A new species and a key to known species of the genus Atractomorpha (Orthoptera, Acridoidea, Pyrgomorphidae) from China

A new species, Atractomorpha taiwanensis sp. n. from Taiwan, China, is described in this paper. The new species is similar to A. micropenna Zheng, 1992, but it differs from the latter by the following: lateral lobe of pronotum without membranous area near posterior margin; the tegmina strongly shortened, not reaching ( in male) the midpoint of hind femur; and wings very small, not reaching the midpoint of tegmina. A key to all known species of the genus Atractomorpha from China is given. The type specimens are deposited in the Museum of Hebei University, China.

A new species of Bryodema (Orthoptera : Acridoidea) from China, with a key to the described species

A new species Bryodema nigrofrascia of the genus Bryodema Fieber, 1853 (Orthoptera, Acridoidea, Acrididae Oedipodinae) from China is described. A key to known species of the genus is given. The type specimens are deposited in the Northwest Plateau Institute of Biology, Chinese Academy of Sciences, Xining, Qinghai.

基于智能优化算法的设备布局设计

制造系统的设备布局与生产率和生产成本密切相关 ,布局设计是制造系统设计者面临的关键问题之一。文章针对布局问题的平方分派模型 ,构建了一种布局设计的混合智能优化算法———遗传退火算法 ,并分析了算法实现的方法。实例表明遗传退火算法的高效性。

一个面向复杂任务的多机器人分布式协调系统

基于多智能体系统理论，研讨在非结构，不确定环境下面向复杂任务的多机器人分布式协调系统的实现原理，方法和技术。提出的递阶混合式协调结构，基于网络的通讯模式和基于有限状态机的规划与控制集成方法，充分考虑了复杂任务和真实自然环境的特点，通过构建一个全实物的多移动机器人实验平台，对规划，控制，传感，通讯，协调与合作的各关键技术进行了开发和集成，使多机器人分布式协调技术的研究直接面向实际应用，编队和物料搬运的演示实验结果展示了多机器人协调技术的广阔应用前景。

滑坡泥石流信息遥感获取与空间预测

On the issue of geological hazard evaluation（GHE）, taking remote sensing and GIS systems as experimental environment, assisting with some programming development, this thesis combines multi-knowledges of geo-hazard mechanism, statistic learning, remote sensing (RS), high-spectral recognition, spatial analysis, digital photogrammetry as well as mineralogy, and selects geo-hazard samples from Hong Kong and Three Parallel River region as experimental data, to study two kinds of core questions of GHE, geo-hazard information acquiring and evaluation model. In the aspect of landslide information acquiring by RS, three detailed topics are presented, image enhance for visual interpretation, automatic recognition of landslide as well as quantitative mineral mapping. As to the evaluation model, the latest and powerful data mining method, support vector machine (SVM), is introduced to GHE field, and a serious of comparing experiments are carried out to verify its feasibility and efficiency. Furthermore, this paper proposes a method to forecast the distribution of landslides if rainfall in future is known baseing on historical rainfall and corresponding landslide susceptibility map. The details are as following: (a) Remote sensing image enhancing methods for geo-hazard visual interpretation. The effect of visual interpretation is determined by RS data and image enhancing method, for which the most effective and regular technique is image merge between high-spatial image and multi-spectral image, but there are few researches concerning the merging methods of geo-hazard recognition. By the comparing experimental of six mainstream merging methods and combination of different remote sensing data source, this thesis presents merits of each method ,and qualitatively analyzes the effect of spatial resolution, spectral resolution and time phase on merging image. (b) Automatic recognition of shallow landslide by RS image. The inventory of landslide is the base of landslide forecast and landslide study. If persistent collecting of landslide events, updating the geo-hazard inventory in time, and promoting prediction model incessantly, the accuracy of forecast would be boosted step by step. RS technique is a feasible method to obtain landslide information, which is determined by the feature of geo-hazard distribution. An automatic hierarchical approach is proposed to identify shallow landslides in vegetable region by the combination of multi-spectral RS imagery and DEM derivatives, and the experiment is also drilled to inspect its efficiency. (c) Hazard-causing factors obtaining. Accurate environmental factors are the key to analyze and predict the risk of regional geological hazard. As to predict huge debris flow, the main challenge is still to determine the startup material and its volume in debris flow source region. Exerting the merits of various RS technique, this thesis presents the methods to obtain two important hazard-causing factors, DEM and alteration mineral, and through spatial analysis, finds the relationship between hydrothermal clay alteration minerals and geo-hazards in the arid-hot valleys of Three Parallel Rivers region. (d) Applying support vector machine (SVM) to landslide susceptibility mapping. Introduce the latest and powerful statistical learning theory, SVM, to RGHE. SVM that proved an efficient statistic learning method can deal with two-class and one-class samples, with feature avoiding produce ‘pseudo’ samples. 55 years historical samples in a natural terrain of Hong Kong are used to assess this method, whose susceptibility maps obtained by one-class SVM and two-class SVM are compared to that obtained by logistic regression method. It can conclude that two-class SVM possesses better prediction efficiency than logistic regression and one-class SVM. However, one-class SVM, only requires failed cases, has an advantage over the other two methods as only "failed" case information is usually available in landslide susceptibility mapping. (e) Predicting the distribution of rainfall-induced landslides by time-series analysis. Rainfall is the most dominating factor to bring in landslides. More than 90% losing and casualty by landslides is introduced by rainfall, so predicting landslide sites under certain rainfall is an important geological evaluating issue. With full considering the contribution of stable factors (landslide susceptibility map) and dynamic factors (rainfall), the time-series linear regression analysis between rainfall and landslide risk mapis presented, and experiments based on true samples prove that this method is perfect in natural region of Hong Kong. The following 4 practicable or original findings are obtained: 1) The RS ways to enhance geo-hazards image, automatic recognize shallow landslides, obtain DEM and mineral are studied, and the detailed operating steps are given through examples. The conclusion is practical strongly. 2) The explorative researching about relationship between geo-hazards and alteration mineral in arid-hot valley of Jinshajiang river is presented. Based on standard USGS mineral spectrum, the distribution of hydrothermal alteration mineral is mapped by SAM method. Through statistic analysis between debris flows and hazard-causing factors, the strong correlation between debris flows and clay minerals is found and validated. 3) Applying SVM theory (especially one-class SVM theory) to the landslide susceptibility mapping and system evaluation for its performance is also carried out, which proves that advantages of SVM in this field. 4) Establishing time-serial prediction method for rainfall induced landslide distribution. In a natural study area, the distribution of landslides induced by a storm is predicted successfully under a real maximum 24h rainfall based on the regression between 4 historical storms and corresponding landslides.

人－组织匹配等因素对员工的满意度、组织承诺的影响

P-J Fit and P-O Fit are focus problems in the investigation field of industry and organization psychology. They have distinct influences on staff job performance and job attitude. In a certain extend,these influences are moderated by some variables. LMX(Leader-member Exchange) and TMX(Team-member exchange) are two most important personal relationship types in job scene. Post investigations indicated that they are equal to forecasting variables and moderating variables of staff job performance and job attitude. From actualities, although there are many investigations about the relationships between P-J Fit, P-O Fit, LMX, TMX and job attitude, these investigations only focused on some aspects, and they discussed little about four aspects at one time and mutual influences. Using hierarchical regression analysis to analyze the survey data collected from 592 employees in a big governmental telecom company, we got some results as follows: (1)After controlling demography variables, standardized regression coefficients on P-J Fit, P-O Fit, LMX, TMX and job satisfaction, organization commitment are all positive, and reach distinct levels. (2) LMX could distinctly moderate the influences of P-J Fit, P-O Fit on job satisfaction, but couldn’t distinctly moderate the influences of the two on organization commitment. Specifically, as LMX increased,the effect of P-J on job satisfaction decreased gradually,while the effect of P-O increased. (3) TMX could not distinctly moderate the relationships between P-J Fit, P-O Fit, job satisfaction and organization commitment. The theoretical implication of this investigation lies in enriching and developing investigations in these fields in a certain extend, through conforming the influences of P-J Fit, P-O Fit, LMX, and TMX on job satisfaction and organization commitment. The practical implication lies in revealing these aspects for corporation governors: When selecting applications for a job, they should try their best to realize the best fit of personal ability and the job requirements, personal value and organization culture. They should enhance staff job satisfaction and organization commitment through furthering the relationship between the leader and members, team members each other. They should cushion disadvantage influences of non-P-J Fit on staff job satisfaction and enhance positive influences of P-O Fit. 【Key words】 person-job fit; person-organization fit; leader-member exchange; team member exchange; job attitude

交易型领导的结构和作用机制研究

The Multifactor Leadership theory developed by Bass (1985) has become the new paradigm of leadership research. The empirical results of the effectiveness of transformational and transactional leadership in the literature, however, are not consentient. Researchers in China found the different structure of transformational leadership, but have not developed the transactional leadership. This study attempts to investigate three key questions in the unique Chinese socio-economic context: 1) what is the structure of transactional leadership in China? 2) What are the differences between western countries and China? And 3) what is the relationship between the transformational and transactional leadership mechanism? This study examines data collected from 3,500 participants, using Explored Factor Analysis (EFA), Confirmed Factor Analysis (CFA), Hierarchical Regression Analyses, partial correlations and other statistics methods. The major finings are listed as follows： Firstly, inductive methods was used to explore the structure of transactional leadership and the result show that transactional leadership is a four dimensions structure which includes contingent reward, contingent punishment , process control and anticipated investment. Reliability analysis, item analysis, EFA and CFA show the reliability and validity of the transactional leadership questionnaire we designed is good enough, the design of the item is effectively and properly. Contrast to other researches, anticipated investment emphasis on the leader’s recessive investment for subordinate, and this kind of transaction is quite special under the Chinese culture. While the content of the contingent reward with the contingent punishment is wider than the contingent reward in the western country, and the process control is wider than the management by exception and including goal setting and the management during the process. Secondly, hierarchical regression analyses showed that transformational and transactional leadership were significant positively related with in-role performance, extra-role performance, satisfaction and leadership effectiveness while negatively related to intention to leave. The effects of transactional and transformational leadership are different. Transactional leadership could significantly predict intention to leave controlling for transformational leadership, while transformational leadership could significantly predict in-role performance, extra-role performance, satisfaction and leadership effectiveness controlling for transactional leadership. Thirdly, the income level and the rank of subordinates are the moderators between the transformational, transactional leadership and leadership effectiveness. The leadership effectiveness of transactional leadership would decrease as the rank of subordinates increased, while the leadership effectiveness of transformational leadership would increase as the rank of subordinates increased. Transactional leadership is positively related to the effectiveness when the level of the subordinate income is low, but negatively related to the effectiveness when the level of the subordinate income is high. However the income level of the subordinate could not influence the leadership effectiveness of transformational leadership.

同事关系质量及其作用机制

Although the research into coworker relationship quality has been recognized one of key factors related to organization performance, and has been thought a new trend in organization behavior research with the flatting of organization structure and complication of task assignment, there is relatively little empirical research on the mechanism between coworkers’ interaction, contraring to the fruitful results on member exchange research based on social network theory, say nothing of the influence of cultural differences such as GUANXI. This research developed the scale for the assessment of Coworker Relationship Quality by literature review, deep interview, and questionnaires, compared the predictable ability of Coworker Relationship Quality (CRQ) scale and Coworker Exchange (CWX) scale on employees’ work attitudes and behaviors. Finally, the mediating effect of Coworker Relationship Quality between employees’ similarities on personality and their work attitudes and behaviors was investigated. Following are main results. Firstly, we found that the interpersonal communication, trust, and mutual support are the key factors of coworker relationship quality, which is similar to the result getting from western samples. But Chinese people are more GUANXI ORIENTATION, means they want to build longtime relationship with others, not only when they are coworkers, but also when one of them left the organization. Secondly, though the core meaning of CRQ and CWX are same, their predictable ability on organization outcomes is different. CRQ is more powerful than CWX, especially on turnover intention. The result showed that after controlling the effect of demographic variables and CRQ, CWX cannot predict turnover intention significantly, but CRQ can still predict turnover intention significantly after controlling demographic variables and CWX. Thirdly, the partial mediating effect of CRQ between positive affectivity similarity and organizational citizenship behavior, coworker satisfaction, organizational commitment and turnover intention are validated, but we did not find the mediating effect of CRQ between demographic variable similarity and workers’ attitudes and behaviors. The Similarity Attraction Paradigm, Social Identity Theory, and Self Category Theory were supported.