一、INSTITUTE OF GEOMECHANICS——THE SUMMARY OF SCIENTIFIC RESEARCH WORK（论文文献综述）
JTTE Editorial Office,Jiaqi Chen,Hancheng Dan,Yongjie Ding,Yangming Gao,Meng Guo,Shuaicheng Guo,Bingye Han,Bin Hong,Yue Hou,Chichun Hu,Jing Hu,Ju Huyan,Jiwang Jiang,Wei Jiang,Cheng Li,Pengfei Liu,Yu Liu,Zhuangzhuang Liu,Guoyang Lu,Jian Ouyang,Xin Qu,Dongya Ren,Chao Wang,Chaohui Wang,Dawei Wang,Di Wang,Hainian Wang,Haopeng Wang,Yue Xiao,Chao Xing,Huining Xu,Yu Yan,Xu Yang,Lingyun You,Zhanping You,Bin Yu,Huayang Yu,Huanan Yu,Henglong Zhang,Jizhe Zhang,Changhong Zhou,Changjun Zhou,Xingyi Zhu[1]（2021）在《New innovations in pavement materials and engineering:A review on pavement engineering research 2021》文中进行了进一步梳理Sustainable and resilient pavement infrastructure is critical for current economic and environmental challenges. In the past 10 years, the pavement infrastructure strongly supports the rapid development of the global social economy. New theories, new methods,new technologies and new materials related to pavement engineering are emerging.Deterioration of pavement infrastructure is a typical multi-physics problem. Because of actual coupled behaviors of traffic and environmental conditions, predictions of pavement service life become more and more complicated and require a deep knowledge of pavement material analysis. In order to summarize the current and determine the future research of pavement engineering, Journal of Traffic and Transportation Engineering（English Edition） has launched a review paper on the topic of "New innovations in pavement materials and engineering: A review on pavement engineering research 2021". Based on the joint-effort of 43 scholars from 24 well-known universities in highway engineering, this review paper systematically analyzes the research status and future development direction of 5 major fields of pavement engineering in the world. The content includes asphalt binder performance and modeling, mixture performance and modeling of pavement materials,multi-scale mechanics, green and sustainable pavement, and intelligent pavement.Overall, this review paper is able to provide references and insights for researchers and engineers in the field of pavement engineering.
苏熹,田淼[2]（2021）在《苏联的援助与兰州回旋加速器建设（英文）》文中提出20世纪中叶苏联向中国的科学、技术传播是当代科技史研究的重要领域。本文以中国兰州回旋加速器的建造为案例,探讨苏联技术向中国转移的特点。通过对大量档案的梳理可见,加速器的建设是在中国核武器研发框架内进行的,虽然苏联向中国的科技传播在整体上表现为单向的传播-接受模式,但中方的需求与苏方的回应对此传播有关键影响。早期加速器建造中,中方全面依赖苏方,中苏工程师间的合作可被描述为专家-学徒模式。60年代初,中苏关系破裂,苏联工程师被要求携技术资料撤离,这使他们陷入角色冲突,他们中的大多数选择将职业责任作为最优先的角色责任。苏联专家撤离后,中国物理学家发挥了主导作用。他们利用自己掌握的科学知识,依托苏联专家留下的技术资料,与工程人员通力合作完成了加速器建造。本案例为我们理解跨国科技史提供了宝贵线索。双方需求实际上对看似单向的传播-接受模式具有决定性影响,虽然知识的跨国流动不可避免地受双方政治因素影响,然而其具体过程远比表面上的更为复杂。
谭成鑫[3]（2021）在《成果转化过程中绩效考核指标体系的构建 ——以T新型研发机构为例》文中进行了进一步梳理
AMEYAW MOSES AGYEMANG[4]（2021）在《Assessing the Impact of Guanxi and LMX On Job Performance in Ghana: The Mediating Role of Employee Engagement》文中认为Why are some leaders able to engage employees better than others? According to the State of the Global report in 2017 on employee engagement,85% of employees were actively disengaged or not engaged at their place of work.This is a clear indication that being at the workplace doesn’t imply an employee is significantly contributing to the organization’s growth and productivity.The report further expatiates that out of five employees,at least about four of them are less motivated to be industrious and well engaged at their workplace.Such finding is alarming;hence,many researchers have shown interest in investigating the issue from different perspectives.Out of their diverse perspectives are some research gaps identified to be carried out by other researchers.It is to this effect that this research was centered on assessing the impact of guanxi and LMX on the job performance of both the private and public sectors of Ghana.It further considered the mediating and moderating role of employee engagement and power distance,respectively.Using the following theories（LMX theory,Role Theory,and Social Exchange Theory）as a yardstick,this study’s main objective was to ascertain the relationship between leaders and subordinates（both LMX and guanxi）on employee’s job performance.In that regard,employee engagement was used to test the mediating influence on the mentioned variables.Though both SSG and LMX are firmly rooted in nurturing the relationship between two or more individuals/groups,they are not entirely the same.One of their main differences is the limit of their relationships: LMX relationships are mostly limited to the workplace,while guanxi goes beyond the working environment – it even cuts across the family and friends of the parties involved.Also,LMX is more of relationship-biased（mainly for the benefit of the organization）,while guanxi is mostly relationship-oriented（seeks to benefit the individual beyond the organization）.Comparatively,guanxi has a long-term social commitment,and it plays a vital role among the established relationships than LMX.Lastly,guanxi reveals a stronger bond,concern,and sense of belonging than LMX.In all,530 questionnaires were gathered.This included four（4）different organizations within the private sector and three（3）organizations within the public sector of Ghana.The technique used to collect the needed data was the non-probability sampling method,precisely,convenience sampling.In gathering the data,the researcher electronically distributed a self-administered questionnaire to solicit the respondents’ candid opinions.The main instrument used for the data analysis was Smart-PLS 3.2.8.Besides,SPSS 26 was used to analyze the descriptive statistics of the demographic characteristics.From the findings,it was revealed that there was a significant positive relationship between the dyad relationship（either LMX or guanxi）and the performance of employees.Also,employee engagement partially mediated the relationship between both LMX and guanxi on employees’ job performance.More so,high power-distance significantly moderated or facilitated the relationship between employee engagement and job performance.However,it must be noted that,unlike LMX,guanxi had a significant but negative relationship with employee engagement.Hence,given the eight（8）hypotheses formulated for of this research,seven（7）of them were accepted,while one（1）was rejected.This study’s findings revealed that Ghana is a relational-based country that cherishes relationships either at or outside the work premise.The results,both LMX（Western context）and guanxi（Chinese context）,had a positive relationship with employee performance.That’s irrespective of the context;whether Asian,Western,or African,relationships at the workplace are paramount to all.And so,as employers hire workers,they indirectly start new relationships.This unveils that human relational skills are highly imperative for the success of an organization.More so,this research figured out that when there is a proper connection within the workplace – either vertically with employers or horizontally among employees,it can improve their job performance.Thus,such connection and emotional attachment make an employee feel well belonged to the organization.This sense of belongingness is able to spur them on to be well engaged（physically,intellectually,and emotionally）in their job.Hence,they are more determined to serve in the best interest of their organization.On the moderation effect of high-power distance,it was realized that due to the high uncertainty avoidance of Ghanaians,it was easier for employees to follow the leadings of a high-power distance leader.The following were realized on the rejected hypothesis（guanxi having a negative relationship with employee engagement）.The leading cause was attributed to the misunderstanding of the concept of guanxi in the context of Ghana.To some Ghanaians,guanxi is solely about "Whom you know," and since it’s hard for the one you know to turn you down,many people end up abusing such a relationship – they take it for granted.Thus,due to the relationship between employers and employees,especially those outside the workplace,two main problems may erupt.To the employees,mostly,they take their relationship with their leaders for granted and become less engaged at the workplace.While to the employers,it may affect their ability to be fair,firm,and even bold enough to take critical decisions against such employees,especially when they go wrong.Therefore,by unraveling such awareness,this research seeks to guide employers on how best to build a relationship with their subordinates without compromising justice or being firm.Another reason for the negative relationship was attributed to the form of guanxi in the Ghanaian society.Recommendations and referrals serve as the primary form of guanxi in the Ghanaian business community.Though employers take into consideration the resume of others,it is much easier to be employed if a proposed employee is directly or indirectly familiar with the employer.Hence,mostly during the process of recruitment,a worker is likely to recommend his or her friend to fill a vacant position in his or her place,should the need arise.Although this can be helpful,the likely effects are that it can easily affect the perception,behavior,and impression of both the employer and employee.Also,the general pattern in which management makes decisions was a contributing factor.In that when the HR makes decisions based on their personal relationships with employees,it indirectly affects the perception and behavior of employees.To put it another way,employees’ interpretations of guanxi procedures regarding HR guidelines or standards for decision-making may indirectly affect their behaviour at the workplace.Thus,due to the emotional attachment of some subordinates with their management,it makes them feel they should be given much preferential treatment.This means that to reverse the adverse effects of guanxi on employee engagement,management should be firm when making decisions.On a theoretical level,this study provides empirical support to the LMX theory by demonstrating that the relationship between leaders and their subordinates plays a critical role in their employees’ performance.Thus,how leaders use their available resources such as their influence,time,and their general attitude help them form diverse relationships with their subordinates.This directly influences the performance of their employees.Also,this research shows that in employers attempt to hire a workforce,they indirectly start new relationships.These factors clearly confirm that the LMX theory is highly vital for the survival of any organization.Regarding the social exchange theory,this research affirms the theory by revealing how the relationship between employers and their employees influences their reciprocity level.That’s a win-win outcome is achieved when there is a mutually beneficial relationship at the workplace.It supports the theory by revealing that the development of a dyad relationship is not biased – it helps both（leaders and subordinates）and,in the end,the whole organization.This research provided enough empirical evidence to buttress this principle of the role theory.In that when roles and expectations are clearly specified,it enhances the performance of employees.Lastly,this study fills the research gap by considering the effect of the relationship between leaders and their subordinates on performance within the private and public sector of a given country,in this case,Ghana.Also,this study is first in measuring the concept of guanxi within organizations of Ghana and even Africa at large.This means it paves ways for other researchers to find more about the impact of guanxi in their organizations,not only within African but also within the Western context.On a practical level,the following implications were revealed.Firstly,organizations should create a more conducive environment where employees can develop a better rapport among themselves and with their employers.Secondly,employers should do their best to nurture a better rapport with their subordinates,especially those who have a key influence on other employees’ behavior.Thirdly,leadership by example should be encouraged in both the private and public sectors of Ghana and even beyond.More so,it shows that employees prefer a type of leadership in which the leader preserves social cohesion and takes into account ties with subordinates.Furthermore,leaders are admonished to direct their workers and give them the needed opportunities as they evolve to take on new tasks,positions,and responsibilities.This is because employees want to feel respected and challenged in their jobs.With such given opportunities,it makes them feel trusted and much engaged at their workplace.Lastly,employers should pay attention to their employees’ rapport,particularly relationships outside the work premises.In terms of the originality of the study,it’s the first to measure the concept of guanxi within the organizations of the private and public sectors of Ghana and even Africa at large.This research is also unique in terms of the sector（both public and private）used to generalize its results for Ghana.Lastly,this research also embraces different organizations from diverse industries.In a nutshell,this research divulges that a leader’s ability to build and encourage meaningful relationships at the workplace will significantly impact the engagement and performance of their employees.
解珂[5]（2021）在《翻译四步骤理论视角下High-Performance Bolting Technology for Offshore Oil and Natural Gas Operations（第2-3章）翻译实践报告》文中提出随着钻井技术的进步,大陆架上丰富的石油和天然气资源变得唾手可得。石油钻井设备的运用对石油资源开发具有重要意义,所以对该类石油科技文本的翻译至关重要。本研究选取石油科技文本High-Performance Bolting Technology for Offshore Oil and Natural Gas Operations（Chapter 2-3）进行汉译实践,该文本内容涉及水下钻井设备紧固件的安全评估,其汉译可以使国内学者了解国外石油科技领域的最新研究成果,促进我国石油科技领域的发展进步。本文在分析原文文本特点的基础上,选取了斯坦纳的翻译四步骤为理论指导,具体遵循信任、侵入、吸收和补偿四步原则,完成了对该文本的翻译实践。进而对翻译实践过程中遇到的问题及其解决方案进行了归纳总结,重点从词汇、句法和篇章层面对典型案例进行分析,梳理探讨了所采用的翻译技巧,完成了翻译实践报告,以期对同类文本的翻译提供借鉴。主要发现为:以翻译四步骤理论为指导,要求译者在进行翻译实践之前,应做到相信文本具有价值、坚信自己的能力。在侵入和吸收时,词汇层面主要采用直译法;句法层面,根据不同的句子类型,可以采用顺译法、增译法、逆译法、合译法、分译法等方法;在语篇层面,应注意句间和段内的连贯和衔接。在补偿过程中,应补偿省略的信息、保留文章原有格式等。
陈松云[6]（2021）在《英语学术论文中元话语动词型式的变异研究 ——学科内与学科间视角》文中提出在学术论文写作中,作者可以通过多种话语手段组织内容,将观点传达给读者。“元话语”（metadiscourse）作为分析学术话语组织和论证的重要理论框架,有助于揭示学术知识建构及学术体裁特征。本研究在元话语框架内,聚焦动词相关的元话语资源。本研究提出“元话语动词型式”（metadiscursive verb patterns）这一概念,以涵盖各种元话语功能的动词型式资源。所谓“元话语动词型式”（如,this study shows that）,是指核心动词与临近词汇语法资源构成的具有元话语功能的语言单位,是形式与功能的统一体。参照Hyland（2015）的元话语体系的功能分类,元话语动词型式具有典型的引导和互动功能。在引导层面,元话语动词型式能有效提示学术语篇的结构框架,为读者理解语篇内容提供必要的引导,提升文本可读性和可信度;在互动层面,元话语动词型式能表达作者对命题内容的立场和态度,体现与读者共建文本的互动作用。本研究从学科内和学科间两个角度考察元话语动词型式的变异情况。研究首先基于五百万词次（含18个子学科）的英语医学学术论文语料库,开展元话语动词型式的学科内变异研究。结果表明,元话语动词型式在子学科中存在明显的学科依存性。例如,言据类和介入标记类（如,as described in Dupont et al.（2000）;it is important to note that）常见于具有跨学科性质和新兴的子学科;内指标记类（如,as shown in Fig.6）则频繁出现在依赖医学设备开展研究的子学科;态度标记类（如,we that）倾向于出现在儿童和老人群体病人的子学科。本研究同时对比了文学、教育学、生命科学以及计算机信息科学等四个学科英语学术论文语料库（各库分别包含100篇学术论文,平均库容为160万词次）,从而考察元话语动词型式的学科间变异。结果表明:元话语动词型式在不同学科间具有显着的变异特征,能够对学科进行有效区分。其中,言据类和态度标记类元话语动词型式常见于纯软学科;描述研究过程和结果的框架标记类元话语动词型式（如,we examined that;it was found that）以及内指标记类常见于纯硬和应用学科,而互动类明显低于纯软学科。整体而言,元话语动词型式主要用于文本的引导层面。元话语动词型式的学科变异受制于多方因素的影响,包括知识对象、研究方法、以及知识建构模式。这些因素在很大程度上决定了作者修辞策略使用的方式和风格。同时,其学科变异性也揭示了该语言资源使用风格体现出的学科间排斥和跨学科融合的特征。如医学学科中具有跨学科性质的子学科表现出了与其他传统子学科显着不同的使用特征;同属软学科的教育学与文学相比其使用风格也大相径庭,但在一定程度上呈现出了硬学科特性。这一特征引发了我们对学科边界以及学科划分的深层思考。综上所述,元话语动词型式是一种重要的话语资源,被学术写作者广泛运用于学术话语的建构之中。对元话语动词型式的研究,有效地丰富了学术英语教学中的语言资源,也深化了对学科论文体裁特征的理解。
Ahsan Nawaz[7]（2021）在《获取真实领导力与组织学习和创新对CPEC项目管理成功的中介效应》文中指出本研究基于巴基斯坦CPEC项目,探讨组织创新与组织学习在真实领导行为之间的中介作用。中巴经济走廊（CPEC）是中国和巴基斯坦政府联合发起并管理的宏大工程,包括基础设施、电力和社会发展等多个项目。本研究以真实领导与组织创新和组织学习变量正相关为基础,旨在探讨组织创新和组织学习如何影响项目成功中的真实领导。本文采用演绎法对假设进行检验,以问卷调查为主要数据收集工具。在数据收集过程中应用了定量和定性技术。本项研究采用横截面的时间范围进行研究,具有解释性和探索性特点。从典型的定量研究框架出发,归纳分析与CPEC项目相关的文献,包括学术论文和相关文件。研究对象包括直接或间接为CPEC项目工作的跨国公司和政府有关组织机构。公司管理者、领导者和项目领导者共同构成本研究样本源,以目的取样为技术手段获取样本,所用研究工具为预先开发好的。本研究从与CPEC项目有关的私营公司或政府相关部门的高中层管理人员中,发放了总共295份调查问卷,以之为基础进行数据整理和分析。研究者采用李克特五点量度测量,被调查者可从选项1（强烈不同意）到选项5（强烈同意）中进行选择,以记录受访者对问题的同意程度。问卷最初用英语编制,然后转换成受访者的语言。研究者选取了中国石油工程建设有限责任公司的59个项目,每个项目选取5个具有权威者填写调查问卷,其中有20份是由CPEC高管填写的。在295份问卷中,有35份因不完整而被归类于废卷,260份有效问卷被进一步分析用于具体的研究中。采用SPSS和AMOS-21统计软件对包变量间的相关性进行分析。最终发现有数据表明,真实领导对组织学习和创新的有效影响是主变量。创新是创造力和学习的结晶,是组织成功的关键因素。真正的领导在于指明方向,并通过利用各种管理策略来促进创新、支持创新并变革凝聚力过程。组织学习是组织内部的行动,有意且非自主性地推动组织的积极变化。在巴基斯坦,本研究一个创新性的学术研究项目,并对世界性此类研究文献增添了新内容。
王凤飞[8]（2021）在《中国理工科博士生英语学习动机中的吸引子状态研究》文中研究表明动机作为情感因素中对于个体影响程度最大的变量,一直是二语习得领域研究的重点。关于二语学习动机的研究早在20世纪50年代末就已展开,Robert Gardner与Wallace Lambert首次将社会心理学引入到二语学习动机的研究领域。学界对于二语学习动机的定义由开始阶段的静态不断向动态转变,同时研究的焦点也逐步放到二语学习动机自身的动态变化过程上。动态系统理论作为一种新的研究范式,主张用动态性、复杂性、非线性的思维展开研究,关注语言随时间所经历的动态发展路径,这为接下来二语学习动机的研究开辟了新视角。吸引子作为动态系统理论的重要概念之一,近些年为研究者所关注。马斯洛的需求层次理论认为需求产生动机。在国际期刊发表英文论文、参加国际会议等已成为理工科博士生毕业的硬性要求,该群体对于英语这门语言有较大的需求,进而促使英语学习动机的形成。现有的针对动机发展过程中吸引子状态的研究多是以大学生作为研究对象的量化研究,针对博士生的研究并未涉及。基于此,本研究采取质性研究方法选取4名理工科博士生作为研究对象进行为期8个月的历时个案跟踪研究,以动机发展轨迹图、访谈、反思性日志等作为原始数据,并通过质性分析软件Nvivo12就文本材料进行编码处理,在此基础上从微观层面对于理工科博士生英语学习动机中的吸引子状态进行描述与分析,从而为提高理工科博士生英语学习的积极性与效率提供方法与建议。本研究主要针对动机发展轨迹的总体趋势及个体间动机发展轨迹的差异性、动机发展过程中的主要吸引子、吸引子盆的成因及环境因素的作用、吸引子状态运行轨迹的发展态势4个问题展开探究。通过对实验数据的分析可得:总体及个体的动机发展过程是动态的,且中间涌现出了暂时性的稳性状态;4名研究对象的动机发展轨迹各具特点,具有差异性,但在环境因素的作用下也会出现走势吻合的情况;通过对收集上来的文本材料进行编码,得出学习情境、交流媒介与外部要求作为英语学习动机发展过程中的主要吸引子;在4名受试的动机发展过程中,吸引子盆均有出现,且很大程度受到环境因素的影响;整体与个体吸引子状态的运行轨迹均兼具动态性、稳定性、情境性,整个发展过程充满了变异性与不可预测性,与动态系统理论的核心观点相吻合。相较国内以往研究,本研究有以下三点创新之处:第一,选取理工科博士生作为研究对象,填补了国内关于博士生英语学习动机中吸引子状态研究的空白;第二,考虑到理论对于实践操作指导的可行性,因此选取李淑静、高一虹等（2003）关于我国研究生群体二语学习动机的分类标准展开后续研究,实验结果分析与讨论均是以此分类为理论框架进行的;第三,基于动态系统理论的三大核心特征:动态性、稳定性与情境性,结合情境因素对动机系统发展过程中的动态性、稳定性（吸引子状态）进行解释说明。本研究虽取得了一定成果,但仍有许多不足之处亟待完善:一、研究对象的数量较少,层次覆盖多样性不足,地域范围跨度较小;二、研究开展的时间较短;三、研究方法单一,在一定程度上会影响实验结果的客观性与全面性;四、本研究缺少针对课堂环境和单一英语环境的观察探究,涉及到的情境类型有待于进一步丰富。未来研究应适当增加受试的数量,延长实验观察的时间,综合运用多种研究方法,囊括多种英语学习的环境模式,注重增强研究者自身的专业性,进而提升实验观察的效果,使得出的结论更具说服力。本研究仅为领域内的一项初步探索,以动态系统理论为依据,探究理工科博士生英语学习动机中的吸引子状态,旨在对于理工科博士生英语学习动机的激发、高强度动机的维持等提供针对性的建议,同时也间接性的对于博士生英语教学改革提供一定的参考。
Ahmad Waqar[9]（2021）在《制度环境对学习组织文化的影响机理研究 ——巴基斯坦高等教育机构的视角》文中研究指明Streams of researches have explained that how institutional forces（coercive,mimetic,and normative）make organizations converge on similar practices and behaviors.However,there is a lack of studies highlighting the influence of institutional environments on learning organization culture,especially within developing countries like Pakistan.Therefore,the study aims to unpack the institutional antecedents of learning organizational culture within higher education institutes of Pakistan.This is a unique quest as the institutional environment influences the way how organizations learn and develop in the environment of higher education institutions.Therefore,the research is expected to fill theoretical voids by assessing the institutional antecedents of learning organization culture and looking at unique institutional environments that have not yet been explored.Data were drawn from a variety of sources to meet the aim of this study.A survey instrument was used to collect the stakeholders’ data（faculty members,administrative staff,and students）.Five hundred questionnaires were distributed among the respondents,and only 370 respondents recorded their responses.SPSS,AMOS,and Smart PLS were used to analyze the study data.Structural equation modeling technique was also used to test the mediating role of absorptive capacity between institutional environments and learning organization culture.The study findings have shown a positive and significant relationship between institutional environment（normative,mimetic,and coercive）and learning organization culture（team learning,shared vision,mental model,system thinking,and personal mastery）.A second mediation study was conducted to see whether absorptive capacity mediates the relationship between institutional environments and learning organization culture.Absorptive capacity is showing a mediating role between institutional environments and learning organization culture.The study indicated a statistically significant value（p=001）,implying partial mediation.Furthermore,to analyze the interrelationships among the study variables,several multivariate analyses were performed.They are as follow:1.Discriminant validity2.Regression analysis3.Mean,standard deviation4.Normality tests like mean,standard deviation,skewness,and kurtosis of each item/construct of the study.These analyses show that the institutional environments（normative,mimetic,and coercive）are statistically positively interlinked with learning organization culture（team learning,shared vision,mental model,system thinking,and personal mastery）.Further,structural equation modeling（SEM）in Smart PLS shows that absorptive capacity strengthens the institutional environments’ relationship and learning organization culture.As a result,this study has identified and benchmarked the institutions based on organizational variables to enhance the quality and efficiency of HEIs and ensure consistent and continuous learning.This research is intended to add to the literature on institutional environment,organizational learning,absorptive capacity,and learning organization in the context of managing higher education institutions by offering a fresh new perspective for future research.This study recommends that:（1）A good working relationship should be kept between management and subordinates.Employees feel proud and comfortable when their heads or managers show trust in their ability and motivate/encourage them for learning as it is good for the organization as well as for themselves.This will only occur when employees are comfortable and motivated with their heads,managers,and subordinates（faculty members and other staff）.（2）Institutional environments（normative,mimetic,and coercive）are based on the good relationship between faculty members,administrations,and heads/supervisors of higher education institutions.Therefore,as per the results,this study recommends to the management use these institutional environment practices to promote learning organization culture at the HEIs level.（3）A normative environment（professionalism）is more visionary as it can help shape the behaviors of the faculty members.A normative environment helps the management make a learning culture in the institutions based on professionalism.This environment can help to bring competitiveness to higher education institutions and their staff.（4）This study recommends that all management types in the organization consider involving the faculty members and other staff to promote the learning organization culture.This study has revealed that they impact the learning process,coordination,and promoting an environment of competition among the faculty members.（5）This study gives the other research/organizations an avenue to test this study model in the other sectors.Other factors like trust and psychological safety can also be used as moderators and mediators to get the best results for the institutional environment’s execution in developing learning organization culture in higher education institutions.In the discussion part,limitations,conclusion,practical contribution,and directions for further research are also discussed.Our findings reveal that there is a low application of learning organization disciplines in higher education in Pakistan.Additionally,the reasons for the low implementation of a learning organization are also identified.Consequently,the study has implications for universities and regulatory bodies of higher education institutions to encourage learning organization culture.
刘璐瑶[10]（2021）在《纽马克翻译理论指导下的翻译实践报告 ——以“哈医大医学技术学院规划建设草案”为例》文中研究指明全球化背景下,国内外医学学术交流日益频繁,在与国际医学界沟通和交流时,医学英语对于中外医学界人士沟通交流的重要性不言而喻,加强对医学英语翻译的研究迫在眉睫。此汉译英翻译报告以哈尔滨医科大学医学技术学院建设规划为例,该翻译项目由哈尔滨医科大学委派,共计13952字。本文以纽马克交际翻译理论为指导,结合对哈尔滨医科大学医学技术学院建设规划的汉译英翻译实践,分析了翻译过程中遇到的问题,并提出对应的解决策略,以实现对医学文本的准确翻译。在词汇层面,提出了医学英语中的四字格、两栖词汇、名词性结构的翻译策略,尽可能地传递原文蕴含的信息;在句子层面,分析了如何高效、准确地翻译被动结构、修饰语、长难句,在准确传达原文信息的同时,使译文更符合目的语读者的阅读习惯,力求目的语读者获取与源语相同或类似的反应。撰写该汉译英翻译实践报告是一次将纽马克交际翻译理论与医学文本翻译实践相结合的宝贵经历,通过此次汉译英翻译实践,较为深入全面地了解了与医学英语相关文本的特点,以及蕴含大量信息的词汇、句子的翻译方法,同时阐明了纽马克交际理论可以有效地辅助医学英语翻译,即以目的语读者能够理解和接受的方式翻译,重现原文的内容和上下文意义。希望本篇汉译英翻译实践报告在一定意义上为日后医学英语的翻译实践提供可供参考的内容。
二、INSTITUTE OF GEOMECHANICS——THE SUMMARY OF SCIENTIFIC RESEARCH WORK（论文开题报告）
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三、INSTITUTE OF GEOMECHANICS——THE SUMMARY OF SCIENTIFIC RESEARCH WORK（论文提纲范文）
（1）New innovations in pavement materials and engineering:A review on pavement engineering research 2021（论文提纲范文）
| 1. Introduction |
| (1) With the society development pavement engineering facing unprecedented opportunities and challenges |
| (2) With the modern education development pavement engineering facing unprecedented accumulation of scientific manpower and literature |
| 2. Asphalt binder performance and modeling |
| 2.1. Binder damage,healing and aging behaviors |
| 2.1.1. Binder healing characterization and performance |
| 2.1.1. 1. Characterizing approaches for binder healing behavior. |
| 2.1.1. 2. Various factors influencing binder healing performance. |
| 2.1.2. Asphalt aging:mechanism,evaluation and control strategy |
| 2.1.2. 1. Phenomena and mechanisms of asphalt aging. |
| 2.1.2. 2. Simulation methods of asphalt aging. |
| 2.1.2. 3. Characterizing approaches for asphalt aging behavior. |
| 2.1.2. 4. Anti-aging additives used for controlling asphalt aging. |
| 2.1.3. Damage in the characterization of binder cracking performance |
| 2.1.3. 1. Damage characterization based on rheological properties. |
| 2.1.3. 2. Damage characterization based on fracture properties. |
| 2.1.4. Summary and outlook |
| 2.2. Mechanism of asphalt modification |
| 2.2.1. Development of polymer modified asphalt |
| 2.2.1. 1. Strength formation of modified asphalt. |
| 2.2.1. 2. Modification mechanism by molecular dynamics simulation. |
| 2.2.1. 3. The relationship between microstructure and properties of asphalt. |
| 2.2.2. Application of the MD simulation |
| 2.2.2. 1. Molecular model of asphalt. |
| 2.2.2. 2. Molecular configuration of asphalt. |
| 2.2.2. 3. Self-healing behaviour. |
| 2.2.2. 4. Aging mechanism. |
| 2.2.2. 5. Adhesion mechanism. |
| 2.2.2. 6. Diffusion behaviour. |
| 2.2.3. Summary and outlook |
| 2.3. Modeling and application of crumb rubber modified asphalt |
| 2.3.1. Modeling and mechanism of rubberized asphalt |
| 2.3.1. 1. Rheology of bituminous binders. |
| 2.3.1. 2. Rheological property prediction of CRMA. |
| 2.3.2. Micromechanics-based modeling of rheological properties of CRMA |
| 2.3.2. 1. Composite system of CRMA based on homogenization theory. |
| 2.3.2. 2. Input parameters for micromechanical models of CRMA. |
| 2.3.2. 3. Analytical form of micromechanical models of CRMA. |
| 2.3.2. 4. Future recommendations for improving micro-mechanical prediction performance. |
| 2.3.3. Design and performance of rubberized asphalt |
| 2.3.3. 1. The interaction between rubber and asphalt fractions. |
| 2.3.3. 2. Engineering performance of rubberized asphalt. |
| 2.3.3. 3. Mixture design. |
| 2.3.3. 4. Warm mix rubberized asphalt. |
| 2.3.3. 5. Reclaiming potential of rubberized asphalt pavement. |
| 2.3.4. Economic and Environmental Effects |
| 2.3.5. Summary and outlook |
| 3. Mixture performance and modeling of pavement materials |
| 3.1. The low temperature performance and freeze-thaw damage of asphalt mixture |
| 3.1.1. Low temperature performance of asphalt mixture |
| 3.1.1. 1. Low temperature cracking mechanisms. |
| 3.1.1. 2. Experimental methods to evaluate the low temperature performance of asphalt binders. |
| 3.1.1. 3. Experimental methods to evaluate the low temperature performance of asphalt mixtures. |
| 3.1.1. 4. Low temperature behavior of asphalt materials. |
| 3.1.1.5.Effect factors of low temperature performance of asphalt mixture. |
| 3.1.1. 6. Improvement of low temperature performance of asphalt mixture. |
| 3.1.2. Freeze-thaw damage of asphalt mixtures |
| 3.1.2. 1. F-T damage mechanisms. |
| 3.1.2. 2. Evaluation method of F-T damage. |
| 3.1.2. 3. F-T damage behavior of asphalt mixture. |
| (1) Evolution of F-T damage of asphalt mixture |
| (2) F-T damage evolution model of asphalt mixture |
| (3) Distribution and development of asphalt mixture F-T damage |
| 3.1.2. 4. Effect factors of freeze thaw performance of asphalt mixture. |
| 3.1.2. 5. Improvement of freeze thaw resistance of asphalt mixture. |
| 3.1.3. Summary and outlook |
| 3.2. Long-life rigid pavement and concrete durability |
| 3.2.1. Long-life cement concrete pavement |
| 3.2.1. 1. Continuous reinforced concrete pavement. |
| 3.2.1. 2. Fiber reinforced concrete pavement. |
| 3.2.1. 3. Two-lift concrete pavement. |
| 3.2.2. Design,construction and performance of CRCP |
| 3.2.2. 1. CRCP distress and its mechanism. |
| 3.2.2. 2. The importance of crack pattern on CRCP performance. |
| 3.2.2. 3. Corrosion of longitudinal steel. |
| 3.2.2. 4. AC+CRCP composite pavement. |
| 3.2.2. 5. CRCP maintenance and rehabilitation. |
| 3.2.3. Durability of the cementitious materials in concrete pavement |
| 3.2.3. 1. Deterioration mechanism of sulfate attack and its in-fluence on concrete pavement. |
| 3.2.3. 2. Development of alkali-aggregate reaction in concrete pavement. |
| 3.2.3. 3. Influence of freeze-thaw cycles on concrete pavement. |
| 3.2.4. Summary and outlook |
| 3.3. Novel polymer pavement materials |
| 3.3.1. Designable PU material |
| 3.3.1. 1. PU binder. |
| 3.3.1.2.PU mixture. |
| 3.3.1. 3. Material genome design. |
| 3.3.2. Novel polymer bridge deck pavement material |
| 3.3.2. 1. Requirements for the bridge deck pavement material. |
| 3.3.2.2.Polyurethane bridge deck pavement material(PUBDPM). |
| 3.3.3. PU permeable pavement |
| 3.3.3. 1. Permeable pavement. |
| 3.3.3. 2. PU porous pavement materials. |
| 3.3.3. 3. Hydraulic properties of PU permeable pavement materials. |
| 3.3.3. 4. Mechanical properties of PU permeable pavement ma-terials. |
| 3.3.3. 5. Environmental advantages of PU permeable pavement materials. |
| 3.3.4. Polyurethane-based asphalt modifier |
| 3.3.4. 1. Chemical and genetic characteristics of bitumen and polyurethane-based modifier. |
| 3.3.4. 2. The performance and modification mechanism of polyurethane modified bitumen. |
| 3.3.4. 3. The performance of polyurethane modified asphalt mixture. |
| 3.3.4. 4. Environmental and economic assessment of poly-urethane modified asphalt. |
| 3.3.5. Summary and outlook |
| 3.4. Reinforcement materials for road base/subrgrade |
| 3.4.1. Flowable solidified fill |
| 3.4.1. 1. Material composition design. |
| 3.4.1. 2. Performance control. |
| 3.4.1. 3. Curing mechanism. |
| 3.4.1. 4. Construction applications. |
| 3.4.1.5.Environmental impact assessment. |
| 3.4.1. 6. Development prospects and challenges. |
| 3.4.2. Stabilization materials for problematic soil subgrades |
| 3.4.2.1.Stabilization materials for loess. |
| 3.4.2. 2. Stabilization materials for expansive soil. |
| 3.4.2. 3. Stabilization materials for saline soils. |
| 3.4.2. 4. Stabilization materials for soft soils. |
| 3.4.3. Geogrids in base course reinforcement |
| 3.4.3. 1. Assessment methods for evaluating geogrid reinforce-ment in flexible pavements. |
| (1) Reinforced granular material |
| (2) Reinforced granular base course |
| 3.4.3. 2. Summary. |
| 3.4.4. Summary and outlook |
| 4. Multi-scale mechanics |
| 4.1. Interface |
| 4.1.1. Multi-scale evaluation method of interfacial interaction between asphalt binder and mineral aggregate |
| 4.1.1. 1. Molecular dynamics simulation of asphalt adsorption behavior on mineral aggregate surface. |
| 4.1.1. 2. Experimental study on absorption behavior of asphalt on aggregate surface. |
| 4.1.1. 3. Research on evaluation method of interaction between asphalt and mineral powder. |
| (1) Rheological mechanical method |
| (2) Microscopic test |
| 4.1.1. 4. Study on evaluation method of interaction between asphalt and aggregate. |
| 4.1.2. Multi-scale numerical simulation method considering interface effect |
| 4.1.2. 1. Multi-scale effect of interface. |
| 4.1.2. 2. Study on performance of asphalt mixture based on micro nano scale testing technology. |
| 4.1.2. 3. Study on the interface between asphalt and aggregate based on molecular dynamics. |
| 4.1.2. 4. Study on performance of asphalt mixture based on meso-mechanics. |
| 4.1.2. 5. Mesoscopic numerical simulation test of asphalt mixture. |
| 4.1.3. Multi-scale investigation on interface deterioration |
| 4.1.4. Summary and outlook |
| 4.2. Multi-scales and numerical methods in pavement engineering |
| 4.2.1. Asphalt pavement multi-scale system |
| 4.2.1. 1. Multi-scale definitions from literatures. |
| 4.2.1. 2. A newly-proposed Asphalt Pavement Multi-scale System. |
| (1) Structure-scale |
| (2) Mixture-scale |
| (3) Material-scale |
| 4.2.1. 3. Research Ideas in the newly-proposed multi-scale sys- |
| 4.2.2. Multi-scale modeling methods |
| 4.2.2. 1. Density functional theory (DFT) calculations. |
| 4.2.2. 2. Molecular dynamics (MD) simulations. |
| 4.2.2. 3. Composite micromechanics methods. |
| 4.2.2. 4. Finite element method (FEM) simulations. |
| 4.2.2. 5. Discrete element method (DEM) simulations. |
| 4.2.3. Cross-scale modeling methods |
| 4.2.3. 1. Mechanism of cross-scale calculation. |
| 4.2.3. 2. Multi-scale FEM method. |
| 4.2.3. 3. FEM-DEM coupling method. |
| 4.2.3. 4. NMM family methods. |
| 4.2.4. Summary and outlook |
| 4.3. Pavement mechanics and analysis |
| 4.3.1. Constructive methods to pavement response analysis |
| 4.3.1. 1. Viscoelastic constructive models. |
| 4.3.1. 2. Anisotropy and its characterization. |
| 4.3.1. 3. Mathematical methods to asphalt pavement response. |
| 4.3.2. Finite element modeling for analyses of pavement mechanics |
| 4.3.2. 1. Geometrical dimension of the FE models. |
| 4.3.2. 2. Constitutive models of pavement materials. |
| 4.3.2. 3. Variability of material property along with different directions. |
| 4.3.2. 4. Loading patterns of FE models. |
| 4.3.2. 5. Interaction between adjacent pavement layers. |
| 4.3.3. Pavement mechanics test and parameter inversion |
| 4.3.3. 1. Nondestructive pavement modulus test. |
| 4.3.3. 2. Pavement structural parameters inversion method. |
| 4.3.4. Summary and outlook |
| 5. Green and sustainable pavement |
| 5.1. Functional pavement |
| 5.1.1. Energy harvesting function |
| 5.1.1. 1. Piezoelectric pavement. |
| 5.1.1. 2. Thermoelectric pavement. |
| 5.1.1. 3. Solar pavement. |
| 5.1.2. Pavement sensing function |
| 5.1.2. 1. Contact sensing device. |
| 5.1.2.2.Lidar based sensing technology. |
| 5.1.2. 3. Perception technology based on image/video stream. |
| 5.1.2. 4. Temperature sensing. |
| 5.1.2. 5. Traffic detection based on ontology perception. |
| 5.1.2. 6. Structural health monitoring based on ontology perception. |
| 5.1.3. Road adaptation and adjustment function |
| 5.1.3. 1. Radiation reflective pavement.Urban heat island effect refers to an increased temperature in urban areas compared to its surrounding rural areas (Fig.68). |
| 5.1.3. 2. Catalytical degradation of vehicle exhaust gases on pavement surface. |
| 5.1.3. 3. Self-healing pavement. |
| 5.1.4. Summary and outlook |
| 5.2. Renewable and sustainable pavement materials |
| 5.2.1. Reclaimed asphalt pavement |
| 5.2.1. 1. Hot recycled mixture technology. |
| 5.2.1. 2. Warm recycled mix asphalt technology. |
| 5.2.1. 3. Cold recycled mixture technology. |
| (1) Strength and performance of cold recycled mixture with asphalt emulsion |
| (2) Variability analysis of asphalt emulsion |
| (3) Future prospect of cold recycled mixture with asphalt emulsion |
| 5.2.2. Solid waste recycling in pavement |
| 5.2.2. 1. Construction and demolition waste. |
| (1) Recycled concrete aggregate |
| (2) Recycled mineral filler |
| 5.2.2. 2. Steel slag. |
| 5.2.2. 3. Waste tire rubber. |
| 5.2.3. Environment impact of pavement material |
| 5.2.3. 1. GHG emission and energy consumption of pavement material. |
| (1) Estimation of GHG emission and energy consumption |
| (2) Challenge and prospect of environment burden estimation |
| 5.2.3. 2. VOC emission of pavement material. |
| (1) Characterization and sources of VOC emission |
| (2) Health injury of VOC emission |
| (3) Inhibition of VOC emission |
| (4) Prospect of VOC emission study |
| 5.2.4. Summary and outlook |
| 6. Intelligent pavement |
| 6.1. Automated pavement defect detection using deep learning |
| 6.1.1. Automated data collection method |
| 6.1.1. 1. Digital camera. |
| 6.1.1.2.3D laser camera. |
| 6.1.1. 3. Structure from motion. |
| 6.1.2. Automated road surface distress detection |
| 6.1.2. 1. Image processing-based method. |
| 6.1.2. 2. Machine learning and deep learning-based methods. |
| 6.1.3. Pavement internal defect detection |
| 6.1.4. Summary and outlook |
| 6.2. Intelligent pavement construction and maintenance |
| 6.2.1. Intelligent pavement construction management |
| 6.2.1. 1. Standardized integration of BIM information resources. |
| 6.2.1. 2. Construction field capturing technologies. |
| 6.2.1. 3. Multi-source spatial data fusion. |
| 6.2.1. 4. Research on schedule management based on BIM. |
| 6.2.1. 5. Application of BIM information management system. |
| 6.2.2. Intelligent compaction technology for asphalt pavement |
| 6.2.2. 1. Weakened IntelliSense of ICT. |
| 6.2.2. 2. Poor adaptability of asphalt pavement compaction index. |
| (1) The construction process of asphalt pavement is affected by many complex factors |
| (2) Difficulty in model calculation caused by jumping vibration of vibrating drum |
| (3) There are challenges to the numerical stability and computational efficiency of the theoretical model |
| 6.2.2. 3. Insufficient research on asphalt mixture in vibratory rolling. |
| 6.2.3. Intelligent pavement maintenance decision-making |
| 6.2.3. 1. Basic functional framework. |
| 6.2.3. 2. Expert experience-based methods. |
| 6.2.3. 3. Priority-based methods. |
| 6.2.3. 4. Mathematical programming-based methods. |
| 6.2.3. 5. New-gen machine learning-based methods. |
| 6.2.4. Summary and outlook |
| (1) Pavement construction management |
| (2) Pavement compaction technology |
| (3) Pavement maintenance decision-making |
| 7. Conclusions |
| Conflict of interest |
（4）Assessing the Impact of Guanxi and LMX On Job Performance in Ghana: The Mediating Role of Employee Engagement（论文提纲范文）
| DEDICATION |
| ABSTRACT |
| ACKNOWLEDGEMENTS |
| LIST OF ABBREVIATIONS/ACRONYMS |
| CHAPTER 1 INTRODUCTION |
| 1.1 INTRODUCTION TO THE STUDY |
| 1.2 BACKGROUND TO THE STUDY |
| 1.3 PROBLEM STATEMENT |
| 1.4 DEFINITION OF KEY CONCEPTS |
| 1.4.1 Leader-Member Exchange |
| 1.4.2 Guanxi |
| 1.4.3 Employee Engagement |
| 1.4.4 Job Performance |
| 1.4.5 Power-Distance |
| 1.5 ORIGINALITY OF THE STUDIES |
| 1.6 GENERAL OBJECTIVE |
| 1.6.1 Specific Objectives |
| 1.7 SIGNIFICANCE OF THE STUDY |
| 1.8 OUTLINE OF THE DISSERTATION |
| 1.9 STRUCTURE OF THE STUDY |
| CHAPTER 2 THEORETICAL FOUNDATION AND LITERATURE REVIEW |
| 2.1 INTRODUCTION |
| 2.2 LEADERSHIP STYLE AND THEORIES |
| 2.2.1 Background of Lmx Theory |
| 2.2.2 Role Theory |
| 2.2.3 Social Exchange Theory |
| 2.3 EMPIRICAL LITERATURE REVIEW |
| 2.3.1 Explanation of LMX |
| 2.3.2 Development of the four dimensions of LMX |
| 2.3.3 Explanation of Guanxi |
| 2.3.4 Dimensions of Guanxi |
| 2.4 THE CONCEPT OF EMPLOYEE ENGAGEMENT |
| 2.4.1 Physical Engagement |
| 2.4.2 Cognitive Engagement |
| 2.4.3 Emotional Engagement |
| 2.4.4 Attributes of Employee Engagement |
| 2.4.5 Increasing interests in employee engagement |
| 2.5 CONCEPT OF JOB PERFORMANCE |
| 2.5.1 Explanation of Job Performance |
| 2.6 CULTURAL DIMENSIONS |
| 2.6.1 Power Distance |
| 2.6.2 The Connotation of High-Power Distance on Managers and their Employees |
| 2.6.3 The Connotation of Low-Power Distance on Managers and their Employees |
| 2.7 SUMMARY OF THE CHAPTER |
| CHAPTER 3 HYPOTHESIS DEVELOPMENT AND CONCEPTUAL FRAMEWORK |
| 3.1 GUANXI AND LMX |
| 3.1.1 Similarities and difference between LMX and Supervisor– subordinate guanxi |
| 3.2 LMX AND JOB PERFORMANCE |
| 3.3 SSG,ENGAGEMENT AND PERFORMANCE |
| 3.4 SSG ANG EMPLOYEE ENGAGEMENT |
| 3.4.1 SSG and employee attribute of vigor |
| 3.4.2 SSG and employee attributes of dedication |
| 3.4.3 SSG and Employee Attributes of Absorption |
| 3.5 LMX,EMPLOYEE ENGAGEMENT,AND PERFORMANCE |
| 3.6 EMPLOYEE ENGAGEMENT AND PERFORMANCE |
| 3.7 INFLUENCE OF POWER DISTANCE ON EMPLOYEE ENGAGEMENT AND PERFORMANCE |
| 3.8 SUMMARY OF THE HYPOTHESES |
| 3.9 CONCEPTUAL FRAMEWORK |
| 3.10 OVERVIEW OF GHANA |
| 3.10.1 China-Ghana Bilateral Relations |
| 3.10.2 Brief Overview of the Public and Private Sector of Ghana |
| CHAPTER 4 RESEARCH METHODOLOGY |
| 4.1 Theoretical Assumptions of the Study |
| 4.2 RESEARCH PHILOSOPHIES |
| 4.2.1 Research Ontology |
| 4.2.2 Research Epistemology |
| 4.2.3 Research Approach |
| 4.2.4 Research strategy |
| 4.3 Research Tool For Data Analysis |
| 4.3.1 PLS-SEM Model Assessment |
| 4.3.2 Types of Data |
| 4.4 DATA COLLECTION TOOL |
| 4.5 TARGET POPULATION AND SAMPLING PROCEDURE |
| 4.5.1 Target Population |
| 4.5.2 Sample Selection and Sampling Technique |
| 4.6 DATA COLLECTION PROCEDURE |
| 4.7 QUALITY OF THE RESEARCH |
| 4.8 RESEARCH ETHICS |
| CHAPTER 5 DATA ANALYSIS |
| 5.1 SUMMARY OF RESPONDENTS DEMOGRAPHIC VARIABLES |
| 5.2 COMMON METHOD BIAS |
| 5.3 EXPLORATORY FACTOR ANALYSIS(EFA) |
| 5.4 CONFIRMATORY FACTOR ANALYSIS(CFA) |
| 5.4.1 Robustness Checks |
| 5.4.2 Correlation Matrix/Multicollinearity Check |
| 5.4.3 Reliability and Validity of the Study |
| 5.4.4 Goodness of Fit(Go F) |
| 5.5 ASSESSMENT OF STRUCTURAL MODEL |
| 5.6 MEDIATION AND MODERATION EFFECTS |
| CHAPTER 6 DISCUSSION OF FINDINGS |
| 6.1 LMX IMPACTS JOB PERFORMANCE IN A SIGNIFICANTLY POSITIVE WAY |
| 6.2 SSG HAS A SIGNIFICANT POSITIVE IMPACT ON THE PERFORMANCE OF SUBORDINATE |
| 6.3 SSG IS POSITIVELY RELATED TO EMPLOYEE ENGAGEMENT |
| 6.4 LMX IS POSITIVELY RELATED TO EMPLOYEE ENGAGEMENT |
| 6.5 EMPLOYEE ENGAGEMENT WILL HAVE A POSITIVE EFFECT ON JOB PERFORMANCE |
| 6.6 EMPLOYEE ENGAGEMENT PLAYS A MEDIATING ROLE IN INCREASING JOB PERFORMANCE VIA THE EFFECTS OF SSG |
| 6.7 EMPLOYEE ENGAGEMENT PLAYS A MEDIATING ROLE IN INCREASING JOB PERFORMANCE VIA THE EFFECTS OF LMX |
| 6.8 HIGH POWER DISTANCE WILL MODERATE THE RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT AND JOB PERFORMANCE |
| CHAPTER 7 IMPLICATIONS,RECOMMENDATIONS,AND SUMMARY |
| 7.1 IMPLICATION OF THE STUDY |
| 7.1.1 Theoretical Implications |
| 7.1.2 Practical Implications |
| 7.2 LIMITATION AND RECOMMENDATION OF THE STUDY |
| 7.3 SUMMARY |
| REFERENCES |
| LIST OF PUBLICATIONS |
| BOOKS PUBLISHED |
| APPENDICES |
| Appendix A:Survey questionnaire |
| Appendix B:Letter of request to distribute questionnaire |
（5）翻译四步骤理论视角下High-Performance Bolting Technology for Offshore Oil and Natural Gas Operations（第2-3章）翻译实践报告（论文提纲范文）
| ACKNOWLEDGEMENTS |
| abstract |
| 摘要 |
| CHAPTERⅠINTRODUCTION |
| 1.1 Background and Significance |
| 1.2 Task Description |
| 1.3 Report Structure |
| CHAPTER Ⅱ LITERATURE REVIEW |
| 2.1 Domestic Research Status |
| 2.1.1 Research on petroleum science and technology text translation |
| 2.1.2 Research on the application of fourfold translation motion theory to petroleum science and technology text |
| 2.2 Overseas Research Status |
| CHAPTER Ⅲ TRANSLATION PROCESS |
| 3.1 Pre-Translation |
| 3.2 While-Translation |
| 3.3 Post-Translation |
| CHAPTER Ⅳ STUDY OF SOURCE TEXT AND THEORETICAL FOUNDATION |
| 4.1 Features of the Source Text |
| 4.1.1 Lexical features |
| 4.1.2 Syntactical features |
| 4.1.3 Textual features |
| 4.2 Theoretical Foundation |
| 4.2.1 Introduction to fourfold translation motion theory |
| 4.2.2 Significance of fourfold translation motion theory to petroleum science and technology text translation |
| CHAPTER Ⅴ CASE STUDY |
| 5.1 Translator’s Trust |
| 5.1.1 Trust of the source text value |
| 5.1.2 Trust of the translator’s competence to understand the text |
| 5.2 Translator’s Aggression and Incorporation |
| 5.2.1 Aggression and incorporation at lexical level |
| 5.2.2 Aggression and incorporation at syntactical level |
| 5.2.3 Aggression and incorporation at textual level |
| 5.3 Translator’s Compensation |
| 5.3.1 Compensation of information |
| 5.3.2 Compensation of form |
| CHAPTER Ⅵ CONCLUSION |
| 6.1 Findings |
| 6.2 Limitations and Suggestions |
| BIBLIOGRAPHY |
| APPENDIXⅠ:SOURCE TEXT |
| APPENDIXⅡ:TARGET TEXT |
（6）英语学术论文中元话语动词型式的变异研究 ——学科内与学科间视角（论文提纲范文）
| 摘要 |
| Abstract |
| Acknowledgements |
| Abbreviations |
| Chapter 1 Introduction |
| 1.1 Research background |
| 1.2 Purpose of the study |
| 1.3 Significance of the study |
| 1.4 Organization of the thesis |
| Chapter 2 Literature Review |
| 2.1 Definitions of metadiscourse |
| 2.2 Taxonomies of metadiscursive markers |
| 2.3 Exploration of resources with metadiscourse function |
| 2.3.1 Investigation on level of typical word class |
| 2.3.2 Investigation on pattern level |
| 2.3.3 Investigation on clause level |
| 2.4 Disciplinary investigation of metadiscourse |
| 2.5 Research gap |
| Chapter 3 The Definition and Identification of MVPs |
| 3.1 Specific instance of MVPs |
| 3.2 Grammatical form of MVPs |
| 3.3 Definition and features of MVPs |
| Chapter 4 Research Methodology |
| 4.1 The corpora |
| 4.2 Research tools |
| 4.2.1 BFSU PowerConc for corpus concordance |
| 4.2.2 R-Studio for data processing |
| 4.3 Retrieving method and functional labelling of MVPs |
| 4.4 Data analysis |
| 4.4.1 Log-Likelihood test for examining data difference |
| 4.4.2 Correspondence analysis for examining association of variables |
| Chapter 5 Intradisciplinary Variation of MVPs |
| 5.1 Major function of MVPs in MedDEAP |
| 5.1.1 MVPs as frame markers |
| 5.1.2 MVPs as endophoric markers |
| 5.1.3 MVPs as evidentials |
| 5.1.4 MVPs as attitude markers |
| 5.1.5 MVPs as engagement markers |
| 5.2 Intradisciplinary variation of MVPs |
| 5.2.1 Overall variation of MVPs |
| 5.2.2 Variation of MVPs as frame markers |
| 5.2.3 Variation of MVPs as endophoric markers |
| 5.2.4 Variation of MVPs as evidentials |
| 5.2.5 Variation of MVPs as attitude markers |
| 5.2.6 Variation of MVPs as engagement markers |
| 5.3 Associations between MVPs and the sub-disciplines |
| 5.3.1 Association between the categories of MVPs and sub-disciplines |
| 5.3.2 Association between the sub-categories of MVPs and sub-disciplines |
| 5.4 Evaluation on intradisciplinary investigation |
| 5.5 Summary |
| Chapter 6 Interdisciplinary Variation of MVPs |
| 6.1 Grammatic forms of MVPs across disciplines |
| 6.1.1 Grammatical forms of MVPs as transitions |
| 6.1.2 Grammatical forms of MVPs as frame markers |
| 6.1.3 Grammatical forms of MVPs as endophoric markers |
| 6.1.4 Grammatical forms of MVPs as evidentials |
| 6.1.5 Grammatical forms of MVPs as code glosses |
| 6.1.6 Grammatical forms of MVPs as attitude markers |
| 6.1.7 Grammatical forms of MVPs as engagement markers |
| 6.2 Distribution of MVPs in LitDEAP |
| 6.2.1 Interactive MVPs in LitDEAP |
| 6.2.2 Interactional MVPs in LitDEAP |
| 6.2.3 Characteristics of using MVPs in LitDEAP |
| 6.3 Distribution of MVPs in EduDEAP |
| 6.3.1 Interactive MVPs in EduDEAP |
| 6.3.2 Interactional MVPs in EduDEAP |
| 6.3.3 Characteristics of using MVPs in EduDEAP |
| 6.4 Distribution of MVPs in BioDEAP |
| 6.4.1 Interactive MVPs in BioDEAP |
| 6.4.2 Interactional MVPs in BioDEAP |
| 6.4.3 Characteristics of using MVPs in BioDEAP |
| 6.5 Distribution of MVPs in InfoDEAP |
| 6.5.1 Interactive MVPs in InfoDEAP |
| 6.5.2 Interactional MVPs in InfoDEAP |
| 6.5.3 Characteristics of using MVPs in InfoDEAP |
| 6.6 Interdisciplinary variation of MVPs |
| 6.6.1 Variation of MVPs in general |
| 6.6.2 Variation of MVPs as transitions |
| 6.6.3 Variation of MVPs as frame markers |
| 6.6.4 Variation of MVPs as endophoric markers |
| 6.6.5 Variation of MVPs as evidentials |
| 6.6.6 Variation of MVPs as code glosses |
| 6.6.7 Variation of MVPs as attitude markers |
| 6.6.8 Variation of MVPs as engagement markers |
| 6.7 Interdisciplinary associations of MVPs |
| 6.7.1 Association between the categories of MVPs and disciplines |
| 6.7.2 Association between the sub-categories of MVPs and disciplines |
| 6.8 Remarkable feature of interdisciplinary employment of MVPs |
| 6.9 Summary |
| Chapter 7 Discussions on MVPs and Disciplinary Boundary |
| 7.1 Evaluation of MVPs |
| 7.2 Contributing factors of employing MVPs |
| 7.2.1 Knowledge base |
| 7.2.2 Research method |
| 7.2.3 Mode of knowledge construction |
| 7.3 Disciplinary boundary |
| 7.4 Summary |
| Chapter 8 Conclusion |
| 8.1 Major findings |
| 8.2 Implications |
| 8.2.1 Theoretical implications |
| 8.2.2 Pedagogical implications |
| 8.3 Limitations and suggestions for future research |
| References |
| Appendices |
| Appendix 1 MVPs in MedDEAP |
| Appendix 2 MVPs in LitDEAP |
| Appendix 3 MVPs in EdUDEAP |
| Appendix 4 MVPs in BioDEAP |
| Appendix 5 MVPs in InfoDEAP |
（7）获取真实领导力与组织学习和创新对CPEC项目管理成功的中介效应（论文提纲范文）
| 摘要 |
| ABSTRACT |
| List of Abbreviations |
| Chapter 1 Commencement and Study Context |
| 1.1 Study Perspective and Introduction |
| 1.2 Background of the Study |
| 1.2.1 Project Management |
| 1.2.2 Contemporary studies of Project Management |
| 1.2.3 Project Success |
| 1.2.4 Authentic Leadership |
| 1.2.5 Organizational Innovation |
| 1.2.6 Organizational Learning |
| 1.3 Aim and Objectives |
| 1.4 Research Questions |
| 1.5 Significance of the Research |
| 1.6 Research Methodology |
| 1.7 Dissertation Layout |
| 1.8 Summary |
| Chapter 2 Targeted Study |
| 2.1 Introduction |
| 2.2 China Pakistan Economic Corridor (CPEC) |
| 2.3 Energy Power Projects |
| 2.3.1“Port Qasim Coal-Fired Power Plant” |
| 2.3.2 Hydropower Station (Suki Kinari) |
| 2.3.3“Coal Power Plant (Sahiwal)” |
| 2.3.4 Wind Farm Hydro China (Dawood) |
| 2.3.5 Coal Power Project Gwadar |
| 2.3.6 Quaid-E-Azam Power Project Bahawalpur (Solar Park) |
| 2.3.7“UEP Wind Farm”(Jhimpir, Thatta) |
| 2.3.8 Sachal Farm (Thatta) |
| 2.3.9 Hydropower Station (Karot) |
| 2.3.10 Three Gorges Third Wind Power Project |
| 2.3.11 Coal Power Plant (HUB) |
| 2.3.12 Kohala Hydel Project AJK |
| 2.3.13 Fuel Power Plant (Rahimyar Khan) |
| 2.3.14 Cacho Project Wind Energy |
| 2.3.15 Wind Power Project (Western Energy) |
| 2.4 Mining Projects |
| 2.4.1 (Thar) Engro Coal Field Block II Surface Mine |
| 2.4.2 Coal Field Surface Mine Thar II |
| 2.4.3 Mine Mouth Power Phase Coal Block-I &Sec (Ssrl Thar) |
| 2.4.4 Surface Mine & Mouth Oracle Plant Thar |
| 2.5 Project under Consideration |
| 2.6 Infrastructure Projects |
| 2.6.1“(Multan-Sukkur Section) Peshawar-Karachi Motorway” |
| 2.6.2 (Thakot -Havelian Section) KKH PHASE II |
| 2.6.3 Basima - Khuzdar Road |
| 2.6.4 D.I.Khan - Zhob Upgradation |
| 2.6.5 N35 KKH Thakot-Raikot |
| 2.6.6 Surab-Hoshab (N-85) |
| 2.6.7 Gwadar – Turbat – Hoshab (M-8) |
| 2.6.8 Zhob Quetta (N-50) |
| 2.6.9 D.I Khan (Yarik) –Zhob (N-50) |
| 2.6.10 D.I Khan Motorway Hakla |
| 2.6.11 Chitral to Chakdara, Link Road from Gilgit, Shandor |
| 2.6.12 Expansion and Reconstruction of ML1 |
| 2.7 Economic Zones |
| 2.7.1 Nowshera, Rashakai Economic Zone |
| 2.7.2 Special Economic Zone Dhabeji |
| 2.7.3 Development Free Zone |
| 2.8 Gwadar Projects |
| 2.8.1 Expressway (Gwadar East-Bay) |
| 2.8.2 International Airport (New Gwadar) |
| 2.8.3 Breakwaters Construction |
| 2.8.4 Berthing Areas & Channels Dredging |
| 2.8.5 Fresh Water Treatment Indispensable Facilities |
| 2.8.6 Pak-China Friendship Hospital |
| 2.8.7 Technical and Vocational Institution (Gwadar) |
| 2.8.8 Smart Master City Plan Gwadar |
| 2.8.9 Project Livelihood (Gwadar) |
| 2.9 Different Sector Projects |
| 2.9.1 Havelian Dry Port |
| 2.9.2 Optical Fiber (Cable Cross Border) |
| 2.9.3 Digital Terrestrial Multimedia Broadcast (DTMB) Project |
| 2.9.4 Early Warning System (EWS), Pakistan Meteorological Department |
| 2.9.5 Karachi Circular Railway |
| 2.9.6 Orange Line – Lahore |
| 2.9.7 Transfer of Knowledge in Different Sectors |
| 2.9.8 Transfer of Knowledge in the Education Sector |
| 2.9.9 HVDC Transmission Line Project, Matiari to Lahore |
| 2.10 Summary |
| Chapter 3 Literature Review |
| 3.1 Introduction |
| 3.2 China Pakistan Economic Corridor |
| 3.2.1 Pak-China Brotherhood |
| 3.2.2 China’s Dream |
| 3.2.3 Management of CPEC |
| 3.2.4 Structural Body |
| 3.2.5 Financial Assistance |
| 3.3 Project Management |
| 3.3.1 Ancient History of Project Management |
| 3.3.2 Project Management Four Period |
| 3.3.3 Post Project Management Fourth Eras |
| 3.3.4 Project Management Future |
| 3.3.5 The Current Project Management State |
| 3.3.6 Project Management Practice |
| 3.3.7 Project Management Objectives |
| 3.4 Project success |
| 3.4.1 Definition of Project |
| 3.4.2 Studies of Project Success Criteria |
| 3.4.3 Project Categorization |
| 3.4.4 Project Success and Different Stakeholders |
| 3.4.5 Project Manager Traits Related to Project Success |
| 3.4.6 Criteria to Measure Project Success |
| 3.4.7 Causatives of Project Success |
| 3.4.8 Belassi and Tukel’s Determined Critical Success Factors (CSPs) |
| 3.4.9 Critical Success Factors by Van der Merwe Hauptfleisch’s and Els |
| 3.4.10 Critical Success Factors by Ivanova’s and Alexandrova |
| 3.4.11 Critical Success Factors Nistor’s Belieu and Crisan |
| 3.5 Authentic Leadership |
| 3.5.1 What is Authentic? |
| 3.5.2 Defining Authenticity |
| 3.5.3 Ethics and Authentic Leadership |
| 3.5.4 Perception of Authentic Leadership Style |
| 3.5.5 Development of Authentic Leadership and Authentic Leaders |
| 3.5.6 Authentic Leadership Constituents |
| 3.5.7 Leadership Theories based AL differentiation |
| 3.5.8 Differentiating authentic and transformational leadership (TL) |
| 3.5.9 Charismatic Leadership Theories and Authentic Leadership |
| 3.5.10 Spiritual Leadership (SL), Servant Leadership and (AL) AuthenticLeadership |
| 3.6 Organizational Learning |
| 3.6.1 Experiential Theory of Learning |
| 3.6.2 Adaptive and Generative Theory of Learning |
| 3.6.3 Types of Organizational Learning |
| 3.6.4 Learning Dimensions by NEEF |
| 3.6.5 Organizational Learning and Organizational Innovation |
| 3.7 Organizational Innovation |
| 3.7.1 Previous Research Supports Innovation |
| 3.7.2 Conceptual Review |
| 3.7.3 Duality Management and Organizational Innovation |
| 3.7.4 Supported Theories to Organizational Innovation |
| 3.7.5 Ambidextrous Theory of Innovation |
| 3.7.6 Management Change and Self-Organization |
| 3.8 Summary |
| Chapter 4 Theoretical Framework |
| 4.1 Introduction |
| 4.2 The Significance of Planning a Research Design Framework |
| 4.3 Developing the Research Design Framework |
| 4.3.1 Theoretical Framework Significance |
| 4.3.2 Theoretical Framework of the Study |
| 4.3.3 Project Management |
| 4.3.4 Authentic Leadership |
| 4.3.5 Organizational Learning and Conceptual Framework |
| 4.3.6 Organizational Innovation |
| 4.3.7 Project Success (Ps) |
| 4.4 Philosophy and Research Assumptions |
| 4.4.1 Ontology |
| 4.4.2 Epistemology |
| 4.4.3 Linking Ontology, Epistemology and Methodology |
| 4.5 Development of Hypothesis |
| 4.5.1 Appraising the Authentic Leadership on OL |
| 4.5.2 Appraising the A.L. on Success of Project |
| 4.5.3 Appraising the Organizational Learning on Organization Innovation |
| 4.5.4 Appraisal of Organizational Innovation on Project Success |
| 4.5.5 Appraising the Organizational Learning on Project Success |
| 4.5.6 Appraising the Mediating Character of O.L. amid Authentic Leadership andCPEC Project Success |
| 4.5.7 Appraising the Connecting Function of O.I., O.L. and Project Success |
| 4.5.8 Appraising the Connecting Function of O.I. and O.L. amid AL and ProjectSuccess |
| 4.6 Summary |
| Chapter 5 Research Methodology |
| 5.1 Introduction |
| 5.2 Philosophy of Research |
| 5.2.1 Nature of Social Science and Related Assumptions |
| 5.2.2 Nature of Society in Assumptions |
| 5.2.3 Research Paradigms |
| 5.3 Research Approach |
| 5.4 Methodology of Research |
| 5.5 Research Strategy |
| 5.5.1 Survey Research: The Preferred Approach |
| 5.6 The Design of Research |
| 5.7 Sampling and Research Population |
| 5.8 Methods of Data Collection |
| 5.8.1 Questionnaire Development |
| 5.8.2 Design of Questionnaire |
| 5.8.3 Types of Questions |
| 5.8.4 Measurement Scales |
| 5.9 Test Pilot |
| 5.10 Main Questionnaire Survey |
| 5.10.1 Response Rate |
| 5.11 Semi-Structured Interviews |
| 5.12 Techniques of Data Analysis |
| 5.12.1 Structural Equation Modelling |
| 5.12.2 The Underlying Principle for Using AMOS |
| 5.12.3 Expending AMOS for Testing of Hypotheses |
| 5.12.4 Reliability analysis |
| 5.13 Ethical Considerations |
| 5.14 Summary |
| Chapter 6 Survey & Hypothesis Results |
| 6.1 Introduction |
| 6.2 Characteristics of Study Sample |
| 6.2.1 Characteristics of Surveyed Organizations |
| 6.3 Policies and Planning for Project Management |
| 6.3.1 Project Management Development |
| 6.3.2 Project Management vs. General Management |
| 6.3.3 Nature of Policies |
| 6.3.4 Responsibility for Developing Plans and Policies |
| 6.3.5 Expectation Level of Plan Implementation |
| 6.4 Implementation of Project Relating Innovation and Learning Programme |
| 6.4.1 Analysis Regarding Project Need |
| 6.4.2 Methods for Need Analysis |
| 6.4.3 Circumstances for Need in P.M.D |
| 6.4.4 Approaches to Innovation and Learning |
| 6.4.5 Methods Used for Development and Learning |
| 6.5 Summary of Quantitative Analysis |
| 6.6 Hypotheses Testing Introduction |
| 6.7 Descriptive Statistics |
| 6.8 Empirical Analysis |
| 6.9 Bivariate Analysis (Correlations) |
| 6.10 Multiple Regression Analysis |
| 6.11 Data Screening |
| 6.11.1 Missing Data |
| 6.11.2 Outliers Detection |
| 6.11.3 Multi-collinearity |
| 6.12 Data Exploration |
| 6.12.1 Communality Scores |
| 6.13 Confirmatory Factor Analysis (C.F.A.) |
| 6.13.1 Authentic Leadership |
| 6.13.2 Organizational Innovation |
| 6.13.3 Organizational Learning |
| 6.13.4 Project Success |
| 6.13.5 Measurement Model |
| 6.14 SEM (Structural Equation Modeling) |
| 6.14.1 Indirect Effects |
| 6.15 Testing of Hypotheses |
| 6.15.1 AL and OL |
| 6.15.2 AL and PMS |
| 6.15.3 OL and OI |
| 6.15.4 OI and PMS |
| 6.15.5 OL and PMS |
| 6.16 Summary |
| Chapter 7 Qualitative Findings |
| 7.1 Introduction |
| 7.2 Semi-structured Interviews |
| 7.3 Background Information |
| 7.4 Usage of Project Management Practices |
| 7.5 Feature Influencing the Project Management |
| 7.6 Apparent Advantages of PMP |
| 7.7 Complications in Assessing AL, OI, OL and Project Success |
| 7.8 Summary |
| Chapter 8 Discussion, Contribution and Recommendation |
| 8.1 Introduction |
| 8.2 Leading Research Outcomes |
| 8.3 Research Question and Hypothesis Testing Assessment |
| 8.3.1 Impact of Authentic Leadership on Organizational Learning |
| 8.3.2 Impact of Authentic Leadership on CPEC Project Success |
| 8.3.3 Impact of Organizational Learning on Organization Innovation |
| 8.3.4 Impact of Organizational Innovation on CPEC Project Success |
| 8.3.5 Impact of Organizational Learning on CPEC Project Success |
| 8.3.6 Mediating Role of Organizational Learning between Authentic Leadershipand CPEC Project Success |
| 8.3.7 Mediating Role of Organizational Innovation between Organization Learningand CPEC Project Success |
| 8.3.8 Mediating Role of Organizational Innovation and Organizational Learningbetween Authentic Leadership and CPEC Project Success |
| 8.4 Authentic Leadership and Project Success |
| 8.5 Authentic Leadership and Organizational Learning |
| 8.6 Organizational Learning and Organizational Innovation |
| 8.7 Organizational learning and Project Success |
| 8.8 Organizational Innovation and Project Success |
| 8.9 Summary |
| Chapter 9 Final Conclusion |
| 9.1 Introduction |
| 9.2 Summarized Version of Research Outcomes |
| 9.3 Research Contribution |
| 9.4 Implementations of the Study |
| 9.4.1 Theoretical, Methodological and Contextual Implications |
| 9.4.2 Validation of the Discussed Variables |
| 9.4.3 Managerial Level Policy Implications |
| 9.4.4 Government Level Policy Implications |
| 9.5 Limitations of the Study |
| 9.6 Future Directions and Recommendations |
| 9.7 Epilogue |
| Reference |
| Appendix |
| Acknowledgement |
| Dedication |
（8）中国理工科博士生英语学习动机中的吸引子状态研究（论文提纲范文）
| 摘要 |
| Abstract |
| Chapter One Introduction |
| 1.1 Research Background |
| 1.2 Research Purposes |
| 1.3 Research Significance |
| 1.3.1 Theoretical Significance |
| 1.3.2 Practical Significance |
| 1.4 Thesis Framework |
| Chapter Two Literature Review |
| 2.1 Second Language Learning Motivation |
| 2.1.1 Relevant Definitions of Motivation |
| 2.1.1.1 Definition of Motivation |
| 2.1.1.2 Definition of Learning Motivation |
| 2.1.1.3 Definition of Second Language Learning Motivation |
| 2.1.2 Classifications of Second Language Learning Motivation |
| 2.1.3 Review on Second Language Learning Motivation |
| 2.1.3.1 Review on Second Language Learning Motivation Abroad |
| 2.1.3.2 Review on Second Language Learning Motivation in China |
| 2.2 Attractor |
| 2.2.1 Relevant Definitions of Attractor |
| 2.2.1.1 Definition of Attractor |
| 2.2.1.2 Definition of Attractor State |
| 2.2.1.3 Definition of Attractor Basin |
| 2.2.2 Review on Attractor in China and Abroad |
| 2.3 Summary |
| Chapter Three Theoretical Basis |
| 3.1 Dynamic Systems Theory |
| 3.1.1 The Core Features of Dynamic Systems Theory |
| 3.2 Maslow’s Hierarchy of Needs Theory |
| 3.3 Summary |
| Chapter Four Research Design and Process |
| 4.1 Research Questions |
| 4.2 Research Subjects |
| 4.3 Research Methods and Instruments |
| 4.3.1 Research Methods |
| 4.3.2 Research Instruments |
| 4.4 Research Process |
| 4.5 Summary |
| Chapter Five Data Analysis and Discussion |
| 5.1 Analysis of Experiment Results |
| 5.1.1 The Overall English Learning Motivation Development Trend |
| 5.1.2 Differences in Individual English Learning Motivation Development Trajectory |
| 5.2 Discussion of Experiment Results |
| 5.2.1 The Main Attractors in English Learning Motivation Development Process |
| 5.2.1.1 The Main Attractors in the Overall English Learning Motivation Development Process |
| 5.2.1.2 The Main Attractors in the Individual English Learning Motivation Development Process |
| 5.2.2 The Cause of the Attractor Basin and the Role of Environmental Factors |
| 5.2.2.1 The Cause of the Attractor Basin in the Overall Motivation Development Trajectory and the Role of Environmental Factors |
| 5.2.2.2 The Cause of the Attractor Basin in the Individual Motivation Development Trajectory and the Role of Environmental Factors |
| 5.2.3 The Development Dynamics of Attractor State Operation Trajectory |
| 5.3 Summary |
| Conclusions |
| 1.Research Findings |
| 2.Research Implications |
| 2.1 Implications for Learning |
| 2.2 Implications for Teaching |
| 3.Limitations and Prospects for the Research |
| 3.1 Limitations of the Research |
| 3.2 Prospects of the Research |
| References |
| Appendix |
| AppendixⅠSemi-structured Interview Outline |
| AppendixⅡ Research Subject Background Information Sheet |
| Appendix Ⅲ Interviews and Reflective Journals Schedule |
| Appendix Ⅳ English Learning Motivation Development Trajectory Chart(Motometor) |
| Appendix Ⅴ |
| Subject A's Node Code Detail(Part 1) |
| Subject A's Node Code Detail(Part2) |
| Subject B's Node Code Detail(Part 1) |
| Subject B's Node Code Detail(Part2) |
| Subject C's Node Code Detail(Part 1) |
| Subject C's Node Code Detail(Part2) |
| Subject D's Node Code Detail(Part 1) |
| Subject D's Node Code Detail(Part2) |
| Appendix Ⅵ Interviews(Selected) |
| Appendix Ⅶ Reflective Journals( Selected) |
| 攻读硕士学位期间所发表的论文 |
| Acknowledgements |
（9）制度环境对学习组织文化的影响机理研究 ——巴基斯坦高等教育机构的视角（论文提纲范文）
| ABSTRACT |
| ACKNOWLEDGEMENTS |
| LIST OF ACRONYMS |
| Chapter 1 Introduction |
| 1.1 Background of the Study |
| 1.2 Problems Statements of the Study |
| 1.3 Objectives of the Study |
| 1.4 Research Questions |
| 1.5 The significance of the Study |
| 1.6 Definitions of the Terminologies |
| 1.6.1 Institutional Theory |
| 1.6.2 Institutional Environments |
| 1.6.3 Normative Environment |
| 1.6.4 Mimetic Environment |
| 1.6.5 Coercive Environment |
| 1.6.6 Learning organization Culture |
| 1.6.7 Absorptive capacity |
| 1.6.8 Higher Education Institutions |
| 1.7 Structure of the Dissertation |
| 1.8 Technological Process of the Study |
| 1.9 Chapter Summary |
| Chapter 2 Literature Review |
| 2.1 Learning Organization culture |
| Learning Organization Culture Dimensions |
| 2.2 Institutional Theory |
| 2.3 Institutional Environments |
| 2.3.1 Coercive Environment |
| 2.3.2 Normative Environment |
| 2.3.3 Mimetic Environment |
| 2.3.4 Institutional Environments(Normative,Mimetic,Normative)and Learning Organization Culture |
| 2.3.5 Absorptive Capacity Capability |
| 2.3.6 Institutional Environments and Absorptive Capacity |
| 2.3.7 Role of a mediator of Absorptive capacity between institutional environments and learning organization culture |
| 2.4 Chapter Summary |
| Chapter 3 Higher Education Commission of Pakistan:An Overview |
| 3.1 Introduction |
| 3.2 Major Shift in Higher education in Pakistan |
| 3.3 Problem Related to Higher Education Commission of Pakistan |
| 3.4 Importance of Higher education in Pakistan |
| 3.5 Chapter Summary |
| Chapter 4 Research Methodology |
| 4.1 Introduction |
| 4.2 Research Design |
| 4.2.1 Exploratory Research Design |
| 4.2.2 Descriptive Research Design |
| 4.2.3 Research Philosophy |
| 4.2.4 Research approach |
| 4.2.5 Research choice or choice in Methodology |
| 4.2.6 Research Strategy |
| 4.2.7 Time Horizon |
| 4.2.8 Data collection and Analysis |
| 4.2.9 Pilot Study |
| 4.2.10 Data Collection |
| 4.2.11 Measures |
| 4.2.12 Demographic Information |
| 4.2.13 Ethical Consideration |
| 4.2.14 Data Processing |
| 4.2.15 Reliability and Validity of the Data |
| 4.2.16 Statistical Assumptions Checks |
| 4.2.17 Data Analysis |
| 4.2.18 Selected Model |
| 4.2.19 Analysis of the Data |
| 4.2.20 Assessing Normality |
| 4.2.21 Analytical Procedure |
| 4.2.22 Validity of the Scale |
| 4.2.23 Chapter Summary |
| Chapter 5 Results and Findings |
| 5.1 Demographic Analysis |
| 5.1.1 Gender |
| 5.1.2 Age |
| 5.1.3 Martial Status |
| 5.1.4 Education Level |
| 5.1.5 Designation |
| 5.1.6 Work Experience |
| 5.2 Reliability of the Scale |
| 5.2.1 Internal Consistency |
| 5.2.2 Correlation among variables items |
| 5.3 Descriptive Statistics |
| 5.4 Regression Analysis |
| 5.5 Hypotheses Testing |
| 5.5.1 Impact of the normative Environment on learning organization Culture |
| 5.5.2 Impact of the mimetic Environment on learning organization Culture |
| 5.5.3 Impact of the Coercive Environment on learning organization Culture |
| 5.5.4 Impact of Normative environment on absorptive capacity |
| 5.5.5 Impact of Mimetic Environment on Absorptive Capacity |
| 5.5.6 Impact of Coercive Environment on Absorptive Capacity |
| 5.5.7 Impact of the Absorptive Capacity on learning organization Culture |
| 5.6 Mediation Analysis |
| 5.6.1 Mediating Effect of Absorptive Capacity between Normative Environments and Learning organization Culture |
| 5.6.2 The relationship between the mimetic environment and learning organization Culture mediates by absorptive capacity |
| 5.6.3 Absorptive capacity mediates the relationship between coercive environment and Learning organization culture |
| 5.7 Chapter Summary |
| Chapter 6 Discussion,Conclusions,and Implications |
| 6.1 Discussion |
| 6.2 Practical Implications |
| 6.3 Innovation of the Study |
| 6.4 Conclusion |
| 6.5 Limitations and Future Directions |
| List of the Papers Published and Submitted |
| Conferences Attended |
| References |
| ANNEXURE A Study Questionnaire |
| ANNEXURE B Thesis Summary (论文简述) |
（10）纽马克翻译理论指导下的翻译实践报告 ——以“哈医大医学技术学院规划建设草案”为例（论文提纲范文）
| 摘要 |
| Abstract |
| Chapter 1 Task Description |
| 1.1 Brief Introduction of the Client |
| 1.2 The Client’s Requirements |
| Chapter 2 Description of the Translation Process |
| 2.1 Preparation before Translation |
| 2.1.1 Analysis of Text Features |
| 2.1.2 Preparation for the Parallel Texts |
| 2.1.3 Research on Communication Translation Theory |
| 2.2 The Process of Translation |
| 2.2.1 Arrangement of the Translation Process |
| 2.2.2 Contingency Plan for Translation Process |
| 2.3 Matters after Translation |
| 2.3.1 Translation Review |
| 2.3.2 Self-proofreading |
| 2.3.3 Translation Quality Feedback |
| Chapter 3 Case Analysis |
| 3.1 Vocabulary Translating Strategies |
| 3.1.1 Four-character Structures and Idioms |
| 3.1.2 Amphibious Words |
| 3.1.3 Nominal Structures |
| 3.2 Sentence-level Processing |
| 3.2.1 Passive Conversion |
| 3.2.2 Modifier |
| 3.2.3 Complex Sentences |
| 3.3 Summary |
| Chapter 4 Conclusion |
| 4.1 Qualities and Abilities in Translation Practice |
| 4.2 The Significance of Cross-disciplinary Knowledge |
| 4.3 Gains and Deficiencies |
| Bibliography |
| Appendix |
| Appendix Ⅰ Source Text and Target Text |
| Appendix Ⅱ Glossary |
| Acknowledgement |
四、INSTITUTE OF GEOMECHANICS——THE SUMMARY OF SCIENTIFIC RESEARCH WORK（论文参考文献）
- [1]New innovations in pavement materials and engineering:A review on pavement engineering research 2021[J]. JTTE Editorial Office,Jiaqi Chen,Hancheng Dan,Yongjie Ding,Yangming Gao,Meng Guo,Shuaicheng Guo,Bingye Han,Bin Hong,Yue Hou,Chichun Hu,Jing Hu,Ju Huyan,Jiwang Jiang,Wei Jiang,Cheng Li,Pengfei Liu,Yu Liu,Zhuangzhuang Liu,Guoyang Lu,Jian Ouyang,Xin Qu,Dongya Ren,Chao Wang,Chaohui Wang,Dawei Wang,Di Wang,Hainian Wang,Haopeng Wang,Yue Xiao,Chao Xing,Huining Xu,Yu Yan,Xu Yang,Lingyun You,Zhanping You,Bin Yu,Huayang Yu,Huanan Yu,Henglong Zhang,Jizhe Zhang,Changhong Zhou,Changjun Zhou,Xingyi Zhu. Journal of Traffic and Transportation Engineering（English Edition）, 2021
- [2]苏联的援助与兰州回旋加速器建设（英文）[J]. 苏熹,田淼. Chinese Annals of History of Science and Technology, 2021(02)
- [3]成果转化过程中绩效考核指标体系的构建 ——以T新型研发机构为例[D]. 谭成鑫. 广东外语外贸大学, 2021
- [4]Assessing the Impact of Guanxi and LMX On Job Performance in Ghana: The Mediating Role of Employee Engagement[D]. AMEYAW MOSES AGYEMANG. 浙江工商大学, 2021(11)
- [5]翻译四步骤理论视角下High-Performance Bolting Technology for Offshore Oil and Natural Gas Operations（第2-3章）翻译实践报告[D]. 解珂. 西安石油大学, 2021(12)
- [6]英语学术论文中元话语动词型式的变异研究 ——学科内与学科间视角[D]. 陈松云. 北京外国语大学, 2021(09)
- [7]获取真实领导力与组织学习和创新对CPEC项目管理成功的中介效应[D]. Ahsan Nawaz. 河北大学, 2021(11)
- [8]中国理工科博士生英语学习动机中的吸引子状态研究[D]. 王凤飞. 哈尔滨师范大学, 2021(08)
- [9]制度环境对学习组织文化的影响机理研究 ——巴基斯坦高等教育机构的视角[D]. Ahmad Waqar. 昆明理工大学, 2021(12)
- [10]纽马克翻译理论指导下的翻译实践报告 ——以“哈医大医学技术学院规划建设草案”为例[D]. 刘璐瑶. 哈尔滨师范大学, 2021(09)