石油石化海外项目员工心理健康管理初探

分析了海外项目员工的心理状态,提出了相应的心理健康管理方法。     

基于扇区动态复杂性因素的航空管制员工作负荷计算

为了更加准确地计算和预测航空管制员的工作负荷,利用雷达管制模拟试验获取的数据,分别采用线性回归、神经网络的非线性回归和基于神经网络的支持向量机方法,建立了基于扇区复杂性因素的管制员工作负荷实时计算模型。结果表明,这3种模型的绝对误差平均值分别为0.969、1.049、0.240;相对误差平均值分别为16.667%、17.979%、6.229%;均方根误差分别为0.186、0.206、0.114。另外,若采用5%作为基准精度,基于神经网络的支持向量机模型可以将相对误差控制在-0.5%~0.5%,表现出较强的误差控制能力。研究表明,可以采用扇区动态复杂性因素来计算管制员的工作负荷,相比线性回归、神经网络的非线性回归方法,基于神经网络的支持向量机方法对管制员工作负荷的计算有更高的精度。     

救援人员的主要心理问题、相关因素与干预策略

救援人员泛指在各种紧急情况中提供救助的个体,其心理健康风险得到越来越多的关注。研究发现救援人员的心理问题主要是应激相关障碍,消极情绪以及倦怠感。不利的救援工作条件、创伤暴露与非适应性的情绪调节策略是救援人员心理健康主要的危险因素;救援工作中的有利条件、社会支持、心理弹性以及适应性情绪调节策略是心理健康的保护因素。对救援人员心理问题的干预还存在较大的不足,需要建立系统化的干预体系。     

农膜增塑剂在农田中的残留

本文调查了沈阳市东陵区PVC农用大棚土壤中酞酸酯类增塑剂的残留状况及其在大棚内的分布特点。试验结果表明:酞酸酯在农田土壤中已达普遍污染程度。     

震后灾难心理及其救援对策研究

从心理学和行为学的角度审视了地震灾害带给灾区民众的悲伤、恐惧、忧愁、心慌、愤恨、犯罪等心理行为反应特征,认为必须加强地震灾害后的心理救援工作,对灾民的灾难心理进行干预和调控,在此基础上研究并提出了地震灾害心理救援的基本对策,以期灾难发生后能快速实施心理救援和救助,减少灾民的心理痛苦,尽快恢复社会秩序.     

建设项目运行期环境影响验证评价方法探讨

本文论述的方法用于验证建设项目在运行期对环境的影响．在建设项目运行时，通过对其污染源排放的污染物浓度、排放量及环境污染状况的实地监测，表明环境影响评价报告书中的预测值与实际监测值的差异程度，从而得出是否达到预期限制及控制污染目标的结论．     

Psychosocial risks in small enterprises: the mediating role of perceived working conditions in the relationship between enterprise size and workers’ anxious or depressive episodes

Purpose. The relationship between enterprise size and psychosocial working conditions has received little attention so far but some findings suggest that conditions are more favorable in small enterprises. This could have a positive impact on workers’ mental health. The objective of this study was to test the mediating effect of perceived working conditions in the relationship between enterprise size and anxious or depressive episodes. Methods. Data from the 2010 SUMER – Surveillance Médicale des Expositions aux Risques professionnels (French periodical cross-sectional survey) were analyzed; N?=?31,420 for the present study. Anxious or depressive episodes were measured with the hospital anxiety and depression scale and the perceived working conditions were psychological demand, decision latitude and social support as assessed with Karasek's job content questionnaire. The indirect effect was tested according to the method proposed by Preacher and Hayes. Results. In a multivariate logistic regression, the risk of anxious or depressive episodes was found to be lower in micro enterprises (2–9 employees). Formal tests pointed to a significant indirect effect of enterprise size on mental health through perceived working conditions, with a larger effect for psychological demand. Conclusion. This study highlights perceived working conditions as an explanation of the effects of enterprise size.     

Information,beliefs, and motivation: The antecedents to human resource attributions

Despite significant interest in the attributions employees make about their organization's human resource (HR) practices, there is little understanding of the antecedents of HR attributions. Drawing on attribution theory, we suggest that HR attributions are influenced by information (perceptions of distributive and procedural fairness), beliefs (organizational cynicism), and motivation (perceived relevance). We test a model through a two‐wave survey of 347 academic faculty in the United Kingdom, examining their attributions of the purpose of their institution's workload management framework. After two preliminary studies (an interview study and a cross‐sectional survey) to establish contextually relevant attributions, we find that fairness and cynicism are important for the formation of internal attributions of commitment but less so for cost‐saving or exploitation attributions. Fairness and cynicism also interact such that distributive fairness buffers the negative attributional effect of cynicism, and individuals are more likely to attribute fair procedures to external forces if they are cynical about their organization. This study furthers the application of attribution theory to the organizational domain while making significant contributions to our understanding of the HR‐performance process.     

Polish adaptation of three self-report measures of job stressors: the Interpersonal Conflict at Work Scale,the Quantitative Workload Inventory and the Organizational Constraints Scale

Aim. The objective of the present study was to test the psychometric properties, reliability and validity of three job stressor measures, namely, the Interpersonal Conflict at Work Scale, the Organizational Constraints Scale and the Quantitative Workload Inventory. Method. The study was conducted on two samples (N?=?382 and 3368) representing a wide range of occupations. The estimation of internal consistency with Cronbach's α and the test–retest method as well as both exploratory and confirmatory factor analyses were the main statistical methods. Results. The internal consistency of the scales proved satisfactory, ranging from 0.80 to 0.90 for Cronbach's α test and from 0.72 to 0.86 for the test–retest method. The one-dimensional structure of the three measurements was confirmed. The three scales have acceptable fit to the data. The one-factor structures and other psychometric properties of the Polish version of the scales seem to be similar to those found in the US version of the scales. It was also proved that the three job stressors are positively related to all the job strain measures. Conclusions. The Polish versions of the three analysed scales can be used to measure the job stressors in Polish conditions.     

How to dissolve fixed‐pie bias in negotiation? Social antecedents and the mediating effect of mental‐model adjustment

Fixed‐pie bias, defined as the erroneous belief that the other negotiation party's interest is directly opposite to one's own, has been a consistent hurdle that negotiators must overcome in their efforts to achieve optimal negotiation outcomes. In this study, we explore the underlying cognitive mechanism and the social antecedents of fixed‐pie bias reduction in negotiation. Using data from a negotiation simulation with 256 participants, we found that mental‐model adjustments made by negotiators could effectively decrease fixed‐pie bias. More interestingly, we also found that negotiators were less likely to reduce fixed‐pie bias when negotiating with an in‐group member than with an out‐group member but only under a high accountability condition. Finally, we found that mental‐model adjustment mediated the effects of the aforementioned social antecedents (in‐groupness and accountability) on reduced fixed‐pie bias. We discuss the theoretical and practical implications of these findings. Copyright © 2015 John Wiley & Sons, Ltd.