对“撞了白撞”问题的思考

在《中华人民共和国道路交通安全法》公布前后有关“撞了白撞”被否决的宣传对交通安全不利。“撞了白撞”的演绎存在片面性 ,“撞了白撞”被否决的宣传不符合自然科学规律 ,存在理论上的误区。人们应该清楚的认识到 :获得交通事故损害赔偿并非获得了交通安全保障 ;行人、非机动车等交通“弱者”在一定条件下可转化为交通“强者”。对法律、法规的宣传 ,既要讲究法律原则和社会道德准则 ,也要讲究科学性。     

生命价值评估与死亡赔偿

在成本-收益分析过程中,生命价值评估为政府确定公共政策收益提供依据.论述生命价值的基本涵义;用劳动市场上的内涵工资法通过分析工资-风险均衡关系来研究生命统计价值,在工人的期望效用曲线与企业的等利润曲线的切点上,企业正常经营,工人实现期望效用最大化.通过对提供曲线求导得到生命价值.生命价值并不针对确定的死亡问题,把生命价值作为死亡赔偿的依据,是对生命价值概念的误解,混淆了生命价值的应用范围.我国法律法规以收入水平为基础确定意外死亡赔偿标准,其实质是人力资本法.     

You want me to do what? Two daily diary studies of illegitimate tasks and employee well‐being

Illegitimate tasks, a recently introduced occupational stressor, are tasks that violate norms about what an employee can reasonably be expected to do. Because they are considered a threat to one's professional identity, we expected that the daily experience of illegitimate tasks would be linked to a drop in self‐esteem and to impaired well‐being. We report results of two daily diary studies, one in which 57 Swiss employees were assessed twice/day and one in which 90 Americans were assessed three times/day. Both studies showed that illegitimate tasks were associated with lowered state self‐esteem. Study 1 demonstrated that high trait self‐esteem mitigated that relationship. Study 2 showed that illegitimate tasks were associated with not only lowered state self‐esteem but also lower job satisfaction and higher anger and depressive mood, but not anger or job satisfaction remained elevated until the following morning. Copyright © 2015 John Wiley & Sons, Ltd.     

易燃易爆危险物质泄漏扩散仿真及其应用的研究

以某轻烃厂泄漏事故为研究对象，研制并开发了一个事故后果仿真软件（ＰＣＩＭＳ）．针对仿真过程中存在的问题，如模型的复杂性、参数的不确定性等提出了处理方法．通过具体生产装置的泄漏扩散后果分析，演示了ＰＣＩＭＳ的仿真结果     

高速公路事故责任认定探讨

在事故责任认定中应同时考虑司机、交警、管理部门和道路条件等存在的问题,分析并量化各方面应承担的责任,而不能像目前,事故责任几乎仅由司机一方100%承担.以开阳高速(开平到阳江)\"1·23\"特大交通事故为例,着重论述了当前我国高速公路管理体制存在的弊端,事故责任认定和事故赔偿的不合理性,紧急救援体系的不完善性.并对高速公路事故责任的量化,交通警察现场指挥能力的提高,高速公路管理部门责任的落实与监督,应急救援及强制保险理赔体系的进一步完善提出相应的建议和措施,促进我国交通事故责任认定与落实全过程的科学、合理、公平及规范化.     

How do flexibility i‐deals relate to work performance? Exploring the roles of family performance and organizational context

Drawing on the work–home resources model and conservation of resources theory, in this study, we explore how flexibility idiosyncratic deals (i‐deals) relate to employees' work performance through their family performance. In line with the work–home resources model, we introduce 2 contextual conditions to explain when our proposed associations may unfold. One is a facilitator: perceived organizational support; and the other is a stressor: perceived hindering work demands. The results of a matched sample of employees and their supervisors working in 2 companies in El Salvador support our hypotheses. Our findings show that the benefits of flexibility i‐deals to the work domain (i.e., work performance) extend only through the family domain (i.e., family performance). Our findings also emphasize that flexibility i‐deals do not unfold in a dyadic vacuum: For employees who perceive organizational support to be higher, the association between flexibility i‐deals and family performance is stronger, whereas for employees who perceive hindering work demands to be lower, the association between family performance and employee work performance is also stronger. We contribute to i‐deals research by (a) exploring a relevant mechanism through which flexibility i‐deals influence work performance, (b) integrating the role of social context to emphasize the social aspects of i‐deals, and (c) enriching the i‐deals literature by introducing a resource perspective.     

Are men better negotiators everywhere? A meta‐analysis of how gender differences in negotiation performance vary across cultures

Prior research has found that each culture and gender influences negotiation strategies and outcomes, but less is known about their interplay. We integrate these two research streams by providing a meta‐analytic review of the interactive impact of gender and culture on negotiation performance. We reviewed 185 studies that reported gender differences in intracultural negotiation performance across 30 societies that varied across seven cultural dimensions. Results showed that Hofstede's individualism–collectivism, GLOBE's in‐group collectivism and assertiveness practices, and Schwartz's harmony moderated the gender effect on negotiation performance. We found that in cultures lower in individualism, higher in in‐group collectivism practices, lower in assertiveness practices, and higher in harmony, women more likely outperformed men in negotiations. Implications for the role of gender and culture in negotiations and organizations more broadly are discussed.