"The World Education Indicators' Survey of Primary Schools (WEI-SPS) offers unique insight into the classrooms of 11 diverse countries, [Argentina, Brazil, Chile, India, Malaysia, Paraguay, Peru, the Philippines, Sri Lanka, Tunisia and Uruguay], in order to understand and monitor the factors shaping the quality and equality of primary education. It examines the main issues and inputs shaping primary schools: the background characteristics of pupils; demographic and educational characteristics of teachers and school heads; school resources and conditions; instructional time; school management; teaching and learning styles in the classroom; as well as learning opportunities provided to pupils"--P. 3
Based on self-determination theory, we examined how new employees' (newcomers) future work selves and perceived level of supervisor support influence newcomers' proactive socialization in the workplace, a factor that leads to better long-term adjustment. We conducted a survey using a 3-wave longitudinal design with 295 people employed in a range of organizations in China. Results indicate that level of perceived supervisor support had a significant influence on the relationship between newcomers' future work selves and their proactive adjustment behavior, such that the relationship became stronger as perceived supervisor support increased. In addition, we found that newcomers' proactive adjustment behavior was positively related to both the quality of their social integration and their job performance. Theoretical and practical implications and directions for future research are discussed.
Although previous researchers have paid significant attention to the effect of feedback on employee behavioral outcomes, few have specifically examined the influence of developmental feedback on employee job performance. In this study we examined the influences of intrinsic motivation and social exchange on the relationship between developmental feedback and job performance. Participants were 202 supervisor-subordinate dyads from 12 enterprises in China. We found that developmental feedback had a significant positive effect on both intrinsic motivation and job performance. In addition, intrinsic motivation had a significant positive relationship with job performance but it also had a partial mediating effect on the relationship between developmental feedback and job performance. Managerial implications and directions for further research are discussed.
Establishing a dynamic model that accurately describes a realistic pressurized water reactor (PWR) fuel assembly is crucial to precisely evaluate the mechanical properties of the fuel assembly in seismic or loss of coolant accidents (LOCAs). The pluck test combined with the logarithmic decrement method has been widely applied in previous studies to extract fundamental modal parameters to calibrate dynamic models. However, most previous investigations focused on the first cycle of free vibration, which is strongly affected by stiction, baseline shift, drop conditions, and high-order mode interference, leading to inaccurate results. Moreover, these traditional methods cannot be used to extract high-order modal parameters. In this work, a novel experimental method for identifying the nonlinear modal parameters of a PWR fuel assembly is proposed. First, two algorithms are adopted to decompose the free vibration. Second, the local linearized modal parameters are extracted by a single-degree-of-freedom fitting method with a sliding window. Finally, these local linearized modal parameters are summed to obtain the nonlinear relationships between the modal parameters and amplitude. The new method makes more effective use of experimental data, obtains more accurate modal parameters than the logarithmic decrement method, and is capable of extracting high-order modal parameters. In the end, the test results are fitted by a fractional polynomial, which is of great value for numerical simulations.
The intensive use of pesticides has attracted great attention from the Chinese government. However, current regulations have had limited influence on their safe use. Although the acute neurologic effects of pesticides have been well documented, little is known about their cumulative effects. Knowledge of the impact of pesticides on health may convince farmers to minimize their use. We conducted a cross-sectional study in three provinces of China to evaluate the relationship between pesticide exposure and neurological dysfunction. Crop farmers were divided into two groups depending on their level of pesticide exposure. A total of 236 participants were assessed by questionnaire and neurological examination for symptoms and signs of neuropathy. Characteristics of neurologic dysfunction following cumulative low-level exposure were assessed with logistic regression analysis. Farmers exposed to high-level pesticide use had greater risk of developing sensations of numbness or prickling (odds ratio (OR) 2.62, 95% confidence interval (CI): 1.08–6.36). After adjusting for recent exposure, the risk of numbness or prickling symptoms (OR 2.55, 95% CI: 1.04–6.25) remained statistically significant. Loss of muscle strength and decreased deep tendon reflexes had OR > 2, however, this did not reach statistical significance. These findings suggest that overuse of pesticides increased risk of neurologic dysfunction among farmers, with somatosensory small fibers most likely affected. Measures that are more efficient should be taken to curb excessive use of pesticides.
We used hierarchical linear regression analysis to test the relationship between negative feedback and employee job performance, and explored the moderating role of the Big Five personality traits in this relationship. Participants were 357 supervisor–subordinate dyads in China; subordinates responded to negative feedback and Big Five personality traits measures, and direct supervisors rated their employees' job performance. Results showed that negative feedback was negatively related to employee job performance, and that the Big Five personality traits moderated this relationship. Specifically, the strength of the negative relationship between negative feedback and job performance was reduced as extraversion, openness to experience, agreeableness, emotional stability, and conscientiousness increased. Implications for management and theory are discussed.
