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Título: Compromiso con el trabajo y rendimiento en el trabajo: el papel moderador del apoyo organizacional percibido. Resumen: La presente investigación tuvo el objetivo de examinar si la relación entre compromiso con el trabajo y el rendimiento en los objetivos de las tareas está moderada por el apoyo perceptivo de la organización (APO). En base a la literatura existente, el apoyo percibido de la organización se hipotetiza que fortalece la asociación positiva entre el compromiso laboral de los empleados y su rendimiento en los objetivos de las tareas. Las hipó-tesis fueron comprobadas en una muestra de 1049 empleados. Los resultados del análisis de regresión jerárquico muestran que: (1) el compromiso en el trabajo está positivamente relacionado con el rendimiento en los objetivos de las tareas, y (2) la relación entre compromiso en el trabajo y el rendimiento en los objetivos de las tareas está moderado por el APO, de modo que la relación positiva es más significativa cuando el APO es mayor. Al final se discuten las implicaciones teóricas y prácticas, y las sugerencias para futuras investigaciones. Palabras clave: compromiso con el trabajo; rendimiento en el trabajo; apoyo percibido de la organización; rendimiento objetivo en la tarea.Abstract: The present research was aim to examine whether the relationship between work engagement and objective task performance is moderated by perceived organizational support (POS). Based on the existing literature, perceived organizational support is hypothesized to strengthen the positive association between employees' work engagement and their objective task performance. The hypotheses were tested on a sample of 1049 employees. Results of hierarchical regression analysis show that: (1) work engagement is positively related to objective task performance, and (2) the relationship between work engagement and objective task performance is moderated by POS, such that the positive relationship is more significant when POS higher than lower. In the end, theoretical and practical implications, and suggestions for future research are discussed.

The annual variation and trend in hail frequency during a 46‐yr period from 1960 to 2005 in China are documented in this study. All analyses are based on a comprehensive collection of observational hail data and operational atmospheric sounding data released by the National Meteorological Information Center (NMIC) of China. The results show no trend in the mean Annual Hail Days (AHD) from 1960 to early 1980s but a significant decreasing trend afterwards. The different trend of the AHD at each station displays a marked regional dependence across China, however. Convective Available Potential Energy (CAPE), strength of vertical wind shear, and mean Freezing‐Level Height (FLH) are analyzed to understand the observed long‐term trends in hail frequency.

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This study examines the prediction and predictability of the recent catastrophic rainfall and flooding event over Taiwan induced by Typhoon Morakot (2009) with a state-of-the-art numerical weather prediction model. A high-resolution convection-permitting mesoscale ensemble, initialized with analysis and flowdependent perturbations obtained from a real-time global ensemble data assimilation system, is found to be able to predict this record-breaking rainfall event, producing probability forecasts potentially valuable to the emergency management decision makers and the general public. Since all the advanced modeling and data assimilation techniques used here are readily available for real-time operational implementation provided sufficient computing resources are made available, this study demonstrates the potential and need of using ensemble-based analysis and forecasting, along with enhanced computing, in predicting extreme weather events like Typhoon Morakot at operational centers.

The climatology and long-term trend of hail size in four regions of China are documented for the period of 1980–2005 using the maximum hail diameter (MHD) data obtained from the Meteorological Administrations of Xinjiang Uygur Autonomous Region (XUAR), the Inner Mongolia Autonomous Region (IMAR), Guizhou Province, and Hebei Province. The reported MHD is mainly around 10 mm in the four regions. Guizhou (in southwestern China) has the largest proportion of severe hail (MHD greater than 15 mm) among the four regions. Severe hail in southwestern China mainly occurs between February and June, while in northern China it occurs in summer (from May to August) with the peak in June. During the period studied, the size of severe hail shows a slight downtrend in Guizhou and IMAR, whereas it shows an uptrend and a flat trend in Hebei and XUAR, respectively. However, none of the trends is statistically significant. Results from sensitivity experiments using a one-dimensional numerical model show that hail size is sensitive to the freezing level height, the maximum updraft, and column cloud liquid water—all working together to determine the geographic distribution and long-term trend of the observed hail size in China.

Workplace well-being has received considerable attention over the past decade. Relative to the positive relationship between affective well-being and in-role performance, the relationship between affective well-being and extra-role performance has received little empirical attention. The purpose of this study was to examine the relationships among affective well-being, work engagement, collectivist orientation, and organizational citizenship behavior. Specifically, we tested this model with a sample of 264 employees from a telecom company in China. We found that: (1) affective well-being was the positive predictor of organizational citizenship behavior (B = 0.482, p < 0.001); (2) work engagement mediated the relationship between employee affective well-being and organizational citizenship behavior (indirect effect = 0.330, p < 0.001); and (3) collectivist orientation moderated the relationship between affective well-being and work engagement (B = 0.113, p < 0.01) and affective well-being and organizational citizenship behavior (B = 0.084, p < 0.05). Our discussion highlights the benefits of understanding the role of work engagement and cultural values with regard to the relationship between affective well-being and organizational citizenship behavior.