Concrete action on diversity and inclusion(D&I)is critical to companies’value creation and brand.Companies that intentionally fail to attract and retain a diverse talent pool will struggle to innovate,compete,and...Concrete action on diversity and inclusion(D&I)is critical to companies’value creation and brand.Companies that intentionally fail to attract and retain a diverse talent pool will struggle to innovate,compete,and prosper.The advantages of a diverse and inclusive workplace include the reduction of homogenous thinking and an increase in novel ideas and perspectives due to the wealth of talent from diverse backgrounds.Previous studies have focused on the benefits of corporate D&I from a corporate perspective;however,there is scant research on the impact of corporate D&I from employees’perspectives.Resultingly,this study,through an online questionnaire,proposes to examine the impact of employer brand D&I on potential employees in online recruitment channels from the perspective of potential employees.The study results indicate that most Chinese companies still exhibit low levels of D&I during recruitment.This study also included an empirical analysis of 267 valid samples,which showed that:(1)the D&I of employer brand perceptions positively impact job search intentions,behaviour,and decision making.(2)Companies’D&I has the most significant influence on job seekers’decision making,followed by behavioural influence and cognitive influence.(3)The type of job seeker plays a moderating role in the relationship between employer brand perception and job search intention,behaviour,and decision making.(4)Online recruitment’s increasing popularity amplifies employer branding’s effect.Based on the findings,this study suggests how companies can use D&I branding strategies to attract quality talent and increase job seekers’job search intentions.展开更多
An online algorithm balancing the efficiency and equity principles is proposed for the kidney resource assignment when only the current patient and resource information is known to the assignment network. In the algor...An online algorithm balancing the efficiency and equity principles is proposed for the kidney resource assignment when only the current patient and resource information is known to the assignment network. In the algorithm, the assignment is made according to the priority, which is calculated according to the efficiency principle and the equity principle. The efficiency principle is concerned with the post-transplantation immunity spending caused by the possible post-operation immunity rejection and patient’s mental depression due to the HLA mismatch. The equity principle is concerned with three other factors, namely the treatment spending incurred starting from the day of registering with the kidney assignment network, the post-operation immunity spending and the negative effects of waiting for kidney resources on the clinical efficiency. The competitive analysis conducted through computer simulation indicates that the efficiency competitive ratio is between 6.29 and 10.43 and the equity competitive ratio is between 1.31 and 5.21, demonstrating that the online algorithm is of great significance in application.展开更多
<strong>Background: </strong>This study aims to evaluate the infertility reflection in early pregnancy after assistive reproductive therapy (ART), including 1) process evaluation (the use and evaluation of...<strong>Background: </strong>This study aims to evaluate the infertility reflection in early pregnancy after assistive reproductive therapy (ART), including 1) process evaluation (the use and evaluation of infertility reflection) and 2) outcome evaluation (satisfaction of care needs, anticipatory anxiety towards the loss of a pregnancy or fetus, cognition of infertility experience, and depression and anxiety). <strong>Methods: </strong>This program evaluation study used a one-group pre-post-test design. The participants were 50 primiparas who had undergone ART at two fertility treatment facilities in a metropolitan area in Japan. For the infertility reflection, they conducted an online reflection. Data were collected three times: at the 5th week of pregnancy (Time 1), the 8th week of pregnancy as the final consultation at the clinic (Time 2), and the 16th week of pregnancy as the final point of early pregnancy (Time 3). <strong>Results: </strong>The data from 40 participants were analyzed. More than 80% of the users of the online reflection positively evaluated the appropriateness and usefulness of the methods and contents. Organized thoughts and feelings by reflection were shown as the reasons for the usefulness. The evaluation of the online reflection showed a relatively strong correlation with the Care Need Satisfaction Scale (CNSS) for both Time 2 and Time 3, but the online reflection did not show a significant correlation with the other outcome variables. There were no significant differences in outcome variables between users and non-users of online reflection between Time 2 and Time 3. <strong>Conclusions:</strong> Attempts at the reflection in early pregnancy require modified methods that do not have a negative impact and lead to the fulfillment of needs.展开更多
文摘Concrete action on diversity and inclusion(D&I)is critical to companies’value creation and brand.Companies that intentionally fail to attract and retain a diverse talent pool will struggle to innovate,compete,and prosper.The advantages of a diverse and inclusive workplace include the reduction of homogenous thinking and an increase in novel ideas and perspectives due to the wealth of talent from diverse backgrounds.Previous studies have focused on the benefits of corporate D&I from a corporate perspective;however,there is scant research on the impact of corporate D&I from employees’perspectives.Resultingly,this study,through an online questionnaire,proposes to examine the impact of employer brand D&I on potential employees in online recruitment channels from the perspective of potential employees.The study results indicate that most Chinese companies still exhibit low levels of D&I during recruitment.This study also included an empirical analysis of 267 valid samples,which showed that:(1)the D&I of employer brand perceptions positively impact job search intentions,behaviour,and decision making.(2)Companies’D&I has the most significant influence on job seekers’decision making,followed by behavioural influence and cognitive influence.(3)The type of job seeker plays a moderating role in the relationship between employer brand perception and job search intention,behaviour,and decision making.(4)Online recruitment’s increasing popularity amplifies employer branding’s effect.Based on the findings,this study suggests how companies can use D&I branding strategies to attract quality talent and increase job seekers’job search intentions.
基金supported by the National Natural Science Foundation of China (No.70702030)the National Under-graduate Innovation Experimental Project of China (No.610762)
文摘An online algorithm balancing the efficiency and equity principles is proposed for the kidney resource assignment when only the current patient and resource information is known to the assignment network. In the algorithm, the assignment is made according to the priority, which is calculated according to the efficiency principle and the equity principle. The efficiency principle is concerned with the post-transplantation immunity spending caused by the possible post-operation immunity rejection and patient’s mental depression due to the HLA mismatch. The equity principle is concerned with three other factors, namely the treatment spending incurred starting from the day of registering with the kidney assignment network, the post-operation immunity spending and the negative effects of waiting for kidney resources on the clinical efficiency. The competitive analysis conducted through computer simulation indicates that the efficiency competitive ratio is between 6.29 and 10.43 and the equity competitive ratio is between 1.31 and 5.21, demonstrating that the online algorithm is of great significance in application.
文摘<strong>Background: </strong>This study aims to evaluate the infertility reflection in early pregnancy after assistive reproductive therapy (ART), including 1) process evaluation (the use and evaluation of infertility reflection) and 2) outcome evaluation (satisfaction of care needs, anticipatory anxiety towards the loss of a pregnancy or fetus, cognition of infertility experience, and depression and anxiety). <strong>Methods: </strong>This program evaluation study used a one-group pre-post-test design. The participants were 50 primiparas who had undergone ART at two fertility treatment facilities in a metropolitan area in Japan. For the infertility reflection, they conducted an online reflection. Data were collected three times: at the 5th week of pregnancy (Time 1), the 8th week of pregnancy as the final consultation at the clinic (Time 2), and the 16th week of pregnancy as the final point of early pregnancy (Time 3). <strong>Results: </strong>The data from 40 participants were analyzed. More than 80% of the users of the online reflection positively evaluated the appropriateness and usefulness of the methods and contents. Organized thoughts and feelings by reflection were shown as the reasons for the usefulness. The evaluation of the online reflection showed a relatively strong correlation with the Care Need Satisfaction Scale (CNSS) for both Time 2 and Time 3, but the online reflection did not show a significant correlation with the other outcome variables. There were no significant differences in outcome variables between users and non-users of online reflection between Time 2 and Time 3. <strong>Conclusions:</strong> Attempts at the reflection in early pregnancy require modified methods that do not have a negative impact and lead to the fulfillment of needs.
