Predictors of job seekers’ self-disclosure on social media

Social media-based screening is a well-known practice to both recruiters and job seekers. Little is known, however, about how job seekers present themselves on social media, i.e. ‘self-disclosure’, for employment purposes. This study builds on the theories of hyperpersonal computer-mediated communication, self-efficacy and social exchange to examine job seekers’ professional online image concerns, social media self-efficacy, and perceptions of social media effectiveness in the job search as predictors of inappropriate and career-oriented self-disclosures on these media. Findings from a sample of 3374 Italian respondents showed that career-oriented self-disclosure was predicted by all three factors, whereas inappropriate self-disclosure was only predicted by social media self-efficacy. Furthermore, the relationship between professional online image concerns and inappropriate self-disclosure was moderated by age, education and work experience, but not by gender. Theoretical and practical implications are discussed, and directions for future research are suggested.     

The principle and fundamental characteristics of brushless three-phase synchronous induction motor with two stators

Brushless three-phase synchronous motor involving a rotating ac exciter on the same shaft as the motor and with the windings linked through a shaft-mounted rectifier is widely used as medium and large capacity machines. However, the motor needs to fit with damping windings for self-starting outside of the field winding in the rotor and needs to equip discharge resistance with complex electronic device to dispose of electromagnetic force induced in the field winding at starting. Therefore, the rotor structure is very complex, and there are disadvantages, especially for the robust and highly reliable motor that is desired. To solve the problem found in traditional motors, the authors proposed a brushless three-phase synchronous induction motor with two stators and one wound rotor. This problem is solved because the proposed motor is of two-stators structure: the rotor winding operates as a secondary winding of induction motor at starting and as the field winding at synchronous operation. The motor can self-start as a wound-rotor induction motor without external secondary resistance. Therefore, discharge resistance is not necessary; the starting equipment is very simple and the rotor structure is robust. It is possible to start with high torque. In this paper, the basic constitution of the proposed motor and the principles of operation are described in detail. The experimental results at starting and pulling into synchronism are shown for confirming the principles of operation and the experimental and numerical results of the starting characteristics. The load ones and the generating ones are shown and then the practical use of the proposed motor is confirmed.     

Recruitment efforts to reduce adverse impact: Targeted recruiting for personality, cognitive ability, and diversity.

Noting the presumed tradeoff between diversity and performance goals in contemporary selection practice, the authors elaborate on recruiting-based methods for avoiding adverse impact while maintaining aggregate individual productivity. To extend earlier work on the primacy of applicant pool characteristics for resolving adverse impact, they illustrate the advantages of simultaneous cognitive ability– and personality-based recruiting. Results of an algebraic recruiting model support general recruiting for cognitive ability, combined with recruiting for conscientiousness within the underrepresented group. For realistic recruiting effect sizes, this type of recruiting strategy greatly increases average performance of hires and percentage of hires from the underrepresented group. Further results from a policy-capturing study provide initial guidance on how features of organizational image can attract applicants with particular job-related personalities and abilities, in addition to attracting applicants on the basis of demographic background. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

基坑支护中水土压力合算与分算的综合分析

分析了水土分算和水土合算的计算方法，并给出了在不同情况下水土分算的合理计算公式。提出了当采用不固结不排水强度指标时的土压力计算方法。通过将这些算法与实际工程的比较发现了“广义”水土合算法的不安全性，并找出了几种合理的算法。     

招聘公务员问题的优化模型与评述

本文针对2004年高教社杯全国大学生数学建模竞赛的D题"招聘公务员"问题的评卷情况,首先概括地介绍了这个问题的背景、评卷要点、问题的解决方法和答卷中存在的问题。最后给出了解决这个问题的一个优化模型及求解结果。     

冶金企业供电线路设计探讨

为了满足冶金企业大容量供电的需要,采用相分裂导线方式供电,减少出线回路和出线走廊,经济效益显著。     

浅谈扩招后提高研究生教育教学质量的几点建议

结合上海理工大学研究生教育的实际,分析了当前研究生扩招后影响研究生教育教学质量的一些问题,比如硬件建设问题、制度建设问题、课程设置问题、师资问题、教学质量评价的问题,并针对这些问题提出了以下相应的建议：确定优先发展思想;规范和完善制度建设;改进和完善研究生教学体系结构;改进教学方法;加强师资队伍建设;改进和完善教学质量保证和监控体系.     

高校艺术招生管理系统的研究

高校艺术招生管理系统是用PowerBuilder开发的适用于山东省高校艺术招生的通用系统，本文详细论述了系统的功能及特点，并给出了一个主要操作界面。     

UPS输出端中性线接地问题探讨

从UPS工作原理入手,分析单相UPS和三相UPS“另起的系统”的接地问题,结论：UPS输出端的中性线做重复接地的规定有误。     

Technology adoption in employee recruitment: The case of social media in Central and Eastern Europe

Social technologies are increasingly used in several organizational functions, including human resource management. The focus of this study is on social media adoption in employee recruitment and selection in Central and Eastern Europe (CEE). The theoretical lens used in this study is the Unified Theory of Acceptance and Use of Technology (UTAUT), extended to include the impact of the recruiters' managerial position and educational level on technology adoption. Results obtained from partial least squares path modeling, using cross-sectional data collected from 224 recruiters, showed that the core hypotheses of the UTAUT were supported, namely the positive impact of performance expectancy, effort expectancy and social influence on behavioral intention, as well as the positive impact of facilitating conditions and behavioral intention on usage behavior. As expected, the recruiters' characteristics triggered many interaction effects, but none of them impacted facilitating conditions. Managerial implications are discussed and future research suggestions are provided.