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匹配条件: “Shi Kan” ,找到相关结果约23837条。
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Human Resource Development Based on Competency Model
基于胜任特征模型的人力资源开发

Shi Kan,
时勘

心理科学进展 , 2006,
Abstract: Research into Human Research Development and Management based on Competency Model has been momentum in last forty years in Organizational Behavior and Human Resource Management research. The author summarized the main research conducted by his work team since 1980s, about Competency constructing in different industry, and the leadership behavior related to it based on Chinese transition economy background and special cultural background. Also, since Competency Model is one of most popular practice in Human Resource Development, the author introduced the application of Competency Model in Chinese Human Resource Development and Management System practices. The suggestion for further research was discussed.
Design and Performance of Brushless Doubly-fed Machine Based on Wound Rotor with Star-polygon Structure  [PDF]
Chaohao Kan
Energy and Power Engineering (EPE) , 2013, DOI: 10.4236/epe.2013.54B015
Abstract: The star-polygon brushless doubly-fed machine (SPBDFM) is a new type of wound-rotor machine and is attractive for variable-speed constant-frequency shaft generation system. The structure of rotor for the machine may be improving the conductor availability of the rotor windings. The kirchhoff laws is employed to illuminate the principle and some combinations of different slots and poles are presented as the examples. Harmonic analysis is also employed to analyze the magnetic motive force (MMF) waveform of rotor winding with the structure of star- polygon. Finally, the results are used to reveal that the SPBDFM is attractive for shaft generation system.
A Contingent Analysis of Transformational and Transactional Leadership
变革型领导与交易型领导的权变分析

Xu ChangJiang,Shi Kan,
徐长江
,时勘

心理科学进展 , 2005,
Abstract: 变革型领导与交易型领导是当前领导研究的热点。一般认为,变革型领导是比交易型领导更为有效的领导方式。然而从权变的观点出发,变革型领导与交易型领导的有效性还要受到情境因素、被领导者因素的影响。该文分析了替代领导、领导与下属的关系以及组织文化对变革型领导和交易型领导与领导效能关系的调节作用,并讨论了今后的领导行为研究中应该注意的问题。
THE INFLUENCE OF DISTRIBUTIVE JUSTICE AND PROCEDURAL JUSTICE ON JOB BURNOUT
分配公平与程序公平对工作倦怠的影响

Li Chaoping,Shi Kan,
李超平
,时勘

心理学报 , 2003,
Abstract: Based on 294 samples from three companies, this study first tested the psycholog ical property of MBI-GS and made some revisions according to the result. Then 52 4 employees from six companies were invited to join the final survey. CFA was us ed to confirm the construct validity of MBI-GS. T-test and One-way ANOVA showed organizational justice and job burnout was influenced by demographics variables. Hierarchical regression analyses indicated that organizational justice was a po wer predict of job burnout beyond demographics variables. Dominance analysis fur ther indicated that when predicting Emotional Exhaustion 65.91% of the predicted variance was attributed to distributive justice. When predicting Cynicism 56.07 % of the predicted variance was attributed to procedural justice.
Current Studies on Bullying at Work
工作场所中欺负问题的研究现状

QIN Yi,SHI Kan,
秦弋
,时勘

心理科学进展 , 2008,
Abstract: 工作场所中欺负问题的研究有助于促进组织健康发展,逐渐成为工作和健康心理学研究的热点.近5年来,关于欺负负性行为不良后果的研究不断深入;同时,探讨欺负和组织情景关系的新研究动向开始出现.围绕着这两个方面,文章首先介绍了"工作场所中欺负"的概念;接着回顾了工作中欺负的研究方法、发生率,发生过程,应对方式,以及与身心健康关系,与组织情景关系等方面最新研究进展.最后,对已有研究进行了总结,展望了未来可能开展的研究.
The Structure and Measurement of Transformational Leadership in China
变革型领导的结构与测量

Li Chaoping,Shi Kan,
李超平
,时勘

心理学报 , 2005,
Abstract: Data was collected from a diverse sample of 249 managers and employees from different companies using open questionnaire,and then were subjected to content analysis to identify major forms of transofmrational leadership in China.Results revealed 8 dimensions of transformational leadership.The Transformational Leadership Questionnaire(TLQ) was developed through expert discussions.Exploratory Factor Analysis(EFA) of data from a sample of 431 employees showed that transformational leadership was a four-dimension construct in China,which included Morale Modeling,Charisma,(Visionary) and Individualized Consideration.Confirmatory Factor Analysis(CFA) of data from another sample of 440 employees further confirmed TLQ's factorial validity.Internal consistency analyses and hierarchical regression analyses showed that TLQ had suitable reliability and high validity.
Job Burnout: A Developing Research Area
工作倦怠:一个不断扩展的研究领域

Xu Changjiang,Shi Kan,
徐长江
,时勘

心理科学进展 , 2003,
Abstract: This article discussed the development of studies on job burnout from five aspects. First, its conception and construct has changed to adapt more general people. Second, the theories of burnout emphasize the balance of job demands and resources instead of personal appraisal. Third, the concept of burnout is being supplemented and enlarged by its positive antithesis of job engagement. Fourth, the problems of burnout in new organization structure design becomes a new area in future study. Lastly, the burnout research has extended beyond its original American borders and the cross-culture study is emerging in many countries. The main domains and developmental trends of job burnout are also predicted.
Mechanism, Negative Effect and Interventions of HIV Stigma
艾滋病污名的形成机制、负面影响与干预

LIU Ying,SHI Kan,
刘颖
,时勘

心理科学进展 , 2010,
Abstract: HIV related Stigma was reviewed from attribution theory,social cultural framework,and cultural moral conception. HIV stigma included the enacted stigma,felt stigma and the self stigma,which all brought physical and psychological distress to people living with HIV/AIDS. Several interventions including contact hypothesis,information diffusion as well as cognitive behavioral therapy worked together to reduce HIV stigma. Future research is suggested to focus on social cultural and moral viewpoint,and with more ...
The Review of Performance Feedback Research
绩效反馈研究的回顾与展望

Wang Yongli,Shi Kan,
王永丽
,时勘

心理科学进展 , 2004,
Abstract: Performance feedback is an important management tool for encouraging the advanced and urging on the backward in organizations. The present review was the outline of feedback research. The trend of feedback study was analysed. We think that the feedback from the supervisor should be more and more important; the influence of negative feedback and positive feedback and the characteristics of the feedback recipients should be studied deeply.
THE CULTURAL VALUE AND SELF-REGULATORY SYSTEM ON FEEDBACK EFFECTS
文化价值取向与自我调节点对反馈效果的调节作用

Wang Yongli,Shi Kan,
王永丽
,时勘

心理学报 , 2004,
Abstract: 选择个体主义、集体主义文化价值取向和自我调节点作为影响反馈效果的调节变量,采用2×2(反馈方式、反馈对象)两因素组间实验设计,以公文处理练习为实验材料,对171名MBA学生进行反馈的干预实验研究。结果表明,集体主义倾向、自我调节点是影响反馈效果的调节变量,集体主义倾向强的人得到针对小组的反馈,公文处理成绩提高;表扬提升调节点的被试公文处理成绩反而降低。
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