Purpose This meta-analytical review aims to clarify the relationships between three bundles of human resource management (HRM) practices—competency-enhancing, motivation-enhancing and opportunity-enhancing—and organizational innovation by addressing two questions: (a) Which types of HRM bundles are most strongly related to different forms of innovation (i.e. process and product innovation)? And (b) Which mechanism provides a stronger explanation for the positive effects of HRM bundles on innovation? Design/methodology/approach Based on data from 103 studies, a meta-analysis was conducted to quantitatively summarize existing HRM–innovation studies at the organizational level. Findings The results showed that the competency-enhancing bundle was more positively related to product innovation than the motivation-enhancing and opportunity-enhancing bundles. The opportunity-enhancing bundle was most strongly associated with process innovation. The authors further found that knowledge management capability (KMC) and employee motivation mediated the positive relationship between the three HRM bundles and innovation outcomes. In comparing the two mechanisms, this review suggests that KMC better explains both the impact of the competency-enhancing HRM bundle on product innovation and the effect of the opportunity-enhancing bundle on process innovation. Originality/value Based on behavioral and knowledge management perspectives, this study takes a sub-bundle approach to providing an integrative review by comparing the direct effects and mediating paths of HRM bundles on product and process innovation.

Purpose The purpose of this study is to provide insights into bootleg innovation by investigating whether perceived hindrance stressors play an important role in bootlegging and how different organizational ownership types (state-owned enterprises (SOEs) vs non-SOEs) affect this relationship. Design/methodology/approach The study samples comprised 3,967 employees from 674 knowledge-intensive companies in southern China. Multilevel structural equation modeling was used to test the hypotheses. Findings Drawing on the conservation of resources (COR) theory, the results show that hindrance stressors have a curvilinear (U-shaped) influence on bootleg innovation, and that the curve relationship between the hindrance stressors and bootlegging is more pronounced among employees in non-SOEs. Practical implications The findings indicate that either a low or high level of hindrance stressors can activate a high level of bootlegging activities among employees. These results suggest that managers need to be vigilant in detecting the level of hindrance because different motivations predominate at different stressor levels. Originality/value Based on the COR theory, the findings cast perceived hindrance stressors as an antecedent of bootlegging at the individual level. The inquiry into state ownership types further provides a comprehensive understanding of the non-linear relationship between hindrance stressors and bootlegging.

Purpose Drawing on the self-cognitive theory, this study aims to propose a conceptual model that links customer mistreatment with different types of helping behaviors through the self-efficacy mechanism.Design/methodology/approach The empirical analysis made use of the original data of three hotels located in southern China. The authors tested the hypotheses with a three-wave survey of a sample of 430 frontline workers in 95 groups.Findings Customer mistreatment may reduce employees' self-efficacy, which has both positive and negative effects depending on the type of helping. Moreover, the coworkers' supporting climate buffered the influence of self-efficacy on autonomous and dependent helping.Originality/value The authors resolve the ambiguity surrounding customer mistreatment-helping and self-efficacy-helping relations. Thus, the authors extend the knowledge on the influence of customer mistreatment and self-efficacy on helping behaviors by establishing that both positive and negative effects may exist depending on the type of helping. Moreover, this study identifies the predictive role of self-efficacy in autonomous and dependent helping.

To implement effective management of corporate culture, it is necessary to establish a practical and feasible corporate culture influence evaluation system to evaluate the running cultural system of the enterprise, so that managers can adjust strategies and tactics and maintain the effectiveness of cultural construction. This article first establishes a corporate cultural influence evaluation system, and then uses the GA-BP neural network algorithm evaluation method in machine learning to evaluate corporate cultural influence, builds an evaluation model in the Matlab environment, and achieves it through the training and verification of the model Quantitative evaluation of the influence of corporate culture provides a basis for decision-making for corporate managers.

Objective To explore the role of STX17 protein in Aβ-induced death of mouse hippocampal neuronal cells. Methods Based on Weighted correlation network analysis (WGCNA), the modules significantly related to Alzheimer's disease (AD) were selected, and key genes were screened for cross-fertilization with autophagy gene bank and SNARE family genes. Aβ31-35 at a concentration of 1 g/L was used to inject the C57BL/6 mouse hippocampal tissue, and HT22 hippocampal neuronal cells were treated with 5 μmol/L Aβ31-35. Then the protein expression of STX17, LC3 Ⅱ and P62 was detected by Western blotting. The survival rate of the HT22 hippocampal neuronal cells treated by using Aβ31-35 was detected by CCK-8 assay. Protein expression of LC3Ⅱ and P62 were determined by Western blotting after overexpression STX17 in HT22 hippocampal neuronal cells. Results The Salmon and Black modules significantly associated with AD crossed with autophagic gene pool and SNARE subfamily intersection STX17, respectively. Under the action of Aβ31-35 mouse hippocampal tissue and mouse HT22 hippocampal neuronal cells, and the survival rate of HT22 cells [(81.81±11.65)% vs (100.00±12.89)%, P < 0.05] were decreased significantly, and the expression of STX17 was significantly reduced in both tissue and cells (P < 0.05). The expression of tissue LC3Ⅱ and P62 proteins were significantly elevated in the tissue (P < 0.05), and in the cells (P < 0.05). After lentivirus-mediated overexpression of STX17 in HT22 hippocampal neuronal cells, the protein expression upregulation of LC3II and P62 induced by Aβ31-35 was significantly reversed, and the survival rate was improved in Aβ31-35-induced HT22 hippocampal neuronal cells [(101.91±13.81)% vs (79.21±8.75)%, P < 0.05]. Conclusion STX17 improves Aβ-induced death of mouse hippocampal neuronal cells by promoting autophagy.

目的 通过构建肾乳头状细胞癌(PRCC)相关ceRNA网络并进行分析,同时联合免疫细胞浸润,寻找新的PRCC治疗靶点和预后标志物.方法 从癌症基因组图谱(TCGA)数据库下载PRCC相关基因及其临床数据,并利用R软件筛选出差异表达的RNA分子构建ceRNA网络.进行单因素Cox分析、lasso回归分析以及多因素Cox分析筛选出与预后相关的基因并构建基因风险模型.通过CIBERSORT算法对免疫细胞进行评估,去除所有表达量为0的免疫细胞并对其进行单因素Cox分析、lasso回归分析以及多因素Cox分析,筛选出与预后相关的免疫细胞构建免疫细胞风险模型.最后将基因风险模型和免疫细胞风险模型进行共表达分析.结果 经过筛选后,我们发现了 11个重要的基因以及2个重要的免疫细胞,分别为ELN、COL1A1、EFEMP1、SYNGR3、DBT、KCTD15、RNF149、IKBIP、ATAD5、TCF4和 hsa-miR-133a-3p 这 11 个基因,以及巨噬细胞 M0和活化的CD4+记忆T细胞;共表达分析中,发现DBT与巨噬细胞M0(R=0.22,P=0.045)、TCF4与活化的CD4+记忆T细胞(R=0.37,P＜0.001)呈正相关.结论 筛选出的11个基因和2个免疫细胞是PRCC患者新的潜在治疗靶点以及预后标志物,共表达分析发现DBT与巨噬细胞M0、TCF4与活化的CD4+记忆T细胞呈正相关.

人工智能(artificial intelligence,AI)为解决中国患者"看病难"问题提供了可行方案.眼科AI已实现为患者提供筛查、远程诊断及治疗建议等方面的服务,能显著减轻医疗资源不足的压力和患者的经济负担.而AI的应用过程中,给医疗管理带来的挑战应引起重视.本文从医疗管理的角度,总结分析AI在眼科医疗过程中,尤其是交接环节中出现的主要问题,提出对策与建议,并讨论AI在眼科医疗的应用展望.

Promoting flexible talent introduction is an important part of innovative talent governance, and an effective mechanism to promote the flow of talents and release the vitality of talents. As an airport industry relying on resources such as convenient transportation, advanced logistics and strong radiation effects from large-scale hub airports, its core resources are still human resources. It is a strategic choice for the rapid development of the airport industry to quickly tap and introduce talents and give full play to the advantages of talents. At present, the theoretical and practical circles still lack in-depth discussions on the flexible talent introduction mechanism of the airport industry. This research focuses on the problems and causes analysis of the flexible introduction of talents in the airport industry in G City, and tries to start from the three governance concepts of collaborative governance, dynamic governance and risk governance, and proposes innovations in the talent policy system that promotes flexible introduction of talents, and innovations in talent introduction methods. Flexible introduction of countermeasures and suggestions for risk aversion. Hope to promote the in-depth study of the flexible talent introduction model.

作为考试必修课的病理学技术课程,首次通过网络平台完成了在线课程的构建、课程实施以及课程评价.课程实施顺利,平台学情统计显示学生章节视频的平均完成率为97％,课后作业完成率为95％,章节测试平均分84分,实验课程的完成率为95％,平均分数为80分,为今后继续开展线上教学活动,辅助课程改革指明了方向并打下了基础.

The concept of circular economy (CE) has recently gained momentum in the political, scientific, and economic debate, especially in China and Europe. As a result, organizations and scholars have started to establish different sets of principles for its adoption. For this reason, it is important to identify and assess the differences and similarities among existing sets of CE principles, and how organizations and individuals understand and translate them into practice. In this paper, we firstly present a brief review and analysis of the coherence among six existing sets of principles. Our analysis finds that, despite the mixed degree of coherence, all sets describe the necessity to implement CE principles at all levels of a company. We then present the results of an in-depth qualitative survey that investigates how 19 key informants representing small, medium, and multinational companies based in China understand and carry out the CE principles laid out by the BSI standard BS 8001:2017; how these principles can transform the culture and processes of these companies; and what are the opportunities and threats that such transformation can bring. Results describe a good awareness and knowledge of the CE principles and an optimistic outlook concerning their adoption. At the same time, numerous barriers and threats that the implementation of these principles might entail are presented. Overall, respondents confirm the complexity of implementing the principles of the CE in an integrated and consistent way in the management and strategies of Chinese companies and highlight the challenges that might arise during their implementation.

近年来,随着国家对医学人才综合素质要求的不断提高,以及医学教育改革的不断深化,传统的实验教学方式已无法满足需求,医学实验教学改革势在必行.为了培养实践能力强、科研思维缜密、有探索欲和创新能力的医学类大学生,山西医科大学基础医学院形态学实验室依据传统实验教学中存在的弊端,结合实际情况,从实验教学内容、教学方法 、教学手段及实验考核等方面深入改革,经过多年的发展和实践,实验教学改革效果显著.

为积极探索有效的线上教学方式,山西医科大学基础医学院教师通过线上直播、线上交互讨论等形式,为自主学习的学生提供良好的学习体验和学习效果.文章以基础医学线上教学效果与评价的问卷调查为例,对比以往的传统教学模式,对调研数据进行分析和总结,提出主要问题和建议,希望对基础医学类专业相关课程的线上教育教学改革起到积极的促进作用.

面对女性就业和双职工家庭增多、抚育“二孩”和照料老人负担加重、员工更追求个人兴趣发展等新形势、新变化,越来越多的组织开始实行灵活工作计划来帮助员工更好地平衡工作和生活.本文采用元分析方法,基于1983-2020年99项实证研究的1 12个独立样本,定量综述灵活工作计划对员工心理和行为的影响,并探讨家庭责任和员工类型对这些关系的调节作用.结果 发现,灵活工作计划显著降低员工的工作—家庭冲突和离职倾向,提高感知工作自主性、工作满意度、组织承诺感和工作绩效.调节效应的元分析结果则显示,对于家庭责任较大的员工,灵活工作计划与工作一家庭冲突、感知工作自主性和工作满意度的关系更加显著;相比于经理和专业人士,灵活工作计划对一般员工的感知工作自主性、工作满意度、组织承诺感、离职倾向和工作绩效的影响要更大.本文得到了关于灵活工作计划与员工多种心理和行为之间关系的更可靠、更稳健、更具普适性的结论,解决了关于灵活工作计划对员工正向或负向影响的持久争辩,并为我国组织实施灵活工作计划提供了理论借鉴和实践启示.

文章基于资源保存理论,采取经验取样法探讨了顾客不当行为对员工工作投入的负面影响,并进一步识别了工作常规化和主动性人格两个边界条件对顾客不当行为负面影响的调节作用.通过对128位医护人员连续测量10个工作日的调查,获得1023份数据.研究发现,每日顾客不当行为对员工第二天早上的工作投入具有显著负向影响,且工作常规化和主动性人格对每日顾客不当行为的负面影响有显著弱化作用.此外,研究进一步揭示了工作常规化和主动性人格的三重调节效应.这些结论对服务型企业有以下启示:需要关注顾客行为对员工工作态度和行为的影响;甄选员工和培训员工要重视其主动性人格,提升工作常规化水平;员工主动性人格和工作常规化可以有效缓解顾客不当行为造成的员工工作投入低下问题.

采用无记名问卷调查方式全面评价M o tic数码显微互动系统的学生使用情况.调查结果显示学生对实验室配置、软硬件等较满意,但使用中仍存在一些问题,比如对M o tic硬件、软件更新等方面提出更高要求,增加数字切片在实验课的应用及多媒体设备的灵活运用等.问卷结果直观体现学生对M o tic数码显微互动实验室的使用需求,以上问题的有效解决将有助于提高M o tic数码显微互动实验室的使用效率,充分发挥其优势,提升教学质量.

在外部经济不确定性明显增强的条件下,经济增长质量成为比经济增长速度更加重要的观测指标,而提高企业的全要素生产率是驱动经济高质量发展的微观基础,研究企业全要素生产率与研发和财务结构资源关系有重要意义.财务柔性作为不完全市场下企业融资的重要储备资源,在2008年金融危机之后越发受到企业的重视,越来越多的企业通过低负债和高现金持有以保持财务柔性.以2007-2017年我国A股上市制造业企业为研究对象,探究财务柔性对企业全要素生产率的影响.结果表明:财务柔性与全要素生产率之间存在着倒"U"型关系,随着财务柔性的增强,企业的全要素生产率先升后降.同时,研发投入在财务柔性与全要素生产率间发挥着重要的中介作用,当企业面临融资约束时,财务柔性会增强研发投入对全要素生产率正向影响,但当企业不存在融资约束时,财务柔性会削弱研发投入对全要素生产率的作用.因此,在提升企业的全要素生产率时要对不同融资状况的企业分别考虑,对于存在融资约束的企业需要增加其财务资源以提升全要素生产率,但是对于不存在融资约束的企业,需要降低其财务柔性储备,以减轻财务柔性对于研发投入对全要素生产率作用的反向影响.

《山西医科大学学报》创刊于1959年11月,至今已走过60年的历程.作为山西医科大学的学术交流平台和窗口,《山西医科大学学报》秉持服务科研,服务学科发展,服务广大教师科研人员的理念,不断探索多媒体时代学术期刊发展的途径,期刊在学术水平、出版能力和社会影响力等方面都取得了不断的发展.《山西医科大学学报》的发展离不开上级领导的关怀,离不开编委会和同行评审专家的支持,离不开作者的辛勤付出,离不开读者的殷切关心,离不开编辑人员的职业奉献.因此,在《山西医科大学学报》创刊60周年之际,我们记述了《山西医科大学学报》发展的重要历史资料,以此纪念《山西医科大学学报》创刊60年的发展,并感谢为《山西医科大学学报》的发展做出贡献的所有作者、读者和编者.

PurposeDrawing on the transaction theory of stress, the purpose of this paper is to conceptualize customer mistreatment as a stressor and examine how job routinization and proactive personality help employees cope with the effects of customer mistreatment on emotional exhaustion and work engagement. The interaction of job routinization and proactive personality was also tested.Design/methodology/approachIn total, 128 hundred nurses were recruited to participate in the current study, which was a daily survey for two consecutive weeks (10 working days).FindingsThe results revealed that job routinization and proactive personality attenuated the effects of customer mistreatment on emotional exhaustion and work engagement. The analyses also showed that, with more proactive personality and high job routinization, the effects of customer mistreatment were minimized.Originality/valueJob routinization is a type of job resources that attenuates the negative influence of customer mistreatment. Proactive personality strengthens job routinization’s function, when proactive personality and job routinization are both high, the ill effect of customer mistreatment will be minimized.

高等医学院校基础医学实验教师队伍的整体素质直接影响医学专业人才培养的水平.目前高校实验教师队伍的建设存在师资体量不充足、学历和职称提升缓慢、培养与考核机制不明确、实验课时隐性压缩等问题.针对这些问题,本文提出设立进人专属计划、“走-学-建”计划、晋升职称“绿通”计划;强化新进教师入职教育,建立成长帮扶机制,树立“标杆”“典型”;完善绩效考核体系,工作年限和竞赛设奖;新老校区年度轮岗等策略来稳定和提高实验教师队伍综合素质.