Approximating soft-capacitated facility location problem with uncertainty

In this paper we devise the stochastic and robust approaches to study the soft-capacitated facility location problem with uncertainty. We first present a new stochastic soft-capacitated model called The 2-Stage Soft Capacitated Facility Location Problem and solve it via an approximation algorithm by reducing it to linear-cost version of 2-stage facility location problem and dynamic facility location problem. We then present a novel robust model of soft-capacitated facility location, The Robust Soft Capacitated Facility Location Problem. To solve it, we improve the approximation algorithm proposed by Byrka et al. (LP-rounding algorithms for facility-location problems. CoRR, 2010a) for RFTFL and then treat it similarly as in the stochastic case. The improvement results in an approximation factor of \(\alpha + 4\) for the robust fault-tolerant facility location problem, which is best so far.     

Efficient polynomial-time algorithms for the constrained LCS problem with strings exclusion

In this paper, we revisit a recent variant of the longest common subsequence (LCS) problem, the string-excluding constrained LCS (STR-EC-LCS) problem, which was first addressed by Chen and Chao (J Comb Optim 21(3):383–392, 2011). Given two sequences \(X\) and \(Y\) of lengths \(m\) and \(n,\) respectively, and a constraint string \(P\) of length \(r,\) we are to find a common subsequence \(Z\) of \(X\) and \(Y\) which excludes \(P\) as a substring and the length of \(Z\) is maximized. In fact, this problem cannot be correctly solved by the previously proposed algorithm. Thus, we give a correct algorithm with \(O(mnr)\) time to solve it. Then, we revisit the STR-EC-LCS problem with multiple constraints \(\{ P_1, P_2, \ldots , P_k \}.\) We propose a polynomial-time algorithm which runs in \(O(mnR)\) time, where \(R = \sum _{i=1}^{k} |P_i|,\) and thus it overthrows the previous claim of NP-hardness.     

中外合资企业跨文化管理的"钻石结构"模型研究--大亚湾核电跨文化管理的探索

本文在继承传统跨文化管理--从国家文化角度分析管理问题的基础上,重点从微观层面出发建立了一个跨文化管理的"钻石结构"模型,并运用这个结构模型来具体分析了大亚湾核电跨文化管理的实践活动,并对大亚湾核电跨文化管理的主要措施进行了探讨,希望这些结论能够对未来中外合资合作企业进行跨文化管理提供有益的参考和借鉴作用.     

计算机动画模拟软件GPSS/H和Proof Animation

简要介绍了美国Wolverine Software Corporation的模拟软件产品GPSS/H及Proof Animation的主要功能特点.     

Hamiltonian numbers in oriented graphs

A hamiltonian walk of a digraph is a closed spanning directed walk with minimum length in the digraph. The length of a hamiltonian walk in a digraph D is called the hamiltonian number of D, denoted by h(D). In Chang and Tong (J Comb Optim 25:694–701, 2013), Chang and Tong proved that for a strongly connected digraph D of order n, \(n\le h(D)\le \lfloor \frac{(n+1)^2}{4} \rfloor \), and characterized the strongly connected digraphs of order n with hamiltonian number \(\lfloor \frac{(n+1)^2}{4} \rfloor \). In the paper, we characterized the strongly connected digraphs of order n with hamiltonian number \(\lfloor \frac{(n+1)^2}{4} \rfloor -1\) and show that for any triple of integers n, k and t with \(n\ge 5\), \(n\ge k\ge 3\) and \(t\ge 0\), there is a class of nonisomorphic digraphs with order n and hamiltonian number \(n(n-k+1)-t\).     

Minimal Tetrahedralizations of a Class of Polyhedra

Given a simple polyhedron P in the three dimensional Euclidean space, different tetrahedralizations of P may contain different numbers of tetrahedra. The minimal tetrahedralization is a tetrahedralization with the minimum number of tetrahedra. In this paper, we present some properties of the graph of polyhedra. Then we identify a class of polyhedra and show that this kind of polyhedra can be minimally tetrahedralized in O(n ²) time.     

公司治理环境、治理行为与治理绩效的关系研究——基于中国电信产业演进的证据

本文将公司治理环境、治理行为及治理绩效间关系这一研究问题寓于作为复杂经济系统的中国电信产业演进和改革过程之中,通过事件分析和时间序列分析方法的结合运用,在搜集中国电信产业1949年-2009年、中国移动通信集团公司1997年-2007年发展数据以及对其进行案例研究的基础上,得出以下结论:中国公司治理环境和治理行为的发展过程遵循间断均衡演进规律;中国公司治理行为呈现对治理环境的整体跟踪与滞后效应,并积极应对环境变化,对环境产生影响;治理环境与治理绩效具有密切关系,公司治理结构和机制的完善以及战略能力的提升是治理缋效提升的前置因素.     

I warn you because I like you: Voice behavior,employee identifications,and transformational leadership

Voice behavior refers to the behavior that proactively challenges the status quo and makes constructive changes. Previous studies have explored the antecedents of employees' voice behavior, but to whom employees are likely to voice their thoughts has remained rarely examined. We propose that voice behavior is target-sensitive and that there are two types of voice behavior: speaking out (voice toward peers) and speaking up (voice toward the supervisor). Transformational leadership facilitates both speaking out and speaking up. However, it produces effects on employees via different types of employee identifications. Specifically, social identification predicts only speaking out, while personal identification predicts only speaking up. In contrast, affiliative extra-role behavior is less target-sensitive, and transformational leadership influences affiliative extra-role behavior via both social identification and personal identification. We examined our hypotheses by collecting both self-reported and coworker data from 191 Chinese employees in different organizations. Our hypotheses gained general support from the data. Implications for research and practice are discussed.     

A continuous characterization of the maximum vertex-weighted clique in hypergraphs

For a simple graph G on n vertices with adjacency matrix A, Motzkin and Strauss established a remarkable connection between the clique number and the global maximum value of the quadratic programm: \(\textit{max}\{ \mathbf {x}^T A \mathbf {x}\}\) on the standard simplex: \(\{\sum _{i=1}^{n} x_i =1, x_i \ge 0 \}\). In Gibbons et al. (Math Oper Res 122:754–768, 1997), an extension of the Motzkin–Straus formulation was provided for the vertex-weighted clique number of a graph. In this paper, we provide a continuous characterization of the maximum vertex-weighted clique problem for vertex-weighted uniform hypergraphs.     

‘It is not fair that you do not know we have problems’: Perceptual distance and the consequences of male leaders' conflict avoidance behaviours

This study investigates perceptual distance in terms of managers' conflict avoidance behaviour and its consequences for subordinates. We argue that perceptual distance, or the disagreement between a manager's perception and that of his or her subordinates of his or her conflict avoidance, is a genuine phenomenon. We examine the extent to which the perceptual distance regarding managers' avoidance behaviour influences a team's justice climate as well as the role of gender. The data collected from three multinational companies in China show that the perceptual distance of a male manager's avoidance behaviour exists and that it is associated with a negative justice climate within the team. These findings provide evidence of gender's effect on leadership and highlight the benefits of female leadership.