因子分析方法与重叠峰分解技术的联合应用研究

重叠峰的分解是多组分同时测定中常常遇到的问题，用函数拟合尤其是昱用高斯（劳伦兹等封标函数）函数拟合是经典的方法之一。但是，函数拟合存在两个不易克服的困难：一个是因子数目的任意给定，另一个是因子拟合寝始参量的作意设置。由此，使拟合的结果具有试探性，并可能因初始参数与真实值相去太远而产生拟合发散或假收敛。另一方面，目标因子分析是试图将重叠系统即测量数据阵分解为二个较小的、具有物理意义的子阵，如光谱数据分解为纯组分光谱与纯组分浓度阵。它采用目标尝试，即从所分解的对象中，选出一些可能在测量数据里存在的因子（纯组分光谱或浓度）作为“目标”而代入程序中检测。如果在该数据阵里的确存在这些因子，则经程序计算出的结果与目标矢量相近，否则就相差很远，但是，若对体系了解较少，目标尝试矢量就无法提出或提出带有任意性，从而使目标因子分析失效。本文将渐进因子分析方法（EFA）进行扩尺，即EEFA，它不仅可以在重叠系统中寻找出本射具有的因子数目，而且根据因子在二维如在纯光谱与片组分浓度方面的分布范围和状况，可以得到（曲线拟合中缺乏的）有根据的初始参量。进一步地，将拟合解析给出的结果，例如纯组分光谱的近似表达，来作为目标因子分析中的尝试矢量，且通过选代向自身、逼近，就有可能检测出这些矢量是否是系统真正的因子，从而使目标因子分析也可以顺利完成，将数据阵分解成为二个具有物理意义的子阵如片光谱与片组分浓度阵。本解析系统共设计了数据予处理、EEFA、拟合、目标因子分析及绘图显示等五个模块。这些模块可以单个使用与综合运行，分别处理简单的与复杂的问题。各模块设计了会活式选择与较入较出（I/O），或菜单，使用较为方便，程序用FORTRAN-77程序语言设计，在PDP-11/24机上实现。EFA是八十年代中期才提出的一种因子分析方法，EEFA是我们对EFA的扩尺；EFA的原理与现象在文献中研究得不深；国内尚属空白；利用EEFA-拟合-目标因子分析三者结合，尚未见诸报道；而这种方法的可行性正被本文的一些例子所证实。相信本文所叙方法可以得到不断完善与广泛运用。

二维重叠色谱峰解析方法的比较

利用渐进因子分析方法 (EFA)和固定尺寸移动窗口因子分析方法 (FSMWEFA)与局部正交投影方法 (LOPA)相结合 ,用于模拟的HPLC DAD二维数据解析。通过比较谱峰部分重叠、光谱完全重叠、色谱拖尾3种情况的结果显示 ,在谱峰部分重叠和色谱拖尾两种情况下两种方法都可以较好的解析重叠峰。但是在光谱完全重叠时 ,前一种方法不能得出正确的结论 ,而后一种方法仍能得到满意的结果

大西洋庸鲽Hippoglossus hippoglossus和大西洋鲑Salmo salar配子质量研究

种质问题是养殖健康发展的基础。在鱼类养殖中，卵子和精子的质量直接关系到受精、胚胎发育，仔稚鱼发育以及幼鱼生长等一系列过程。本论文针对大西洋庸鲽和大西洋鲑的配子质量进行研究。研究内容涉及大西洋庸鲽精子冷冻保存方法；促性腺激素释放激素类似物（GnRHa）使用对其精子冷冻保存效果、以及脂肪酸组成的影响；野生和驯养大西洋鲑卵子在脂肪酸、类胡萝卜素、矿物盐方面的差异比较。 精子冷冻保存通过提高对精子的利用效率，进而对于种质改良，推进鱼类养殖科研和生产具有重要意义。本实验建立了大西洋庸鲽精子大容量冷冻保存方法。八种抗冻剂冷冻保存实验结果表明：10% 及15% DMSO配以 HBSS 或KS 的抗冻剂组合冷冻保存效果最佳，4 mL体积冷冻保存可获得与1.6 mL同样的保存效果。 在繁殖季节后期注射GnRHa激素缓释剂，可获得质量稳定的大西洋庸鲽精液，将激素注射方法与精子冷冻保存方法相结合对于提高雄鱼利用率，扩大生产规模具有重要实用价值。本项研究分三个时间采集注射GnRHa激素后的雄鱼精子以及同期未注射激素的雄鱼精子，对所有精子样品使用同样的方法进行冷冻保存，检测冷冻保存后解冻精子的受精率与活力。结果表明，激素注射与否对于冷冻保存后精子的受精率和活力无显著影响，两类冷冻精液均达到鲜精水平。实验结果还表明，注射激素14天后的精子的密度显著的降低。说明GnRHa激素的使用可以显著降低精子密度，但不会影响精子的冷冻保存效果。 本相研究同时对注射GnRHa 缓释激素和未注射GnRHa 缓释激素的大西洋庸鲽精液脂肪酸成分进行分析，以检测该激素使用对精子生化组分的影响。结果表明激素的使用对在DHA (22:6n-3,二十二碳六烯酸)、EPA(20:5n-3,二十碳五烯酸)、AA(20:4n-6，花生四烯酸)等重要脂肪酸，不饱和脂肪酸、饱和脂肪酸以及n-3、n-6等重要种类的脂肪酸总量及其比例没有显著影响。精液脂肪酸中DHA含量最高，约占25%；PUFA约为44%。 作为世界性的重要养殖品种，野生和驯养大西洋鲑在形态、生化组成以及遗传 等方面表现出的差异被广泛关注。本论文，对野生和驯养大西洋鲑受精卵关键生化成分进行分析，通过与野生受精卵比较阐明驯养受精卵的质量状况，为亲鱼营养需求提供指导依据。本实验中野生配子和驯养配子的受精率没有显著差异，但重要脂肪酸组成、类胡萝卜素以及矿物盐含量都存在多方面显著差异。两类受精卵脂肪酸中含量最高的依次为18:1n-9（油酸）、DHA（二十二碳六烯酸）、16:0（棕榈酸）、EPA（二十碳五烯酸）。野生受精卵的单不饱和脂肪酸总量显著高于驯养受精卵，而多不饱和脂肪酸（PUFA）比例显著低于驯养的受精卵。在主要必需不饱和脂肪酸（EFA）中，DHA和EPA在野生受精卵中的比例高于驯养受精卵，AA（花生四烯酸）低于驯养受精卵。野生受精卵虾青素（Ax）的含量低于驯养受精卵而鸡油菌素（Cx）含量高于驯养受精卵。野生受精卵中多种矿物盐的含量（铝、铜、铁、硒和锌）含量显著高于驯养的受精卵。差别最大的为铜。诸多方面的差异表明，野生亲鱼与驯养亲鱼产出的卵子确实存在显著差异，因此关注亲鱼的营养极为重要。

领导行为的复杂性、角色结构及其有效性研究

As the social and organizational environment become more and more complex, the topic of leadership complexity is gaining more and more attention. So far, some critical issues in this field need further exploration, such as clarifying the theoretical framework, developing and validating the measurments and exploring the mechanism of the its effectiveness. Using BEI(Behavioral Event Interview), content analysis and EFA/CFA, ANOVA, regression analysis and other qualitative/quantitative methods, this research explored the leadership structure of Chinese enterprise managers, developed a new leadership questionnaire, investigated the differences of the leadership roles among various managerial areas and on different hirachical levels, and examined the impacts of the leadership roles and leadership complexity on different indicators of leadership effectiveness in various organizational contexts. 1,020 managers were surveyed. The followings are the main findings： First，the structure of leadership behaviors of Chinese enterprise managers included ethical model, authoritarian, producer, director, monitor, mentor, strategist, enterpriser, among which ethical model and authoritarian are the new findings in Chinese cultural context. Ethical model was characterized by presenting honesty, setting an example to others, being just and diligent. Authoritarian was characterized by showing power and arbitrariness. In addition, mentor, strategist and enterpriser incarnated some cultural features of present China. The new developed leadership questionnaire’s reliability and validity reached the criterion of standardized measurement. Second, there were significant differences of frequency of leadership behaviors among the managers at different managerial postions and hirachical levels, while the impacts of different leadership roles on different leadership effectiveness indicators were also singnificantly different. Ethical model had positive impacts on the whole performance and three indicators across task and context performance, and authoritarian’s impacts on the whole performance and department performance were negatively significant. Third, the impact of leadership complexity on the whole leadership effectiveness was positively significant, while the moderating effects of organization level and position function was not significant.

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.

民众社会风险认知的影响因素及作用机制

Risk perception is one of important subjects in management psychology and cognitive psychology. It is of great value in the theory and practice to investigate the social risk events that the public cares a lot especially in this social transition period. Furthermore, this study explored the factors that influence the risk perception and the results caused by risk perception. A survey including 30 hazards and 8 risk attributes was designed and distributed to about 3, 200 residents of 8 districts, Beijing. The major findings are listed as following： Firstly, combining the methods of system science and psychology, GAE program was used to indentify 7 groups of social risk events, such as national safe, government management, social stability, general mood of society, economic and finance, resources and environment & daily life problems. This study provided substance for the following studies and it was also a new attempt in research method which is of certain reference value for the related researches. Secondly, a scale of societal risk perception was designed and 2 factors were identified (Dread Risk & Unknown Risk). Reliability analysis, EFA and CFA show the reliability and validity of the societal risk questionnaire is good enough. The investigation using this scale showed that older participants and higher socioeconomic status perceived the societal hazards to be more threatening than did younger participants and lower socioeconomic status. However, there is no gender difference. Thirdly, structural equation model was used to analyze the influence factors and mechanism of societal risk perception. Risk taking, government support and social justice could influence societal risk perception directly. Government support moderated the relationship between government trust and societal risk perception. Societal risk perception influenced life satisfaction, public policy preferences and social development belief. Multi-group analysis was used to find out that the participants who have different socioeconomic status express different mechanism. Fourthly, the result of the research was used to explore the risk event of 2008 Olympic game. The results showed that government support and preparation of Olympic game influenced societal risk perception directly. Preparation moderated the relationship between government trust and risk perception. Risk perception influenced worry, effect of Olympic game and belief of successl. This result proved that risk perception could be used as an indicator. The indictor of risk perception was used to identify the characteristics of higher risk perception group. Finally, suggestions to the related decision were provide to the government.

工作幸福感的结构、测量及作用机制

With the emergence and development of positive psychology, happiness has been the focus of academia and business. However, there is no uniform measure of happiness, because of many different theories of happiness, which are not compatible with others. It bounds the further development of happiness theory. It is also the same with the research of work well-being, which refers to the emotional experience and quality of psychological functioning of employee in the workplace. Subjective well-being (SWB) and psychological well-being (PWB) are two major theories of happiness. Prior research has demonstrated the integration of these two theories theoretically, but still needs more empirical support. Besides, in line with the development of positive psychology, a body of knowledge about positive leadership is advocated. Transformational leadership is treated as one kind of positive leadership, since it emphasizes the leader’s motivational and elevating effect on followers. But the extent to which the transformational leadership can enhance work well-being, and what the mechanism is, these are the questions need to be explored. Based on the integration of SWB and PWB, this research tried to investigate the structure, measurement and mechanism of work well-being, and combining with the theory of transformational leadership, this study also tried to investigate the relationship between transformational leadership and work well-being. The structure and measurement of work well-being, the relationships between work well-being and job characteristics (including job resources and job demands), the relationships among transformational leadership, job resources, work well-being and corresponding outcomes, the relationships among transformational leadership, job demands, work well-being and corresponding outcomes, and the relationships among transformational leadership, group job characteristics, group work well-being and corresponding group outcomes were explored by using content analysis, Subject Matter Experts (SMEs) discussion, and structural questionnaire surveys. More than 7000 subjects were surveyed, and Explore Factor Analysis (EFA), Confirm Factor Analysis (CFA), Structural Equation Modeling (SEM), Hierarchical Linear Modeling (HLM) and other statistics methods were used. The following is the major conclusions. Firstly, work well-being is a two high-order factors structure, which includes affective well-being (AWB) and cognitive well-being (CWB). AWB is similar to SWB, and CWB is similar to PWB. Besides, the construct of AWB includes sub-dimensions of positive emotional experience and negative emotional experience. And the construct of CWB consists of work autonomy, personal growth, work competent, and work significance. Secondly, the relationships between job characteristics and AWB and CWB are different. On one hand job demands are directly related to AWB, and are indirectly related to CWB through the full mediation of AWB, on the other job resources are directly related to CWB, and are indirectly related to AWB through the full mediation of CWB, which means AWB and CWB reciprocally influences each other in the model of job demands-resources. These results were concluded as the process model of work well-being. Thirdly, AWB and CWB are positively related to many workplace outcomes, including job satisfaction, group satisfaction, organizational commitment, turnover intention, job performance, organizational citizenship behavior (OCB), and general psychological health and general physiological health. Fourthly, transformational leadership is indirectly related to CWB through the full mediation of job resources, and is related to AWB through the partial mediation of job demands. Meanwhile, transformational leadership is related to many workplace outcomes through the mediation of job characteristics and work well-being. These results implied that transformational leadership is indeed one kind of positive leadership. Fifthly, in the group level, transformational leadership is indirectly related to group CWB through the full mediation of group job resources, and is related to group AWB through the full mediation of group job demands. Group AWB has positive influence on group CWB, but not vice versa. Group job characteristics and group work well-being fully mediate the relationships between transformational leadership and intragroup cooperation and group performance.