Railway safety climate: a study on organizational development

The safety climate of an organization is considered a leading indicator of potential risk for railway organizations. This study adopts the perceptual measurement–individual attribute approach to investigate the safety climate of a railway organization. The railway safety climate attributes are evaluated from the perspective of railway system staff. We identify four safety climate dimensions from exploratory factor analysis, namely safety communication, safety training, safety management and subjectively evaluated safety performance. Analytical results indicate that the safety climate differs at vertical and horizontal organizational levels. This study contributes to the literature by providing empirical evidence of the multilevel safety climate in a railway organization, presents possible causes of the differences under various cultural contexts and differentiates between safety climate scales for diverse workgroups within the railway organization. This information can be used to improve the safety sustainability of railway organizations and to conduct safety supervisions for the government.     

Process‐orientation versus outcome‐orientation during organizational change: the role of organizational identification

In this paper we argue that organizational identification is predictive of employee interests and concerns during periods of organizational change. More specifically, we assert that organizational identification may largely determine whether employees may be focused upon the change related outcomes (e.g., salary, expenses, etc.), or on the change processes (e.g., procedures, voice and participation options, etc.). Data of both a scenario experiment and a survey are presented indicating that high and low identifiers indeed are differentially interested in process and outcome information. The results suggest that people who identify less with the organization are more likely to be focused upon the change outcomes then on the change process, while people who identify highly (i.e., deep structure) with the organization are more likely to be focused upon the change processes then on the change outcomes. The benefits of awareness of organizational members' level of identification for organizational change management are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

Managing the career deal: the psychological contract as a framework for understanding career management,organizational commitment and work behavior

This paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological contract fulfillment. The study tested a series of linked hypotheses which propose that individual career management behavior is associated with the experience of organizational career management help, which is related to fulfillment of the psychological contract. Fulfillment of the psychological contract in turn is linked to organizational commitment and is associated with behaviors at work, including absenteeism, turnover, and independent ratings of job performance. The findings provide some support for these proposed links. As a result, the paper makes four contributions to the psychological contract and careers literature: first, it shows that both individual and organizational career management behaviors are linked to psychological contract fulfillment; second, organizational career management help is associated with affective commitment and job performance; third, psychological contract fulfillment plays a key role in mediating the relationship between career management help and such attitudes and behaviors; and fourth, organizational commitment may mediate between psychological contract fulfillment and individual career management behavior aimed at furthering the career outside the organization. Copyright © 2005 John Wiley & Sons, Ltd.     

A new approach to managing work-related road traffic injury: The development of a health investment framework

Objective: Statistics indicate that employees commuting or traveling as part of their work are overrepresented in workplace injury and death. Despite this, many organizations are unaware of the factors within their organizations that are likely to influence potential reductions in work-related road traffic injury.

Methods: This article presents a multilevel conceptual framework that identifies health investment as the central feature in reducing work-related road traffic injury. Within this framework, we explore factors operating at the individual driver, workgroup supervisor, and organizational senior management levels that create a mutually reinforcing system of safety.

Results: The health investment framework identifies key factors at the senior manager, supervisor, and driver levels to cultivating a safe working environment. These factors are high-performance workplace systems, leader–member exchange and autonomy, trust and empowerment, respectively. The framework demonstrates the important interactions between these factors and how they create a self-sustaining organizational safety system.

Conclusions: The framework aims to provide insight into the future development of interventions that are strategically aligned with the organization and target elements that facilitate and enhance driver safety and ultimately reduce work-related road traffic injury and death.     

On the contribution to the alignment during an organizational change: Measurement of job satisfaction with working conditions

Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.     

Development of a new scale to measure subjective career success: A mixed‐methods study

Career success is a main focus of career scholars as well as organizational stakeholders. Historically, career success has been conceptualized and measured in an objective manner, mainly as salary, rank, or number of promotions. However, the changing nature of work has also necessitated a change in the way many employees view success, adding a more subjective component. Although there has been theoretical discussion and calls to develop a comprehensive measure of subjective career success, no contemporary comprehensive quantitative measure exists. The goal of this study was to create and validate a measure of subjective career success, titled the Subjective Career Success Inventory (SCSI). The SCSI includes 24 items that address subjective career success via eight dimensions. The scale was developed and validated through four phases of data collection, beginning with interviews and focus groups, followed by item sorting tasks, then item refinement through confirmatory factor analysis, and finally convergent and discriminant validity quantitative analysis. Theoretical and practical implications are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

Two (or three) is not equal to one: Multiple jobholding as a neglected topic in organizational research

The objective of this Incubator is to stimulate research in the area of multiple jobholding (MJH), a long‐neglected topic in organizational behavior. We first discuss the prevalence of, and motivation for, MJH and then discuss possible dangers and benefits of MJH. Throughout, we discuss ideas for future research. Copyright © 2014 John Wiley & Sons, Ltd.     

User involvement in the ergonomic development of a medical instrument: a longitudinal case study

In this study the focus is on the continuous ergonomic-focused development of a medical instrument that is capable of performing blood group serological tests. Primarily, a medical device must be clinically effective and safe. At the same time it must also meet the needs of its users. This calls for consideration of numerous ergonomic aspects. The development process of the product line in question was supported by a longitudinal series of carefully designed focus groups. Altogether, the 23 focus groups conducted included 245 participants from 72 laboratories. The aim of the empirical research was to collect users’ experiences, ideas and needs as inputs for the following phase of the product development process. During the mentioned focus group analyses, around 100 development proposals were conceived. Besides presenting more of the mentioned development proposals, the focus group analysis was shown as a proper methodology to involve end-users in the development and implementation of new technology or devices.     

A new look at the psychological contract during organizational socialization: The role of newcomers' obligations at entry

Previous studies have demonstrated that the psychological contract is largely shaped during socialization. This study adopts a complementary perspective and analyzes how the psychological contract at the start of employment shapes the subsequent socialization process. Drawing upon social exchange theory, we propose that newcomers with a higher sense of their personal obligations at entry will perceive orientation training as more useful and develop better relationships with their supervisors and peers, which in turn will facilitate their work adjustment. Results of a longitudinal survey on a sample of 144 recruits from a European Army show that newcomers with a higher initial sense of their employee obligations toward their employer report higher perceived training utility, higher leader–member exchange (LMX) with their instructors, and higher team–member exchange (TMX) with their platoon peers. Moreover, perceived training utility and LMX predict the fulfillment of employers' obligations; and training utility predicts the level of newcomers' employee obligations. Finally, training utility, LMX, and TMX predict some of three indicators of newcomers' adjustment, namely, role clarity (training utility and LMX), group integration (TMX), and organizational values understanding (training utility). These results highlight how newcomers' obligations at the start of employment contribute to the social exchange dynamic underlying organizational socialization. Copyright © 2015 John Wiley & Sons, Ltd.     

Ⅳ级逸度模型在评估温度对污染物环境行为影响中的应用——以松花江硝基苯污染事故为例

通过建立具有温度依附性的Ⅳ级逸度模型,模拟了松花江环境污染事故发生后硝基苯的动态环境行为,重点考察了温度T对其环境行为的影响.模型的主要参数逸度容量和迁移系数与T呈负相关,T对硝基苯在大气中的污染水平影响较大.随着T的降低,污染物从大气向其他环境相富集.0℃条件下,事故发生后水体和大气中硝基苯浓度峰值可分别达到背景值的4.9倍和4.7倍.研究结果表明,Ⅳ级逸度模型能够作为一种比较有效的手段,表征环境温度对突发性环境污染事故发生后污染物环境行为的影响,并对污染物的环境行为进行预测.     

A new approach on troubleshooting of cathodic protection: A case study

The aim of this paper is to suggest an effective procedure to eliminate a major deficiency in impressed current cathodic protection (CP). Current work describes performed activities through jetty cathodic protection troubleshooting as a case study. Although CP troubleshooting is straightforward, sometimes it is very complicated and confusing. To eliminate the appeared imperfection, different procedures were carried out; the root cause of the trouble in the system was shown to be in reversed current. Here the current which passed throughout installed junction were measured to survey reversed current. Current work offers a new approach in CP troubleshooting.     

A study on a new hazard detecting and controlling method: The case of coal mining companies in China

This paper sets forth a new hazard detecting and controlling method according to the theory of system safety engineering to tackle the safety problems in coal mining companies of China. It combines classified detecting and controlling with closed-loop management, and detects hazards at different levels by dividing safety inspection into self-checking, working team checking, region team checking and specialist team checking. This method makes hazard management a closed-loop through introducing an accountability mechanism based on the interior market system of hazard detecting. The findings of our case study show that this new method is efficient to improve safety situation of the coal mining industry in China.     

基于化工发展胁迫的连云港生态风险预警研究

以区域生态风险预警为目的的区域生态风险评价工作,可以为政府实现有效的生态风险管理提供良好的决策依据.构建了包括化工风险压力指数、区域环境状态指数、区域生态风险管理指数的区域化工生态风险的评价指标体系,提出了根据区域生态风险评价结果进行生态风险状态以及趋势预警的具体方法.并据此对连云港地区进行了区域生态风险综合评价及状态预警.结果表明,研究区域多数镇化工总体而言风险不大,处于无警和轻警状态,分别占总数的11.1%和71.4%;中警状态占15.9%,包括人口稠密的连云港市区,云台乡和花果山等自然保护区以及灌河入海口;堆沟港镇属于重警区域,占总数的0.02%;无巨警区域.     

Application of a multi-plant QRA: A case study investigating the risk impact of the construction of a new plant on an existing chemical plant's risk levels

The construction of chemical clusters whereby a variety of chemical plants are located next to each other provides great economic benefits. However, in such clusters, due to the mere scale on which hazardous materials are processed, stored and handled, the potential of various accidents is much higher than in single companies. Furthermore, the close proximity of process installations and storage tanks in such areas gives rise to the risk of domino effects. Therefore, land use planning and layout design has always been a challenge within such clusters.In this paper, a Quantitative Risk Assessment (QRA) is carried out and used as a decision making tool to evaluate the acceptability of constructing a new chemical plant adjacent to an existing one. For this purpose, standard parameters such as individual risk and societal risk were quantified, before and after the new plant would come into operation. Given the experience of past accidents in the process industries, the likelihood of domino accidents in the two neighboring plants has also been analyzed.     

Flexible work bundles and organizational competitiveness: a cross‐national study of the European work context

The present study explores the categorization of flexible work arrangements (FWAs) into bundles and their connection to organizational competitiveness in the European Union. The measures of competitiveness were performance, turnover, and absenteeism. Four moderators were used in the study, organization sector, industry sector, organization size, and organizational women‐supportiveness. The analyses revealed four FWA Bundles, namely Non‐Standard Work Patterns, Work Away from the Office, Non‐Standard Work Hours and Work Outsourced. Non‐Standard Work Patterns were found to be related to decreased turnover (in the private sector), while Work Away from the Office was related to improved performance and reduced absenteeism. Non‐Standard Work Hours and Work Outsourced (within the public sector) were positively related to turnover, suggesting that these types are possibly not being used as true flexibility arrangements. Finally, post‐hoc analysis revealed that Non‐Standard Work Hours was related to increased performance only among Swedish organizations. Implications for management and future research are discussed. Copyright © 2005 John Wiley & Sons, Ltd.     

生态网络分析在滨海新区战略环评中的应用

以滨海新区卫星影像和规划图为基础资料,在GIS技术支持下运用景观格局分析法和网络结构分析法对滨海新区的生态网络现状、总体规划及战略规划进行评价.在考虑不同生态用地斑块间的距离和景观阻力的基础上,运用重力模型对不同斑块间的相互作用力进行定量分析.结果表明, 滨海新区2008年生态网络现状景观破碎化严重且连通性差;总体规划侧重于斑块间的廊道连接,景观连通性高,但大尺度斑块比例小;战略规划侧重于大尺度斑块的构建,但连通性较差.根据景观生态学原理,提出构建滨海新区科学合理的生态网络建议,促进生物多样性的保护.     

防洪预报调度方式下水库下游防洪风险分析--以葠窝水库为例

水库实施的防洪预报调度方式是解决我国防洪和兴利之间矛盾的一条有效途径,其对水库上下游的防洪风险率的大小是决定其能否实施的关键.目前对此缺少一种定量计算方法.本文在分析防洪预报调度方式风险指标的前提下,根据水库洪水径流深与产流预报误差的分布规律,采用数值分析方法计算水库实施防洪预报调度方式时,相对于常规调度方式,产流预报误差对水库下游防洪风险率,并以实例论述了具体分析思路和计算过程.     

某聚氯乙烯分厂的氯乙烯职业健康风险评价

以某化工企业的聚氯乙烯分厂为研究对象,引入美国环境保护署(EPA)推荐的健康风险评价四步法,即危害鉴定、剂量-反应评价、暴露评价和风险表征,对不同作业任务(清釜、看釜、巡检和配料)工人的氯乙烯职业暴露进行健康风险评价。结果表明,从非致癌效应来看,看釜、巡检和配料岗位工人暴露于VC引起肝细胞多态性的HI值均高于安全阈值1,其中看釜工的危害指数最大,引起的不利健康效应最严重。从致癌效应来看,清釜工暴露于VC引起肝血管肉瘤的风险处于可接受水平;而看釜工患肝血管肉瘤的风险值R,达到可接受上限10-4对应的工作年限ED=1.91 a,因此,需要尽可能地采用安全防护措施减少该岗位的职业暴露。巡检和配料岗位的肝血管肉瘤风险达到可接受水平上限10-4时,对应的工作年限分别为4.36 a和9.33 a。由于健康风险评价更侧重长期暴露危害物质对人体健康的影响,即使工作场所满足国标规定的浓度阈值,仍然存在工人长期暴露于低浓度致癌物的风险。