井下高温作业场所危害程度分级标准研究

对我国热害分级相关标准进行了简要总结分析,表明我国尚未制定综合考虑温湿度条件和体力劳动强度从而对井下高温作业场所的热害程度实施有效分级的相关标准.由井下现场管理人员、企业劳资(人事)管理人员、研究人员等3类共30名相关专家对井下62类主要工种劳动强度进行主观分级,通过对其结果的统计分析,研究制定了井下高温作业场所不同工种最高体力劳动强度级别建议表.通过定性和定量分析,确定了井下作业场所不同劳动强度级别下 WBGT指数限值,将结果与南非井下热害分级标准限值进行了对比.最终制订了基于井下高温作业场所最高体力劳动强度级别和WBGT指数的井下高温作业场所危害程度分级标准,提出了标准的宣传贯彻建议及分级监管策略.     

人因可靠性数据库基础架构研究

针对人因可靠性分析中的数据匮乏问题,在技能-规则-知识(SRK)模型的基础上建立层次化的人因可靠性数据分类体系,其中包括人因失误模式和人因失误影响因素。结合对一些实际人因失误数据的考察,以及可控实验,确定人因可靠性数据库中基准人因失误概率。在人因数据外推系统中,使用层次分析法(AHP)来定量评价人因失误所处的情境的等级,并使用概率方法将基准人因失误概率与情境进行叠加,从而得到人因失误概率。人因数据库有助于人因可靠性数据的搜集和分析,形式化的外推方法减少了对主观因素的依赖。     

基于层次分析法的有毒作业场所职业危害程度分级指标研究

我国目前职业危害形势依然严峻,急、慢性职业中毒案例时有发生。对可能引起急、慢性职业中毒的有毒作业场所,按照其职业危害严重程度实施分级、分重点监管,成为我国职业危害监管工作需要解决的迫切需求。实施有毒作业场所分级监管的关键,是确定合理的分级指标,从而将有毒作业场所区分开。本文应用层次分析法,对有毒作业场所的各项评价指标进行分析,并最终确定毒物浓度超标倍数作为最终的分级指标,从而为制定有毒作业场所分级标准,开展有毒作业场所分级监管提供科学的依据。     

Experimental evidence for the effects of task repetitiveness on mental strain and objective work performance

People frequently have to work in high repetitive jobs. Previous research has focused exclusively on the effects of task repetitiveness on well‐being, while neglecting effects on work performance. In the present study, we aimed to fill this void by conducting two workplace simulations with experimental manipulations of task repetitiveness. Participants worked for about 5 hours at either a computer workstation, compiling computer hardware packages according to customer requests (Experiment 1, N = 160), or at an assembly line, piecing together equipment sets for furniture (Experiment 2, N = 213). Both experiments provide consistent evidence that high repetitiveness has a detrimental effect on well‐being, whereas work performance increases under conditions of high repetitiveness. On a practical level, our study hence shows that high task repetitiveness is a double‐edged sword for both employees and organizations. On a conceptual level, our findings emphasize the necessity to account for both mental strain and work performance when examining the effects of task repetitiveness. Copyright © 2014 John Wiley & Sons, Ltd.     

Mental models of safety: do managers and employees see eye to eye?

PROBLEM: Disagreements between managers and employees about the causes of accidents and unsafe work behaviors can lead to serious workplace conflicts and distract organizations from the important work of establishing positive safety climate and reducing the incidence of accidents. METHOD AND RESULTS: In this study, the authors examine a model for predicting safe work behaviors and establish the model's consistency across managers and employees in a steel plant setting. Using the model previously described by Brown, Willis, and Prussia (2000), the authors found that when variables influencing safety are considered within a framework of safe work behaviors, managers and employees share a similar mental model. The study then contrasts employees' and managers' specific attributional perceptions. Findings from these more fine-grained analyses suggest the two groups differ in several respects about individual constructs. Most notable were contrasts in attributions based on their perceptions of safety climate. When perceived climate is poor, managers believe employees are responsible and employees believe managers are responsible for workplace safety. However, as perceived safety climate improves, managers and employees converge in their perceptions of who is responsible for safety. IMPACT ON INDUSTRY: It can be concluded from this study that in a highly interdependent work environment, such as a steel mill, where high system reliability is essential and members possess substantial experience working together, managers and employees will share general mental models about the factors that contribute to unsafe behaviors, and, ultimately, to workplace accidents. It is possible that organizations not as tightly coupled as steel mills can use such organizations as benchmarks, seeking ways to create a shared understanding of factors that contribute to a safe work environment. Part of this improvement effort should focus on advancing organizational safety climate. As climate improves, managers and employees are likely to agree more about the causes of safe/unsafe behaviors and workplace accidents, ultimately increasing their ability to work in unison to prevent accidents and to respond appropriately when they do occur. Finally, the survey items included in this study may be useful to organizations wishing to conduct self-assessments.     

A preliminary validation of a new measure of occupational health and safety

INTRODUCTION: This article describes the validation of an instrument designed to conduct an Occupational Health and Safety (OHS) self-diagnosis using workers observations of tangible facts and actions in the workplace. The instrument puts the emphasis on observable factors that make it possible to act proactively before accidents actually occur. METHOD: Three companies were recruited from the printing sector in Québec based on their OHS performance (low, medium, and high), their interest in the project, and their availability. The master sample was composed of 269 people. Partial least squares (PLS) and vanishing tetrad analyses were used to study the behavior of the formative scales developed. RESULTS: The results indicate that partial revision of the instrument will be necessary to reach a fully satisfying level of validity. With regards to the statistical approach adopted, the use of a macro called CTA-SAS 2.0 developed by Bollen and Ting [Bollen, K.A., & Ting, K.-F. (1993). Confirmatory tetrad analysis. In P.V. Marsden (Ed.), Social methodology.Vol.23 (pp.147-176). Cambridge, MA: Blackwell, 23] has proven to be effective in providing a suitable statistical treatment of the latent formative variables on which our instrument's development is based. CONCLUSION: The results suggest that the instrument appears to be relatively robust and appropriate to diagnose OHS leading measures. IMPACT ON INDUSTRY: In the long run, this instrument will make it possible for companies to draw a more refined picture of OHS evolution, even in the absence of occupational injuries.     

A qualitative investigation of factors affecting school district administrators’ decision to adopt a national young worker curriculum

Introduction: Even though the majority of youth in the U.S. work, and workers under the age of 18 are seriously injured on the job at higher rates when compared to adults, most adolescents lack instruction on workplace safety and health. Method: This qualitative study examines the extent to which selected U.S. school districts provide workplace safety and health instruction to students and explores the factors that influence districts’ decision to adopt a free, foundational occupational safety and health (OSH) curriculum. Results: Results from key informant interviews conducted with a purposive sample of 34 school administrators revealed that only a third of the districts have at least 75% of their students receive some instruction on workplace safety and health, while 15% indicated they provide no instruction on this topic. District staff who indicated that they provide OSH instruction stated that it is most often taught through career and technical education (CTE; 65%) and/or health classes (26%). They believed the benefits of providing this instruction include assisting students to get jobs (38%) and helping students learn about safety (32%), while competing demands (44%) and time constraints (41%) were identified as barriers to providing OSH education to students. Conclusions: Given the importance of work to teens and their increased risk of work injury, interested stakeholders—including parents, teachers, employers, and the public health community—should promote the inclusion of workplace safety and health instruction in U.S. secondary schools. Practical Applications: This research fills a gap in current knowledge about the extent to which OSH is currently taught within U.S. secondary schools, enumerates barriers and facilitators to the inclusion of workplace safety and health instruction in schools, presents a free, foundational curriculum in workplace safety and health, and provides directions for future research on the vital role schools can play in preparing the future workforce for safe and healthy employment.     

Work environment risk factors for injuries in wood processing

Problem

The reported injury rate for wood product manufacturing in Maine, 1987-2004, was almost twice the state-wide average for all jobs. Method: A case-control study was conducted in wood processing plants to determine preventable risk factors for injury. A total of 157 cases with injuries reported to workers' compensation and 251 controls were interviewed. Results: In multivariable analyses, variables associated with injury risk were high physical workload, machine-paced work or inability to take a break, lack of training, absence of a lockout/tagout program, low seniority, and male gender. Different subsets of these variables were significant when acute incidents and overexertions were analyzed separately and when all injuries were stratified by industry sub-sector. Impact on industry: Generalizability may be limited somewhat by non-representative participation of workplaces and individuals. Nevertheless, these findings provide evidence that many workplace injuries occurring in wood processing could be prevented by application of ergonomics principles and improved work organization.     

HSE理念与管理研究

HSE（健康,安全和环境）的理念和文化建立是非常重要的,文化的建立离不开好的管理系统.员工或领导对工作不熟悉或没有按照生产程序去做,从而导致事故发生.为了预防事故,安全和生产不可分割.公司重视HSE管理,即重视人的生命和价值,热心公益事业,则有高效率的管理系统.     

An examination of the factorial,construct, and predictive validity and utility of the regulatory focus at work scale

Although interest in regulatory focus research continues to grow, there has been very little work to date on the assessment and usefulness of regulatory focus in the workplace. The present research effort reports the results of a series of studies designed to assess the validity and utility of the Regulatory Focus at Work Scale (RWS). The results indicate that the RWS is reliable, valid, and showed incremental validity beyond general and trait‐like measures of regulatory focus in predicting relevant work outcomes of task performance, citizenship performance, safety performance, and productivity performance. The overall results of these studies support our claims that the RWS shows utility in predicting workplace outcomes and should prove useful for future research on regulatory focus in the workplace. Copyright © 2008 John Wiley & Sons, Ltd.     

Enabling youth to advocate for workplace safety

Work-related injury rates for Canadian youth (ages 15–24) are alarmingly high compared to adult workers even though youth are less likely to be performing hazardous jobs. This paper reports on a document analysis of youth workplace safety education initiatives sponsored by national and provincial/territorial governmental and non-governmental agencies. Web-based documents were analyzed through the theoretical lens of self-advocacy. The self-advocacy framework highlights how youth can be agentic in altering high-risk workplaces by publicly articulating their own interests, needs, and rights (Test et al., 2005); thus, self-advocacy is a critical component in studying educational programs for youth safety. The analysis revealed that instruction on workplace safety identifies safety issues to workers and tells youth to work safely but does little to promote self-advocacy in young workers.     

Sitting Posture,Postural Discomfort,and Visual Performance: A Critical View on the Interdependence of Cognitive and Anthropometric Factors in the VDU Workplace

The study focuses on individual and standard visual display unit (VDU) workplaces with respect to performance and muscular load. Three different work settings were realized: The workplace was either adjusted to individual preferences or to the European standard. The third condition mirrored exactly the individual setting, however participants were told that it was set according to another standard. Dependent variables were visual performance in a search task, the rated muscular load, and individual preferences. Results show that both individual work settings yielded a superior performance as compared to the standard. However, performance and muscular comfort improved when participants knew they had adjusted the workplace. Apparently, VDU users follow a intuitive rationale adjusting their work setting minimizing muscular load and optimizing performance.     

Assessing the completeness of a job analysis procedure

The current research analyzed employee perceptions of the completeness of a self-report, point-factor job evaluation system. Complementary qualitative and quantitative techniques were used to identify characteristics of jobs, characteristics of employees, and characteristics of the job evaluation procedure that affected employee perceptions of the system. Analyses indicated that the job evaluation instrument might describe some classes of jobs more completely than others. Situations where job evaluation is particularly problematic are identified and discussed.     

Safety and human factors considerations in control rooms of oil and gas pipeline systems: conceptual issues and practical observations.

All oil and gas pipeline systems are run by human operators (called controllers) who use computer-based workstations in control rooms to "control" pipelines. Several human factor elements could contribute to the lack of controller success in preventing or mitigating pipeline accidents/incidents. These elements exist in both the work environment and also in the computer system design/operation (such as data presentation and alarm configuration). Some work environment examples include shift hours, shift length, circadian rhythms, shift change-over processes, fatigue countermeasures, ergonomics factors, workplace distractions, and physical interaction with control system computers. The major objective of this paper is to demonstrate the critical effects of human and organizational factors and also to highlight the role of their interactions with automation (and automated devices) in the safe operation of complex, large-scale pipeline systems. A case study to demonstrate the critical role of human organizational factors in the control room of an oil and gas pipeline system is also presented.     

Paths to the job satisfaction of bank employees

Using a sample of 267 bank employees, this study traced the paths to the job satisfaction of employees at the workplace through the quality of life factors of job involvement and sense of competence. Results indicated that personal, job, and organizational climate factors influenced the ego investment or job involvement of people in their jobs, which in turn influenced the intrapsychic reward of sense of competence that they experienced, which then directly influenced employees' job satisfaction. Implications of these findings for managers are discussed.     

Utility estimates of job performance as related to the Data,People, and Things parameters of work

The purpose of this study was to investigate the applicability of the Schmidt–Hunter global estimation method of assessing utility across a broad range of jobs. Ninety-five industrial/organizational psychologists estimated the utility of performance in 24 carefully selected jobs. The utility estimates were compared to the Data, People, and Things worker function parameters from the Dictionary of Occupational Titles. The majority of jobs (62.5 per cent) produced significantly positively skewed distributions of dollar-valued job performance. The Data, People, and Things parameters accounted for 46 per cent of the variance in the non-symmetry of the utility distributions and 33 per cent of the variance in the inter-rater reliability of the utility estimates. The implications of the results were discussed for utility assessment, and explained from a decision theoretic perspective. © 1998 John Wiley & Sons, Ltd.     

井下高温作业场所热害评价分级指标研究

本文通过对井下高温作业场所作业人员人体热交换过程及影响因素的分析,结合国内外相关指标研究现状,建立了包括4项指标的井下高温作业场所评价指标体系;在此基础上,从制定分级标准的目的出发,对相关指标进行定性和定量筛选分析,最终确定以WBGT指数和最高体力劳动强度级别作为井下高温作业场所热害程度分级指标。     

企业安全生产主体责任绩效评估建模与应用

在全面分析企业安全生产主体责任内涵的基础上,采用问卷调查、访谈等多种手段,从企业依法生产经营、组织机构与人员配置、安全教育培训、员工权益维护、规章制度管理、作业场所管理及事故管理等方面建立系统的企业安全生产主体责任绩效评估指标体系;结合层次分析法和变权综合理论,构建企业安全生产主体责任绩效评估模型,并进行实例应用。结果表明:依法生产经营是对进行安全生产主体责任绩效评估的前提,机构与人员设置、作业场所安全、规章制度、安全教育培训、事故管理、员工权益维护等子体系对落实企业安全生产主体责任的重要性程度依次递减,所构建的企业安全生产主体责任绩效评估方法和模型是有效的。     

复杂工业系统中班组人因失误分析

在复杂工业系统中 ,人因可靠性分析 (HRA)是预防和减少人因失误的有效方法。人在复杂工业系统中的生产活动 ,往往是由组织中班组成员集体完成的 ,完整的HRA必须充分考虑班组人误的产生。班组人误的产生有其自身的规律 ,如何合理地定义人员行为形成因子 (PSFs)是班组人因失误分析的难点 ,也是班组人因失误分析的重要手段 ,被广泛应用在核电厂 ,航空和造船工业领域的事故分析中。笔者详细分析和探讨了班组人因失误的定义、产生过程及相关的人的行为形成因子 ,以期能使大规模工业系统中的人因失误分析更加合理和完善。     

Investigating factors that influence individual safety behavior at work

INTRODUCTION: A qualitative study was conducted to investigate the factors that influence individual safety behavior at work. METHOD: Semi-structured interviews were conducted with participants from a variety of occupations. RESULTS: The analysis revealed several organizational and social factors that explain why individuals engage in unsafe work practices. CONCLUSIONS: The influence of organizational/social factors on safety behavior were discussed. The results suggest that important organizational factors, in addition to job design and engineering systems, may be overlooked when identifying the causes of workplace accidents. Such factors include early socialization, and the need to portray a positive image. IMPACT ON INDUSTRY: The implications for management and industry are discussed.