力求麻醉手术前四个充分有效防范围术期不良事件

世界麻醉医师协会联合会提出"帮助全世界人民获得最高质量的麻醉、镇痛和复苏"宗旨,我国医院管理年提出"以病人为中心,以质量为核心".如何提高麻醉质量,我们提出了力求麻醉手术前"充分了解、充分认识、充分准备、充分沟通"的措施,以期有效防范围术期不良事件的发生,确保医疗安全.     

Swimming and Speaking Spanish

The dominant view of the status of knowledge of language is that it is theoretical or what Gilbert Ryle called knowledge-that. Defenders of this thesis may differ among themselves over the precise nature of the knowledge which underlies language, as for example, Michael Dummett and Noam Chomsky differ over the issue of unconscious knowledge; however, they all agree that acquisition, understanding and use of language require that the speaker have access to a theory of language. In this paper, I argue that this view is mistaken. Knowledge of language is properly seen as practical knowledge, knowledge-how. My target is Michael Dummett’s treatment of theory of meaning in The Seas of Language. If my argument goes through, underlying assumptions about the nature of cognition as computational must be adjusted to allow for other forms of knowledge, which are arguably more basic, and which underlie knowledge-that.     

近年来有关智力的研究概述

作为个体差异的一个重要来源,智力一直是研究者们高度关注的焦点。心理学家们从不同的角度出发,采用不同的研究范式,纷纷提出了各自不同的智力理论。这些理论推动了人们对智力本质的深入认识,在很大程度上促进了人们对个体差异的更好理解。文章从智力研究的四大主要范式入手,对近些年来有关智力的研究作一概述,以期能带给人们更多的启示。     

High involvement HR systems and innovative work behaviour: the mediating role of psychological empowerment,and the moderating roles of manager and co-worker support

Employees’ innovative work behaviour can help firms’ competitiveness. Existing research focuses on several factors, including HR policies, psychological empowerment as well as manager and co-worker support, to explain innovative work behaviour. However, much of this literature analyses just one of these, neglecting how they interact and limiting our understanding of the causes of innovative work behaviour. Synthesizing this work, we develop a novel and holistic framework that examines 1) how high-involvement HR systems are linked via the mediating role of psychological empowerment to innovative work behaviour and 2) how both manager and co-worker support moderate this relationship. Analysing software companies in Pakistan, we use hierarchical linear modelling to assess this framework. We draw on a unique dataset that captures HR policies at the organizational level as well as management and co-worker support, and supervisors’ assessments of individuals’ innovative work behaviour at the individual level. We analyse specific groups of HR practices. Psychological empowerment mediates the relationship between high-involvement HR systems and employees’ innovative work behaviour. Manager and co-worker support moderate the relationship between psychological empowerment and innovative work behaviour. Motivation-enhancing HR practices have a direct effect on innovative work behaviour, whereas ability- and opportunity-enhancing ones are mediated by psychological empowerment.     

预先承诺的理论解释及其神经机制

预先承诺是指个体提前做出一个有长远目标的决定来限制对即时诱惑的选择,从而避免在未来决策中由于意志力缺乏而出现的自我控制失败。最后期限法和限制选择法是开展预先承诺研究的常用范式。本研究在系统回顾预先承诺的三种理论解释（自我控制资源模型、神经网络模型和时间差强化学习模型）的基础上,尝试提出一个整合性的认知神经机制模型来解释预先承诺的作用过程。未来研究可进一步丰富预先承诺的研究范式和应用范围,并探究预先承诺调控非理性决策的心理与神经机制。     

Salesperson time perspectives and customer willingness to pay more: roles of intraorganizational employee navigation,customer satisfaction,and firm innovation climate

This research aims to fill a critical gap in the sales literature by proposing a relationship-based model of customer willingness to pay more, involving salesperson time perspectives (i.e., long-term perspective and short-term perspective), intraorganizational employee navigation, and customer satisfaction with the salesperson. We also examine the moderating role of firm innovation climate. Multisource survey data were collected from 204 salespeople in a business-to-business sales context along with external ratings from customers of these salespeople three months later. The findings indicate that both long- and short-term perspectives have positive effects on intraorganizational employee navigation and customer satisfaction, which, in turn, positively affect customer willingness to pay more. In addition, short-term perspective has a stronger impact than long-term perspective on intraorganizational employee navigation. Further, the effect of long-term perspective on customer satisfaction is strengthened by the innovation climate of the firm, whereas the effect of short-term perspective on customer satisfaction is weakened by it.     

中国古代医政组织的演进及评价

中医概念体系需要细化和重构,在对中医辨证、辨病内涵实质进行再分析基础上,认为目前中医辨病辨证认识存在着关系不清、临床功能定位模糊等问题,阐述了细化重构中医辨治理论模型的必要性,并初步探析了辨病与辨证二者的趋同关系、互补关系、矛盾关系等,给出了面对辨病、辨证、辨症等多重认识时的处理原则。     

包容多样性的理论建构

Ye和Stam (2012)的评论中将Hong, Chao, Yang和Rosner (2010)标签成逻辑经验主义派, 他们认为这个派别常常“限制”了理论的应用和其本身的价值。为了向读者们提供一个对理论建立过程的更完整的理解, 同时也为了从这些迥异的观点中汲取更多知识, 在这篇文章中, 我们比较 Hong等人(2010)与Ye和Stam (2012)所建议的两种不同方法论之间的差异, 并将其放入更广阔的历史背景下进行论述。我们的主张是：每一种方法论都是有它自己的适用范围和局限性。对研究者来说, 保持在对待不同论点上开明和宽容的态度, 并避免本质化不同方法论间的差异也是十分重要的。     

必须加强对卫生组织问题的理论研究

分析并研究了卫生管理中具有战略地位的卫生组织领域的背景和文献后认为,对卫生组织的特征与类型的研究、卫生部门的绩效管理研究、卫生组织的变异与权力制约研究、卫生组织战略管理研究等,是当前我国卫生组织领域中值得研究的主要理论问题;对卫生管理组织理论的创新研究应给予高度重视。     

组织创新气氛的概念、测量及相关研究热点

组织创新气氛是Litwin所提出组织气氛概念中有关创新维度的深入延伸和具体阐述,是个体对其创新能力养成、发展和运用产生影响的心理认知与组织情境体验。该文在总结回顾近二十年该领域的相关研究后,对组织创新气氛的概念构建、影响因素、测量工具及相关变量的实证研究进行了系统的梳理总结与评价;同时,指出目前该领域研究中在概念建构、工具开发、相关实证研究等方面存在的问题,并就今后国内开展本土化研究所应注意的方面提出建议。