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51.
医学创新之大忌:急功近利 总被引:8,自引:3,他引:5
杜治政 《医学与哲学(人文社会医学版)》2005,26(1):2-5
急功近利是医学创新中的一种不良现象,给我国医学科学的发展带来了十分严重的后果.急功近利背离了正确的科学功利观,是对医学创新功利关系的严重错位. 相似文献
52.
曹启栋 《医学与哲学(人文社会医学版)》2005,26(8):34-35
勇于探索和创新,则事业有成;因循守旧,则停滞不前.持续50余年的烧伤治疗创新大潮极大地推进了中国与欧美等国的烧伤医学向前发展. 相似文献
53.
The Feedback Environment, as opposed to the formal performance appraisal process, is comprised of the daily interactions between members of an organization (Steelman, Levy, & Snell, in press). Relations between the feedback environment and work outcome variables such as Organizational Citizenship Behavior (OCB) were examined through the mediating effects of affective commitment. Results indicate that affective commitment mediates the relation between the feedback environment and organizational citizenship behavior, and this mediated relation is stronger for OCBs directed at individuals than directed at the organization as a whole. Conclusions and implications are discussed. 相似文献
54.
应用Markov模型进行临床决策分析的思考 总被引:2,自引:0,他引:2
应用模型进行临床决策分析的研究日益增多,Markov模型就是近年来用于临床决策分析的一种.它优于传统的决策树分析方法,能应用于疾病预后影响因素的研究、筛查试验的评价、疾病治疗结局预测、纵向生命质量资料分析等多个方面.Markov模型用于临床决策分析,是创新思维的体现,是实事求是的典范,体现了认识的辩证过程. 相似文献
55.
从反义RNA到RNA干扰:科学突破的机遇与创新 总被引:1,自引:0,他引:1
RNA干扰是近年发现的存在于真核细胞内的一种重要防御机制,现已发展成为一种全新的基因阻断技术,广泛用于抗病毒、抗肿瘤和后基因组时代基因功能研究.它是在反义RNA研究中意外获得的重大科学突破,其发现过程对科学研究有重要启示意义. 相似文献
56.
社会实践在卫生法教学中的应用 总被引:3,自引:0,他引:3
翁开源 《医学与哲学(人文社会医学版)》2004,25(8):67-67
在卫生法教学中采用社会实践的方法尤为重要,通过开展社会调查等实践活动,有利于激发学生的积极性和创造性,提高学生的创新能力、实践能力,提高学生的素质.从而为社会提供合适的人才,满足社会的需要. 相似文献
57.
Charles E. Naquin Terri R. Kurtzberg 《Organizational behavior and human decision processes》2004,93(2):129
Two experiments examine how the identification of technology as a causal factor in an organizational accident influences judgments of organizational accountability. In study 1, organizations were found to be held less accountable for their actions when a misfortune was rooted in a computer error than when rooted in human error. The predicted mechanism for this effect, counterfactual thinking, was confirmed. Specifically, technologically induced accidents were found to generate fewer counterfactual thoughts of better possible outcomes than similar accidents resulting from human error. Study 2 replicated the findings of study 1 in a more natural setting and using a less intrusive measure for counterfactual thoughts. 相似文献
58.
H. Jack Walker Hubert S. Feild William F. Giles Jeremy B. Bernerth Jeremy C. Short 《Organizational behavior and human decision processes》2011,114(2):165-178
Although job seekers’ organizational image perceptions can influence attraction to recruiting organizations, little is known about how these perceptions are formed or modified. To address this research gap, the authors drew from research in social cognition theory and demonstrated that recruitment Web site characteristics influenced the development and modification of organizational image perceptions via a priming mechanism. Results of two studies showed that having technologically advanced Web site features and depicting racially diverse organizational members served as contextual primers and influenced participants’ organizational image perceptions. Results also revealed that participants’ familiarity with recruiting organizations moderated the effects of these Web site characteristics on several dimensions of organizational image such that effects were weaker for more familiar organizations. These findings suggest that organizations can manage job seekers’ organizational image perceptions through strategic recruitment Web site design; however, such attempts may be tempered by job seekers’ familiarity with the organization. 相似文献
59.
In this paper we explore the linkages among various types of person-organization (PO) fit and their effects on employee attitudinal outcomes. We propose and test a conceptual model which links various types of fits—objective fit, perceived fit and subjective fit—in a hierarchical order of cognitive information processing and relate them to employee organizational commitment and job satisfaction. By unveiling how the different types of fit relate to each other in influencing individual outcomes, we address some of the theoretical and methodological concerns in the use of different methods in measuring PO fit. 相似文献
60.
This study tested the mediating role of violation in the relationship between breach and both affective and continuance commitment and the extent to which this mediating role is moderated by exchange imbalance amongst a sample of 103 sales personnel. Results suggest that violation mediated the relationship between breach and commitment. Also, results suggest that perceived exchange imbalance moderates this mediating pathway: Low exchange imbalance increases the mediating role of violation in the case of affective commitment. On the other hand, exchange imbalance failed to moderate the mediating influence of violation in the case of continuance commitment. Results are discussed in view of the importance of a) including both measures of violation and breach in future studies and b) the role of social exchange in explaining psychological contract violation. 相似文献