防静电炭化无熔滴防护的必要性

为了探讨防静电炭化无熔滴防护在安全生产中的必要性,本文结合国内相关法律法规及市场需求,通过了解静电及熔滴对人体的危害,分析防静电炭化无熔滴防护的必要性,得出防静电炭化无熔滴防护面料能够有效避免因工装静电引发的事故隐患,并有效减轻二次伤害,保障产业工人安全作业.     

浅谈防静电织物的应用及发展前景

本文描述了静电产生的原因和静电现象,分析了静电给一些行业造成的危害。并从个体防护的层面阐述了如何消除静电,同时还分析了防静电纤维的发展趋势,并对防静电服装的穿着进行了阐述。     

不可忽视防静电鞋垫质量

<正>影响防静电鞋性能的因素有哪些?防静电鞋垫的作用不可小视。为此,本文作者用实验数据进行了验证。防静电鞋属于特种劳动防护用品,穿防静电鞋让人体安全释放携带的静电电荷,是目前最有效和最可靠的消除静电危害的方法之一。然而,通过多年来从事特种劳动防护用品检测工作的经历发现,特种劳动防护鞋类中的防静电鞋,其检测不合格率远高于其他鞋类。     

防静电工作服

人们的生活与生产无不和静电发生联系,静电直接或潜在地从各个方面给人类带来不同程度的危害。据专家分析,火药、化工、医药、石油等工作场所发生的火灾事故,多数是由于人体活动产生的静电超过安全限值,偶然发生放电火花引发的。静电的产生与人体穿着的服装的质料、活动的强度、使用劳动工具的类型、地面的导电性以及周围环境的温、湿度有密切的关系。长期以来,人们采用接地、屏蔽、中和等方式消除静电的危害。防静电工作服就具有为人体提供静电屏蔽,消除或减轻静电危害的功能。防静电织物防止静电积聚的措施,是通过一定的途径尽快传导物体…     

两种防静电新产品问世

本刊讯 由中国纺织大学和上海市劳动保护科学研究所研究,浙江海盐特种纤维织造厂试制的两种防静电新产品──AES防静电嵌条面料和CCY、CCP防静电除尘滤料,最近通过浙江省的省级新产品鉴定。 用AES防静电嵌条面料做成的防静电工作服,可以有效地防止人体带静电,主要性能指标达到了日本同类产品的水平,某些方面还超过了日本的同类产品。CCY、CCP防静电除尘滤料,是将导电纤维以一定的间距径向镶嵌于织物中制成。用这种材料制造除尘系统的袋滤器,取代目前常用的非抗静电化纤滤料的袋滤器,可以防止由于粉尘粒子经碰撞、摩擦等产生静电后难…     

防静电服防静电性能指标分析及讨论

静电放电所引发的爆炸事故在我国和世界范围内造成了重大的人员和财产损失。防静电服是用于静电防护的主要个体防护装备之一。本文从静电发生原理出发,介绍防静电服的静电防护机理和主要的性能指标,以及国内外相关标准的现状和发展趋势。     

纳米技术在军工防静电材料中的应用

军工行业由于其产品的特殊性,易燃易爆危险物质普遍存在,作为危险源之一的静电放电防护技术和措施得到很高的重视,现有安全设计规范均要求在多数危险场所对地面、设备、人体采取必要的防静电措施,防静电地坪就是普遍采用的有效措施之一。     

防静电无尘服的功能与设计要求

防静电无尘服装又称为洁净服，目前被广泛应用于医药、微电子、精密仪表、精密机械、食品工业、生命工程、精细化工等行业。在这些洁净程度要求非常高的生产场所里，人体及其附属物是微尘的主要来源．因此穿着服装的重要目的之一就是阻止微尘向环境中扩散．从而保证洁净工作室中的空气保持一定的悬浮粒子洁净度。防静电无尘服装的使用还有另外一个重要的作用．就是防止人体在工作时产生静电，避免高压静电对产品的损伤和人体的伤害。     

纳米技术在军工防静电材料中的应用

军工行业由于其产品的特殊性，易燃易爆危险物质普遍存在，作为危险源之一的静电放电防护技术和措施得到很高的重视，现有安全设计规范均要求在多数危险场所对地面、设备、人体采取必要的防静电措施，防静电地坪就是普遍采用的有效措施之一。     

防静电毛针织服标准的执行与产品管理

防静电毛针织服是可防止静电电荷积聚的用防静电纤维纱与羊毛纱、棉纱、腈纶等化学纤维纱混纺、交织或缝制而成的一类防护服装,主要用于存在爆炸危险的场所,避免火花放电.防静电毛针织服是静电防护系列产品之一,并占有较为重要的地位,因此在防静电毛针织服的生产中应严格执行国家标准,以保证服装质量,进而保证穿用者的使用安全.     

Attachment,decay, and social network

To study decay in attachment to an organization, I analyse data on women who obtained an MBA from the University of Chicago's Graduate School of Business (GSB). I measure attachment in terms of network embedding: an alumna is attached to the GSB to the extent that people close to her graduated from the GSB. Behavioral data corroborate the network data in that alumnae measured to be more attached are more likely to have joined an alumni club and made a financial contribution to the school. The hypothesis is that alumnae attachment will decay over time, more slowly when the school is deeply embedded in an alumna's network, more quickly when disruptive events compete for the alumna's time and energy. As expected, attachment declines across the years after graduation (linearly for the first 20 years to about half its initial level), and decay is inhibited when connections with GSB graduates are embedded in stable relations of family, work, or long-term friendship. Decay is remarkably robust to events after graduation (which account for only 2 per cent of explained variance in attachment). In other words, an alumna's attachment today was largely determined while she was in school. The results should be of practical value to people who design programmes to build personal attachment to organizations, and of theoretical interest to scholars who study such connections. Copyright © 2001 John Wiley & Sons, Ltd.     

Underemployment,job attitudes,and turnover intentions

We surveyed three distinct samples of employees (Ns of 238, 102, and 981) in order to examine relations among various types of underemployment, job satisfaction, organizational commitment, and turnover intentions. Each dimension of underemployment is explored as a case of poor person‐job fit, and the fit literature is used to produce hypotheses about these relations. We also developed and validated the 9‐item Scale of Perceived Overqualification (SPOQ) to tap employee perceptions of surplus education, experience, and KSAs (knowledge, skills, and abilities). In general, perceptions of underemployment were associated with poor job satisfaction, particularly for facets with a direct causal relationship with the specific dimension of underemployment, such as overqualification and satisfaction with work. Perceived overqualification was also related to lower affective commitment, and higher intentions to turnover. For part‐time work, negative attitudes were only found when employees expressed a preference for full‐time work; a similar trend was not found for temporary workers, however. Implications for theory, research, and practice are delineated. Copyright © 2006 John Wiley & Sons, Ltd.     

Integrated manufacturing,empowerment, and company performance

There is controversy over whether integrated manufacturing (IM), comprising advanced manufacturing technology, just‐in‐time inventory control and total quality management, empowers or deskills shop floor work. Moreover, both IM and empowerment are promoted on the assumption that they enhance competitiveness. We examine these issues in a study of 80 manufacturing companies. The extent of use of IM was positively associated with empowerment (i.e., job enrichment and employee skill enhancement), but, with the minor exception of AMT, bore little relationship with subsequent company performance. In contrast, the extent of empowerment within companies predicted the subsequent level of company performance controlling for prior performance, with the effect on productivity mediating that on profit. Copyright © 2004 John Wiley & Sons, Ltd.     

Construction safety in Kuwait: issues, procedures, problems, and recommendations

The building construction industry plays a major role in the economy of the state of Kuwait. This paper evaluates existing safety regulations, describes safety procedures adopted by owners, designers, contractors and insurance companies, and assesses the suitability of these regulations and procedures for Kuwait's environment and workforce. It also discusses problems associated with enforcing safety regulations at construction sites. Furthermore, the study identifies the role played by different construction parties in safety programs and policies, taking into consideration cost and time effectiveness. Management in government, owners, and contractors are all aware of the importance of safety in construction, but do not actively pursue effective ways to maximize the achievement of the safety goal. It was observed that the problems arise due to: (1) disorganized labor; (2) poor accident record keeping and reporting system; (3) extensive use of foreign labors; (4) extensive use of subcontractors; (5) lack of safety regulations and legislation; (6) the low priority given to safety; (7) the small size of most construction firms; (8) competitive tendering; and (9) severe weather conditions during summer.     

Political will,political skill,and political behavior

The current study used Mintzberg's (1983) conceptualization of political will and political skill to evaluate the predictors and consequences of political behavior at work. As elements of political will, we hypothesized that need for achievement and intrinsic motivation would predict the use of political behavior at work. Furthermore, we argued that political skill would moderate the relationship between political behavior and emotional labor. Data gathered from employees (N = 193) representing a wide array of organizations substantiated the proposed relationships. Specifically, need for achievement and intrinsic motivation were positively associated with political behavior. In turn, those opting to employ political behavior at work experienced a higher degree of emotional labor, but this relationship was found to operate differently at low and high levels of political skill. Specifically, emotional labor was a consequence of political behavior for those low in political skill, but emotional labor reactions from political behavior were neutralized for individuals high in political skill. Implications of these results, strengths and limitations, and directions for future research are discussed. Copyright © 2005 John Wiley & Sons, Ltd.     

Age,work experience,and the psychological contract

The purpose of the current paper is to examine the ways in which age and work experience shape how individuals experience psychological contract breaches. We first introduce the concepts of contract malleability (the degree to which individuals can tolerate deviations from contract expectations) and contract replicability (the degree to which individuals believe that their psychological contracts can be replicated elsewhere). Next, we discuss the variety of reasons why contract malleability and replicability become greater with age and work experience and how contract malleability and replicability may temper negative reactions to psychological contract breaches. We also address the different ways contract malleability and replicability mediate the relationships between age and work experience, on one hand, and exit, voice, loyalty, and neglect behaviors on the other. We consider the moderating effects of age similarity and dissimilarity here as well. The paper concludes with a discussion of the implications for future research designs and for managing older and more experienced workers. Copyright © 2009 John Wiley & Sons, Ltd.