12.6换库；看来我是注定要换库的时候考了~

小win最后一战

小Win，看起来回忆的还不错啊，这次拼实力还是有进步吧？

-- by 会员 juvenren (2012/12/6 21:29:52)

比以前好一点点~但是还是木有上7。。。。

murongcanyun

谢谢楼主放狗，跪求IR狗狗~~~
有没有想到的或者有印象的可以随时发站内消息给我，谢谢！！！！

-- by 会员 晨依Jacqueline (2012/12/6 22:43:28)

IR我的第一个题，做了10分钟~~
大意是某公司的structure和工资标准（A-Elevel）
       president
          A level
      vice president
           B level
四部门的director （Clevel)
*****不记得是什么职位了（D level）
      worker（Elevel）


就是从上到下的领导关系，树形图（即四个部门主管对vicepresident负责，每个部门又有如干d level的东东，每个东东下面有e level的worker）第二个表示每个level的工资水平。
文字是3个proposal。因为要新成立一个outreach dpt，所以公司人事结构要变动；3proposal就是3个变动方案。问题有两个问题出在第三proposal，一个出在1proposal~ 一个是单选，两个是yes/no~

-- by 会员 小win最后一战 (2012/12/7 0:07:46)

和我考到的一样。。。不过我这题是在后面了。。。就随便选的

zxfjacob

LZ，麻烦看看这个阅读考古吖~~~

RC-1: 员工跳槽的因素 （基本搞到原文），多谢几位朋友，executive，Mayanist！）Completeness > 90%

【版本1】关于员工跳槽的文章（3大段，超长），解释人们为什么跳槽，先提出解释embeddedness的3个因素，然后有个S还有一个B,(人名的确是S和B！，让我印象特别深刻)提出解释embeddedness的另外2个因素，文章不难,至少没有生词。应该是先提出3个老因素，然后再2个新因素。
问题(1)主题题 (2)inorder to 题(3)except细节。
【版本2】还有的就是那个员工跳槽的那个，第一段是三个理论，第二段是附加另外两个理论，不过说真，并不是很长。
【版本3】03/14第1篇考到了JJ那篇员工跳槽原因，同版本1
有益补充1：关键词：embeddedness in people turnover of job
【版本4V38,73】03/17 员工embeddedness那篇 机经上很详细了 但是题目好像全都不同，这篇挺绕的，我做得也不确定，记不太清怕误导大家
【版本5 76】03/20 有一下JJ:员工跳槽:好像与JJ不完全一样(也可能是自己没有好好看JJ:
关键字:embeddedness
两段1:先让步,一般认为:satisfactory(员工满意度)还有一个什么因素是员工离职与否的决定因素.然后,转折说embeddedness是另一个决定因素,然后就列举了embeddedness的三个因素(如八神JJ描述的三个因素).
P2:转折,但是embeddedness不仅能够促进员工留住,而且也有可能促进员工离职.然后是列举了两种情况:1)connection使得员工有更多机会去了解新的工作机会,从而离职;2)embeddedness可能会使得员工在公司和家庭之间产生矛盾.
【版本665】03/20 Jobembeddness JJ已经很全了
有益补充2（感谢Mgg~~）：RC1 这个补充里面虽然没有B理论，但是S理论已经有了。大家可以看看，增加一下背景知识。
最新补充：03/14 考到这篇的executive对本补充的评价：“太像了，好多句子都一样，原文没有这么长。” （感谢两位）
（括号内为八神妄语，job embeddedness:  工作嵌入度；job satisfaction：工作满意度；voluntary turnover: 主动跳槽，其实八神认为，“跳槽”两字足够主动了……communityattachment：“向心力”，归属感。）
Accordingto Mitchell et al. (2001), jobembeddedness represents a broad cluster of ideas that influence anemployee's choice to remain in a job, operating like a net or a web in which anindividual becomes enmeshed. A person who is highly embedded has manyconnections within a perceptual life space (Lewin, 1951). Moreover, a personcan become enmeshed or embedded in a variety of ways (both on and off the job).The critical aspectsof job embeddedness are theextent to which the job is similar to or fitswith the other aspects in their life space, the extent to which the person has linksto other people or activities, and the ease with which links can be broken--what they would giveup if they left. These dimensions are called fit,links and sacrifice. Less concerned with the influence of anyone specific connection, job embeddedness focuses on the overalllevel of connectedness (Mitchell et al., 2001).
（介绍工作嵌入度的三个方面：fit （适合）, links（联系） and sacrifice（损失）
According to the theory of job embeddedness (Mitchell, Holtom and Lee, 2001),an employee's personal values, career goals and plans for the future mustfit with the larger corporate culture and the demands of his or herimmediate job (e.g., job knowledge, skills and abilities). In addition, aperson will consider how well he or she fits the community and surroundingenvironment. Job embeddedness assumes that the better thefit, the higher the likelihood that an employee will feel professionally andpersonally tied to the organization.
（讲第一方面----fit（适合），员工的个人价值，职业目标和未来计划必须与公司文化以及他/她个人的工作相一致，也就是fit。员工自己也会考虑自己是否fit其所属团体与环境。越fit，员工越有归属感，越不会跳槽。）
Job embeddedness theory suggests that a number of threads linkan employee and his or her family in a social, psychological, and financial webthat includes work and non-work friends, groups, the community, and thephysical environment where they are located. The greaterthe number of links between the person and the web, themore likely an employee will stay in a job(Mitchell et al., 2001).
（讲第二方面----Link（联系）。与方方面面联系越紧密，员工越愿意留在公司。）（注意这段的小列举）
The concept of sacrifice represents the perceived cost of materialor psychological benefits that are forfeitedby organizational departure. For example, leaving an organization may induce personallosses (e.g., losing contact with friends, personally relevant projects,or perks). Themore an employee will have to give up when leaving, themore difficult it will be to sever employment with theorganization (Shawet al., 1998). Examples include non-portable benefits, like stock options ordefined benefit pensions, as well as potential sacrifices incurred throughleaving an organization like job stability and opportunities for advancement (Shaw et al., 1998).Similarly, leaving a community where they are highly involved in localorganizations can be difficult for employees.
（讲第三方面----sacrifice（损失）。员工在各方面损失越大，越不愿跳槽）（注意这段的小列举）
One key area where jobembeddedness complements traditional approaches to voluntary turnover is community attachment. Themodel explicitly considers the impact of both organizationaland community influences on the three job embeddednessdimensions. Put differently, each of the three dimensions--fit, links andsacrifice--has organizational and community components, which are summarized inTable 2. In two reported tests, Mitchell, Lee and colleagues (Mitchell et al.,2001; Lee et al., 2004) have demonstrated that job embeddedness predicts variance in voluntary turnoverover and above jobsatisfaction.
（讲job embeddedness（工作嵌入度）对理解主动跳槽有一个重要的补充，这就是归属感。Jobembeddness模型认为组织（偏公）和社团（偏私）对job embeddedness的三个方面------fit, links andsacrifice都有影响。模型作者认为：在预测员工“主动跳槽”方面，job embeddedness比job satisfaction更有优势。）
To date, job embeddedness has been tested in the hospital, grocery and bankingindustries. To extend the generalizability of the model, we propose to test itacross multiple, diverse industries. Thus, the following hypotheses replicateMitchell et al.'s findings:

Hypothesis 1: Job embeddedness is negatively correlated with voluntary turnover（主动跳槽）.
（工作嵌入度越高，员工越不愿跳槽. Job embeddedness 和 turnover是 反比关系）
Hypothesis 2: Job embeddedness improves the prediction of voluntary turnoverabove and beyond that accounted for by job satisfaction（工作满意度）.
（job embeddedness工作嵌入度的大小，对员工跳槽的影响要超过job satisfaction工作满意度大小对员工跳槽的影响。）
拼图：注意作者TS的语气，有无强转折，强对比等
题：
(1)主题题 注意作者TS的语气，有无强转折，强对比等
(2)in order to 题
(3)except细节 （参考：有可能是补充材料里面三四两段的小列举）
(4)问到哪一个原因最least导致跳槽，答案有
A. the job is required to travel a lot
B. employee joins company’s soccer team
C.employee considers company as his/her community’s big part （JJ作者选）（可参考5段首句）
D. employee feels comfortable working forcompany, blabla
E. <can’t remember>

zhidou

楼主加油 一定没问题的

开心鬼放暑假

阅读有一个题目是关于达尔文进化论 然后有两个人根据他的进化论研究动物为了给异性提供有价值的信息（像是食物 交友）而释放荷尔蒙的现象的规律

hujing92

lz，求语法狗狗啊，小窗联系我哦

小win最后一战

lz，求语法狗狗啊，小窗联系我哦

-- by 会员 hujing92 (2012/12/7 13:35:11)

语法。。。额。。真的记不清啊~只记得很多either or；neither nor；both and的平行~~
记得一道题，SVO，but________
选项好像有(1)least because.....
             (2) at least because.....
我在这两个间犹豫来着。。。

小win最后一战

楼主加油 一定没问题的

-- by 会员 zhidou (2012/12/7 11:59:07)

诶。。。碰上换库，有点遗憾了~
主要还有lz今年申请，怕是来不及了~最多这个月递完材料备注1月还会考一次，不知道学校接不接受啊。。。

小win最后一战

LZ，麻烦看看这个阅读考古吖~~~

RC-1: 员工跳槽的因素（基本搞到原文），多谢几位朋友，executive，Mayanist！）Completeness > 90%

【版本1】关于员工跳槽的文章（3大段，超长），解释人们为什么跳槽，先提出解释embeddedness的3个因素，然后有个S还有一个B,(人名的确是S和B！，让我印象特别深刻)提出解释embeddedness的另外2个因素，文章不难,至少没有生词。应该是先提出3个老因素，然后再2个新因素。
问题(1)主题题 (2)inorder to 题(3)except细节。
【版本2】还有的就是那个员工跳槽的那个，第一段是三个理论，第二段是附加另外两个理论，不过说真，并不是很长。
【版本3】03/14第1篇考到了JJ那篇员工跳槽原因，同版本1
有益补充1：关键词：embeddedness in people turnover of job
【版本4V38,73】03/17员工embeddedness那篇机经上很详细了但是题目好像全都不同，这篇挺绕的，我做得也不确定，记不太清怕误导大家
【版本5 76】03/20有一下JJ:员工跳槽:好像与JJ不完全一样(也可能是自己没有好好看JJ:
关键字:embeddedness
两段1:先让步,一般认为:satisfactory(员工满意度)还有一个什么因素是员工离职与否的决定因素.然后,转折说embeddedness是另一个决定因素,然后就列举了embeddedness的三个因素(如八神JJ描述的三个因素).
P2:转折,但是embeddedness不仅能够促进员工留住,而且也有可能促进员工离职.然后是列举了两种情况:1)connection使得员工有更多机会去了解新的工作机会,从而离职;2)embeddedness可能会使得员工在公司和家庭之间产生矛盾.
【版本665】03/20 Jobembeddness JJ已经很全了
有益补充2（感谢Mgg~~）：RC1这个补充里面虽然没有B理论，但是S理论已经有了。大家可以看看，增加一下背景知识。
最新补充：03/14考到这篇的executive对本补充的评价：“太像了，好多句子都一样，原文没有这么长。” （感谢两位）
（括号内为八神妄语，job embeddedness:  工作嵌入度；job satisfaction：工作满意度；voluntary turnover: 主动跳槽，其实八神认为，“跳槽”两字足够主动了……communityattachment：“向心力”，归属感。）
Accordingto Mitchell et al. (2001), jobembeddedness represents a broad cluster of ideas that influence anemployee's choice to remain in a job, operating like a net or a web in which anindividual becomes enmeshed. A person who is highly embedded has manyconnections within a perceptual life space (Lewin, 1951). Moreover, a personcan become enmeshed or embedded in a variety of ways (both on and off the job).The critical aspectsof job embeddedness are theextent to which the job is similar to or fitswith the other aspects in their life space, the extent to which the person has linksto other people or activities, and the ease with which links can be broken--what they would giveup if they left. These dimensions are called fit,links and sacrifice. Less concerned with the influence of anyone specific connection, job embeddedness focuses on the overalllevel of connectedness (Mitchell et al., 2001).
（介绍工作嵌入度的三个方面：fit （适合）, links（联系） and sacrifice（损失）
According to the theory of job embeddedness (Mitchell, Holtom and Lee, 2001),an employee's personal values, career goals and plans for the future mustfit with the larger corporate culture and the demands of his or herimmediate job (e.g., job knowledge, skills and abilities). In addition, aperson will consider how well he or she fits the community and surroundingenvironment. Job embeddedness assumes that the better thefit, the higher the likelihood that an employee will feel professionally andpersonally tied to the organization.
（讲第一方面----fit（适合），员工的个人价值，职业目标和未来计划必须与公司文化以及他/她个人的工作相一致，也就是fit。员工自己也会考虑自己是否fit其所属团体与环境。越fit，员工越有归属感，越不会跳槽。）
Job embeddedness theory suggests that a number of threads linkan employee and his or her family in a social, psychological, and financial webthat includes work and non-work friends, groups, the community, and thephysical environment where they are located. The greaterthe number of links between the person and the web, themore likely an employee will stay in a job(Mitchell et al., 2001).
（讲第二方面----Link（联系）。与方方面面联系越紧密，员工越愿意留在公司。）（注意这段的小列举）
The concept of sacrifice represents the perceived cost of materialor psychological benefits that are forfeitedby organizational departure. For example, leaving an organization may induce personallosses (e.g., losing contact with friends, personally relevant projects,or perks). Themore an employee will have to give up when leaving, themore difficult it will be to sever employment with theorganization (Shawet al., 1998). Examples include non-portable benefits, like stock options ordefined benefit pensions, as well as potential sacrifices incurred throughleaving an organization like job stability and opportunities for advancement (Shaw et al., 1998).Similarly, leaving a community where they are highly involved in localorganizations can be difficult for employees.
（讲第三方面----sacrifice（损失）。员工在各方面损失越大，越不愿跳槽）（注意这段的小列举）
One key area where jobembeddedness complements traditional approaches to voluntary turnover is community attachment. Themodel explicitly considers the impact of both organizationaland community influences on the three job embeddednessdimensions. Put differently, each of the three dimensions--fit, links andsacrifice--has organizational and community components, which are summarized inTable 2. In two reported tests, Mitchell, Lee and colleagues (Mitchell et al.,2001; Lee et al., 2004) have demonstrated that job embeddedness predicts variance in voluntary turnoverover and abovejobsatisfaction.
（讲job embeddedness（工作嵌入度）对理解主动跳槽有一个重要的补充，这就是归属感。Jobembeddness模型认为组织（偏公）和社团（偏私）对job embeddedness的三个方面------fit, links andsacrifice都有影响。模型作者认为：在预测员工“主动跳槽”方面，job embeddedness比job satisfaction更有优势。）
To date, job embeddedness has been tested in the hospital, grocery and bankingindustries. To extend the generalizability of the model, we propose to test itacross multiple, diverse industries. Thus, the following hypotheses replicateMitchell et al.'s findings:

Hypothesis 1: Job embeddedness is negatively correlated with voluntary turnover（主动跳槽）.
（工作嵌入度越高，员工越不愿跳槽. Job embeddedness 和 turnover是反比关系）
Hypothesis 2: Job embeddedness improves the prediction of voluntary turnoverabove and beyond that accounted for by job satisfaction（工作满意度）.
（job embeddedness工作嵌入度的大小，对员工跳槽的影响要超过job satisfaction工作满意度大小对员工跳槽的影响。）
拼图：注意作者TS的语气，有无强转折，强对比等
题：
(1)主题题注意作者TS的语气，有无强转折，强对比等
(2)in order to 题
(3)except细节（参考：有可能是补充材料里面三四两段的小列举）
(4)问到哪一个原因最least导致跳槽，答案有
A. the job is required to travel a lot
B. employee joins company’s soccer team
C.employee considers company as his/her community’s big part （JJ作者选）（可参考5段首句）
D. employee feels comfortable working forcompany, blabla
E. <can’t remember>

-- by 会员 zxfjacob (2012/12/7 9:25:51)

确定~

耿七

狗主狗主，逻辑考古！！！
鱼肝油与心脏病V1(from morningqu 600+)逻辑有道吃鱼能降低心脏病发病率但芬兰吃很多这种鱼的人却比别人发病风险高 找支持PS:根据考古分析，答案很有可能是说mercury的一些反面影响考古 （from nowwsy） 鱼肝油能抑制心脏病，可是在芬兰，吃鱼的人们反而心脏病发病几率高，研究发现原来是长期吃鱼，导致人体积聚的汞的含量高倒是心脏病发病几率高的阿。。。问其他帮助分析这个结果的实验，我没看懂题目想问什么，答案也不知所云，好几个假设。。 补充：Google来的材料 （没时间的童鞋就跳过了吧。）.http://www.uku.fi/nutritionepidemiologists/mercury.htm