论图书馆领导与图书馆组织文化的建设

围绕图书馆领导与图书馆组织化建设的关系，阐述了图书馆组织化建设的内涵和馆领导在其中的作用．并研究了馆领导如何加强图书馆组织化建设。     

抓住机遇,开拓奋进,努力实现科技创新和科技进步的新突破

指出了科技教育事业在青海跨世纪发展中的重要地位和作用,提出 了全面推进科技体制了改革等３大措施,努力实现科技创新和科技进步的新突破。     

Relationships Differentiation: Cross-ethnic Comparisons in the Malaysian Workplace

This research examines how Malaysian managers and employees interpret and embody leader–member relationships differentiation. To analyze this question, we conducted a thematic analysis of top management, middle management and supporting dialogue group discussions. Results showed that leader–member relationships differentiation is a symbol that is essential for the creation and sustenance of leader’s conceptual skills, communication openness, respect, trust, and age differentiation. These findings validate our proposition of leader–member relationships differentiation in Malaysian workplace and empirical support for the central roles of communication exchange processes in workgroups.     

On‐line relational maintenance strategies and perceptions of partners within exclusively internet‐based and primarily internet‐based relationships

While relational maintenance has been found to be an important aspect of interpersonal relationships within the face‐to‐face world, the nature of relational maintenance among partners within computer‐mediated relationships is a relatively unexplored area. This study examined the use of maintenance strategies and perceptions of relational partners among (N = 178) undergraduate students within exclusively Internet‐based and primarily Internet‐based relationships. The findings indicated that positivity and openness were the most frequently used maintenance strategies. People who used positivity and on‐line activities had higher perceptions of attitude similarity than people using avoidance strategies, and people who used positivity and openness perceived their partner's quality of communication to be higher than those who used other strategies. People maintaining primarily Internet‐based relationships had higher relational communication and background similarity scores than people maintaining exclusively Internet‐based relationships. Finally, people maintaining exclusively Internet‐based relationships had different perceptions of on‐line friends and acquaintances based upon their frequency of on‐line interaction.     

组织支持认知与领导一成员交换对员工回报的影响实证研究

根据组织支持认知（Perteived Organizational Support）和领导一成员交换（Leader Member Exchange）的研究，员工既与组织也与主管建立了社会交换关系。在借鉴国内外的相关理论的基础上，通过100对主管和员工的问卷调查验证了企业员工的组织支持认知对他们的任务绩效、组织公民行为和组织承诺有正向的影响；而企业员工的领导一成员交换认知对他们的组织公民行为有正向的影响。     

Relationship between leader–member exchange and burnout in professional footballers

Abstract

Numerous variables influence burnout, one of which is leader–member exchange. The present study was conducted to determine whether leader–member exchange quality affects burnout in professional footballers. The study used the Leader-Member Exchange-7 scale developed by Scandura and Graen (1984 Scandura, T. A. and Graen, G. B. 1984. Moderating effects of initial leader–member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 69: 428–436. [Crossref], [Web of Science ®] , [Google Scholar]) to measure leader (coach)–member (player) exchange and Pines's (2005 Pines, A. M. 2005. The burnout measure, short version. International Journal of Stress Management, 12: 78–88. [Crossref] , [Google Scholar]) abbreviated version of the burnout scale developed by Pines and Aronson (1988 Pines, A. M. and Aronson, E. 1988. Career bumout: Causes and cures, New York: Free Press.  [Google Scholar]) to measure burnout. The data were obtained from the professional players (N = 107) of six football clubs in the Turkish Secondary Football League in western Turkey. The results demonstrated that quality of leader–member exchange significantly and inversely influenced burnout of professional footballers. The study also evaluated quality of leader–member exchange in terms of three strengths of relationship (low, fair, and high) between the coach and players. Contrary to expectations, the results revealed significant differences in burnout when comparing low versus fair quality and low versus high quality, while no significant difference in burnout was observed between fair and high quality.     

试论行政领导者的服务素质

在大多领导学科中,服务作为一项要求往往是用来作为评价领导者工作作风和业绩的外在标准,而未能内化为领导者,尤其行政领导者的基本素质之一.本文认为,从服务要求到服务素质的转化,既充分体现"服务"的新特征,又顺应了时代的发展要求,具有重大的现实意义,这也要求广大行政领导者在学习和实践中进一步提高其服务素质.