Measurement of Employees Subjective Well-Being as an Aim of Social Responsibility

Social responsibility (SR) includes well-being of all. Improving of SR depends also on measurement of well-being. In organizations it requires a hierarchy/network of requisitely holistic factors and indicators. We regarded several definitions of subjective well-being that take into account multiple dimensions and selected factors to be structured in the multi-criteria model: positive affect, negative affect, and life satisfaction. The article presents results of empirical research of subjective well-being in organizations in Slovenia. The factor analysis and theoretical foundations of the characteristics of subjective well-being factors, determined the importance of the criteria—multiple dimensions of subjective well-being. Data about positive and negative affection were obtained with the ‘Positive Affect Negative Affect Scale’; data about life satisfaction were obtained through the ‘Satisfaction with Life Scale’; thus the local values of alternatives—types of organizations in Slovenia—were measured by using value functions. The level of well-being—the aggregate value of well-being measure was assessed with multi-criteria decision-making methods. One can thus benchmark the well-being performance of organizations, determine the key success and failure factors and benefit from good examples. Results offer information for the interventions to increase the subjective well-being in organizations and thus to attain more SR in organization-internal relations.     

The Role of Behavioral Factors and National Cultures in Creating Effective Performance Management Systems

Many organizations install performance management systems (PMS), based on critical success factors, key performance indicators and the balanced scorecard, to improve their results. In practice many organizations have difficulty implementing a PMS because the influence of behavioral factors and national cultures is not taken into account enough. This article describes the findings of a study into the role of behavior and national culture in setting up an effective PMS at a multinational.

Auditing as the Dissolution of Corruption

This paper develops a new discourse of control. The new discourse rejects the view that control is achieved through inspections and information alone, and supports the view that effective control means self-control and effective communications, both being necessary conditions to enable organizations to perform well. In this discourse, corruption is taken to be, among other things, the outcome of fragmentation in communications. Therefore, a movement toward a recursive organization of the State is offered as a way to countering corruption. This discourse was developed during a project for Institutional Change and Strengthening implemented at the Contraloría General de la República (CGR), in Colombia from 1995 to 1998. As part of the discourse we offer a distinction among traditional auditing practices, second-order auditing, and integrated systemic auditing practices.     

组织适应性学习、联盟网络结构与网络外部性市场演化

从两种互不兼容技术同时扩散的视角出发,运用行为经济学理论分析了组织适应性学习和组织网络结构的交互作用对网络外部性市场的技术演化的影响。仿真结果表明：组织适应性学习的类型和强度以及联盟网络结构的聚集效应特征是驱动网络外部性市场演化的重要因素,在一定程度上决定了市场演化的均衡结果。当组织采取强化型学习行为时,市场演化的均衡结果总是两种技术共存;当组织采取信念型学习行为时,在组织学习效应很强且联盟网络结构聚集效应特征不明显的条件下,市场演化呈现赢家通吃现象,反之依然为两种技术共存。这些结论有助于企业进一步理解网络外部性市场演化的内在机制和赢家通吃的边界条件。     

复杂产品开发的仿真技术

复杂产品不仅组成复杂和功能复杂,而且行为复杂。为了快速、高质量和低成本的开发复杂产品,在复杂产品开发的早期能有效、全面地考虑产品的使用行为、制造行为、维护行为和销毁行为的要求,仿真技术是必须的。系统地介绍了先进的产品开发理论与技术,给出了仿真技术应用于复杂产品开发的特点,分析了复杂产品开发的仿真技术应用现状,探讨了面向复杂产品开发的仿真支撑环境。     

基于控制论的计算机生成兵力实体对象行为模型

实体行为建模是计算机生成兵力(CGF)研究的重要内容。基于控制论的基本思想，提出适应虚拟战场需求的虚拟实体对象行为模型ESCP。ESCP行为模型由感受器、效应器和控制器三部分组成，感受器感知虚拟战场环境信息和内部反馈事件，效应器反映CGF实体对象对虚拟战场环境的作用，控制器对感知的虚拟战场环境信息进行处理，并对实体的行为进行控制。ESCP支持复合行为、协同行为以及行为并发，行为可重用。     

Managing Complexity—The Path Toward Intelligent Organizations

Coping with complexity is at the heart of management and leadership in the turbulent environments faced by the organizations and societies of our day. The systems approach provides transdisciplinary theories and tools for dealing with this challenge more effectively than efforts merely based on disciplinary insights or pragmatic recipes. In this paper, a concept of "intelligent organizations" is introduced. A framework for the design of intelligent organizations is proposed that links three organizational cybernetic models: the Model for Systemic Control, the Viable System Model, and the Team Syntegrity model.² The proposition is that a combined use of these models, guided by the integrative conceptual framework, enables a more effective response to complex situations than merely pragmatic approaches to "integrative management." Provisional empirical evidence gathered from applied research indicates that the proposed framework is capable of enhancing such superior potential for effective response. As such, it promises to meet the specific needs of the new types of organizations that have already begun to emerge in the knowledge societies.     

基于随机共振的高灵敏度GPS信号捕获算法

针对微弱环境下全球定位系统（global position system, GPS）信号捕获问题,提出了基于随机共振（stochastic resonance, SR）的GPS信号捕获算法。该算法首先用部分匹配滤波器对GPS信号进行分段相关预处理,然后利用SR提高预处理后信号的信噪比(signal to noise ratio, SNR),SR中引入了二次采样和自适应技术,解决了传统SR不适合捕获大频率信号(频率远大于1Hz的信号)及SR参数难以与被捕获信号匹配的难题,最后采用快速傅里叶变换（fast Fourier transform, FFT）谱分析技术,实现在较短的相关累积时间内获得较高的捕获灵敏度。实验表明,算法能明显提高系统捕获性能,在相关累积时间为10 ms,信号SNR为-38 dB的情况下,算法捕获GPS信号的正确检测率达到100%。     

人力资源管理的发展新趋势——从基于工作的人力资源管理到基于能力的人力资源管理

以工作为基础进行组织设计的思想已经统治了组织行为学与人力资源管理数十年 ,但是这种思想目前已受到了挑战 .许多学者提出了基于能力的组织设计方法才是更适当的组织方法 .在日益激烈的全球竞争中 ,一个组织的报酬系统 ,人员选拔系统以及组织结构需要转换到以能力为中心 .本文着重从当今工作性质的转变、组织的转变、组织机构的变化、对全球经济竞争的适应几个方面论述这种转换的必要性 ;同时 ,论述了基于能力的组织方法的潜在效果 .     

舒曼谐振的数据处理方法及其应用研究

舒曼谐振（Schumann resonance, SR）信号淹没于非常强的环境噪声数据中,影响了常规处理方法的性能。为了从观测数据中可靠地提取微弱的SR信号,先对实际的SR观测数据进行奇异值分解（singular value decomposition, SVD）滤波,再利用常规算法提取参数,分析了观测站处的闪电源分布、参数日变化规律以及一起太阳耀斑事件对应的参数变化。结果证明,经过SVD滤波后得到的估计结果能更好地反映SR参数的变化规律,极大地提高了常规方法的可靠性。     

分裂化恐怖组织袭击策略的Moran过程随机演化模型

国际恐怖组织出现分裂化的演变趋势及多样化的行为诱因.本文构建了分裂化恐怖组织袭击策略的Moran过程演化模型，得出了分别在经济动因、意识形态和外界随机干扰因素主导下不袭击策略达到演化稳定的条件.研究表明，恐怖组织的策略演化主要取决于成本收益因素、恐怖组织的分裂化程度和政府打击恐怖主义力度.对于以经济利益为主导动机的恐怖组织，不袭击策略成为恐怖分子的演化稳定策略需要满足一定的收益条件.对于"独狼"类型的恐怖分子，所在国政府单纯从经济利益角度进行防范无法实现有效遏制.对于以意识形态为主导动机的恐怖组织，袭击策略始终是演化稳定策略.当外界随机干扰因素占据主导地位时，小规模的恐怖组织，以及恐怖组织分裂数目增大，反而使得袭击行动更加频繁.     

Measurement Preconditions Systemic Action: The Case of Integral Low-Carbon Country and Sustainable Development Indicators

Sustainable development (SD) belongs to objectives of social responsibility (SR), including the ‘integral low-carbon societies’, as an objective and effort. This article presents the concept of low-carbon Slovenia and indicators of sustainable development (SDI) in Croatia and Slovenia that help in measurement efforts. Indicators reflect the national sets of SDI, developed recently; one focuses on EU and comparison with other regions in the world. Key challenges include (1) making a low-carbon country reality, (2) comparability and aggregation variability of SDI determined by SD policies; (3) SR, as a contribution to, and framework of, sustainability, as a requisitely holistic approach to current problems, based on ethics of interdependence of humans and other nature.     

一种适用于卫星网络信道预约的统计预测机制

针对随机竞争预约机制在网络负载较重时预约性能恶化导致卫星信道利用率下降的问题,提出了一种适用于卫星网络信道预约的统计预测机制,该机制在对预约时隙(slots for reservation, SR)可用度进行多等级划分的基础上,利用一致最小方差无偏估计和Faulkenberry理论计算下一帧SR可用度的预测区间,根据Markov模型的转移概率矩阵和SR可用度出现次数的频率估计,对下一帧内信道SR的可用度进行精确预测,用户终端根据预测结果动态调整预约请求的发送概率。理论分析与仿真结果表明,该机制具有较好的适应性和有效性,预测精度得到了较大提高,减小了信道预约冲突概率,提高了卫星信道利用率。     

TENA中间件的设计与实现

TENA中间件是一个支持建立可互操作的实时分布式应用的分布对象计算中间件,本文描述了它的第二个原型设计与实现IKE2。IKE2结合了CORBA分布对象和匿名公布订购数据分发的概念以提供状态分布对象(SDO)这种编程抽象。IKE2采用C 基于ACE TAO实现,其API依赖于编译时的类型安全以帮助保证运行时的可靠行为;使用了自动代码生成以减少应用编程人员的负担。     

基于事件B的处理器形式化建模方法的研究

针对当前可重定向的模拟器生成平台的需求和现有的处理器模型的缺陷,提出了一种基于事件B的处理器模型EBPM(EventBbasedProcessorModel)。利用事件B中的抽象系统,通过资源、指令和控制三个子模型从结构、行为和时序三方面对处理器进行建模,每个子模型中分别由抽象系统的状态和事件两部分刻画其静态行为和动态行为。该模型不但具有很强的灵活性和扩展性,还支持指令级和周期级两个层次的建模。通过对MIPS处理器的流水线进行形式化建模的实例说明了EBPM的有效性。     

考虑内外驱动的企业环境技术创新实证研究

利用416个有关企业环境技术创新情况的样本数据,采用结构方程的PLS路径分析方法,从整合内外驱动的角度,探讨了企业选择环境技术创新的行为机理.研究表明,作为内部驱动的企业追求竞争优势的渴求,直接驱动了这一行为:而被视作外部驱动的利益相关者压力、组织合法性则需要在管理诠释的中介作用下,间接驱动这一行为.另外,与单独的内部或外部驱动进行比较,实证检验的结果表明,整合内外驱动的模型,更优地解释了企业对环境技术创新行为的选择.因此,企业通过提高各种内在竞争的激励举措,将极大提高其对环境技术创新行为的主动选择:对于政府而言,通过大力建设环境组织在内的非营利组织,增加外部利益相关者与企业的沟通,将使外部压力在驱动企业开展环境技术创新行为中发挥更大的作用.     

Air-combat behavior data mining based on truncation method

This paper considers the problem of applying data mining techniques to aeronautical field. The truncation method, which is one of the techniques in the aeronautical data mining, can be used to efficiently handle the air-combat behavior data. The technique of air-combat behavior data mining based on the truncation method is proposed to discover the air-combat rules or patterns. The simulation platform of the air-combat behavior data mining that supports two fighters is implemented. The simulation experimental results show that the proposed air-combat behavior data mining technique based on the truncation method is feasible whether in efficiency or in effectiveness.     

基于CAS仿真的组织互动创新机制研究

现有领导-创新文献没能很好地揭示组织中创新涌现的内在动力机制. 本文提出在既定规则约束下员工（或团队）之间的充分互动是组织创新涌现的内在动力来源,据此领导者可通过调整互动规则和改善互动环境来间接影响知识型员工间的互动行为,从而提升组织的创新绩效,表现为组织作为一个整体能够不断创新自身的现有行为模式,从而动态地适应复杂多变的外部环境. 通过采用多主体建模的计算机仿真方法,验证了“基于CAS理论的领导行为“与员工互动和组织创新绩效正相关. 本文提出的“基于CAS理论的领导行为“概念以及相关的仿真建模技术,为现有领导-组织创新研究提供了新的视角和方法,研究结果对于知识经济时代的领导者提高组织创新绩效具有一定的指导意义.     

The organization as a doublet

Organizations are living systems, similar to other living systems, but with an important difference. They are multiminded living systems. In this paper, the changing concept of organizations is sketched and it is shown how models actually influence the evolution of organizational types. In the history of organization there have been basically three main stages,viz., the machinistic, organismic, and multiminded stage. All three types still exist, so far as the later stages in fact include the former ones. The living systems theory (LST) is firmly based in the organismic model and thus provides an excellent basis for organizational development. However, the concepts of process autonomy and flexibility as well as dispersed decision-making will have to be included if the theory is to have an impact in the evolution of modern organizations. We believe that the extension of the LST using Biomatrix principles might be sufficient to meet the present challenge.