传品的翻译在这些方面普遍存在问题。因此 ,要提高翻译质量 ,除管理者高度重视外 ,译者要加强英、汉语功底的修养 ,培养敬业精神     

俄汉语认知域中的转喻与隐喻连续体现象——以俄汉语“手”的认知为例

语言中的基本范畴词是人们认识世莽的基础，在此基础上人们通过转喻、隐喻来认知更抽象的概念和事物。俄汉语中的“рука——手”同属基本范畴词，具有很强的转喻：隐喻能力。通过手部动作认知、情绪认知、场景认知、权势认知、身体结构认知等方面研究俄汉语认知域中转喻与隐喻的交互作用在词汇层面的连续体关系，将有助于从实证的角度对比分析俄汉语转喻和隐喻思维模式的异同，探求造成两个民族认知差异的文化因素。     

Goodness of fit for the inverse Gaussian distribution

For testing the fit of the inverse Gaussian distribution with unknown parameters, the empirical distribution-function statistic A² is studied. Two procedures are followed in constructing the test statistic; they yield the same asymptotic distribution. In the first procedure the parameters in the distribution function are directly estimated, and in the second the distribution function is estimated by its Rao-Blackwell distribution estimator. A table is given for the asymptotic critical points of A². These are shown to depend only on the ratio of the unknown parameters. An analysis is provided of the effect of estimating the ratio to enter the table for A². This analysis enables the proposal of the complete operating procedure, which is sustained by a Monte Carlo study.     

Modified cross-validation in density estimation

We propose a new modified (biased) cross-validation method for adaptively determining the bandwidth in a nonparametric density estimation setup. It is shown that the method provides consistent minimizers. Some simulation results are reported on which compare the small sample behavior of the new and the classical cross-validation selectors.     

Robust confidence interval for a residual standard deviation

The residual standard deviation of a general linear model provides information about predictive accuracy that is not revealed by the multiple correlation or regression coefficients. The classic confidence interval for a residual standard deviation is hypersensitive to minor violations of the normality assumption and its robustness does not improve with increasing sample size. An approximate confidence interval for the residual standard deviation is proposed and shown to be robust to moderate violations of the normality assumption with robustness to extreme non-normality that improves with increasing sample size.     

D·H·劳伦斯的起点和终点--评《白孔雀》与《查泰莱夫人的情人》创作主题的相似性和连续性

D·H·劳伦斯小说创作主题的相似性和连续性引人关注 ,其处女作《白孔雀》和最后一部长篇小说《查泰莱夫人的情人》十分典型地体现了这一特点 ,两者都有一个个性分裂的女主人公 ,一个反社会的守林人 ,一片代表现代社会最后的伊甸园的树林。本文拟就这三个方面具体阐述这两部作品的相似性和连续性     

Block external bootstrap in partially linear models with nonstationary strong mixing error terms

The authors extend the block external bootstrap to partially linear regression models with strongly mixing, nonstationary error terms. In addition to providing an approximate distribution for the semiparametric least square estimator of the parametric component, they propose a consistent estimator of the co‐variance matrix of this estimator.     

薪酬策略与公司竞争战略的匹配机制研究

文章通过对185家企业的实地调研,比较了薪酬策略和公司竞争战略的两种匹配模式:中介匹配和调节匹配.否定了中介匹配模式,支持了调节匹配模式,从而解决了薪酬管理研究中长期存在的争议:两者到底是如何匹配的.公司竞争战略并不能自发地促生出相应的薪酬策略,而是需要相关部门较为独立地开发出相应的薪酬策略与之配套.最后,根据研究发现并提出了一些增进薪酬策略与公司竞争战略匹配度的建议.     

La médiane simpliciale d'Oja: Existence,unicité et stabilité

Oja (1983) examined various ways of measuring location, scatter, skewness, and kurtosis for multivariate distributions. Among other measures of location, he introduced a generalised median known in this paper under the name of the Oja median. In our study of the existence of that median, we show that Oja's definition can only be applied to distributions having a mean. In dimension d θ 2, we establish that the usual method of extension breaks down, which raises the question of the validity of the concept as a notion of median. Two fundamental theoretical properties of that median are also considered: uniqueness and consistency.     

Fit and Skill in Employee Selection: Insights from a Study of Headhunters

We draw upon evidence from a qualitative study of headhunters to provide insights into the character and importance of candidate fit and skill for the selection of a broad range of white-collar employees. Headhunters suggest that the fit of a job candidate is assessed at two levels, one corresponding with a general compatibility with organization-level norms, culture, and strategy, the other corresponding more closely with traits and characteristics of the person or persons with whom the job candidate actually interviews. Skill—a factor which is largely neglected by those who tout the importance of fit—also plays an important and independent role in employee selection. Stalls that influence the selection of employees from a pool of candidates tend to be highly specific if not idiosyncratic, and take the form of what headhunters call hot buttons. We conclude by discussing the conceptualization, causes, and implications of fit; we also consider how the importance of fit and hot buttons challenges the explanatory logic of standard accounts of labor-market success.