大城市内部商业环境满意度评价与消费区位决策研究-以北京市西城区和海淀区为例

Since 1990s, commercial conditions in China including commercial environment, retail types, scale of retail enterprises, spatial structure of retail and shopping decision making factors have changed. In order to keep up with these changes, commercial geography should set up new perspectives, theories and methods to analyze its internal mechanism and changing rules, and thus provide reasonable and practical scientific basis to commercial planning, location decision of retail enterprises and commercial environment construction. Taking Xicheng and Haidian District of Beijing as research case, which is a sector region from city center to rural region, this paper selects 12 commercial centers as most important study objects of this sector. This paper mainly makes use of the methods of Modeling, Pearson Bivaiiate Correlations Analysis, Factor Analysis and Logit model. Based on 1300 questionnaires and fieldwork, this paper focuses on modeling of Consumer Satisfaction of Commercial Environment (CSCE), evaluation of commercial environment and driving factors of consumers' shopping location decision. Firstly, this paper discusses the development of commercial geography and commercial environment evaluation, the new characteristics and trends of commercial development in Beijing and physical commercial environment of Xicheng and Haidian District of Beijing from chapter 1 to chapter 4. Secondly, this paper summarizes characteristics of residents' shopping behavior in chapter 5. Thirdly, this paper sets up an evaluative model of CSCE, and analyzes consumer satisfaction indexes of commercial environment and their spatial features in chapter 6. Fourthly, this paper infers how residents' attributes and shopping behaviors affect their preferences of shopping location and what are residents' shopping location decisions and their influencing factors in chapter 7. Fifthly, this paper constructs a significant index model and a pyramidal framework of CSCE, and further analyzes the diversity and competitive advantage of commercial environment in chapter 8. Finally, some conclusions are drawn as follows: 1. Characteristics of residents' shopping behavior mostly embody residents' time distance preference, commodity consumption preference, shopping time distribution and shopping activity characteristics. The important factors that influence shopping location choice of residents are distance, transportation, commodity price, commodity types and commodity quality. However, the important factors, which influence shopping location re-choice of residents, are commodity price, commodity quality, commodity types and transportation. 2. CSCE indexes of 12 commercial centers show us significant spatial characteristics, such as spatial differences of "Center-fringe region", spatial characteristics of axes, spatial diversity of ring roads and so on. 3. Influencing factors including factor endowments, relative establishment factor and location and transportation factor of commercial environment are of importance for CSCE. 4. Logit model 1 indicates that shopping behavior of residents is significantly and positively related to working in high-tech companies, high income and by car and positively related to high school diploma, by bus and subway. 5. Logit model 2 indicates that residents' shopping location decision is significantly and positively related to leisure establishment and relative restaurant and entertainment establishment and negatively related to commercial location, commodity price, service quality, parking site. 6. The significant index model and the pyramidal framework of CSCE indicate competitive advantages are crucial to attractive capability of commercial center, and competitive weakness limits development of commercial centers, in particular the weakness of service quality and parking site now is the chief factors restricting development of commercial centers

喀斯特石漠化景观的空间因子分析及生态优化途径初探——以贵州清镇王家寨小流域为例

本文以西南喀斯特地区的王家寨小流域为研究对象，基于多源信息，依托遥感（RS）和地理信息系统（GIS）技术获取2005年该区石漠化景观分布格局信息，以此为基础进行石漠化景观分布指数（RLDI）、石漠化综合指数（RCI）、x-s平面分析模型以及三次曲线拟合等分析，旨在从小流域尺度上探讨石漠化景观在坡度、坡向、高程和与村庄距离等空间因子上的分布规律。 结果表明：无石漠化和轻度石漠化景观的RLDI曲线在坡度梯度上波动最显著（即其受坡度影响最大）；其他石漠化景观在坡向梯度上变化最明显。坡度上27º是RCI由增至减的临界点；各坡向中南、南东坡RCI值最高，北、北东、东坡次之；高程越高RCI越高；距村庄越远RCI越高。初步判断各空间因子对RCI的影响由强至弱依次为：坡度、坡向、高程以及与村庄的距离。 基于景观生态学理论，在对土地利用类型和地形（坡度、坡向）因子综合优先级评价的基础上，以治理石漠化、维护喀斯特景观生态安全和土地资源的可持续利用为目标，建立满足景观优化需要的生态恢复耗费表面模型，通过景观功能分区和生态廊道的构建，以及运用生态工程和植被进展演替相结合的具体措施，对小流域尺度上土地利用空间格局的优化和高效的生态恢复模式进行实践性探索。

Reversed-phase high-performance liquid chromatographic investigation of urinary normal and modified nucleosides of cancer patients

Post-transcriptional modifications in RNA give rise to free modified ribonucleosides circulating in the blood stream and excreted in urine. Due to their abnormal levels in conjunction with several tumor diseases, they have been suggested as possible tumor markers. The developed RP-HPLC method has been applied to analyze the urinary nucleosides in 34 urinary samples from 15 kinds of cancer patients. The statistical analyses showed the urinary nucleoside excretion, especially modified nucleoside levels, in cancer patients were significantly higher than those in normal healthy volunteers. Factor analysis was used to classify the patients with cancer and normal healthy humans. It was found that using 15 urinary nucleoside levels or only five modified nucleoside levels as data vectors the factor analysis plot displayed two almost separate clusters representing each group. (C) 1999 Elsevier Science B.V. All rights reserved.

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.

基于可复制性的独立成分分析——应用于功能磁共振成像数据

This dissertation systematically depicted and improved the application of Independent Component Analysis (ICA) to Functional Magnetic Resonance Imaging (fMRI), following the logic of verification, improvement, extension, and application. The concept of “reproducibility” was the philosophy throughout its four concluded studies. In the “verification” study, ICA was applied to the resting-state fMRI data, verified the resultant components with reproducibility, and examined the consistency of the results from ICA and traditional “seed voxel” method. At the meantime, the limitation of ICA application on fMRI data analysis was presented. In the “improvement” study, an improved ICA algorithm based on reproducibility, RAICAR, was developed to aid some of the limitations of ICA application. RAICAR was able to rank ICA components by reproducibility, determine the number of reliable components, and obtain more stable results. RAICAR provided useful tools for validation and interpretation of ICA results. In the “extension” study, RAICAR as well as the concept of “reproducibility” was extended to multi-subject ICA analysis, and gRAICAR algorithm was developed. gRAICAR allows some variation across subjects, examining common components among subjects. gRAICAR is also capable to detect potential subject grouping on some components. It is a new way for exploratory group analysis on fMRI. In the “application” study, two newly developed methods, RAICAR and gRAICAR, were used to investigate the effect of early music training on the brain mechanism of memory and learning. The results showed brain mechanism difference in memory retrieval and learning process between two groups of subjects. This study also verified the usefulness and importance of the new methods.

组织中的规则行为：合法性、个体差异的认同-内化作用

This study employed the compliance, identification, and internalization model of attitude change to explore the mechanism of rule-following behaviors in organizations. The objectives of this study were to examine the effects of individual utilitarianism and formalism on rule compliance, deference and rule-breaking behaviors, and the relationships between legitimacy, organizational identification, and value internalization. I surveyed 262 employees from a high-tech corporation in Beijing. After Confirmative Factor Analysis, Regression Analysis, and Structural Equation Modeling, I summarized main conclusions as follow. First, rule legitimacy and organizational identification have different effects on different rule behaviors. Perceived rule legitimacy and organizational identification have direct positive effect on rule deference. But the effects of legitimacy on rule-compliance and rule-breaking are moderated by organizational identification and value internalization. Only under high identification or value congruence with organization, could legitimacy perception predict rule compliance and breaking. Second, individual formalism (IF) has positive effect on rule compliance. IF’s positive effect on rule deference only appear under high value congruence between individuals and organization. Third, organizational identification works as a “valve” in the relationship between individual viewpoints and rule-breaking. Organizational identification turns off the tendency of utilitarianism to break rules, and turns on the tendency of formalism to inhibit rule-breaking. Forth, attitudinal and behavioral facets of utilitarianism and formalism have different influences on rule-following behaviors. Only individuals who are both attitudinal and behavioral formalists show deference to rules, while formalism as behavioral tendency predicts less rule-breaking. Fifth, innovation behaviors coexist independently with compliance and deference to rules. But the division between innovation and rule-breaking is obscure. Organizational identification facilitate both rule following and innovation. Sixth, women comply with rules more than men do, while men break more rules than women do. More aged people develop deeper identification with their organizations, and higher deference to rules. Individuals with higher education are fewer formalists, and accordingly defer to rules less and break more.

7-12岁儿童执行功能与智力的关系

The nature of individual differences among children is an important issue in the study of human intelligence. There are close relation between intelligence and executive functions. Traditional theories, which are based mainly on the factor analysis, approach the problem only from the perspective of psychometrics. However, they do not study the relation of cognition and neurobiology. Some researchers try to explore the essential differences in intelligence from the basic cognitive level, by studying the relationship between executive function and intelligence. The aim of this study was to do the followings 1) to delineate and separate the executive function in children into measurable constructs; 2) to establish the relationship between executive function and intelligence in children; 3) to find out the difference and its neural mechanism between intellectually-gifted and normal children’s executive function. The participants were 188 children aged 7-12 year old. There were 6 executive function tasks. The results were follows: 1) The latent variables analyses showed that there was no stable construct of executive function in 7-10 year old children. The executive function construct of 11-12 year old children could be separated into updating, inhibition and shifting. And they had grown to be more or less the same as adults in the executive function. There were only moderate correlations between the three types of executive function, but they were largely independent of each other. 2) The correlations between the indices of updating, inhibition, shifting and intelligence were different in 7-12 year old children. The older the age, the more the indices were related to intelligence. The updating and shifting were related to intelligence in 7-10 year old children. There were significant correlations between the updating, inhibition, shifting and intelligence in 11-12 year old children. The correlation between updating and intelligence was higher than the correlation between shifting and intelligence. Furthermore, in structural equation models controlling for the three executive functions correlations, updating was highly related to intelligence, but the relations of inhibition and shifting to intelligence were not significant. 3) Intellectually-gifted children performed better than normal children in executive function tasks. The neural mechanism differences between intellectually gifted and average children were indicated by ERP component P3. The present study helps us to understand the relationship between intelligence and executive function; and throws light on the issue of individual differences in intelligence. The present results can provide theoretical support for the development a culture-free intelligence test and a method to promote the development of intelligence. Our present study lends support to the neural efficient hypothesis.

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.

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.

中国企业员工组织承诺研究

The research objectives were to investigate the psychological structure of employees' organizational commitments(OCs), and its antecedents, and to examine the relative effects of employees' OCs to their performances. In order to deeply uncover the nature of OCs, some standard methods, such as in-depth interview, focus-group, semi-open questionnaire, standard questionnaire etc., were employed. In data analysis, not only some common statistical methods, such as multivariate analysis of variance, cross-table analysis, factor analysis, but also some forefront ones, such as confirmatory factor analysis and path analysis of SEM, were used. The paper covers six chapters: 1) In the first chapter, Firstly some previous empirical studies, which examined structures, antecedents, correlates, and/or consequences of organizational commitment in China and Western countries, were summarized. This summary covers most of the respectable researchers' works of this field, such as H.S.Becker, B.Buchanan, L.W.Porter, G. Ritzer, H.M.Trice, J.A.Alutto, L.G.Hrebiniak, R.T.Mowday, J.P.Meyer, N.J.Allen, G.W.McGee, R.C.Ford, R.Eisenberger, etc. Then three theoretical hypothesis were put forward as following: ① In China, OCs should be multidimensional psychological structures, which means there should exist more than one type of OCs; ② There should be some different antecedents to different OCs; ③ Employees with different types of OC should perform differently in their works. Finally the theoretical and practical significance were discussed. 2) In the second chapter, great efforts were made to investigate the OC types. Firstly, in-depth interview with managers and employees, semi-open questionnaire, and some other methods were used in the pilot research to gather much qualitative material. Then OC questionnaire was designed to get quantitative data in about 20 enterprises, including state-owned, collective-owned, wholly foreign-funded, and joint-ventures. During revising of this questionnaire, there were about 5000 samples surveyed. after factor analysis, the data shows that there should be 5 types of OCs in China, which were respectively named as Affective Commitment, Normative commitment, Ideal Commitment, Economic Commitment, Choice Commitment. Thirdly, confirmatory factor analysis method was used to successfully confirm this 5-factor model. Finally, Cronbach a and test-retest correlate indicate that this questionnaire is reliable. Since factor analysis result has show its construct validity, a simple criterion-related validity research was conducted. 3) In order to investigate the correlation between different OC and employee performance and different antecedents of OC, 5 other questionnaires, such as Employee Satisfaction Questionnaire, Perceived Organizational Support Questionnaire, Social Exchange Questionnaire, Altruism Scale, and Leader Confidence Scale were revised in the third chapter. 4)In the fourth chapter, a lot of correlates, cross-table analysis were conducted to show the correlation between different OCs and 10 performances, which indicate employees with different OCs will show different performance in 10 variables, such as altruism, etc. 5) In the fifth chapter, correlate analysis, multivariate of analysis, and path analysis of SEM were used to investigate the antecedents of OC. A satisfactory model showing the correlation between OC and their antecedents was confirmed. 6) In the last chapter, all researches about OC, and its limitations were summarized.

应激源，缓冲因素及其关系——中美大学生应激的跨文化研究

Questionnaire of Stressors, which was constructed earlier, and Resilience Factor Scale were applied on 252 Chinese University students and 207 American University students. Reliability and validity tests were applied on the data. Results are as following: 1. Cronbach α coefficient of both scales were tested and showed good results. Construction validity of them was also tested by applying Factor Analysis on the data. The results are good. 2. Stressors of University students consist of three factors, named Survival Anxiety, Social Anxiety, and Role Stress. Resilience Factors consist of Social Support and Self-Efficacy. They affected each other. Significant correlation was found among those five factors. 3. Significant differences were found between Chinese sample and American sample in the scores of most items of the two scales.

保险推销员自我效能感及其工作模型

The research studied self-efficacy and job mechanism of insurance salesmen in China by the methods of in-depth interview, focus-group, semi-open questionnaire, standard questionnaire. There were about 1300 samples surveyed. The way of data analysis such as factor analysis, correlation analysis, regreesion analysis and structure equation was used. Four following conclusions were drawn: First, self-efficacy of inssurance salesmen in China consists of eight factorswhich are interview skills, manner, persistence, control of emotion, plans and comments, master of knowledge, intuition and judgement, preparation. Second, the relationship between self-efficacy and other job variables such as achievement motivation, work incentive, coping strategy, view of ability, performance, goalsetting, colleague relationship, the way of feedback from leader, job satisfaction and exertion were tested and all the correlations were significant. Third, regression analysis was used to test the relationship between self-efficacy and the antecedent variables. The result was that four antecedent varialbes enter equation (p<.05). They are self-oriented achievement motivation, stability of emotion, performance and colleague relationship.. Finally, vertified by path-analysis, the research posits a comprehensive model about job for insurance salesmen, in which self-efficacy was the most important factor. On the one hand, self-efficacy has dominant effects on the consequent variables, such as mastery goal, performance- approach goal, job satisfaction, exertion, coping strategy, on the another hand, self-efficacy was found as mediator of the relationship between the antecedent variables and consequent variables.

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.

人格特征对销售员绩效的预测

This research aims to discuss it is the complexity of interpersonal association and job autonomy that influence the predictive validity of personality for job performance. In addition, for service profession, incumbents' personality can predict not only contextual performance, but also task performance. Salesclerks in shopping center and life insurance agents are selected as subjects. The job performance rating scale is produced by using Critical Incidents Technique. The research method is measuring NEO-PI and collecting direct supervisors' rating of salespeople's job performance. The research results are as follows: 1. The factor analysis result of job performance is different from the west. That is to say, the support for organizations which belongs to contextual performance in the west can not be distinguished from task performance. Therefore, in China, or to say in the shopping center selected, task performance includes both technical proficiency and the support for organizations, and contextual performance includes job dedication and interpersonal facilitation. 2. For salespeople, personality can be the antecedent of contextual performance and task performance as well. However, the predictive validity for task performance is very low. 3. The more complexity of interpersonal association, the stronger relationship between personality and job performance. 4a. The correlation between job performance and facets of Big Five is higher than the one between job performance and factors of Big Five, such as Agreeableness, whose facets have different impacts on job performance, some positive and others negative. 4b. The correlation between personality and the items of job performance rating scale is higher than the one between personality and the factors of job performance. 4. Working experience is the moderator of the relationship between personality and job performance. For salesclerks, only if the working experience of subjects is less than 3 years, achievement striving-one facet of conscientiousness-is significantly correlated with the ratio of finished sales volume at 0.01 level.