Occupational Factors and 5-Year Weight Change Among Men in a Danish National Cohort.

This study explored whether factors related to the work environment could predict changes in body mass index (BMI) and whether the effect of psychosocial factors was dependent on baseline BMI. The sample consisted of 1,980 male employees from the Danish National Work Environment Cohort Study. Changes in BMI between 1995 and 2000 were analyzed, by multiple regression, as a function of background variables and a series of occupational variables obtained in 1995. Age, baseline BMI, job insecurity, and psychological demands predicted changes in BMI. Job insecurity and high or low psychological demands increased the likelihood of weight gain among obese employees, whereas they increased the likelihood of weight loss among employees with a low BMI. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Patterns of discrimination in hiring job applicants with disabilities: The role of disability type, job complexity, and public contact.

Objective: To evaluate the effects of disability type, job complexity, and public contact on hiring decisions. Design and Participants: An Americans With Disabilities Act (ADA; 1990) fact sheet and matched resumes with vocational and medical histories including chronic mental illness, developmental disability, closed head injury, and back injury were provided to 295 undergraduate business-related majors, who rated the applicants' suitability for 2 job positions and work shifts. Results: Findings indicated disparities in ratings of employability as a function of disability type. Paired comparisons yielded complementary findings, with effects of disability type and Disability Type × Job Complexity, but no effects of public contact. Conclusions: Stereotyping and discrimination in employment decisions apparently persist, more than 10 years after the ADA. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Role of Acceptance and Job Control in Mental Health, Job Satisfaction, and Work Performance.

Acceptance, the willingness to experience thoughts, feelings, and physiological sensations without having to control them or let them determine one's actions, is a major individual determinant of mental health and behavioral effectiveness in a more recent theory of psychopathology. This 2-wave panel study examined the ability of acceptance also to explain mental health, job satisfaction, and performance in the work domain. The authors hypothesized that acceptance would predict these 3 outcomes 1 year later in a sample of customer service center workers in the United Kingdom (N = 412). Results indicated that acceptance predicted mental health and an objective measure of performance over and above job control, negative affectivity, and locus of control. These beneficial effects of having more job control were enhanced when people had higher levels of acceptance. The authors discuss the theoretical and practical relevance of this individual characteristic to occupational health and performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Dynamique motivationnelle de l'epuisement et du bien-etre chez des enseignants africains.

This study examines the links between antecedents and consequences of Gabonese teachers' (N= 152) work motivation. The theoretical underpinnings are based on the Motivational Model of Job Burnout (MMJB) which is grounded in Self-Determination Theory (SDT) and states that the more supervisors satisfy an employee's need for self-determination, competence, and relatedness, the more self-determined is the latter's work motivation. The level of self-determined motivation has an impact on job satisfaction, which in turn determines life satisfaction. Higher levels of self-determined motivation also buffer emotional exhaustion and psychological distress. The model was confirmed via structural equation modeling and provides support for the validity and generalizability of the MMJB and SDT. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Applicant reactions to face-to-face and technology-mediated interviews: A field investigation.

This field study examined applicant reactions (N = 802) toward face-to-face as compared with technology-mediated interviews (through videoconferencing or by telephone) for 346 organizations. Face-to-face interviews were perceived as more fair and led to higher job acceptance intentions than were videoconferencing and telephone interviews. Perceived interview outcomes were higher with face-to-face and telephone interviews over videoconferencing. Self-monitoring moderated the relationship between interview medium and perceptions of fairness. Specifically, this relationship was (a) positive for face-to-face, (b) negative for telephone, and (c) nonsignificant for videoconferencing interviews. Moreover, the number of offers an applicant received moderated the relationship between interview medium over, and perceived fairness. The relationship between number of offers and perceived fairness was positive for face-to-face and negative for technology-mediated interviews. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Life task appraisals, spouse involvement in strategies, and daily affect among short- and long-term married couples.

The purpose of this study was to examine predictors and consequences of spouses' involvement in each others' strategies for pursuing important personal goals called life tasks. Husbands and wives within 39 short- and long-term marriages described five life tasks and provided appraisals of whether each was shared with their spouse. Participants later completed 14 consecutive diary entries recording daily life task pursuit strategies, the extent of spouse involvement in each, and measures of positive and negative affect. Results indicated that interdependence in life task appraisals prospectively predicted greater spouse involvement, and greater spouse involvement was associated with more positive affect for that day. Life task appraisals may provide avenues for understanding couples' strategies for dealing with goals or stressors and how those strategies affect mood. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

模块化职务分析

章总结了职务分析方法在我国的应用情况，分析了需求特点，引入模块化的思想，提出了新的职务分析方法——模块化职务分析，认为职务分析的关键就是将工作中的各项任务进行整理，组成不同的工作模块。建立计算机辅助管理系统，时时调整、修改工作模块，对工作模块进行组合，形成职务，从而使职务分析趋于动态化。     

Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature.

The authors developed and meta-analytically examined hypotheses designed to test and extend work design theory by integrating motivational, social, and work context characteristics. Results from a summary of 259 studies and 219,625 participants showed that 14 work characteristics explained, on average, 43% of the variance in the 19 worker attitudes and behaviors examined. For example, motivational characteristics explained 25% of the variance in subjective performance, 2% in turnover perceptions, 34% in job satisfaction, 24% in organizational commitment, and 26% in role perception outcomes. Beyond motivational characteristics, social characteristics explained incremental variances of 9% of the variance in subjective performance, 24% in turnover intentions, 17% in job satisfaction, 40% in organizational commitment, and 18% in role perception outcomes. Finally, beyond both motivational and social characteristics, work context characteristics explained incremental variances of 4% in job satisfaction and 16% in stress. The results of this study suggest numerous opportunities for the continued development of work design theory and practice. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

物联网对图书馆事业的双重影响

作为信息产业的第三次浪潮,物联网技术的发展与应用为人与物、物与物之间的信息交换创造了一个全新的平台。国内物联网技术研究与应用的不断深入,将对图书馆事业的发展产生深远影响。文中探讨了物联网对图书馆事业的双重影响,分析了物联网技术带来的优势和挑战,最后强调了以技术为依托,回归服务本质的理念。     

多资源公平调度器在Hadoop 中的实现

目前Hadoop的作业调度算法都是将系统中的多类资源抽象成单一资源,分配给作业的资源均是节点资源中固定大小的一部分,称为插槽。这类基于插槽的算法没有考虑到系统多资源的差异性,忽略了不同类型作业对资源的不同需求,因此导致系统在吞吐量和平均作业完成时间上性能低下。本文研究了多资源环境下公平调度算法在Hadoop中的实现,设计了一种多资源公平调度器MFS(Multi-resource Fair Scheduler)。MFS采用了DRF(Dominant Resource Fairness)调度思想,使用需求向量来描述作业对各类资源的需求,并按照需求向量中各资源的大小给作业分配资源。MFS能更加充分有效地使用系统的各类资源,并能满足不同类型作业对资源的不同需求。实验表明相比于基于插槽的Fair Scheduler与Capacity Scheduler,MFS提高了系统的吞吐量,降低了平均作业完成时间。