No security: A meta-analysis and review of job insecurity and its consequences.

Meta-analytic techniques were used to estimate how job insecurity relates to its postulated outcomes. Consistent with the conceptual framework, the results indicate that job insecurity has detrimental consequences for employees' job attitudes, organizational attitudes, health, and, to some extent, their behavioral relationship with the organization. Moderator analyses suggest that these relationships may be underestimated in studies relying on single-item measures of job insecurity and that the behavioral consequences of insecurity are more detrimental among manual, as compared with nonmanual, workers. Recommendations made for future research include utilization of multidimensional measures, consideration of a broader spectrum of outcomes and moderators, and use of longitudinal designs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The emerging professional adhocracy: A general framework of responsive organizing (a republication).

This reprinted article originally appeared in Consulting Psychology Journal: Practice and Research, 1997, Vol 49(1), 25-34. (The following abstract of the original article appeared in record 1997-30041-003.) Offers a framework of the characteristics of the responsive organization. A responsive organization is one in which structures and procedures enhance the organization's ability to take advantage of the changes in the environment. Responsiveness, in this case, is more than just being reactive; it means that an organization is able to anticipate change and maintain a proactive orientation to the external environment. Within the framework discussed, the authors also include some of the problems that might be expected in this new organizational form. It is suggested that these tools will allow for the systematic examination of organizational performance and assist change agents in facilitating efforts intended to result in more responsive organizing. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Dale B. Harris (1914-2007).

During his long career, Dale B. Harris was at various times a teacher, author, editor, researcher, high school principal, organizational leader, department administrator, and government advisor. He is probably best known for his research on children's drawings, specifically, his extension of the work by Florence Goodenough that resulted in the Goodenough-Harris Draw-A-Person Test. Harris was a participant in the famed Thayer Conference (1954) on school psychology. He was a delegate to the White House Conferences on Children and Youth in 1950 and 1960 and was active in several professional organizations, including the Society for Research in Child Development (SRCD). He served as president of Division 7 (Developmental Psychology) of the American Psychological Association in 1956. He was also active in community organizations, both in Minnesota and Pennsylvania. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Competitive motives and strategies: Understanding constructive competition.

This study examines the impact of motives and strategies on the constructiveness of competition. Sixty-four managers and 28 employees from Mainland China organizations described specific incidents of competition, from which indices of constructive competition were developed. They then rated motives and strategies that were hypothesized to affect competition and its outcomes. These indices of constructive competitive were then correlated with the motives and strategies. The results indicated that internal motivation to compete and the strategy of competing fairly were found to be the most powerful influences on the constructiveness of competition. Task and ego motives, extrinsic motivation, the motive to prevent others from benefiting, and the strategy to obstruct the other had very little impact on constructive competition. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational Injustice and Psychological Strain.

Characterizing perceived injustice as a form of stress, we examined the main and interactive relationships among interactional, procedural, and distributive injustice and psychological strain while controlling for job insecurity. Using moderated multiple regression analysis with a sample of 1,083 government employees, we show that interactional, procedural, and distributive injustice are all unique predictors of psychological strain that account for significant unique variance beyond that explained by job insecurity. Those individuals who perceive more interactional, procedural, or distributive injustice at work reported a higher degree of strain. However, there were no significant interactive effects, suggesting that these three categories of perceived injustice do not interact to predict symptoms of psychological strain. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Coordination mechanisms for decentralized parallel systems

On resource sharing platforms, the execution of the jobs submitted by users is usually controlled by a centralized global scheduler. It determines efficient schedules regarding some common objective function that all organizations agree with (for instance, maximizing the utilization of the entire platform). However, in practice, each organization is mostly interested in the performance obtained for its own jobs. We study the price that the collectivity must pay in order to allow independence to selfish, self‐governing organizations, so they can choose the best schedules for their own jobs. In other words, we are interested in analyzing the costs on the global performance inflicted by the decentralization of scheduling policies. We present a game‐theoretic model for the problem and the associated coordination mechanisms developed to reduce the cost of the decentralization of the decision‐making process. The main contribution is to show (in theory and practice) how to devise pure Nash equilibria configurations for every instance of the problem and to prove that the price paid by the collectivity depends on the local scheduling policy and on the characteristics of the workload executed on such platforms. Copyright © 2014 John Wiley & Sons, Ltd.     

平面连杆机构计算机辅助设计与实现

自行开发的平面连杆机构计算机辅助设计系统,可以对常见的平面连杆机构运动进行分析和综合。例举了铰链四杆机构应用实例,阐述了该系统的结构,系统设计目标、设计的原则和具体的建模以及求解方法。     

Succession Planning.

In the interest of supporting evidence-based practice, a review was conducted of recent research and practice articles on succession planning. The review, which emphasized peer-reviewed work and focused primarily on articles published during the past 5 years, found numerous points of convergence regarding how succession planning should be practiced but a dearth of outcome data regarding succession planning processes and inconsistency across the few outcome studies available. Implications for practice are discussed, and a research agenda for succession planning practice is proposed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Building Healthy Workplaces: What We Know So Far.

By way of introduction to this Special Issue of the Canadian Journal of Behavioural Science, we hope to achieve three interrelated goals. First, we define what we mean by a "healthy workplace," and we delineate the ways in which work is associated with mental health. We argue that work is both a causal factor in mental and physical ill-health as well as a potential health resource that both may protect us and assist in our recovery from psychological ill-health. Second, we review the individual, organizational, and societal costs of unhealthy work and workplaces, and, consequently, of poor mental and physical health. Our argument is simply that we are incurring horrific economic and social costs when we have unhealthy workplaces. Finally, we provide a framework in terms of a healthy workplace model to help summarize this literature, and to present the articles in this Special Issue. Throughout this introduction, we emphasize that these goals are highly compatible with organizations' traditional focus on enhancing productivity and profitability. Put simply, what is good for Canadian workers is good for Canadian industry. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A knowledge-based expert system for technology acquisition in small and medium scale manufacturing organizations

Consistent and reliable decision making for technology acquisition in small and medium scale manufacturing organizations is vitally important since these firms are the backbone of national economies, both in developed and developing countries. Because of their flexibility, small and medium scale firms are successful in adopting new technologies. However, a careful analysis should be conducted in technology acquisition decisions. Since these decisions require special type of knowledge and expertise, expert system, as an important tool of computerized decision making, can overcome these multidimensional difficulties.

This paper proposes a knowledge-based approach making use of issues such as sales, processes, costs and general policies, in decision processes for technology acquisition by small and medium scale manufacturing organizations in the developing environments.