Work stress and the stress-buffering roles of work and family resources

This paper describes the development of the Work Environment Scale, which includes measures of perceived stressful and supportive aspects of the job milieu. This scale is used to examine stressful effects of the work environment on personal functioning and the stress-buffering value of work and family social resources among a representative community group of men and women. Work stressors had a greater impact on men, but supportive social resources provided more attenuation of such effects among men than among women. Although work stressors generally had less effect on men whose wives were employed, high stress in the women's work settings had some indirect negative consequences for their husbands. Reprint requests should be directed to the authors, Social Ecology Laboratory, Department of Psychiatry and Behavioral Sciences, Stanford University Medical School, Stanford, California 94305, U.S.A.     

Prevalence of work-family conflict: Are work and family boundaries asymmetrically permeable?

This study tested Pleck's (1977) hypothesis concerning gender differences in the relative permeability of work and family boundaries. Data were obtained from a randomly drawn community sample of 631 employed adults (278 men; 353 women). Respondents reported that work interfered with family life (W→F conflict) more frequently than family life interfered with work (F→W conflict). These results suggest that work and family boundaries are indeed asymmetrically permeable with family boundaries being more permeable than work boundaries. However, there was no evidence of gender differences in the pattern of asymmetry, indicating that the dynamics of work and family boundaries may operate similarly among men and women. Implications for future research are discussed.     

Dual earner couples: Attitudes and actions in restructuring work for family

In a matched data set consisting of survey responses from both members of 39 dual earner couples, work and family involvement was used to predict job satisfaction, marital satisfaction, stress and work restructuring of both members of the couple. In general, the wives were found to be restructuring their work activities more than their husbands. Couples whose members had high levels of family involvement were experiencing high levels of marital satisfaction and low levels of stress. In addition, the coded responses to seven open ended questions provided qualitative data reflecting what specific types of work restructuring arrangements were most popular and the reasons for work restructuring.     

Love and work: career–family attitudes of new entrants into the labor force

This paper reports the development of the Career–Family Attitudes Measure (CFAM), a new 56-item instrument for measuring individuals' attitudes towards managing the career and family interface. The measure was administered to a large sample of high school students and factor analyzed to reveal six dimensions of career and family attitudes, which were then scaled. Females in the sample had significantly more positive attitudes towards Balance and Independence than did males, while males had significantly more positive attitudes towards Dominance and Spousal Support than did females. Antecedents such as parental employment history and educational aspirations were significantly related to several of the scales. Results indicated that career–family attitudes involve preferences for the integration of career and family rather than for trade-offs between them. Research to establish the validity and explore the many applications of the CFAM is needed. © 1998 John Wiley & Sons, Ltd.     

Incentives and cooperation: the joint effects of task and reward interdependence on group performance

We examine the joint effects of task interdependence and reward interdependence on group behavior and performance. We develop a model that predicts that task and reward interdependence will interact to increase performance, and present results of a laboratory experiment that confirms our prediction. We explore the efficacy of group reward systems for different task designs, and the relationship between cooperation and performance. We confirm earlier results on the weakness of the free-rider effect in small face-to-face groups. We also find, surprisingly, that while reward interdependence is important to performance, task interdependence, but not reward interdependence, drives observed cooperative behavior. This last result suggests caution in interpreting the efficacy of changes in the design of work. Such changes, if unaccompanied by changes in the design of the reward system, are likely to appear successful in terms of observed cooperation, but may not enhance performance. © 1997 by John Wiley & Sons, Ltd.     

急功近利是安全工作的最大隐患

龙年已经过去,蛇年刚刚起步。回顾过去的一年,我们在为伟大的祖国所取得的成就而感到欢欣鼓舞的同时,也不能不说,2000年也给我们留下了一些刻骨铭心的惨痛教训,那就是特大安全事故的频频发生,使人民的生命财产蒙受了极大的损失。     

The contribution of burnout to work performance

While the notion that ‘burnout’ is related to a decline in work performance is widely recognized, empirical support for this relationship is lacking. The present study, composed of human services personnel, is the first to empirically test the relationships among Maslach's three dimensions of burnout and work performance. A negative relationship was established between one dimension of burnout, emotional exhaustion, and subsequent work performance. However, the results failed to establish relationships among work performance, depersonalization and diminished personal accomplishment. These results provide further support for emotional exhaustion as a key component of the burnout experience. Future directions and implications of these findings are introduced. © 1997 John Wiley & Sons, Ltd.     

安全管理“三步曲”：国外企业安全监管人员的经验之谈

无论你处于组织管理中的哪个层次，成功的安全管理都需要有最高领导者的支持，否则，安全工作将无从做起。国外一些企业的安全监管人员在实践中     

企业安全生产责任矩阵研究

企业的安全生产工作是由一系列安全生产业务构成的,企业实施一项安全生产业务,都需若干步骤,要几个部门参加,对部门工作的要求和目标就是该部门在实施该项安全生产业务时安全生产责任.本文基于上述的思想,提出了企业安全生产责任矩阵的概念,给出了构建企业安全生产责任矩阵的过程.当企业有m项安全生产业务、n各部门时,企业安全生产责任矩阵A是m×n阶矩阵,A的元素aij是部门安全生产责任数.在进行企业安全生产责任分析时,应首先构造企业安全生产业务集M和企业部门集Ⅳ,再构造企业安全生产责任矩阵A,通过对矩阵A的元素分析就可以给出各部门的安全生产责任.     

从业人员是安全生产的主人——论从业人员的安全生产权利义务制度

人的因素第一,人是最宝贵、最活跃的生产力。生产经营单位的从业人员是各项生产经营活动最直接的劳动者,又是各项安全生产法律权利和义务的承担者。从这个意义上说,从业人员是安全生产的主人。《安全生产法》确立的从业人员安全生产权利义务制度,从基本的权利保障与义务设定两个方面,对从业人员从事生产经营活动中的安全生产做出了明确的法律规定。     

Work-Family conflict: The effect of job and family involvement

A review of past research revealed inconsistent findings concerning the relationship between job involvement and work-family conflict. This study tested whether family involvement moderates the relationship between job involvement and work-family conflict. Two types of family involvement (spouse and parent) and two types of work-family conflict (job-spouse and job-parent) were assessed. Data were gathered via questionnaire from a sample of nonteaching professionals employed by a large public university in the northeastern United States. As hypothesized, job involvement and job-spouse conflict were positively related for individuals high in spouse involvement and unrelated for individuals low in spouse involvement. Contrary to prediction, parental involvement did not moderate the relationship between job involvement and job-parent conflict. Instead, job involvement was positively related to job-parent conflict regardless of the level of parental involvement. Results are discussed in terms of standards for role performance and strength of role demands. Implications for future research are also discussed.     

The changing pictures of the relationship between career and family

This paper discusses how male managers perceive the relationship between their careers and family lives. The authors suggest that a typology of perceptions is necessary to describe this relationship. The way individuals perceive the relationship is influenced by the emotional outcomes of work and the relative importance of work in the life of the person. While the former is mostly the consequence of the job-person fit, the latter is closely linked to the individual's life stage. Thus, work appears to be the more significant environment in an individual's early adult stages, while family and private life become the more salient environment later in life.     

安全论衡众专家释解千千结--笫三届国家安全生产专家组会议部分专家的建议

编者按去年底,国家安全生产专家组召开第三届全体会议.会上,我们归纳了部分专家对我国安全生产工作各方面提出的建议,对我们当前的安全生产工作很有启发,特摘登出来,以飨读者.     

Sex segregation of work in Finland and the quality of women's work

The Finnish labor market is sharply segregated by sex. This is a statistically well-documented fact and holds true for all Western European market economies. The aim of this article was to find out whether women profit (regarding the quality of their work) from performing the same sort of work as men. The qualitative aspects of work were the following: autonomy at work; lack of routinization of work; the compulsory rhythm of work; and the demands for social skills. We also analyzed monthly pay and its variation according to functional segregation of work. The empirical data came from the Finnish Study on Working Conditions (1984) which is a representative sample of the Finnish wage-earning population with 4502 persons of whom 48 per cent were women and 52 per cent men. Our results indicate that women often profit from the fact that they perform the same sort of work as men. This profit was more apparent for white-collar than for blue-collar women. For men the effects of segregation on job characteristics were the opposite. They often profit from sex segregated work. Social status played a major role regarding the qualitative aspects of work.     

Pilot study on the influence of stress caused by the need to combine work and family on occupational accidents in working women

The influx of a large number of women into the workforce involves the need for these women to combine family and work responsibilities. Multiple roles lead to work–family conflict. This study analyzes the influence of work–family conflict on the causes of minor occupational accidents suffered by working women. A survey was done on working women in the Madrid region, who had suffered a minor occupational accident in 2004. The main finding was that nearly half of the women with children considered that the stress and fatigue caused by trying to combine work and family played a part in the accident; 21% of the respondents whose accidents took place while traveling to or from work and 11% the respondents who suffered the accident in the workplace said that family reasons played a part. Additionally, 50% of the women suffered after-effects as a result of the accident; children had to change their routine in almost 1 in 4 cases; nearly a quarter of the respondents said their work situation had been temporarily modified. This point to a need for polices that encourage men and employers to contribute more to solve work–family conflicts.     

Observer reactions to interpersonal injustice: The roles of perpetrator intent and victim perception

The present research contributes to a growing literature on observer reactions to injustice experienced by others. In particular, we separated two variables that have previously been confounded in prior research, namely perpetrator intent to cause harm and victim perception of harm. We expected that injustice intent and injustice perceptions would have both unique and joint effects on observer reactions. The results of three experiments in which we manipulated perpetrator injustice intent and victim injustice perceptions supported our predictions. First, we found that observers had more negative reactions toward superiors who intended to inflict high versus low levels of interpersonal injustice toward a subordinate. Second, the injustice intent of the superior influenced observers' reactions more than did victim perceptions of injustice. Third, most novel, we found that the mere intent to cause injustice generated negative reactions in observers, even in the absence of a “true” victim—that is, when the subordinate perceptions of injustice were low. Together, our results emphasize the importance of examining observers' reactions to injustice and incorporating perpetrator intentions into the study of organizational justice. Copyright © 2012 John Wiley & Sons, Ltd.     

Protestant work ethic,work involvement and the psychological impact of unemployment

This study is an attempt to replicate and extend recent findings concerning the moderating effect of employment commitment on the psychological impact of unemployment. It was carried out in a highly educated population and employed Protestant work ethic endorsement (PWE) and work involvement (WINV) as indicators of commitment to work. Evidence was collected by questionnaires from 432 individuals who had been unemployed and again, six months later, from most of the same individuals. Cross-sectional and longitudinal analysis shows that individuals with high WINV were likely to suffer more from unemployment and to gain more from finding employment than low work-involved individuals. PWE, on the other hand, did not moderate the relationship between employment status and psychological state.     

企业安全生产责任的图表分析法研究

企业的任何一项安全生产业务都可以分解为一系列安全生产责任,完成一项安全生产业务,都需有若干个步骤,要几个部门或人员参加。为了最大限度地节省人力、物力和财力资源,提高效率,应尽量避免安全生产责任的交叉和步骤的重复,并且做到安全生产责任落实到企业部门或人员。本文充分利用图表直观的特点,提出了一种用图表分析企业安全生产责任的方法,明确了企业安全生产业务责任图表的基本概念及其编制过程,给出了分析案例。     

Sociotechnical design and self-managing work groups: The impact on control

This paper compares employees perceptions of control in 20 manufacturing plants within one corporation. Four of the plants have incorporated self-managing groups as a part of their organizational design, while the other 16 plants have more traditional designs. Survey data from the 20 plants are compared and used to test a set of hypotheses derived from the literature on Sociotechnical systems. These analyses indicate that the workers and supervisors in the Sociotechnical plants have higher levels of perceived control than do their counterparts in the more traditional plants. Top and middle management respondents, how- ever, have similar perceptions of control in both the Sociotechnical and traditional plants. Discussion focuses on the impact of Sociotechnical design, the measurement of control, and future research issues in Sociotechnical design and self-managing work groups.     

加强安全生产基层基础工作的调查与思考

本文从安全生产基层基础工作入手,以湖北省为例,从安全监管机构设置不规范不健全、基层安全监管力量十分薄弱、安全投入和监管装备严重不足、基层安全监管队伍不稳定、安全生产政策法规体系不完善、安全生产工作机制不健全等六个方面分析了安全生产基层基础建设存在的突出问题。在此基础上,提出了实施"三三五五四"工程的建议,即:全面落实三个责任(企业主体责任、党委政府组织领导责任、相关部门职责);大力加强三项基本建设(基层安全监管机构建设、安全监管执法人员能力建设、安全监管基础设施及基本装备建设);进一步夯实五个基础(安全生产源头监管、企业安全生产标准化建设、安全生产隐患排查治理、职业病危害防治、基层安全生产网格化管理工程);建立健全五项激励约束机制(企业安全生产信用挂钩联动机制、安全生产激励机制、安全监管执法岗位特殊津贴制度、企业安全生产绩效工资制度、安全生产行政问责制);建立健全四个保障体系(投入保障体系、法制保障体系、宣教保障体系、科技支撑体系)。