2008年度全省安全生产宣传先进个人

周正翔、靳鸿荣（女）、殷卫东、单春宏、张明、刘志峰、叶国宁、谢东、陈云刚、许银春（女）、魏栋梁、盛丽君（女）、张道杰、孟凡燕（女）、王东照、姚辉、陈斌、刘高明、张利、葛国顺、汤文斌、郑伟、曹爱民、张丹、丁其秦、王奋周、徐福玉、顾祥和、沈文安、程继平、贾宁、王东、宗帆、薛莲（女）     

科技期刊中常使用的一些单位

正长度[m、cm、mm、nm]、质量[kg、t]、压力、压强、应力[pα]、力[N]、时间["、S、'、min、h、d]wk(星期、周)、mo[月a]、电阻率[Ωm]、频率[Hz]、功能量[eV、keV、J]、功率[瓦、W、kW]、平方米[米~2、m~2]、摄氏温度[℃]、电压、电动势、电位(电势)[V]     

科技期刊中常使用的一些单位

长度[m、cm、mm、nm]、质量[kg、t]、压力、压强、应力[pα]、力[N]、时间[″、S、′、min、h、d]wk（星期、周）、mo[月a]、电阻率[Ωm]、频率[Hz]、功能量[eV、keV、     

可与国际单位制并用的我国法定计量单位

长度[m、cm、mm、nm]、质量[kg、t]、压力、压强、应力[pα]、力[N]、时间[″、S、′、min、h、d]wk（星期、周）、     

《冶金安全》1983年总目录

、1/、,了、.2、、产期·页z,‘常一了‘、声‘、声‘、,12招4040月J了.45八0/企、了‘、、z‘、、z口、/J、、、,广、,J、,了、J产、,尹、,2、./、,了、1了、J子、,2、,声、.产、月/、夕、,产‘、了、,广110衬724引”36 1 7 12 16打16 2731招r 1 12,,了了4落球5,,5 no八n︶6了产‘、子‘、/‘、/气、J口t、J‘/‘、、矛r、z叮、声‘电了r气、了‘、、/‘产矛.、/‘、了电、了叮、/.、安全工作要和生产、基建工作同步············……,·....·.............................……冶金部转发国家经委等五个部门《关于开展“安…     

可与国际单位制并用的我国法定计量单位

长度[m、cm、mm、nm]、质量[kg、t]、压力、压强、应力[poL]、力[N]、时间[＂、S、＇、min、h、d]wk（星期、周）、mo[月a]、电阻率[Ωm]、频率[Hz]、功能量[eV、keV、J]、功率[瓦、W、kW]、平方米[米2、m2]、摄氏温度[℃]、电压、电动势、电位（电势）[V]     

我国大陆东、中、西部的划分与差距

按照地理方位的自然位置和经济发展的客观现实,国家计委对我国大陆东、中、西的划分作如下界定:　　一、西部:陕西、甘肃、宁夏、青海、新疆、贵州、云南、西藏、四川、重庆,共10个省、市、区;　　二、中部:黑龙江、内蒙古、吉林、山西、安徽、江西、河南、湖北、湖南,共9个省、区;　　三、东部:辽宁、河北、北京、天津、山东、江苏、上海、浙江、福建、广东、广西、海南,共12个省、市、区。　　东西部地区的差距:　　城镇社区服务设施占全国百分比:东部45%,西部20%;　　农村社会保障网络占全国百分比:东部45%,西部12%;　　1998年全国国有企…     

2008年度全省安全生产宣传先进集体

徐州市安监局、常州市安监局、南通市安监局、淮安市安监局、盐城市安监局、镇江市安监局、南京市建邺区安监局、南京市玄武区安监局、宜兴市安监局、邳州市安监局、常州市钟楼区安监局、常熟市安监局、通州市安监局、连云港市新浦区安监局、淮安市淮阴区安监局、滨海县安监局、     

第一届全国安全学科建设研讨会会议纪要

2007年5月18日～19日由高等学校安全工程学科教学指导委员会、高等学校安全工程学科教学指导委员会学科建设分委会组织的第一届全国安全学科建设研讨会在中南大学召开,参加单位有中南大学、中国职业安全健康协会、南京工业大学、西安建筑科技大学、中国计量学院、沈阳化工学院、河南省商丘学院、西安科技大学、昆明理工大学、南京理工大学、重庆科技学院、东北大学、首都经济贸易大学、长安大学、湖南工学院、华北科技学院、中原工学院、华东理工大学、华南理工大学、山东科技大学、青岛理工大学、重庆大学、中国矿业大学、中南财经政法大学、黑龙江科技学院、武汉理工大学、南华大学、哈尔滨理工大学、上海应用技术学院、上海海事大学、郑州大学、天津理工大学、中国地质大学、河南理工大学、江西理工大学、辽宁工程技术大学、湖南科技大学、机械工业出版社、西南师范大学出版社等.     

泄压 带压堵漏的安全技术

带压堵漏和降压、泄压堵漏是许多行业普遍采用的一门技术。有些特殊情况 ,带压堵漏涉及高温高压、易燃易爆、有毒或剧毒等工况 ,若方法不当 ,措施不良、技术不佳或责任心不强 ,不但堵不了漏 ,反而会扩大泄漏 ,危及生产和人身安全。一、堵漏中应注意的安全问题１.避免燃烧常见的可燃物有氢气、一氧化碳、氨、甲烷、乙烷、丙烷、乙烯、丙烯、丁烯、丁二烯、乙炔、石油气、天然气、水煤气、煤气、汽油、煤油、石油醚、柴油、溶剂油、工业润滑油、二硫化碳、乙醚、丙酮、苯、甲笨、乙苯、甲醇、乙醇、石脑油等。在堵漏时如果这些物质是介质或与…     

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.     

Goal striving,idiosyncratic deals,and job behavior

Two important gaps remain to be filled in the idiosyncratic deals (i‐deals) literature. First, it is unclear which employees are predisposed to seek and receive i‐deals. Second, it is unclear how employees' perceptions of whether their coworkers are receiving i‐deals affect their own i‐deal experiences. This study proposed a theoretical model suggesting that (a) three key motivational goals identified in human development research, that is, achievement, status, and communion striving, predispose employees to seek and receive i‐deals; (b) employees' perceptions of whether their coworkers are receiving i‐deals moderate these relationships; and (c) employees' i‐deals are related to their job behavior. Data collected from more than 400 working adults in Italy showed that employees' motivational goals (particularly achievement and status striving) were positively related to the levels of i‐deals they received, and that these i‐deals were in turn positively related to supervisors' assessments of their in‐role job performance, voice behavior, and interpersonal citizenship behavior. High perceptions of the extent to which coworkers received i‐deals further strengthened the relationship between status striving and employees' perceptions of their own i‐deals, highlighting a trait‐situation interactionist perspective on employees' i‐deal experiences. Copyright © 2015 John Wiley & Sons, Ltd.