授权的测量及其与员工工作态度的关系

首先，对Spreitzer的授权量表在中国文化背景下的适用性进行了检验，3家企业395份调查问卷的探索性因素分析和内部一致性分析表明，授权量表具有较好的效度和信度；20家企业942份调查问卷的验证性因素分析和内部一致性分析进一步验证了授权量表的效度和信度，这表明Spreitzer的授权四维模型在中国得到了验证，其编制的授权量表在中国具有较强的适用性。然后，利用20家企业942份调查问卷的结果，采用结构方程模型技术对授权与员工满意度、组织承诺、离职意向与工作倦怠等员工工作态度变量之间的关系进行了交叉验证分析，结果表明，工作意义对员工满意度与组织承诺有正向的影响，对离职意向与工作倦怠有负向的影响；自主性对员工满意度与组织承诺有正向的影响；自我效能对组织承诺有正向的影响     

自我超越生命意义对压力和健康关系的调节作用

研究目的是检验一个新的应激应对资源—自我超越生命意义的健康调节作用。自我超越生命意义的理论基础是东方的佛教哲学和道家哲学。研究的测量工具有：大学校园压力量表,一般健康问卷（GHQ-20）,自尊量表和自我超越生命意义量表。被试为来自北京市三所高校的788名大学生。研究结果为：自我超越生命意义可以调节应激条件下的忧郁情绪、一般健康问题和自尊,但是对于焦虑情绪和自我肯定的调节作用不明显。研究结论是：自我超越生命意义对心理健康的某些方面具有调节作用     

汉字频率和构词数对非汉字圈学生汉字学习的影响

探讨汉字频率和构词数对非汉字文化圈的留学生汉字学习效果的影响。实验要求被试对已学过的不同频率和构词数的汉字写出拼音并组词,结果显示,汉字频率对汉字学习效果有影响,而且频率效应的大小受笔画数的制约;实验未发现构词数对汉字学习效果的影响。研究结果表明,语言输入的频率是影响汉语习得的一个重要因素     

On the study of foreign philosophy in Chinese cultural construction and its future

Since the “Conference on Foreign Philosophy” held in Wuhu in October 1978, the study of foreign philosophy in China has undergone a prosperous stage. This article discusses the significance of the study of foreign philosophy in the context of renovation, transformation and remolding of Chinese contemporary culture, explores the role of the discipline in the context of Chinese cultural construction, and anticipates the future of this discipline. A cross-cultural perspective is needed for a proper understanding of the significance of the learning and study of foreign philosophy in Chinese cultural construction; otherwise we might fall into cultural conservationism. Secondly, to make philosophy and social sciences prosperous is also a task for foreign philosophy studies, and whether or not foreign philosophy can be well studied should be a mark of the prosperousness of the construction of Chinese culture. Finally, philosophy is a product of human beings and should eventually serve human beings. Chinese culture should open itself up to the world and so should foreign philosophy studies in China. __________ Translated from Jiangxi Shehui Kexue 江西社会科学 (Jiangxi Social Sciences), 2005 (2) by Chen Yuehua & Ma Minghui     

Chinese child-rearing beliefs: Key dimensions and contributions to the development of culture-appropriate assessment

Socio-cultural perspectives explain inconsistency in Chinese child-rearing research when imported methods and concepts are applied. We sought to elucidate child-rearing belief constructs relevant to Chinese contexts. Exploratory factor analysis identified items representing child-rearing concepts both imported and indigenous to Chinese culture and forming four dimensions: Training, Shame, Authoritative, and Autonomy. Data from parents of preschool-aged children in Hong Kong ( N  = 228) and Taiwan ( N  = 213) were subject to confirmatory factor and scale internal consistency analyses. Results support the conceptual and psychometric coherence of each subscale. Discussion of findings focuses on the benefits of culturally responsive methodology and the potential utility of the scales in child-rearing research with Chinese and other Confucian cultural populations.     

Birkhoff-like sheaf representation for varieties of lattice expansions

Given a variety we study the existence of a class such that S1 every A can be represented as a global subdirect product with factors in and S2 every non-trivial A is globally indecomposable. We show that the following varieties (and its subvarieties) have a class satisfying properties S1 and S2: p-algebras, distributive double p-algebras of a finite range, semisimple varieties of lattice expansions such that the simple members form a universal class (bounded distributive lattices, De Morgan algebras, etc) and arithmetical varieties in which the finitely subdirectly irreducible algebras form a universal class (f-rings, vector groups, Wajsberg algebras, discriminator varieties, Heyting algebras, etc). As an application we obtain results analogous to that of Nachbin saying that if every chain of prime filters of a bounded distributive lattice has at most length 1, then the lattice is Boolean.We wish to thank Lic. Alfredo Guerin and Dr. Daniel Penazzi for helping us with linguistics aspects. We are indebted to the referee for several helpful suggestions. We also wish to thank Professor Mick Adams for providing us with several reprints and useful e-mail information on the subject.Suported by CONICOR and SECyT (UNC).     

差异蛋白质组学研究与应用进展

差异蛋白质组学是蛋白质组学的一种重要研究策略,着重于比较不同生物体在不同时刻或状态下蛋白质表达的变化,在目前技术背景下有重要的现实意义.将近年来新发展的差异蛋白组学技术,如激光捕获微切割、蛋白芯片及蛋白质定量研究方面等的技术和差异蛋白组学应用进展进行总结.     

发扬中医药学要从医学教育中找良方

以学习应用中医25年的亲身经历,指出中医存在先天不足、后天失养等问题,提出应将中医教育纳入我国医学教育基础体系,从源头上打破中医、西医人为的界限,造就一大批兼容中、西医的医学生,才能使中医药学真正发扬光大。     

青少年药物滥用的防治

随着社会转型所带来的生活方式多元化,青少年药物滥用现象,在威胁着青少年身心健康的同时,也破坏了社会的和谐与发展。一般来说,其形成原因包括自身、家庭、学校和社会等多种因素,因而,预防和解决青少年药物滥用问题,就需要建立一套涉及多个层面的防治体系。     

Show them the money? The role of pay,managerial need support,and justice in a self‐determination theory model of intrinsic work motivation

The link between money and motivation has been a debated topic for decades, especially in work organizations. However, field studies investigating the amount of pay in relation to employee motivation is lacking and there have been calls for empirical studies addressing compensation systems and motivation in the work domain. The purpose of this study was to examine outcomes associated with the amount of pay, and perceived distributive and procedural justice regarding pay in relation to those for perceived managerial need support. Participants were 166 bank employees who also reported on their basic psychological need satisfaction and intrinsic work motivation. SEM‐analyses tested a self‐determination theory (SDT) model, with satisfaction of the competence and autonomy needs as an intervening variable. The primary findings were that amount of pay and employees' perceived distributive justice regarding their pay were unrelated to employees' need satisfaction and intrinsic work motivation, but procedural justice regarding pay did affect these variables. However, managerial need support was the most important factor for promoting need satisfaction and intrinsic work motivation both directly, indirectly, and as a moderator in the model. Hence, the results of the present organizational field study support earlier laboratory experiments within the SDT framework showing that monetary rewards did not enhance intrinsic motivation. This seems to have profound implications for organizations concerned about motivating their employees.