Lei Wang

Lei Wang untersucht John Deweys pädagogische Einflüsse im historischen Kontext Chinas und vergleicht seine Beobachtungen und seinen demokratischen Grundansatz mit den Konzepten und der praktischen Umsetzung seiner chinesischen Schüler. Sie verdeutlicht, dass die Verbreitung der pragmatischen Philosophie in China von Reduktionismus, Missverständnis, Einfärbung von konfuzianischer Lehre und Nationalismus begleitet wurden und dass Deweys Reformvorschläge eine demokratische Perspektive für Lösungen aktueller Herausforderungen in der chinesischen Gesellschaft bieten können. Zum 100-jährigen Jubiläum von Deweys Forschungsreise in China hebt die Autorin die aktuelle Bedeutung hervor. Die Ergebnisse ihrer Studie können Irrtümer, die bis heute fortwirken, aufklären und richtigstellen.

Protein disulfide isomerase (PDI) is one of the most abundant and critical protein folding catalysts in the endoplasmic reticulum of eukaryotic cells. PDI consists of four thioredoxin domains and interacts with a wide range of substrate and partner proteins due to its intrinsic conformational flexibility. PDI plays multifunctional roles in a variety of pathophysiological events, both as an oxidoreductase and a molecular chaperone. Recent studies have revealed that the conformation and activity of PDI can be regulated in multiple ways, including posttranslational modification and substrate/ligand binding. Here, we summarize recent advances in understanding the function and regulation of PDI in different pathological and physiological events. We propose that the multifunctional roles of PDI are regulated by multiple mechanisms. Furthermore, we discuss future directions for the study of PDI, emphasizing how different regulatory modes are linked to the conformational changes and biological functions of PDI in the context of diverse pathophysiologies.

The aim of this study is to develop an integrative model linking the effect of authoritarian leadership and differential leadership on employee turnover intention, and further explore the moderating role of the in-group/out-group on the above-mentioned relationships. We collected a sample of 624 supervisor–subordinate dyads from 87 teams in Mainland China and Taiwan. We find that, at the individual level, authoritarian leadership is positively related with employee turnover intention, and the relationship will be enhanced especially when the subordinate is an in-group member. Through hierarchical linear modeling analysis, we find a negative relationship between differential leadership and employee turnover intention, significantly moderated by the within-team mean degree and the within-team variance degree of in-group/out-group. Contributions, limitations, and future research directions are discussed.

While competition has become increasingly fierce in organizations and in the broader market, the research on competition at an individual level is limited. Most existing research focuses on trait competitiveness. We argue that employee competitiveness can be state-like and can be demonstrated as an attitude toward and behavior representative of competition. We therefore propose a dynamic model with two separate components: competitive attitude and competitive behavior. Drawing upon self-determination theory and the person-environment interaction perspective, we examine how employee competitive attitude and competitive behavior can be influenced by both personal characteristics and team climate, which in turn leads to different work outcomes, as demonstrated in two studies. Study 1 developed measures for competitive attitude and competitive behavior. Study 2 collected data from salespeople in a large insurance company in three waves. The results showed that employee competitive attitude and behavior could be predicted by personality. Moreover, employee competitive attitude and behavior were related to sales performance in differential ways via job crafting, and these mediated relationships could be moderated by team climate. These findings support the two-component dynamic model combining competitive attitude and behavior, which helps promote understanding of the dynamics of competition and its consequences at the individual level. Theoretical and practical implications are also discussed.

Resource and environmental costs of economic growth is too large to solve the ecological civilization of outstanding problems. As the main carrier of human economic activity, industrial systems to connect the economic system and metabolism is an important link between the ecosystem and therefore, industrial ecology is an important part of the construction of ecological civilization. Sort out the domestic and foreign industrial ecology in research related to the results based on industrial ecology of the integrated use of economics, ecological economics, industrial ecology and other related theories, and to integrate into the social and economic factors, metabolic analysis of the economic expansion of the material has been methods of analysis. Implementation of industrial ecology around the path of China's choice to promote industrial development and ecological environmental protection as a dynamic interaction targeting, to strengthen the "let the market tell ecological truth" of the operating mechanism; and in the space-time analysis based on regional differences development, co-ordinate with local, present and future development of industrial ecology. Economic growth is realized at an excessively high cost of resources and environment in China, which has been proposed as the most outstanding problem that should be solved in the construction of conservation culture. Industrial metabolism, as the main part of human economic activities, is the important link between economic system and ecology system. Therefore, industrial ecology is an important part in the construction of conservation culture. On the base of a systematic literature review on industrial ecology, the article focuses on a synthetic theory including economics, eco-economics and industrial ecology, and an in-depth analysis method considering social economic factors with material flow and metabolism. Finally, three suggestions are proposed for applications of industrial ecology, a proper aim to industrial ecology in China, implement mechanism of industrial ecology and temporal-spatial analysis of industrial ecology development

Previous research has demonstrated that duration of implied motion (IM) was dilated, whereas hMT+ activity related to perceptual processes on IM stimuli could be modulated by their motion coherence. Based on these findings, the present study aimed to examine whether subjective time perception of IM stimuli would be influenced by varying coherence levels. A temporal bisection task was used to measure the subjective experience of time, in which photographic stimuli showing a human moving in four directions (left, right, toward, or away from the viewer) were presented as probe stimuli. The varying coherence of these IM stimuli was manipulated by changing the percentage of pictures implying movement in one direction. Participants were required to judge whether the duration of probe stimulus was more similar to the long or short pre-presented standard duration. As predicted, the point of subjective equality was significantly modulated by the varying coherence of the IM stimuli, but not for no-IM stimuli. This finding suggests that coherence level might be a key mediating factor for perceived duration of IM images, and top-down perceptual stream from inferred motion could influence subjective experience of time perception.

BackgroundDeveloping a comprehensive, reproducible literature search is the basis for a high-quality systematic review (SR). Librarians and information professionals, as expert searchers, can improve the quality of systematic review searches, methodology, and reporting. Likewise, journal editors and authors often seek to improve the quality of published SRs and other evidence syntheses through peer review. Health sciences librarians contribute to systematic review production but little is known about their involvement in peer reviewing SR manuscripts.MethodsThis survey aimed to assess how frequently librarians are asked to peer review systematic review manuscripts and to determine characteristics associated with those invited to review. The survey was distributed to a purposive sample through three health sciences information professional listservs.ResultsThere were 291 complete survey responses. Results indicated that 22% (n = 63) of respondents had been asked by journal editors to peer review systematic review or meta-analysis manuscripts. Of the 78% (n = 228) of respondents who had not already been asked, 54% (n = 122) would peer review, and 41% (n = 93) might peer review. Only 4% (n = 9) would not review a manuscript. Respondents had peer reviewed manuscripts for 38 unique journals and believed they were asked because of their professional expertise. Of respondents who had declined to peer review (32%, n = 20), the most common explanation was “not enough time” (60%, n = 12) followed by “lack of expertise” (50%, n = 10).The vast majority of respondents (95%, n = 40) had “rejected or recommended a revision of a manuscript| after peer review. They based their decision on the “search methodology” (57%, n = 36), “search write-up” (46%, n = 29), or “entire article” (54%, n = 34). Those who selected “other” (37%, n = 23) listed a variety of reasons for rejection, including problems or errors in the PRISMA flow diagram; tables of included, excluded, and ongoing studies; data extraction; reporting; and pooling methods.ConclusionsDespite being experts in conducting literature searches and supporting SR teams through the review process, few librarians have been asked to review SR manuscripts, or even just search strategies; yet many are willing to provide this service. Editors should involve experienced librarians with peer review and we suggest some strategies to consider.

The present study examines how collectivism, an important cultural value, plays a moderating role in the association between job attitudes and actual turnover in a sample of 781 Chinese female workers. Results show that collectivism moderates the relationships between job attitude variables and turnover intention. Job satisfaction and organizational commitment are more powerful in predicting turnover intention when levels of collectivism are high rather than low. However, collectivism only moderates the mediation of turnover intention in the relationship between job satisfaction and actual turnover. The study deepens the understanding of the moderating effect of cultural values in organizational behavioral outcomes as Taras et al. suggest. Also discussed are the practical implications on how to control the voluntary termination of female laborers who constitute an important part in Chinese manufacturing.

The aim of this paper is to explore the role of ethical climate on the relationship between the paternalistic leadership and team identification at the team level. In contrast to the prior studies which tended to focus on ethical climate as a whole dimension, this paper further classified the domain of construct into the categories of egoism, benevolence, and principle using a sample from 143 teams in Mainland China and Taiwan. Hierarchical regression results showed that the average paternalistic leadership had a significant impact on the team identification at the team level. Moreover, the results indicated that the ethical climate of benevolence fully mediated while the ethical climate of egoism partially mediated the relationship between authoritarian leadership and team identification. Also, the ethical climates of benevolence and principle had a partial mediating effect on the relationship between benevolent leadership and team identification as well as moral leadership and team identification, respectively, but the ethical climate of egoism did not play a significant role. The major findings, theoretical contributions, practical implications, and the limitations were discussed.

It has been recognised that personal values have a significant impact on views of business ethics. The basic purpose of this paper is to describe and compare student perceptions of business ethics in Finland and the USA. Another objective is to examine the value dimensions of students and the interrelationships between these values and views of business ethics. The following results have been found in this study: 1) US students generally represent more individualistic and harder values, whereas the Finnish students represent more collectivistic and softer values; 2) US students are less concerned about the weight of multiple responsibilities in the forest industries than their Finnish counterparts; 3) the Finnish students represented a stronger shareholder view than their US counterparts; 4) the differences in business ethics perceptions between genders and study directions mainly reflected the varieties in value backgrounds; 5) there is a direct interrelationship between values and perceptions on business ethics.