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正专职安全员队伍是安全生产检查的一线主力军,北京市顺义区在专职安全员队伍建设与管理上力求实现专职安全员队伍素质与能力上提质增效,持续优化工作模式。专职安全员队伍一直以来都是安全生产检查不可或缺的主力军,他们拥有地熟、人熟、贴近一线的优势,不仅能在各大型活动保障、专项检查中冲在最前线,还肩负着安全生产宣传的重要作用,为降低地区事故发生、减少事故带来的灾害作出了突出贡献。 相似文献
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江苏东台纺织厂在改制减员过程中,各职能部室按照20%比例裁减人员,但安技人员不减,并按国家规定企业职工总数2‰~5‰配备专职安技人员。行政部室撤并,但安全机构不撤,并保留全市唯一的企业专职消防队。安全防火人员统一着装,佩戴标志上岗检查监督,使安全管理保持良性循环势头。东台纺织厂改制安技人员不减,安全机构不撤@胡国平 相似文献
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为提高安技人员的管理水平,公司安全处与教培处于1991年10月7~14日在铜录山矿举办了矿井通风系统测定培训班。参加培训的有公司下属各矿山的安技人员和专职通风管理人员。培训班结合铜录山矿矿井通风系统实际,对通风系统各参数的测定方法进行了系 相似文献
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郭泽坤 《消防界(电子版)》2021,(6):60-61
本篇文章分析了专职消防员队伍管理的重要性,提出了当前专职消防员队伍管理中存在的问题,并对解决专职消防员队伍管理问题的方式进行了探讨,希望能够对专职消防员队伍的管理工作有所帮助。 相似文献
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李劲 《中国安全科学学报》2009,19(7)
思索生产安全事故频发共性表象"违法、违章"背后的原因,提出"生产安全事故基因"概念。分析得出"去小概率性"、"社会责任缺失"和"非货币化产出分析能力短缺"3种生产安全事故基因,前两种基因是不可去基因,后一种是可去基因,三者会在不同的条件下以显性或隐性的形式呈现,并作用于生产过程;提出企业组织安全进化的常规对策——完善市场经济环境,创新对策——教育要为"安全"生产服务,强调学历教育系统在创新对策中的重要地位和作用。通过"基因"分析及其对策,为安全生产培养安全管理人员和相关人才,推动安全生产,实现经济与社会和谐发展。 相似文献
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航空安全风险管理模式探讨 总被引:5,自引:0,他引:5
航空安全需要动态管理,因此构建并实施基于问题管理的航空安全风险管理模式就非常有意义。本文探讨了航空公司、机场和空管的安全管理工作如何围绕航空安全问题为中心进行制度、组织、日常管理构建,注重问题的识别、分析和解决,切实有效的地解决安全问题。实施安全问题管理变专职安全管理为全员安全管理;变间接安全管理为直接安全管理;变滞后安全管理为超前安全管理;变僵化安全管理为创新安全管理;变被动安全管理为主动安全管理;变模糊安全管理为务实安全管理。无疑这种管理模式均适合民航三大主体的安全管理需求。 相似文献
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Very little research has examined the safety expectations of new recruits, particularly those of individuals about to enter full-time work for the first time. There is evidence that new recruits have proportionally more accidents in the first period of their employment. One possible explanation for this is that the safety expectations of new recruits do not match the reality of the workplace they are about to enter. In Study 1 data on workplace safety expectations were collected from 142 final year high school students from six schools. Study 2 collected data from 40 organizations on the safety expectations of a new recruit and compared it with safety expectation data from a manager of the job they were entering. Both studies found that new recruit safety expectations were significantly correlated with ratings of safety specific trust in co-workers and management. Study 2 found that new recruits safety expectation scores were significantly higher than those given by managers. The results suggest that organizations need to develop a clear safety-specific psychological contract with new recruits. 相似文献
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The predictability of turnover was compared for part-time versus full-time workers. This was accomplished using variables (1) that were hypothesized by Mobley (1977) to precede the turnover decision and (2) that have been shown in previous research to be significantly related to turnover. Measures of these variables were assessed via questionnaires following the second month of employment. Turnover was assessed directly from company records for a period of up to twelve months following employment. None of the hypothesized antecedent variables were significantly related to turnover within the part-time group. However, within the full-time group, all of the hypothesized precursors to turnover were found to be at least marginally related to actual turnover. Further, there was evidence to suggest differential predictability of turnover across full-time and part-time employment status groups, suggesting that the two groups may have a different ‘psychology of work’. These results are discussed in terms of the supportive evidence provided. 相似文献
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模糊综合评价在钻井队安全管理评价中的应用 总被引:1,自引:1,他引:0
钻井队的安全管理评价对于整个石油勘探与钻井工作的正常进行有着十分重要的意义,它也是油田进行日常管理的一项基本活动。为了研究与评价目前钻井队的安全现状,我们通过对钻井作业过程的分析,针对影响钻井队安全管理的因素,提出了钻井队安全管理中人员安全、安全钻井配套装备、安全制度与执行、危险识别与评价这四个方面的大指标,再细分成十二个方面的详细指标。在用层次分析法确定了各项指标的权重之后,设计了一个模糊综合评价体系,从而对目前钻井队的安全现状进行了定性与定量相结合的分析,并以某钻井队为例,进行了实证研究,根据模糊综合评价的最大隶属度原则,得出该钻井队安全管理现状处于很好的状态的结论。此方法从而为钻井队的安全管理工作提供了量化的借鉴依据。 相似文献
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Felicity Lamm 《Safety Science》1997,25(1-3)
Traditionally occupational health and safety (OH&S) enquiry has viewed the world of work as if it comprised of blue-collar male workers employed on a full-time basis in large organisations. However, to continue to analyze workplace health and safety within the narrow confines of unionized labour situated in large organisations is to ignore the health and safety in non-unionised small businesses. Therefore, this paper challenges existing OH&S research by investigating the compliance experiences of small businesses. The paper also demonstrates that small business employers are becoming increasingly reliant on their accountant to provide a range of compliance advisory services, including OH&S. However, the notion that small accounting firms act as ‘intermediary advisors’ between the OH&S regulatory agencies and the small business sector may influence the way in which regulatory agencies achieve OH&S compliance in small workplaces. Finally, the study reinforces the need for a more flexible approach to OH&S in the small business sector. 相似文献
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Introduction: Safety outcomes in the workplace require individual employees to perform (behave) safely in everyday duties. While the literature suggests that emotional management capabilities or traits can be positively related to individual performance in certain conditions, it is not clear how they can influence safety-related performance in high-risk work contexts. Drawing upon trait activation theory, this paper aims to examine when emotional intelligence (EI) benefits employees’ safety performance. We propose that when employees receive inadequate safety training, EI is more likely to trigger their situational awareness and consequently promote their safety performance. Method: We collected time-lagged data from 133 full-time airplane pilots working in commercial aviation industry. Hierarchical moderated regression analysis was conducted to test the moderating effect of safety training inadequacy on the EI–situational awareness relationship. The moderated mediation model, which involves conditional indirect effects of EI on safety performance via situational awareness across different levels of safety training inadequacy, was tested using the PROCESS-based bootstrap confidence interval. Results: Safety training inadequacy negatively moderated the relationship between EI and situational awareness, such that EI was significantly related to situational awareness only when safety training inadequacy was more salient. The more inadequate safety training was, the greater the indirect effect of EI on safety performance via situational awareness was. Conclusions: Inadequate safety training, as a negative situational cue, can activate individuals’ EI to drive their safety-related cognitions (e.g., situational awareness) and behaviors. Effective safety training may be able to complement employees’ low EI in shaping their situational awareness and safety behaviors. Practical Applications: Aviation managers should monitor the adequacy and effectiveness of safety training; this could make pilots’ situational awareness and safety performance depend less on personal attributes (e.g., EI), which organizations are less able to control. When training capacity is temporarily limited, priority might be given to those with low EI. 相似文献
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煤矿企业员工行为对安全生产的影响及安全文化构建 总被引:2,自引:0,他引:2
从员工行为视角探讨煤矿企业影响安全生产的因素,提出不规范的个体行为、领导行为和群体行为导致了安全事故的频发。实证分析表明:员工行为是影响煤矿企业安全生产的重要因素之一,其影响程度约占11.2%;煤矿企业员工行为主要是通过安全文化影响企业的安全生产,因此,煤矿企业应当通过安全文化构建纠正员工不规范行为,即构建一种基于员工行为能力的煤矿企业安全文化提高组织员工队伍的行为能力,增强企业的凝聚力,为煤矿企业安全生产提供有效的支持和保障。 相似文献
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James D. Werbel 《组织行为杂志》1985,6(4):251-258
This paper compares the factors which affect the decision of part-time and full-time employees to leave an organization. The decision is hypothesized to be contingent on primary life involvements. A sample of 154 registered nurses, with families, was used. The results demonstrated that primary life involvements were useful for predicting turnover of part-time employees only. The results were integrated with research which suggests that different types of attitudes predict turnover of part-time and full-time employees. 相似文献
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This study is based on three premises: (a) Leadership style affects the level of concern for subordinate safety; (b) Concern for safety, operationalized with supervisory practices, provides the source for safety climate perceptions; and (c) Safety priority as assigned by higher superiors influences supervisory safety practice independently of leadership style. Assigned safety priority was expected to moderate the relationship between leadership style and injury rate in organizational subunits, with safety climate mediating this leadership–injury relationship due to its demonstrable effect on safety behavior. A within‐group split‐sample analysis of 42 work groups, coupled with prospective design, indicated that transformational and constructive leadership predicted injury rate, while corrective leadership provided indirect, conditional prediction. Leadership effects were moderated by assigned safety priorities and mediated by commensurate safety‐climate variables. The results suggest that transformational and transactional leadership provide complementary modes of (mediated and moderated) influence on safety behavior of group members. Copyright © 2002 John Wiley & Sons, Ltd. 相似文献