面向知识工作者的个人信息管理模型

为满足知识工作者对个人信息管理的灵活分类、时序管理和智能推荐的要求,提出一种个人信息管理系统模型。首先分析了知识工作者的个人信息管理特点,接着提出了模型的框架,描述了框架的层次结构。然后介绍了基于标签的个人信息推荐算法。最后对原型系统进行了评估。评估结果表明,该模型能够满足知识工作者对个人信息管理的要求。

公众个人捐赠动机及其影响因素

Along with Chinese general national power upgrades constantly, the gaps between the rich and the poor in different areas and groups increased by contraries. Charity career in China attracts more and more attention. In western society, there is consanguineous correlativity between the development of charity career and charity marketing, and donation motivation is one of the most important factors. It’s mainly focus on two issues, one is the process of donation behavior and the other one is the drive of donation behavior. There are great differences between domestic studies on donation motivation and the current correlative theory due to different cultures, religions, regions and so on. In this article, western theory of donation motivation has been summarized and meanwhile the unique domestic donation motivation has been analyzed. The article includes two studies. Firstly, investigated domestic individual donation motivation as well as primary donation behavior, secondly studied the structure of donation motivation by questionnaire. Results show that, firstly, there are four factors in Chinese individual donation motivation which were cost-income balance, passive donation, to do good and accumulate merit, public morality and habit-share. Organization disadvantage and ability limit are the two factors in unwilling donation motivation. Secondly, in this survey, there are no significant differences between cost-income balance and demographic variables. Passive donation motivation shows significant differences only on gender and occupation. To do good and accumulate merit shows significant difference only on occupation. To do good and accumulate merit and habit-share also show significant differences on age. Passive donation is one of special factors in China. Thirdly, donors are prefer to help children who unable to go to school and people who hit by a natural calamity than to help agriculture labourer and laid-off worker. At last, donors concern more about the information feedback such as how was their donation has been used. If the charity organization can not meet the donors’demands in this aspect, it will be surely result in unwilling donation.

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.

任职者工作分析评价结果影响因素的多水平探讨

As the foundation of other human resource practices, job analysis plays an essential role in HR management. Exploring sources of variance in job analysis ratings given by incumbents from the same job is of much significance to HRM practices. It can also shed lights on employee motivation in organizations. But previous studies in job analysis field have usually been conducted at individual level and take variance in job analysis ratings given by incumbents of the same job as error or bias. This dissertation takes the position that the variance may be meaningful based on role theory and other relevant theories. It first reviewed pervious studies on factors which may influence job analysis ratings provided by incumbents of the same job, and then investigated individual, interpersonal and organizational level variables which may exert impacts on these job analysis ratings, using multilevel data from 8 jobs of 1124 incumbents. The major findings are as follows: 1) Level of job performance and job attitudes affect incumbents’ job analysis ratings by incumbents of the same job at individual level. Specifically, incumbents with high level of job performance rated their job require higher levels of technical skills (power plant designers), and regarded information processing activities as more important to their job (book editors). Regarding the effects of job attitudes, incumbents of the four jobs with high level of job satisfaction gave higher importance and level ratings on organizational and cognitive skills, as well as higher level ratings on technical skills. Further, incumbents with higher affective commitment provided higher importance and level ratings of cognitive skills. Lastly, more involved job incumbents perceived organizational skills and cognitive skills as more important, and required at higher levels, for their job. 2) Leader-Member Exchange and goal structure also have effects on job analysis ratings by incumbents of the same job at interpersonal level. In good quality LMX relationship, news reporters rated decision-making activities and interpersonal activities as more important to their job. On the other side, when book editors structured their goals as cooperative with others’, they provided higher importance ratings on reasoning and interpersonal skills, and related personality requirements, as well as higher level ratings on reasoning abilities. 3) Worker requirements for the identical job are distinct from one organization to another. Specifically, there were between-organization differences in achievement orientation and conscientiousness related personality requirements. In addition, two dimensions of organizational culture, achievement-oriented culture and integrity-oriented culture in particular, were significantly associated with importance ratings of achievement orientation and conscientiousness related personality requirements respectively. Furthermore, achievement-oriented culture both directly and indirect (through job involvement) influenced achievement orientation related personality requirements. The results indicate that variation in job analysis ratings provided by incumbents of the same job may be meaningful. Future job analysis studies and practices should consider the impacts of these individual, interpersonal and organizational level factors on job analysis information. The results also have important implications for employee motivation concerning how organizational demands can be transformed into specific job and worker requirements.

农民工群体偏爱的研究

The present paper studies the explicit, implicit and the neural mechanism of group bias on rural residents, off-farm workers and urban citizens in Off-farm workers. The relations between group-bias and these factors such as collective self-esteem, self-esteem, group identity and depression were also discussed. The main results of this paper can be summarized as follows： 1. There were dissociations between explicit and implicit group-bias of the Off-farm workers on all three groups. Off-farm workers favored urban citizens implicitly most, and the bias on rural residents was least;. However, the rural residents was the group they liked most, but the urban citizens was the least. 2. The more the implicit and the less the explicit in-group bias they had, the more they felt depressive. 3. Collecitve self-esteem was only related to the explicit in-group bias. 4. The undergraduates showed bias on urban citizens and prejudice to rural residents as Off-farm workers, but their attitude towards Off-farm worker was more positive than Off-farm worker themselves was. 5.The implicit group-bias occurs rapidly and automatically which includes two potential processes as activation and inhibition and it isn’t necessary for them coexist in the same object. Besides, N400 and LPC are sensitive to the two processes respectively.

国营企业中激励机制的个案研究

This research objective was to investigate the working motivation in a large state-owned enterprise, Luoyang White Horse Company Group in Henan Province. Some standard methods, such as in-depth interview, questionnaire were employed. This research is divided into two parts: 1. The first is to investigate the factor structure of working motivation, by the way of survey questionnaire. 2. The second is to do a case study to the White Horse Company, by using survey questionnaire and interview methods. The results shows that: 1. Eight factors are extracted by the Exploring Factor Analysis. These factors include: material reward factor, leader factor, fairness factor, goal factor, mental reward factor, development factor, job factor, participation factor. The overall explanation is 56.0%. 2. By the One-Way ANOVA and Multiple Comparison, it is found that: working age, age, sex, education background, income and assignment all have a notable effect on some of the eight factors. 3. By the case study to the White Horse Company, it is found that there still is no a perfect motivating mechanism in the White Horse Company and the disproportion of reward and punishment has a disadvantageous effect on the worker's productivity.