模型文献研读

bert模型文献综述BERT模型文献综述引言自然语言处理（Natural Language Processing，NLP）是人工智能领域的重要研究方向之一，其目标是使计算机能够理解和处理人类语言。

近年来，随着深度学习的快速发展，基于神经网络的模型在NLP任务上取得了显著的成果。

BERT（Bidirectional Encoder Representations from Transformers）模型作为一种预训练语言模型，通过学习大规模文本数据的上下文相关表示，取得了许多重要的突破。

BERT模型原理BERT模型是由Google在2018年提出的，并在NLP领域引起了广泛关注。

该模型的核心思想是利用Transformer架构进行预训练，通过双向上下文表示来捕捉词汇的丰富语义信息。

BERT模型包含多层Transformer编码器，其中每一层都由多头自注意力机制和前馈神经网络组成。

通过预训练阶段的大规模数据学习，BERT模型能够产生丰富的上下文语义表示，从而在下游任务中取得优秀的效果。

BERT模型的预训练任务BERT模型通过两个预训练任务来学习上下文相关的表示。

第一个任务是“Masked Language Model”（MLM），即将输入文本中部分词汇进行遮盖，然后通过模型预测被遮盖的词汇。

这个任务可以使模型学习到上下文信息和词汇之间的关系。

第二个任务是“Next Sentence Prediction”（NSP），即判断两个句子在原文中是否是相邻的。

通过这个任务，BERT模型能够学习到句子之间的语义关系。

BERT模型的应用BERT模型在众多NLP任务上都取得了显著的性能提升。

其中，包括文本分类、命名实体识别、问答系统、语义相似度计算等。

BERT 模型通过在这些任务上进行微调，能够将上下文语义信息应用到具体的任务中，从而提升模型的性能。

此外，BERT模型还被广泛应用于机器翻译、文本生成和信息检索等领域。

希金斯可持续增长模型英文文献Higgins's Sustainable Growth Model.Higgins's Sustainable Growth Model is a theoretical framework that aims to explain the relationship between economic growth and environmental sustainability. The model posits that economic growth is not inherently sustainable, and that it can only be sustained if it is accompanied by environmental protection and conservation measures.The model is based on the following assumptions:Economic growth is driven by the consumption of resources.Resources are finite.Environmental degradation is a negative externality of economic growth.The model suggests that if economic growth is not accompanied by environmental protection and conservation measures, it will eventually lead to environmental degradation. This degradation will, in turn, negatively impact economic growth, as it will reduce the availability of resources and increase the costs of production.The Higgins's Sustainable Growth Model has been used to inform a variety of policy decisions, including the development of environmental regulations and the promotion of sustainable economic practices.Chinese Answer.希金斯可持续增长模型。

大模型外语文献以下是大模型相关的外语文献，供参考：一、大模型的原理与应用大模型是一种高度复杂的数学模型，它利用大数据和强大的计算能力，可以对现实世界中的各种复杂系统进行精细模拟和预测。

在深度学习领域，大模型已经成为了研究的热点和重点。

代表性文献：1. Blei, D. M., & Lafferty, J. D. (2008). A tutorial on Bayesian hierarchical modeling. The American Statistician, 62(1), 32-41.二、深度学习与大模型深度学习是大模型应用的一个重要分支，通过模拟人脑神经网络的工作原理，深度学习可以在各种复杂的任务中取得优异的性能。

大模型的训练需要大量的数据和计算资源，而深度学习则提供了一种有效的解决方案。

代表性文献：1. Goodfellow, I., Bengio, Y., & Courville, A. (2016). Deep learning. MIT press.三、大模型在自然语言处理中的应用自然语言处理是人工智能的一个重要分支，旨在让计算机理解和生成人类语言。

随着深度学习技术的发展，大模型在自然语言处理领域的应用也越来越广泛。

代表性文献：1. LeCun, Y., Bengio, Y., & Hinton, G. (2015). Deep learning. nature, 521(7553), 436-444.四、大模型在计算机视觉中的应用计算机视觉是让计算机具备像人一样的视觉能力，可以识别、跟踪和解释图像和视频。

大模型在计算机视觉领域的应用也越来越广泛，可以大大提高图像和视频的识别精度和速度。

代表性文献：1. Simonyan, K., & Zisserman, A. (2014). Very deep convolutional networks for large-scale image recognition. arXiv preprint arXiv:1409.1556.五、大模型的优化与训练技术大模型的训练需要大量的数据和计算资源，而且很容易出现过拟合等问题。

大模型文献综述大模型是指参数量巨大，能够处理复杂任务的人工神经网络。

近年来，随着深度学习的不断发展，大模型在机器学习领域取得了很大的进展，尤其在自然语言处理、图像识别和语音识别等领域。

以下是大模型在相关领域的文献综述：1. 自然语言处理自然语言处理是人工智能领域的一个重要分支，它涉及到如何让计算机理解和生成人类语言的问题。

大模型在自然语言处理领域的应用主要表现在语言模型和生成模型两个方面。

语言模型是一种基于统计的模型，它能够根据上下文预测一个词或短语的可能性。

目前最广泛使用的语言模型是Transformer和GPT系列模型。

这些模型通常包含数亿甚至数十亿的参数，能够处理复杂的语言任务，如文本分类、情感分析、摘要生成等。

生成模型是一种能够根据输入的文本生成相似内容的模型。

目前最著名的生成模型是GAN和Diffusion。

GAN通过生成器和判别器的对抗训练来生成新的图像或文本，而Diffusion则通过逐步添加噪声来逐步生成文本或图像。

这些模型在图像生成、文本生成和语音生成等方面都有广泛的应用。

2. 图像识别图像识别是计算机视觉领域的一个重要分支，它涉及到如何让计算机自动识别和理解图像中的内容。

大模型在图像识别领域的应用主要表现在卷积神经网络（CNN）和生成对抗网络（GAN）等方面。

CNN是一种专门用于图像处理的神经网络，它通过卷积运算对图像进行特征提取，然后使用全连接层进行分类。

近年来，随着深度学习技术的不断发展，CNN的参数量和层数不断增加，出现了很多大规模的CNN模型，如VGG、ResNet和Inception等。

这些模型在图像分类、目标检测和语义分割等方面都取得了很好的效果。

GAN是一种能够生成新图像的模型，它由生成器和判别器两部分组成。

生成器的任务是根据输入的噪声生成新的图像，而判别器的任务则是判断生成的图像是否真实。

通过训练，GAN能够生成各种风格的图像，如手写文字、人脸等。

近年来，GAN在图像生成和图像修复等方面得到了广泛应用。

马奇和西蒙模型的参考文献马奇和西蒙模型的参考文献包括以下几篇研究论文：1. March, J. G., & Simon, H. A. (1958). Organizations. John Wiley & Sons.这是马奇和西蒙最早的合著之一，论述了他们对组织行为的研究。

2. Simon, H. A. (1955). A behavioral model of rational choice. The Quarterly Journal of Economics, 69(1), 99-118.这篇论文提出了马奇和西蒙的决策理论框架，并介绍了理性选择模型。

3. March, J. G. (1991). Exploration and exploitation in organizational learning. Organization science, 2(1), 71-87.这篇论文重点讨论了马奇和西蒙模型中的探索与利用的概念，并探讨了组织学习的过程和机制。

4. Cohen, M. D., March, J. G., & Olsen, J. P. (1972). A garbage can model of organizational choice. Administrative science quarterly, 1-25.这篇论文介绍了马奇和西蒙的“垃圾桶”模型，用于解释组织内部的决策过程和选择行为。

5. Cyert, R. M., & March J. G. (1963). A Behavioral Theory of the Firm. Prentice-Hall.这本书是马奇和西蒙合写的，详细讨论了组织行为和决策的行为理论，并提出了“增量决策”的概念。

以上是马奇和西蒙模型的一些经典参考文献，供进一步研究和学习使用。

财务与审计矣扌图內外财务风险额警檬塑询丈献探述□昆明李秀雷企业为了及时有效地识别和防范财务风险隐患，实现了持续健康发展的目标，建立财务风险预警模型。

然而，现有的财务风险预警模型往往效率低下，存在缺陷。

首先分析了国内外财务风险预警模型，其次分析了模型的局限性，最后对研究财务风险预警模型提出了合理化建议。

一、国外财务风险预警模型研究综述1.国外财务风险研究现状。

国外学者通常通过财务危机定义财务风险。

Beave需有这种看法：如果一家公司面临破产，或者存在未支付优先股息和无法偿还债务的现象，那么它可以被视为面临财务危机。

Ross等人指出了破产的四个内涵：技术、企业、会计、法律破产。

并认为从危机预防的角度来看，财务危机是指技术破产。

C.VanHome等财务风险的定义更为广泛，而财务风险由两个组成部分，即使用财务杠杆引发每股收益变动和失去偿付能力的风险。

2.财务风险预警模型研究现状。

①单变量判别模型。

Fitzpatrick是最早探索财务风险预警模型的学者之-O他以19家公司为样本，他建立一个单变量判别模型来探索财务风险预警问题，通过对破产和经营正常企业财务比率的对比分析，得出产权比率和净资产收益率两个指标对财务风险具有较高的预警精度。

芝加哥大学教授BeaverJF发了一个基于F i tzpatrick的单变量预警模型，以1954-1966年158家破产企业与正常企业的财务关系为研究对象，得出净利润/总资产指标和净现金流量/总负债指标在财务风险预测方面更为准确。

②多变量判别模型。

Altman是将多变量判别模型应用于财务风险预警领域研究的首位开拓者。

他提出的Z-Score模型是国外影响最大的多元线性判别模型。

从1946年至1965年期间66家有问题和经营中的公司中随机抽取一个样本，它从22个提供最佳预警的备选财务比率的范围内选择了5个，并建立了一个五变量判别模型来计算Z值，并根据Z值的大小确定公司破产或失败的概率。

关于UTAUT2模型研究的系统文献综述作者：李瑞红王根强鲍阳来源：《科技资讯》2021年第19期摘要：随着信息技术的发展，网上交易越来越便捷，完全融入了人们的日常生活。

了解消费者对信息技术的接受度成为国内外学术界研究的热点。

该研究对之前关于整合型技术接受与使用理论2（UTAUT2）的研究进行了系统性的文献综述。

基于此文献综述，研究人员可以更好地通过UTAUT2模型对消费者的行为意图进行了解，并对消费者的技术接受度进行更深入的研究。

关键词：技术接受度 UTAUT2 行为意图信息技术中图分类号：F724.6 文献标识码：A文章编号：1672-3791（2021）07（a）-0017-03Abstract： With the development of information technology， online transactions are becoming more and more convenient and fully integrated into people's daily life. Understanding consumers' acceptance of information technology has become a research hotspot in academic circles at home and abroad. This study makes a systematic literature review on the previous research on integrated technology acceptance and use theory 2 （UTAUT2）. Based on this literature review， researchers can better understand consumers' behavior intention through UTAUT2 model and conduct more in-depth research on consumers' technology acceptance.Key Words： Acceptance of Technology; UTAUT2; Behavioral intention; Information technology随着信息通信技术和智能手机的飞速发展，移动应用软件已经成为人们日常生活中不可或缺的一部分。

文献引用模型
文献引用模型是一个用于描述和分析文献之间引用关系的数学模型。

这种模型在学术研究领域、图书馆科学、信息科学和计算机科学等领域中都有广泛的应用。

文献引用模型主要用于分析学术文献的引用网络，揭示文献之间的关联性和影响力，以及学术领域的研究趋势和热点。

一个常见的文献引用模型是基于图的模型，其中文献被表示为图中的节点，而引用关系被表示为节点之间的边。

这种图模型可以是有向的（表示引用方向），也可以是无向的（不表示引用方向）。

通过分析这个图模型，可以计算出各种指标，如文献的入度（被引用的次数）、出度（引用的次数）、影响因子（被引用次数与总引用次数的比值）等，从而评估文献的影响力和学术价值。

除了基于图的模型外，还有一些其他的文献引用模型，如基于概率的模型、基于矩阵的模型等。

这些模型各有特点，适用于不同的应用场景和分析需求。

需要注意的是，文献引用模型虽然可以为我们提供很多有价值的信息，但也有一些局限性。

例如，引用关系可能受到多种因素的影响，如作者的偏好、期刊的引用要求等，因此并不能完全反映文献的实际学术价值。

此外，文献引用模型也面临着数据稀疏性、噪声等问题。

因此，在应用文献引用模型时，需要综合考虑其优缺点，并结合其他方法和数据来进行综合分析。

Research on Competency Model:A Literature Review andEmpirical StudiesAbstractWestern countries have applied competency models to addressing problems existed in their administrative and managerial systems since 1970s，and the findings is positine and promising. However, competency model hasn’t been introduced to China until 1990s and it is still unknown and mysterious to many Chinese managers. This paper aims to uncover the mysterious veil of competency model in order to broaden the horizon of Chinese managers and boost China's human resource development as well as management.Keywords:Competency，Competency Models，Empirical Studies of Competency ModelsIt has been more than 30 years since competency model was utilized to human resource management.In western countries，competency model first displayed its effectiveness in government administration, meanwhile many multinationals and their branch companies applied the competency model to their daily business management and their business was a great success. As the notion of competency is gradually come to light and accepted by people all around the world，more and more enterprises have been trying to build their own competency model under the help of professional consultant firms. As a result，competency model has gradually been a very fashionable phrase in the field of management and quite a few enterprises are thus benefited from it. In recent years, competency model has become a hot spot in the Chinese academia as well as big-，middle- and small-sized enterprises alike，many relevant writings and books have also been translated and published. However, competency and competency model are still mysterious to many Chinese scholars, business managers as well as government administrators.Purpose and Significance of the StudyThe purpose of the study aims to make a critical literature review of the competency model，clarify some confusion related to it and explore its application. The following questions are employed to guide this study:What is competency? What is competency model? What are the theoretical and empirical findings related to competency model?The study illustrates how we could take advantage of competency model in our harmonious society building. On one hand，the study will delineate competency and competency model in order to clarify confusions related to it since it is still strange and mysterious to many Chinese managers and administrators;on the other hand，thestudy would enrich Chinese HRD&HRM in the field of government administration and business management both theoretically and empirically.Research MethodThe present study has utilized qualitative analysis, induction and deduction. Since this research is a literature review in some sense, qualitative analysis will be an indispensable research method; Induction and deduction are applied to both theoretical and empirical studies.In order to enhance the credibility of present research，only the authoritative publications on competency model are reviewed，including books and papers written by foreign and Chinese scholars and HRDHRM practitioners. By searching for the keywords "competency" "competency model" and "competency model building" as well as "empirical studies on competency models"，books and papers written by well-known foreign scholars such as McClelland D. C.，Lyle M. Spencer, Anntoinette D. Lucia, Richard Lepsinger etc.，are available; by the same token，books and papers written by Chinese scholars such as Zhi-gong He，Jianfeng Peng, Shaohua Fang, Nengquan Wu，etc.，could be consulted. All the books and papers are published between 1950s and 2007. In addition, many data cited in this paper comes from empirical studies at home and abroad.FindingsIn this part，a literature review of competency is firstly carried out;then competency model as well as its evolution，development and innovation is delineated;finally empirical studies are reviewed. Empirical studies mainly focus on competency model building and its application to human resource development and management.Understanding CompetencyIn 1973，American scholar David C. McClelland published his paper Testing for Competency Rather Than Intelligence which cited a large amount of research findings to illustratethe inappropriateness of assessing personnel qualities by abusing intelligence tests. Dr. McClelland further explained that some factors (personality, intelligence, value，etc.)which people had always taken for granted in determining work performance hadn't displayed their desired result. As a result，he emphasized that people should ignore those theoretical by pothese and subjective judgements which had been proved groundless in reality. He declared that people should tap directly those factors and behaviors which could really impact their performance (McClelland, 1973). These factors and behaviors were named "competency" by McClelland. The publishing of this paper symbolized the debut of competency research. From then on，many scholars started getting involved into the research on competency and they conceptualizedcompetency from different perspectives as shown in the following table: The above ten concepts of competency have a lot in common:①Competency is motive, trait，value，skill，self-image, social role，knowledge;②Competency is a combination;③Competency should be measurable, observable, instructional，phasic and hierarchical;④Competency is a determinant to outstanding performance.Thus competency is an underlying combination of individual characteristics such as motive, inner drive force, quality, attitude，sole role，self-image, knowledge and skill，it is causally related to criterion-referenced effective and/or superior performance in a job or situation and it is measurable，observable and instructional.Besides，many scholars and consultancy firms believe that competency could be explained under the help of three different models:Iceberg Model. This model treats competency as an iceberg, the part above the water represents behavior, knowledge and skills which are easy to measure and observe，while the part under the water symbolizes underlying qualities such as value，attitude，social role, self-image，traits which are hard to assess，and the deepest part under the water represents the most latent qualities such as inner drive force，social motive, etc. which are most difficult to observe and measure.Onion Model. This model treats competency as an onion, the outer layer represents skills and knowledge which are liable to acquire，the inner layer refers to qualities such as self-image，social role，attitude and value which are relatively difficult to appraise, while the core of the onion symbolizes traits and motives which are most difficult to cultivate and develop.Brain Model. This model stems from the brain mechanism. It presupposes that the brain could be divided into four parts. Each part functions differently. The upper-left part is in charge of competency such as analysing capacity, calculation, strong logic ability; the upper-right part is in charge of competency such as innovation and intuition;the bottom left part is in charge of competency such as organizing ability, planning ability; and the bottom-right part is in charge of competency such as communication ability，perception, etc. Different parts will exert corresponding influence on competency development.Conceptualizations of Competency ModelFew foreign scholars have directly put forward conceptualizations of competency model. By contrast，many Chinese scholars have expressed their opinions on it. The present paper only cites those concepts that have been published by authoritative publishing houses.Jianfeng Peng, a professor in Ch;na Renmin University，together with his students, has studied how to build competency models for effective HR management since 2003. He thought competency model was the combination of differentqualities which were necessary for people to successfully finish a job or achieve superior performance，these qualities included different motives，traits, self-images and social roles as well as knowledge and skill (Jianfeng Peng, 2003). Prof. Peng believed that a competency model was composed of 4-6 competencies that were closely related to performance. Competency models could help managers judge and distinguish key factors that led to superior performance or underperformance. As a result，competency model could be treated as a foundation to improve performance.Professor Nengquan Wu from Sun Yat-sen University published his book Competency Model:Design and Application in 2005，according to his understanding, competency model refers to "proficiencies that people define core competencies of different levels, delineate corresponding behaviors，determine key competencies as well as f inish certain work.”(Nengquan Wu，2005). Prof. Wu conceptualized competency model from the perspective of methodology. He believed that competency model was a unique HRM thinking mode, method and operation flow. On the basis of organizational strategy, competency model could be utilized to enhance organizational competitiveness and improve performance.Shaohua Fang, a senior HRM consultant and expert，provided us with the following definition:"Competency model is to conceptualize and describe the necessary knowledge,skills，qualities and abilities which an employee should have in order to finish work (Shaohua Fang, 2007)”.By taking advantage of definitions of different levels and related behavioral descriptions, people could determine the combination of core competencies and required proficiency to finish work. Hc} pointed out these behaviors and skills must be able to measure，observe and instruct and they should exert a great influence upon personal performance and business success.International Human Resource Institute(IHRI) has also defined competency model:"The so-called competency model is the standardized description and explanation of competencies that could actualize superior performance.”(·IHRI, 2005)IHRI declared that a competency model should include 6^-1 2 competencies.In summary, the first concept mentioned above attaches an importance to the composition of competency model and its function, while all of the rest three concepts emphasize cognitive abilities as well as criterion-referred performance. Thus competency, model is a combination of different competencies which could be observed，delineated，explained and calculated on one hand，and could facilitate superior performance on the other hand.Development and Evolution of Competency ModelIn early 1970, top officials in U. S. Department of State believed that theirdiplomats' se- lection based on intelligence test was ineffective. It was an upset situation for them to find that many seemly excellent people fail to live up to their expectations regarding their work performance. Under such circumstances, Dr. McClelland was invited to help Department of State design an effective personnel selection system which could appraise the actual performance of employees. In that program，McClelland and his colleague Charles Dailey adopted the method of Behavioral Event Interview (BEI) to collect information in older to study factors that influenced the diplomats' performance. Through a series of summaries and analyses, McClelland and Dailey found out the differences between an excellent diplomat and a mediocre diplomat as far as their behaviors and modes of thinking were concerned. In this way, competencies that a diplomat should possess were found out. This program is the earliest empirical application of competency model. And the research findings were two papers: Improving Officer Selection for the Foreign Service (McClelland&Dailey，1972) as well as Evaluating New Methods of Measuring the Qualities Needed in Superior Foreign Service Information Officers(McClelland& Dailey，1973).Mcber and American Management Association (A'MA) also started their research on competency model in the same year. They focused on providing the answer to the question:what kind of competencies should be displayed by successful managers rather than unsuccessful ones? AMA spent 5 years observing 1 800 managers. By comparing the performance of excellent managers and mediocre ones, AMA defined their competencies based on their traits. The research results showed that all the successful managers shared the following 5 competencies:professional knowledge，maturity of mentality, maturity of .entrepreneurship，people relations and maturity of the profession. Of which，only professional knowledge were shared by excellent and mediocre managers (Mcber&.AMA, 1970).Then Prof. Bray carried out 8 years research at AT&T based on technique of assessment center. From the aspectives of abilities, attitudes and traits, etc.，he built a competency model composed of 25 competencies such as interpersonal relations, expression ability, social sensitivity, creativity，flexibility，organizational ability，planning ability, decision-making ability, etc(Bray and Grant，1978).In China，however, researches on competency model are relatively much late.Chinese scholars Chongming Wang and Minke Chen published their paper about competency model in Psychological Science in 1992. They studied 220 senior and middle-level managers of 51 enterprises in 5 cities. After examining and testing the competency model for senior managers on the basis of factor analysis and structural equation modelling, they compiled "Key Managerial Behavior Assessment Scale" (Chongming Wang&Minke Chen，2002).Scholars such as Kan Shi, Jicheng Wang and Chaoping Li took advantage of Behaviocal Event Interview to assess the competency model for senior managers in the industry of telecommunication (Kan Shi，Jicheng Wang&Chaoping Li，2002). Jicheng Wang designed 5 universal competency models for technical personnel，sales people, community service personnel，managers as well as entrepreneurs respectively.Jianfeng Peng and his postgraduate student Xiaojuan Xing built 4 universal competency models for business managers，business technical personnel，marketing personnel as well as HR managers (Jianfeng Peng，2003 ).The above domestic studies illustrate that competency models for middle-level and senior managers have been built based on in-depth interview and questionnairing. Most publications only focus on conceptualizing competency model，its development，behavioral event interview as well as competency model building，most of the findings are theoretical rather than empirical. By contrast，foreign studies are much maturer both theoretically and empirically.Empirical StudiesEmpirical studies highlight the application of competency model to enterprises, governments and other institutions.Nowadays，empirical studies on competency models mainly focus on the following 4 aspects:Staffing and Selection. Besides job standards and skills prescription, more and more businesses have carried out their personnel staffing and selection in light of the candidates' competencies which are crucial to their future performance. This competency-based personnel staffing and selection has connected business strategies and targets to business employees themselves. As a result，the quality of staffing and selection is greatly improved.Performance Management. Businesses which have built their competency models are more interested in the competency rather than the result itself in their performance management. As a result, their performance management style has been competency-driven rather than result-driven. Managers haven’t attached an importance to short-term performance, but current and long-term performances. In such a managerial system，outstanding performance has been easily actualized. Each employee has made most of their core competencies and expertise to make a contribution to their business.Compensation Management.After the competency-based compensation management system is set up, businesses have concentrated on their employees’future development and potential value, which has stimulated employees and managers of all ranks to improve themselves both menetuacy and teconologcal. Competency oases compense lion management system has helped enterprises attract and retain moretalents. In a word，competency model has endowed employees with a sense of respect and creativity.Training and Development. Enterprises which have built their competency models tend to determine core competencies in light of business strategies，environments, employee development planning and performance appraisal. Enterprises decide their training and development priorities on the basis of competency model.Future TrendsDespite that there is a growing body of literature on competency model，research on competency model is still in a premature stage and many questions still remain unanswered. Therefore, further research is required to address several important issues.First of all，although there are growing studies on the impacts of the competency model on organizational outcomes，antecedents of competency model need to be identified and academically explored. Future studies are needed to examine the relationships between the features of competency model and its key antecedent variables such as organizational sttracture.leadership and external environment. For example，it can be reasoned that the features of competency model are likely to be positively correlated with the structures of enterprises, governments as well as other institutions. Secondly，the impact of competency model on performance needs to be thoroughly explored. More studies are needed to examine whether the features of competency model or organizational culture，has direct or indirect impacts on organizational performance. While quite a few HRD and HRM researchers and practitioners have demonstrated that the concept of competency model has a positive impact on organizational performance, however，such impact may be mediated by other important organizational variables. Finally, it is also important to consider the relationships of competency model and other important HR variables such as career development, managerial coaching as well as employee training.Conclusions and DiscussionsIn conclusion，competency model has increasingly exerted profound influence on human resource development and management. While this concept has received an increase in both academic and management fields，there are increasing empirical studies designed to examine the nature of the construct and its relationships with other important organizational variables. More studies are needed to enhance the theoretical and empirical foundations of competency model.胜任力模型研究：文献综述和实证研究摘要20世纪70年代以来，西方国家已经利用胜任力模型来解决存在于行政和管理系统中的问题，其结果是积极且有前途的。

毕业论文文献综述撰写中的文献模型与引用形式在撰写毕业论文文献综述时，文献模型与引用形式是非常重要的。

文献模型指的是文献综述的结构和框架，而引用形式则是在文中引用其他文献时需要遵循的规范。

本文将就文献模型与引用形式进行详细探讨。

一、文献模型在撰写毕业论文文献综述时，一般可以采用以下结构：1.引言部分：介绍研究背景、研究意义和研究目的，引出文献综述的主题。

2.文献综述主体：按照时间顺序或主题分类的方式，对相关文献进行综合、分析和总结。

可以从宏观到微观，由整体到细节地展开。

3.结论部分：对文献综述进行总结，指出已有研究的不足之处，提出自己的见解和研究思路，为后续研究提供参考。

在文献综述的主体部分，可以根据研究的具体内容选择不同的文献模型，如时间序列模型、主题分类模型、理论模型等。

不同的文献模型有助于整理和呈现文献资料，使读者更好地理解研究现状和发展趋势。

二、引用形式在文献综述中，引用他人观点和研究成果是必不可少的。

为了保证引用的准确性和规范性，需要遵循以下引用形式：1.直接引用：对于他人的原文直接引用时，需要使用引号将原文括起来，并注明出处，如作者姓名、出版年份、页码等信息。

2.间接引用：对于他人观点或研究成果的概括性表达，可以进行间接引用，但同样需要注明出处。

3.文献标注：在文中引用其他文献时，需要在文末列出参考文献清单，并按照规范的格式书写文献信息，包括作者、题目、出版时间、出版地点等。

4.引用格式：引用格式可以采用APA、MLA、Chicago等不同的引用规范，具体选择哪种格式取决于学术领域和期刊要求。

在撰写文献综述时，正确的引用形式不仅可以避免抄袭和侵权问题，还可以提升论文的学术水平和可信度。

因此，在撰写毕业论文文献综述时，务必注意文献模型的选择和引用形式的规范，以确保论文的质量和学术价值。