Status of sturgeon aquaculture and sturgeon trade in China: a review based on two recent nationwide surveys

The authors reviewed the aquacultural history of Acipenseriformes in China, related the legal status and examined the current status of the cultured species or hybrids, origins of seedlings, quantities of production, geographic distribution in farming, and the sustainability for both restocking programmes and human consumption. The census shows that since 2000, the production of cultured sturgeons in China appears to have become the largest in the world. As of 2000, the rapid growth of sturgeon farming in China mainly for commercial purposes has shifted harvests in the Amur River from caviar production to the artificial culture of sturgeon seedlings. This dramatic development has also caused a series of extant and potential problems, including insufficient market availability and the impact of exotic sturgeons on indigenous sturgeon species. Annual preservation of sufficient higher-age sturgeons should be a national priority in order to establish a sustainable sturgeon-culture industry and to preserve a gene pool of critically endangered sturgeon species to prevent their extinction.

Floral surveys on Gomphonemaceae and Cymbellaceae (Bacillariophyta) from the headwaters of the Yangtze River, Qinghai, China

Gomphonemaceae and Cymbellaceae from the headwaters of the Yangtze River, Qinghai Province, China, comprised 84 taxa belonging to four genera. The dominant species were Gomphonema kaznakowi Mer., G. hedini Hust., G. olivaceum (Lyngbye) Kutz., Cymbella cistula (Ehr.) Kirchn. var. cistula and C. minuta Hilse ex Rabh. var. minuta. Some arctic and alpine forms also occurred, and the following taxa were unique to this region: C. cistula var. asiatica Mer., C. cistula var. capitata Grun., C. yabe Skvortzow var. punctata Li and Shi, G. olivaceum (Lyngbye) Kutzing var. brevistriatum Li and Shi and G. staurophorum (Pant.) Cleve-Euler var. oblongum Li and Shi. Different morphological forms of G. kaznakowi Mer. may be related to the upheaval of the plateau. Species diversity of the diatoms appears to be related not only to macro-environment (e.g., geographic zonation) but also to microhabitat and microclimate.

过程系统管理与技术的综合集成

在激烈的市场竞争中，过程企业不仅要重视技术、更要加强管理，实现全局优化运行。提高过程企业的市场竞争能力必须全面综合集成人、组织、战略管理、经营管理、过程管理及信息自动化技术等因素。本文以石化企业为背景，对过程企业面临的问题及发展趋势进行了分析，并且对过程企业管理模式、过程企业的体系结构以及过程集成与优化技术进行了探讨。

热察绥地区过去300年土地利用覆被变化

The historical land use and land cover changes is one of the key issues in LUCC research. However, the achievement of China in this field doesn't match her position in the world yet. And the reliability of the quantitive records in Chinese historical literature, the basic data for historical land use research, has been doubted. This research focuses on Re-Cha-Sui, a typical area for the farming-pastoral region in the north of China, to make a detailed case study in this field. Based on a deep mining and calibration on the data from massive historical documents and land-use surveys, the author gives a detailed analysis on the administrative region evolution, historical population dynamics, reclamation policy, and the land statistic system. According to textual researches, parallel validation and physical geographical analysis, a unified land use series for recent 300 years, which founded on the results of modern land-use surveys, is constructed. And the thematic maps on the cultivation index for different counties in several temporal sections are plotted. Based on the endeavor above, the dynamic of forest and steppe is reconstructed as well. The temporal-spatial patterns of land use/land cover changes in the area is analyzed. And the influence of different driving forces are discussed. The main conclusions of the research are as followed: 1. The quantitive records in literatures on Re-Cha-Sui area are reflection of real amounts of croplands. It is practical to reconstruct a result comparable with the modern land-use surveys, based of a deep mining and considerate validation on historical documents. The unexceptional negative attitude towards the numerical records in historical documents is unnecessary. 2. In recent 300 years, 3 climax of reclamation appeared in Re-Cha-Sui area and altered the pure pastoral area into a farming-pastoral region. The interval were respectively the early time till mid time of the Qing dynasty, the end of the Qing dynasty till early time of the Republic of China(ROC), and the time after A.D. 1949. After the first expansion, the area of cropland in this region reached 2.0 million ha. Among them, Guisui area, which was most densely cultivated, had a cultivation index over 30%, which is similar with modern situation. The second expansion covered broader area, and the amount of cropland reached 3.5 million ha. The increase of farming area after 1949 is due to the recultivation of abandoned farmland. The current area of cropland in this region is 5.6 million ha. In the southern area where the land was reclaimed early, the amount on of the cropland has some fluctuation in 300 years. While in the new reclaimed area in the north, the area of cropland has kept the trend of increasing. 3. Due to the different natural conditions, most forests in Re-Cha-Sui area distribute in the mountain area of North Hebei province, and the upland of West Liaoning province, especially the former, which has a forest coverage near 70%. However, most of these forests were destroyed before the end of the Qing dynasty. In 1949, the natural forest near Chengde was nearly cleared up. They were partly renewed after 1949 due to plantation. 4. In the steppe zone such as northern Rehe, Suiyuan and Chahar, the area of steppe has a negative correlation with that of cropland. With the expansion of cropland, the percentage of steppe has shrunk from over 80% to 53%. In the mountain area of North Hebei province, steppe expanded with the shrinkage of forest, though cropland was expanding. The percentage once reached 60%, and then fell with the renew of forest. However, in the upland of West Liaoning province, the steppe shrink slowly from original 50% to current 26%, with the expansion of cropland. 5. The land use and land cover change in Re-Cha-Sui area in recent 300 years is driven by various factors, including human dimensions such as population, policy of the government, disorder of the society, cultural tradition, and natural factors such as climate change and natural disasters. Among them, pressure from surplus population is the basic driving force.

不同类型量表的线上调查和传统纸笔调查的比较研究

During the past 11 years, with the rapid development of the Internet, more and more psychologists began to realize and take advantage of it, which led to a growing number of psychological test administrated on the internet for data collection. But there were some controversy about the reliability and representatively of this new method. To examine the applicability of the Online Survey and how different types of scales used on the internet, we first reversed the measurement instrument, then from three different levels to investigate the equivalence of online survey and paper-and-pencil assessment, namely, sample level, scale level and item level. Both Classical Test Theory and Item Response Theory were used to analyze the invariance of different types of scale applicability on the internet. The main conclusions of this study could be drawn as follows: 1. In the sample-based study, self-select sample of the online survey was compared to the random sampled sample of paper-and-pencil assessment. The results showed there were no gender difference between them (p>0.05), but the online survey sample was characterized with high qualifications, high-income and younger features (88% of the sample with post-secondary education or above, and 71% aged 20 -29 years). There were significant differences on the scores of all scales between online survey and paper-and-pencil assessment (p<0.01). With demographic controlled, there was no significant difference on the variable of Neurotic between different surveys (p>0.05). 2. With in-group design, it was proved equivalence of the scale of BI (Attitude toward Brand Importance), BT (Attitude toword Brand Switcher), Extraversion, and Conscientiousbess in the compared study in the reliability, construct validity and average scores. 3. On the item level, the results based on the Item Response Theory analysis showed that 2PLM is appropriate for personality and attitude scales. With regard to personality scale, there emerged some items with DIF in the dimensions of Openness to the experience subscale and Agreeable subscale. However, there were no significant differences about the test function. 4. Exploring the psychometrics properties of answer formats of five-, six-, seven-, ten-points, it was showed that different measurement validity between online survey and paper-and-pencil test. It was also described the lower reliability and validity of six-point scale. In conclusion, the results support the application of personality scale online, but for attitude scale, we need to choose prudently.

金融工作者的抑郁症状的影响因素及其形成机制研究

Ill-health prevails in the workplace. A key problem encountered in the area of stress management is a lack of research into the way job burnout turns into mental problems, especially depressive symptoms, the most prevalent and costly psychiatric condition in the workplace. This research belongs to a cross-discipline area of industrial psychiatry and organizational behavior, which has seldom been investigated before. This research will contribute to the theoretical development of organizational behavior, especially to stress management and industrial psychiatry. This study aims to explore etiological factors and mechanisms of depressive symptoms of workers in the financial industry. By using literature review, semi-structured interviews and surveys as the major research methods, this Ph.D. study systematically investigated the risk factors of workers’ depressive symptoms within and outside of the work area. These risk factors are worker-work environment fits, work family conflicts, and workers’ psychological vulnerabilities to depression. A thorough literature review and 20 semi-structured interviews of brokers in different kinds of financial markets show the feasibility and necessity of this Ph.D. study when it comes to the issue of financial workers’ depressive symptoms. Two surveys of workplace-etiological factors of depressive symptoms were conducted among 244 financial workers and 1024 financial workers. This cross-sample verification showed that worker-work environment fit was a good framework to study risk factors of workers’ depressive symptoms. Results revealed that job demands-abilities misfit could lead to job burnout which in turn contributed to worker’s depressive symptoms; besides this, work effort-reward imbalance could directly cause workers’ depressive symptoms. Emotional labor enhanced the positive effect of job burnout on workers’ depressive symptoms. In the third study, a prominent risk factor outside of the work area, namely work family conflict, and workers’ psychological vulnerabilities of depression were included with workplace etiological factors to investigate the overall predictive model of depressive symptoms of financial workers. The survey was conducted among the same 1024 financial workers. Results indicated that work effort-reward imbalance, job burnout and work interfering in family life were three external etiological factors of workers’ depressive symptoms. Neuroticism, autonomy and low emotional intelligence were three individual etiological factors which had a positive effect on workers’ depressive symptoms. Moreover, neuroticism enhanced the relationship between job burnout and depressive symptoms as well as between work interfering in family life and depressive symptoms. Autonomy aggravated the relationship between job burnout and depressive symptoms. However, emotional intelligence attenuated the relationship between job burnout and depressive symptoms as well as between work effort-reward imbalance and depressive symptoms. Besides, workers’ dysfunctional attitudes played a partial mediating role in the relationships between above etiological factors and depressive symptoms. In the same sample, research evidence of impairments of workers’ depressive symptoms to their work-life quality was also obtained. Specifically, depressive symptoms could predict workers’ presenteeism, absenteeism and turnover intention. Their subjective well-being was also lowered when suffering more severe depressive symptoms. This research provides a theoretical basis to management practices targeted to set up the Employee Assistance Program or even more specilised rehabilitation programs for workers with depressive symptoms so as to improve their work-life quality and and establish a harmonious enterprise.

学习不良少年的污名效应研究

Stigma is defined as a sign of disgrace or discredit that sets a person apart from others. Stigmatized individuals had been significantly influenced by their group-based stigma. Through the methods of laboratory experiment and questionnaire surveys, the current study started with examining the attitudes of middle school students to the students with learning disabilities (LD), systemly explored the characteristics of perceived stigma and self-stigma of LD students, the mechanism that the influences of stigma on students with LD, and the mental control required to cope with the stigma. The results of the present studies had significant implications for the understanding of the LD phenomenon and the intervention of LD adolescents. The results indicate that: 1. Generally, middle school students had negative implicit attitude and negative explicit attitudes towards the LD students. The effect size of the phenomenon of this study is large. The LD students showed a more positive attitude than others on the explicit attitude measure; all students consistently had negative attitudes toward LD students on the implicit attitude indices, in addition, no group differences and gender differences were observed in the implicit attitude. 2. Eight hundred and seventy two students were surveyed to test the reliability and validity of the new developed perceived stigma scale and self-stigma scale. Both questionnaires showed sufficient content validity, construct validity, criterion-related validity and adequate internal consistency reliability. Then, both questionnaires were administered to student with high academic achievement (high achiever), students with middle academic achievement (middle achiever), and LD students. Results revealed that the LD students mildly stigmatized by the social culture. The LD students had more stigma perception and self-stigma than the middle achievers and high achievers. The results also indicated that there were more stigma perception and self-stigma for LD students in grade two than that of LD students in grade one and grade three; meanwhile, male LDstudent hade more stigma perception and self-stigma than female LD students in all grades. 3. A latent variable path analysis was conducted to investigate how the stigma affect the academic goals using the data collected from 186 LD students. The results suggested that the LD-related stigma did not have direct influence on academic goals. The LD-related stigma indirectly influenced the academic goals through mediating effects of self-stigma and academic efficacy. 4. Stereotype threat could have some influences on the relationship between the task feedback and self-esteem. The results of study using eighty-four LD students showed that: when the negative stereotype was not primed, the self-esteem of the LD students was significantly influenced by the feedback of the task: an enhance self-esteem following a positive feedback and a lower self-esteem following a negative feedback. When the negative stereotype was primed, there was no significantly difference between the positive feedback group and negative feedback group. All the results showed that priming the negative stereotype could weaken the influence of feedback to the self-esteem of LD students. 5. There was more cognitive and behavioral control when LD students tried to cope with the stigma by concealing negative academic achievement during an individual interview with an unfamilar expert. The LD students whose academic achievements could be concealed had more thought suppression and thought intrusion and reported more self-monitoring behavior than the participants in the other experimental conditions.

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.

工作群体有效性评价及群体工作设计

This thesis study the problem of work group effectiveness and group job design according to extensive literature investigation and the analysis of realistic background. The whole research consists of four parts: (1) The evaluation of work group effectiveness, the aim is to search to criteria that can describe and analysis work group, and explore the cognitive dimensions of effectiveness of Chinese subjects; (2) The study on the relationship between group job characteristic and effectiveness, the aim is to find the general correlation between work group characteristic and effectiveness, and try to search the most important core variable; (3) The study on the preference for the way of group work; (4) The study of the relationship between group composition and group effectiveness, try to examine how different approaches of personnel selection influence work results. The results indicate: (1) The evaluation of group effectiveness mainly consists of two dimensions: performance and the employee's attitude and feelings toward the group, so we can use these two dimensions and corresponding criteria as the standard of effectiveness evaluation. (2) According to the analysis of related literature, we can determine work group characteristic from five aspects: job design, the interdependence among members, group composition, organizational background, group process. (3) Experimental study find that different group job characteristics have different relationship models with effectiveness criteria. Job design, the interdependence among group members, group composition have significant correlation relationships with two kinds of effectiveness criteria; organizational background mainly has relationships with satisfaction criteria; group process mainly has relationships with performance criteria. (4) The choice for people to select the way of group work has the consistency, that is people prefer to "Self--managed work groups"; but different groups have the difference, the main group dimension is the difference between group members and group leaders. (5) Work groups which were composed accordingly to interpersonal attraction have higher levels of communication, coordination, group cohesion and job satisfaction than ability--based groups based. But the performance evaluation under these two conditions has no difference. The thesis analysis and discuss the research results, also point out several questions that needed to be explored further and the possible research directions in the future. This study has some reference value in group--level performance appraisal and reward design, the content and method of group--level job design, and personnel selection of group, etc.

高科技领域工作人员价值观的文化差异研究

In the processes of Chinese economic and political reforms, it has many problems in the international corporations because of the difference of cultures. This research try to compare the Chinese managers and other conntries' through the investigation of 435 managers and employee from 9 units in Beijing. We used Hofstede's "Value Survey Module" (1980), Compared to Cultures in power distance, uncertainly avoidance, individualism-collectivism, masculinity. We also compared the employee's attitude with three patterns. The conclusions are: 1. There is not significant level difference in three patterns. 2. At PDI、UAI、IDV、MAS the fonr dimensions, our invested results approach Hofsteds's invested results. This is high at PDI, but middle at UAI、IDV、MAS.