Suchergebnisse

This book adopts the rationalist research path to bring forward an innovative theory of foreign policy, and the central question is: How can we define the overall national interests of great powers appropriately and thus help states make consistent and rational grand strategies? The answer can't be found among existing Foreign Policy Analysis and other theoretical research. In this book, Positional Realism is proposed as a new theory to define the overall national interests from the power position and order position perspectives and specify the four kinds of positional interests of hegemonic states, contending states, potential contending states, and non-contending states. Different great powers have different positional power and order objectives. Based on these positional interests, Positional Realism brings different foreign policy hypotheses and suggestions. The book also examines the six great powers in the nineteenth century to verify these hypotheses and finds that Positional Realism can not only convincingly explain the success or failure of their acts, but also give useful and important directions for strategy making of great powers.

When employees believe that their interests are protected, they, in return, demonstrate positive behavior. In this research we sought to provide empirical evidence concerning the effect of commitment-based human resource practices on job embeddedness, with perceived organizational support
acting as a mediator. Applying social exchange theory, we analyzed data obtained from a survey conducted with 700 professionals and skilled workers in the information technology industry in Pakistan. We found that commitment-based human resource practices significantly predicted job embeddedness.
Moreover, the relationship between these two factors was mediated by employees' perceived organizational support. Careful consideration of a firmâ–™s managerial capabilities is needed for successful promotion of job embeddedness among employees. This research has identified
how commitment-based human resource practices impact employee outcomes and provides a more comprehensive understanding of the complex ways in which employees respond to organizational practices.

AbstractRecent studies have linked ambient air pollution to depression. Anhedonia is a core symptom of depression which severely impacts on prognosis. The present study aims to investigate the association of PM2.5 and PM10 exposure with anhedonia in depressed patients. A total of 538 patients with depression who were hospitalized at the Fourth People's Hospital of Hefei between June 2017 and December 2021 were included. We estimated ambient particulate matters exposure, including PM2.5 and PM10, using a satellite-based spatiotemporal model at a resolution of 1 km2. The revised Physical Anhedonia Scale (RPAS) and the revised Social Anhedonia Scale (RSAS) were evaluated. The association of ambient particulate matters and anhedonia was examined using multiple linear regression models, adjusted for potential confounders. We observed that exposure to PM2.5 were significantly associated with increased RSAS score and RPAS score, with the major effect in the 12-month exposure window (β = 1.238; 95%CI, 0.353, 2.123) and 18-month exposure window (β = 1.888; 95%CI, 0.699, 3.078), respectively. Meanwhile, PM10 levels were also significantly associated with increased RSAS score and RPAS score, with the major effect in the 18-month exposure window (β = 1.220; 95%CI, 0.439, 2) and 3-month exposure window (β = 1.602; 95%CI, 0.062, 3.143), respectively. Subgroup analysis showed that both PM2.5 and PM10 were significantly associated with anhedonia in females, patients < 40 years old, low family income group, and those who had a higher educational level. Our study suggests that long-term PM2.5 and PM10 exposure are associated with more severe anhedonia in patients with depression. These associations were different in subgroup by age, gender, family income, and educational level.