基于前期工作——可信可控网络体系结构TCNA(trustworthy and controllable network architecture),提出了一种QoS资源控制模型(resource control model for QoS,简称RCMQ).该模型从网络可控角度将QoS控制分为4层:QoS决策层面、QoS观测...基于前期工作——可信可控网络体系结构TCNA(trustworthy and controllable network architecture),提出了一种QoS资源控制模型(resource control model for QoS,简称RCMQ).该模型从网络可控角度将QoS控制分为4层:QoS决策层面、QoS观测层面、QoS接口层面和QoS资源层面,模型部署包括独立集中的域内控制和一致性分布式控制.RCMQ模型闭环控制结构保证了QoS控制的有效性,而独立集中的QoS决策层面使得模型具有可扩展性.最后,通过仿真实验验证了RCMQ资源控制模型与InterServ模型相比,能够提供更为稳定的QoS传输,并且极大地减少了QoS状态维护,同时也从侧面说明可信可控网络体系比传统TCP/IP网络具有更高的可控性.展开更多
Drawing upon the conservation of resources theory （Hobfoll, Am Psychol 44：513- 524, 1989）, social exchange theory （Blau, Exchange and power in social life, 1964） and the job demand-control model （Karasek, Adm Sc...Drawing upon the conservation of resources theory （Hobfoll, Am Psychol 44：513- 524, 1989）, social exchange theory （Blau, Exchange and power in social life, 1964） and the job demand-control model （Karasek, Adm Sci Q 24：285-308, 1979）, this study uncovers the theoretical mechanism that explains the relationship between work- family conflict and organizational citizenship behavior （OCB）. First, this study focuses on how employee job satisfaction mediates the relationship. Then, we investigate the moderating role of decision authority in, the mediated relationsip. We employ three-wave data collected from 324 employees in 102 teams to test our hypotheses. Aesults of hierarchical linear modeling （HLM） first shows that job satisfaction mediates the relationship between work interference with family （WIF） and OCB. In addition, employees＇ decision authority moderates the direct effect of WlF on OCB. Specifically, the negative relationship between WlF and OCB is stronger when employees＇ decision authority is high. Moreover, decision authority moderates the indirect effect of WIF on OCB via job satisfaction. Specifically, the negative relationship between WlE and job satisfaction is weaker when employees＇ decision authority is high. The results suggest that organizations should give employees enough decision authority over their work, as a high level of decision authority may act as a double-edged sword regarding critical organizational outcomes.展开更多
文摘基于前期工作——可信可控网络体系结构TCNA(trustworthy and controllable network architecture),提出了一种QoS资源控制模型(resource control model for QoS,简称RCMQ).该模型从网络可控角度将QoS控制分为4层:QoS决策层面、QoS观测层面、QoS接口层面和QoS资源层面,模型部署包括独立集中的域内控制和一致性分布式控制.RCMQ模型闭环控制结构保证了QoS控制的有效性,而独立集中的QoS决策层面使得模型具有可扩展性.最后,通过仿真实验验证了RCMQ资源控制模型与InterServ模型相比,能够提供更为稳定的QoS传输,并且极大地减少了QoS状态维护,同时也从侧面说明可信可控网络体系比传统TCP/IP网络具有更高的可控性.
基金This article was funded by National Natural Science Foundation of China （Nos. 71101148 and 71702184）.
文摘Drawing upon the conservation of resources theory （Hobfoll, Am Psychol 44：513- 524, 1989）, social exchange theory （Blau, Exchange and power in social life, 1964） and the job demand-control model （Karasek, Adm Sci Q 24：285-308, 1979）, this study uncovers the theoretical mechanism that explains the relationship between work- family conflict and organizational citizenship behavior （OCB）. First, this study focuses on how employee job satisfaction mediates the relationship. Then, we investigate the moderating role of decision authority in, the mediated relationsip. We employ three-wave data collected from 324 employees in 102 teams to test our hypotheses. Aesults of hierarchical linear modeling （HLM） first shows that job satisfaction mediates the relationship between work interference with family （WIF） and OCB. In addition, employees＇ decision authority moderates the direct effect of WlF on OCB. Specifically, the negative relationship between WlF and OCB is stronger when employees＇ decision authority is high. Moreover, decision authority moderates the indirect effect of WIF on OCB via job satisfaction. Specifically, the negative relationship between WlE and job satisfaction is weaker when employees＇ decision authority is high. The results suggest that organizations should give employees enough decision authority over their work, as a high level of decision authority may act as a double-edged sword regarding critical organizational outcomes.
