犯罪嫌疑人潜逃心理分析

犯罪嫌疑人潜逃行为是由于其作案后本能的防卫心理所引起的。犯罪嫌疑人的潜逃行为,就其总的趋势、选择路线及潜逃地点等进行心理分析,是其生活经验和社会交往关系的必然反应,即表现出其生活经验和社会交往关系的规律。     

Length of Shift,Work Outcomes,and Psychological Well‐Being of Nursing Staff

Abstract

This research examined the relationship of three work shift characteristics (length, working more than 8 hours, working double shifts) to work outcomes, indicators of psychological well‐being and perceptions of hospital functioning during a time of considerable hospital restructuring and downsizing. Data were collected from 744 hospital‐based nursing staff survivors of these changes. About 60% of the respondents worked shifts that were 9 hours or longer and 20% had worked two shifts back to back. Younger, less experienced nurses worked longer shifts. All three shift characteristics were significantly related to frequency of nursing errors and injuries.     

Drug Globalization: Eventual Legalization of Beer in Iceland and Marihuana Decriminalization in the USA

This article discusses whether different motivations for and perceptions of the police role, either as ‘law and order‐oriented thrill‐seekers’ or as ‘social workers’ lead officers to adopt different approaches towards the public. The first category police rank‐and‐file officers' desire for action and excitement, causing them to perceive policing as a mission, also causes them to have a distorted view of reality whereby they perceive members of the public either as significant adversaries or as insignificant ones. For them, ‘real police work’ means chasing and catching villains, and this delusional picture of what policing is may lead them to enlarge and redefine ‘insignificant criminals’ and thus perceive them as ‘villains’ who merit and justify police targeting. However, as these insignificant criminals—beggars, drug addicts, vagrants, ethnic minority youths, and drunks—are not perceived as actually ‘significant adversaries’, the targeting of and encounters with them also produce fatigue in police officers as these activities fail to comply with many police officers' desire to ‘catch the villain’, and the encounters are repetitive and tedious. Police fatigue and stereotyping may entail cynicism due to the ways in which some groups respond to police targeting, such as accusing the police of racism or threatening them with complaints. It is argued that the first type of police officers to a larger degree will experience fatigue and cynicism than the second type of officers—‘the social workers’—who are motivated by a will to ‘help others’, and who receive more rewarding responses from the public.     

改善学生脑疲劳自我调控方法的研究

在校大学生因学习时间长,脑疲劳候的记忆力减退,影响了大脑连续工作状态。通过自我调控的研究,用点穴按摩的醒脑开窍作用改变大脑组织内部微循环,改善大脑缺氧状态,并且通过运动疗法调动全身能量潜力汇注于大脑部位,达到体健神全,精力充沛,心情愉快,从而提高智力,完成学业。     

论犯罪心理轮廓描述理论在刑事侦查工作中的应用

犯罪行为是犯罪心理的外在表现,犯罪心理研究是侦破犯罪案件的有效途径。自20世纪70年代以来,英美刑事侦查和物证鉴识专家开始系统地利用犯罪心理学、行为科学和犯罪现场重建技术逐步建立起犯罪心理轮廓描述理论。犯罪心理轮廓描述理论在我国的本土化发展还需要一个过程。     

构建企业与员工的心理契约 促进劳动关系和谐稳定发展

心理契约虽然不是有形的契约,但它能发挥出有形契约发挥不了的作用,心理契约能使企业了解并满足员工的期望,也能使员工了解企业的发展方向和具体要求,并主动为之奋斗,从而促进企业与员工共同发展。     

公司治理文化与企业竞争力：作用机理和形成路径

对公司治理文化和企业竞争力的研究都是关注企业如何更好地持续生存和发展的问题,但迄今为止,两者之间的研究是相对独立的。基于对我国企业的经验分析,公司治理文化与企业竞争力具有一定的相关性,从生成层面和形成主体的不同,企业文化可分为公司治理文化、管理文化和执行文化,且公司治理文化直接影响着公司治理结构和公司治理机制的有效性,是构成企业竞争力的核心要素之一。我们通过一个崭新的视角:公司治理文化-企业文化-心理契约-组织公民行为-组织绩效-企业竞争力,来解释公司治理文化与企业竞争力之间的内在联系,分析公司治理文化构成企业竞争力的路径模式。这对于我国企业,尤其是上市公司在公司治理文化建设方面具有一定的启示。     

公安民警心理训练之思考

开展民警心理训练,是公安队伍建设的新举措,是新形势下公安思想政治工作的新发展和新领域。建议:1.把民警心理训练和公安教育训练有效结合;2.加强心理训练专业队伍建设;3.做好民警心理健康知识的普及教育;4.完善民警心理健康训练机制;5.发挥公安民警心理训练实验中心作用。     

现场勘查中嫌疑人心理痕迹研究

心理痕迹不仅对现场勘查意义重大,对于整个侦查实践也尤为重要。文章认为,利用心理痕迹勘查现场有充分的理论依据,犯罪心理痕迹的勘查应在现场勘查过程中占相当大的比重。因此,我们要了解犯罪心理痕迹的内容,掌握勘查现场心理痕迹的方法,以便更好地为侦查实践服务。     

我国不同级别公务员心理契约的差异性分析

重点研究了我国政府中行政管理部门的公务员心理契约问题,主要目的是了解公务员心理契约所包含的要素、不同级别公务员对这些要素的重视程度和建立公务员的心理契约结构模型.在两轮问卷调查的基础上,明确了组织与公务员之间相互期望的各10个要素.利用t统计检验,表明不同级别公务员对期望要素的认识有显著的差别.应用因子分析方法,建立了公务员心理契约的结构模型,该模型显示组织与公务员之间双向心理契约共包含了8个主要方面.研究的主要结论是:盈利组织的心理契约与非盈利组织的心理契约之间的差异是明显的,不同级别的公务员对心理契约中的要素重要性认识程度是不同的.我国各级公务员(从科员到厅局级)主要将敬业精神、诚实忠诚、职业前景和公平公正待遇放在心理契约要素的最重要位置上,而物质激励则处于次位.政府中的创新动力主要来自领导层面,而较低级别的公务员创新动力不足.这些研究结果对政府各级组织建立公平、透明的运作机制具有参考价值.同时为设计相应的激励制度提供了新的视角.最后提出了我国公务员心理契约需要进一步研究的问题.