This study was aimed at investigating the sampling strategies for 2 types of figures: 3-D cubes and human faces. The research was focused on: (a) from where the sampling process started; (b) in what order the figures&...This study was aimed at investigating the sampling strategies for 2 types of figures: 3-D cubes and human faces. The research was focused on: (a) from where the sampling process started; (b) in what order the figures' features were sampled. The study consisted of 2 experiments: (a) sampling strategies for 3-D cubes; (b) sampling strategies for human faces. The results showed that: (a), for 3-D cubes, the first sampling was mostly located at the outline parts, rarely at the center part; while for human faces, the first sampling was mostly located at the hair and outline parts, rarely at the mouth or cheek parts, in most cases, the first sampling-position had no significant effects on cognitive performance and that (b), the sampling order, both for 3-D cubes and for human faces, was determined by the degree of difference among the sampled-features.展开更多
Under the background of knowledge-based economy, it is widely believed that the completion among enterprises is actually the competition of talents. Therefore, 21 century has seen a fierce competing for talents all ov...Under the background of knowledge-based economy, it is widely believed that the completion among enterprises is actually the competition of talents. Therefore, 21 century has seen a fierce competing for talents all over the world. However, the high turnover rate of knowledge workers becomes a prominent issue for HR managers since it could be the loss of the organizations if the employees who master the core skills and customers leave. Under this circumstance, this paper will focus on answering the question of how to effectively retain knowledge workers, in order to help organizations to keep the core competitiveness. Through literature review of knowledge workers＇ characteristics and needs, this paper highlights the importance of retention and analyzes the reason for knowledge workers leaving and finds that it is important to improve a sense of loyalty and employees＇ organizational commitment to retain knowledge workers. It is also important for the organization to adopt motivation strategies and methods to retain knowledge workers, in order to avoid the drain of core knowledge capital, thus maintaining core competence of organizations.展开更多
基金Project (No. 39670262) supported by the National Natural Science Foundation of Chinathe International Scholar Exchange Fellowship Program (2000) of the Korea Foundation For Advanced Studies
文摘This study was aimed at investigating the sampling strategies for 2 types of figures: 3-D cubes and human faces. The research was focused on: (a) from where the sampling process started; (b) in what order the figures' features were sampled. The study consisted of 2 experiments: (a) sampling strategies for 3-D cubes; (b) sampling strategies for human faces. The results showed that: (a), for 3-D cubes, the first sampling was mostly located at the outline parts, rarely at the center part; while for human faces, the first sampling was mostly located at the hair and outline parts, rarely at the mouth or cheek parts, in most cases, the first sampling-position had no significant effects on cognitive performance and that (b), the sampling order, both for 3-D cubes and for human faces, was determined by the degree of difference among the sampled-features.
文摘Under the background of knowledge-based economy, it is widely believed that the completion among enterprises is actually the competition of talents. Therefore, 21 century has seen a fierce competing for talents all over the world. However, the high turnover rate of knowledge workers becomes a prominent issue for HR managers since it could be the loss of the organizations if the employees who master the core skills and customers leave. Under this circumstance, this paper will focus on answering the question of how to effectively retain knowledge workers, in order to help organizations to keep the core competitiveness. Through literature review of knowledge workers＇ characteristics and needs, this paper highlights the importance of retention and analyzes the reason for knowledge workers leaving and finds that it is important to improve a sense of loyalty and employees＇ organizational commitment to retain knowledge workers. It is also important for the organization to adopt motivation strategies and methods to retain knowledge workers, in order to avoid the drain of core knowledge capital, thus maintaining core competence of organizations.
