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.

基于分布式认知理论的扩展资源模型

分布式认知理论通过协调人机对话，结合人和计算机各自的优势解决问题，在人机交互研究中扮演了指导者的角色．尽管分布式认知理论支持的资源模型在分析人机交互时取得了成功，但模型存在不能提供复杂用户任务支持、缺乏对模型中元素的准确定义等问题，在一定程度上导致了表现形式上的混乱．使用分布式认知理论构造了扩展资源模型，建立人机交互活动中的动作和表征之间的联系，从而指导界面的设计和实现．扩展资源模型从静态结构和交互策略两个方面对界面交互动作提供支持，在交互中减少人的认知负担．该研究对设计符合人的认知特点的界面具有一定的指导作用．

制造业技术工人工作-家庭关系的影响因素及其作用机制

The work-family relations included positive relationship (work-family enrichment) and negative relationship (work-family conflict). Along with the development of positive psychology, the researchers turned their focus from work-family conflict to work-family enrichment. On the other hand, the research between work and family had just started and most attention was fix on work-family conflict. This research based on the skilled workers in manufacturing, and tried to discuss antecedents and the machanism of work-family relations through a series research which include action relation among job characteristics, work-family relations and outcomes of work, and the action relation among job resource、work-family relations、marital adjustment、work outcomes and role salience. This subject made the investigation to the workers who are working in manufacturing through literature research, questionnaire surveys and other methods. In this subject, several statistical techniques such as Explore Factor Analysis（CFA）,Structural Equation Modeling（SEM）, multiple-group Analysis were used to get the following conclusion: Firstly, work-family enrichment was an independent variable in work-family conflict, which had more extensively influence. Work-family conflict would increase accompany with the increasing of job demand, and it also would enhance negative work outcomes; work-family enrichment was effected by both job demand and job resource, and it made positive influence to positive and negative work outcomes. Secondly, marital adjustment penetrated into work domain through work-family enrichment inner effect mechanism, and influenced the work outcomes. The work→family enrichment and family→work enrichment could facilitate mutually, marital adjustment influenced the work outcome by the reciprocal relationship of work→family enrichment ↔ family→work enrichment. Finally, the family-role salience had directed loop-enhanced effect to organizational commitment and the importance could also enhance the positive function of work→family enrichment to organizational commitment.

A non-linear perturbation model considering catchment wetness and its application in river flow forecasting

A non-linear perturbation model for river flow forecasting is developed, based on consideration of catchment wetness using an antecedent precipitation index (API). Catchment seasonality, of the form accounted for in the linear perturbation model (the LPM), and non-linear behaviour both in the runoff generation mechanism and in the flow routing processes are represented by a constrained nan-linear model, the NLPM-API. A total of ten catchments, across a range of climatic conditions and catchment area magnitudes, located in China and in other countries, were selected for testing daily rainfall-runoff forecasting with this model. It was found that the NLPM-API model was significantly more efficient than the original linear perturbation model (the LPM). However, restric tion of explicit nan-linearity to the runoff generation process, in the simpler LPM-API form of the model, did not produce a significantly lower value of the efficiency in flood forecasting, in terms of the model efficiency index R-2. (C) 1997 Elsevier Science B.V.

Study on Water Resources Regulation and Reservoir Operating Prediction for Suppression of Salt Water Intrusion in the Pearl River Estuary

Salt water intrusion occurred frequently during dry season in Modaomen waterway of the Pearl River Estuary. With the development of region's economy and urbanization, the salt tides affect the region's water supply more and more seriously in recent years. Regulation and allocation of freshwater resources of the upper rivers of the estuary to suppress the salt tides is becoming important measures for ensuring the water supply security of the region in dry season. The observation data analysis showed that the flow value at the Wuzhou hydrometric station on the upper Xijiang river had a good correlation with the salinity in Modaomen estuary. Thus the flow rate of Wuzhou has been used as a control variable for suppression of salt tides in Modaomen estuary. However, the runoff at Wuzhou mainly comes from the discharge of Longtan reservoir on the upper reaches of Xijiang river and the runoff in the interval open valley between Longtan and Wuzhou sections. As the long distance and many tributaries as well as the large non-controlled watershed between this two sections, the reservoir water scheduling has a need for reasonable considering of interaction between the reservoir regulating discharge and the runoff process of the interval open watershed while the deployment of suppression flow at Wuzhou requires longer lasting time and high precision for the salt tide cycles. For this purpose, this study established a runoff model for Longtan - Wuzhou interval drainage area and by model calculations and observation data analysis, helped to understand the response patterns of the flow rate at Wuzhou to the water discharge of Longtan under the interval water basin runoff participating conditions. On this basis, further discussions were taken on prediction methods of Longtan reservoir discharge scheduling scheme for saline intrusion suppression and provided scientific and typical implementation programs for effective suppression flow process at the Wuzhou section.

Mud mass transport due to waves based on an empirical rheology model featured by hysteresis loop

A vertical 2-D water-mud numerical model is developed for estimating the rate of mud mass transport under wave action. A nonlinear semi-empirical rheology model featured by remarkable hysteresis loops in the relationships of the shear stress versus both the shear strain and the rate of shear strain of mud is applied to this water mud model. A logarithmic grid in the vertical direction is employed for numerical treatment, which increases the resolution of the flow in the neighborhood of both sides of the interface. Model verifications are given through comparisons between the calculated and the measured mud mass transport velocities as well as wave height changes. (C) 2006 Elsevier Ltd. All rights reserved.