用层次分析法分析核电站中影响人误的组织因素

应用层次分析法的基本原理,构建核电站中影响人误的组织因素AHP(层次分析法)模型,确定影响人误的组织因素的指标体系,将成对比较矩阵的特征向量作为组织因素的权重,确定了相关因子的影响力排序。研究结果显示:培训与交流反馈是影响人误的主要组织因素;强化质量监督与控制以及加强交流协作与技能培训,是减少核电站人误发生的重要举措。     

Improving team effectiveness using tactical decision games

This paper addresses the development of training in team-level decision making to lead to improvements in safety and performance. A one-day Workshop was developed around tactical decision games (TDGs) for use by action teams, i.e. involving a team of multi-disciplinary experts, in the oil and gas drilling industry. Three TDGs were conducted to help team members to rehearse how they would respond to potential challenging situations, focusing in particular on team skills, such as decision making, situation awareness and communication. TDGs have previously been presented as a useful training technique to improve decision making and have been introduced in many high hazard industries [Crichton, M., Flin, R., Rattray, W.A., 2000. Training decision makers – tactical decision games. Journal of Contingencies and Crisis Management 8(4), 208–217]. Building on TDGs for individuals, in a team-based TDG, team members discuss the scenario and reach a team-based solution, allowing team members to recognise the potential differing perspectives brought to the solution by team members from different disciplines. Specific team skills aspects raised during the TDG scenario were then generalised to the wider project, and their impact on overall team performance, safety, and effectiveness. Members of a deepwater exploration wells team (n = 30) attended the Workshop and reported that the use of TDGs in the Workshop was valuable in defining and illustrating team skills and their influence on team performance, and helping to prepare better for their forthcoming operations.     

A multilevel model of emotional skills,communication performance,and task performance in teams

There is increasing research regarding the influence of emotions on teamwork. In this study, we use a multilevel approach to examine how team members' use of emotion‐related skills affects team task performance and communication performance within the team. We measured individual self‐reported emotional skills prior to team formation and then collected peer‐rated individual communication performance and independently rated team task performance eight weeks later. Although there was no influence at the individual level between emotional skills and performance, team‐level emotional skills positively predicted team task performance scores. At the cross level, team‐level emotional skills predicted individual‐level communication performance. These findings emphasize the importance of distinct team emotional skills in shaping both team performance and individual team member performance. Copyright © 2011 John Wiley & Sons, Ltd.     

Career dynamics in a steelworks of the future

Recent organizational design efforts to provide more attractive jobs, including most attempts to apply socio-technical system principles, have failed to account for the dynamic nature of the environment. The practice of socio-technical design should respond to this failing by accommodating both environmental change and workers' confidence to cope with it. An attempt to make this accommodation, in a design for a model future steelworks, is described. The design incorporates principles such as anticipatory learning, a “tent” organization culture, a task oriented plant layout, a democratic governance system, local information systems, and dialectical decision making. It offers one answer to how careers within organizations, and organizations surrounding careers, can each influence the other while remaining adaptive to external change. The problems raised by dynamic environments can be met by putting learning and exploration back into workers' careers.     

航空工效中情境觉知的研究

随着航空设备自动化 /智能化水平的不断提高 ,现代飞机座舱中动态信息越来越多 ,而飞行员的主要作用已由操作控制向监视转移 ,即人的体力负荷下降、心理负荷增加的现象变得更加突出。鉴于此 ,有关飞行员情境觉知研究已成了目前航空工效研究领域中比较活跃的一个方向 ,笔者通过对情境觉知的发展历史、概念定义、影响因素、定性模型分析 ,并结合前人的研究成果建立了一个新的情境觉知定义和相应的情境觉知多级触发定性分析模型 ,初步揭示了高级飞行员和飞行学员之间的情境认知差别 ,并为进一步建立定量的情境觉知多级触发分析模型 (包括不同情境下飞行员的感觉、理解、预测等阶段的临界值 )打下了基础。     

矿工情境意识多层递阶驱动模型构建

为了分析煤矿工人的情境意识要素间的因果关系结构,建立更具鲁棒性的情境意识驱动模型,提出了一种基于DEMATEL和ISM法耦合的矿工情境意识驱动模型构建方法。首先,在构建情境意识概念模型的基础上从组织、个人和环境3个维度辨识矿工情境意识驱动要素;然后,运用熵值法计算矿工情境意识驱动要素的权重,并借助DEMATEL和ISM方法确定情境意识驱动要素间的因果作用关系,进而构建矿工情境意识驱动模型。结果表明,班组安全氛围是矿工情境意识的根本影响因素;生理心理状况、工作记忆、作业能力和作业经验是直接影响因素;组织制度、人岗匹配性、作业环境、培训组织、作业规程和作业负荷设计是间接影响因素。     

Assessing the maintenance unit of a nuclear power plant – identifying the cultural conceptions concerning the maintenance work and the maintenance organization

Various organizational accidents have indicated that the shared interpretations and experiences of the personnel concerning the work, the organization, and the associated risks are of crucial importance for the safety and effectiveness of the operations. These conceptions are an element of the organizational culture. The cultural conceptions should thus be studied and their contribution to the organizational safety and effectiveness should be assessed proactively. Nevertheless, organizational assessments often focus on either the general safety attitudes and/or values of the personnel, or formal organizational structures and the official practices. In this article a case study is reported that was carried out in a Nordic nuclear power plant maintenance unit. We will illustrate how the employees in the organization construct their work, their organization and the demands of the maintenance task. We focus on explicating and assessing the cultural conceptions prevalent in the maintenance organization. Our aim is to illustrate how the cultural conceptions and organizational practices, tools and the organizing of the work and the organizational climate influence each other, and how they relate to the demands of the maintenance work. The principal methods utilized in the case study were organizational culture questionnaire (CULTURE), semi-structured interviews, group working, and personnel development seminars.     

Predicting the form and direction of work role performance from the Big 5 model of personality traits

This research examined the prediction of the form and direction of work role performance from the Big 5 model of personality traits. Nine dimensions of work role performance are created by cross‐classifying the form of work role behavior (proficient, adaptive, and proactive) with the level at which that behavior contributes to effectiveness (individual, team, and organizational). The authors collected self‐report measurements of personality from 1447 government employees and supervisor ratings of performance. Openness to experience and agreeableness had opposing effects on individual proactivity – openness was positively related, whereas agreeableness was negatively related to this dimension. Openness to experience also had opposing effects on the form of work role performance – it was positively related to individual and organizational proactivity but negatively related to team and organizational proficiency. Conscientiousness was a stronger predictor of individual task proficiency than the remaining eight dimensions, whereas the reverse was true for neuroticism. Extraversion was negatively related to individual proficiency. Using a broad taxonomy of performance that incorporates a theoretical framework for distinguishing between constructs shows promise for identifying which personality traits are important for which aspects of work role performance. Copyright © 2011 John Wiley & Sons, Ltd.     

Assessment of complex sociotechnical systems – Theoretical issues concerning the use of organizational culture and organizational core task concepts

This article studies organizational assessment in complex sociotechnical systems. There is a practical need to monitor, anticipate and manage the safety and effectiveness of these systems. A failure to do so has resulted in various organizational accidents. Many theories of accidents and safety in industrial organizations are either based on a static and rational model of an organization or they are non-contextual. They are thus reactive in their search for errors and analysis of previous accidents and incidents, or they are disconnected from the actual work in the organization by their focus on general safety attitudes and values. A more proactive and predictive approach is needed, that is based on an accurate view on an organization and the demands of the work in question. This article presents and elaborates four statements: (1) the current models of safety management are largely based on either a rational or a non-contextual image of an organization, (2) complex sociotechnical systems are socially constructed and dynamic cultures, (3) in order to be able to assess complex sociotechnical systems an understanding of the organizational core task is required, and (4) effectiveness and safety depend on the cultural conceptions of the organizational core task. Finally, we will discuss the implications of the proposed concepts for safety research and development work in complex sociotechnical systems.     

The role of positive affectivity in team effectiveness during crises

Organizational efforts to improve team effectiveness in crisis situations primarily have focused on team training initiatives and, to a lesser degree, on staffing teams with respect to members' ability, experience, and functional backgrounds. Largely neglected in these efforts is the emotional component of crises and, correspondingly, the notion of staffing teams with consideration for their affective makeup. To address this void, we examined the impact of team member dispositional positive affect (PA) on team crisis effectiveness and the role of felt negative emotion in transmitting that influence. A study of 21 nuclear power plant crews engaged in crisis training simulations revealed that homogeneity in PA, but not mean‐level PA, was associated with greater team effectiveness. Mediation analysis suggested that homogeneity in PA leads to greater team effectiveness by reducing the amount of negative emotions that team members experience during crises. Furthermore, homogeneity in PA compensated for lower mean‐level PA in predicting effectiveness. Discussion focuses on the implications of these findings for understanding and further exploring the importance of affective factors and especially team affective composition in team crisis performance. Copyright © 2012 John Wiley & Sons, Ltd.     

Scaling the quality of teammates' mental models: equifinality and normative comparisons

We tested the impact of teammates' team and task mental model sharedness on team processes and performance using 70 undergraduate teams that completed a series of missions on a PC‐based flight simulator. Moreover, we considered how the quality of mental models might moderate such relationships. Team processes were found to partially mediate the relationship between task mental model sharedness and team performance. Although team mental model sharedness failed to exhibit a significant linear relationship with team processes or performance, it did evidence a multiplicative relationship as moderated by the quality of those models. Team processes and performance were better among teams sharing higher‐quality team mental models than among teams evidencing less sharedness or who had lower‐quality models. Again, team processes partially mediated these relationships. Results are discussed in terms of the equifinality of mental model quality and applications to various team environments. Copyright © 2005 John Wiley & Sons, Ltd.     

核电站FDA安全管理信息流系统模型的构建研究

为了从安全信息的角度完善核电站的事故致因机理,并在实践中加强核电站的安全管理,首先以安全信息为视角,以系统安全行为链为主线,建立核电站FDA安全管理信息流系统模型,该模型由运行操作人员、核电站企业、国家核安全局3条子链和1条必要安全信息主链构成;然后结合模型和核电站具体工作流程,分析得到3个子事故域和1个总事故域,并归纳出核电站安全运行各阶段所需的必要安全信息;最后结合事故域,分析模型在核电站安全管理中的实际应用价值。     

Time perspective balance and team adaptation in dynamic task contexts

The concept of time perspective balance has attracted increased attention from scholars in the past decade, reflected in published evidence suggesting positive outcomes ranging from enhanced mood to life satisfaction for those individuals possessing balance among their past, present, and future time perspectives, and assumedly able to shift their time perspective to match situational demands. In this paper, we consider the notion of time perspective balance in an organizational setting within which much consequential adaptation often occurs—the team environment—and explore different configurations of time perspective balance in teams facing dynamic task contexts. Drawing from work on situational awareness, we first consider the mechanism by which time perspective balance likely influences individual adaptation in dynamic task-focused situations. Next, we postulate what types of team configurations—ones with more balanced time perspective uniformity or ones with more time perspective variety—might be more appropriate in dynamic contexts given key team conditions. We illustrate our analysis with examples from healthcare team settings and offer ideas for future research.     

Bracketing team boundary spanning: An examination of task‐based,team‐level,and contextual antecedents

There is growing recognition that teams do not function in a vacuum and that external boundary activities are important predictors of team performance, effectiveness, and knowledge sharing. In the past, researchers have focused on the effects of team composition or task characteristics as antecedents of critical boundary spanning activities. However, less effort has been directed at understanding how antecedents at multiple levels can simultaneously influence boundary spanning behavior in teams. This paper takes stock of over 20 years of research on the topic of team boundary spanning. Adopting a “bracketing” approach etc., we develop a multi‐level theoretical model to guide future research on the determinants of team boundary spanning. This model specifies task‐based, team‐level, and contextual antecedents of team boundary spanning and outlines the contingencies shaping the emergence of effective boundary‐management behavior in teams. Copyright © 2008 John Wiley & Sons, Ltd.     

基于模糊层次分析法的组织因素影响度识别

基于模糊层次分析理论,构建影响系统安全的组织因素模型,确定影响系统安全的组织因素指标体系,利用因素相对影响度R、因素总体影响度C和因素重要度I来表征组织因素对系统安全的影响程度。采用该因素影响度方法分析了组织因素对某核电站系统安全的影响,发现监督、安全文化培训、领导对安全的态度、程序的完备性、部门间的交流与反馈、协调、个人的意识和态度、岗前技能培训、部门内的交流与反馈是对核电站运行安全影响最大的组织因素。     

Safety management in a relationship-oriented culture

A relationship-oriented culture predominates in the Greater China region, where it is more important than in Western countries. Some characteristics of this culture influence strongly the organizational structure and interactions among members in an organization. This study aimed to explore the possible influence of relationships on safety management in relationship-oriented cultures. We hypothesized that organizational factors (management involvement and harmonious relationships) within a relationship-oriented culture would influence supervisory work (ongoing monitoring and task instructions), the reporting system (selective reporting), and teamwork (team communication and co-ordination) in safety management at a group level, which would in turn influence individual reliance complacency, risk awareness, and practices. We distributed a safety climate questionnaire to the employees of Taiwanese high-risk industries. The results of structural equation modeling supported the hypothesis. This article also discusses the findings and implications for safety improvement in countries with a relationship-oriented culture.     

省级生产安全应急救援体系建设方案探讨

省级生产安全应急救援体系是国家生产安全应急救援体系的重要组成部分。为了使省级生产安全应急救援体系的建设方案具有实用性、先进性、经济性和可操作性 ,笔者通过调研许多地方的经济现状、重大危险源和现有的生产安全应急救援资源 ,提出了省级应急救援体系的基本框架和体系在应急救援情况下的响应程序。要在省、市 (地区 )、县三级建立起权威的应急救援指挥机构 ,才能使应急救援体系实现高度的统一指挥 ,灵敏高效 ;充分地整合和利用现有各种救援力量和通讯系统 ,实现资源共享 ,避免重复建设 ;促进“110” ,“119” ,“12 0” ,“12 2”等通讯网络联动 ,并逐步应用GPS ,GIS等资源 ,建立先进的动态跟踪监测 ,可视的信息系统 ;应急救援队伍由3部分组成 ,即政府主办的公共应急救援队伍 (现有 )、政府资助由行业或集团公司主办的专业应急救援队伍、企业自备的应急救援队伍 ;同时对体系中各种机构的组成及其主要职责提出了设想。     

复杂人机系统班组人误模型与量化分析

讨论一个班组人员行为模型,即包括:任务模型、事件模型、班组模型和人-机交互模型4个模块,并用其模拟和分析事故状态下的运行班组对异常事故的响应过程;利用班组认知过程流程图模型表征事件发展过程中班组成员对事故的征兆识别、决策、计划和行动执行的响应过程;采用CREAM的量化分析技术,对核电站的蒸汽发生器管道破管事故的班组认知失误事件进行量化分析。     

Safety assessment for accident of cooling loop failure (ACLF) in lunar nuclear power reactor (LNPR)

The safety assessment of an accident in the lunar base power plant is investigated for the stability of the operation. The lunar surface reactor is modeled for this study. The accident of cooling loop failure (ACLF) is one of the important scenarios for the virtual case in the moon nuclear power plant (NPP). The newly designed lunar nuclear power reactor (LNPR) is suggested for the commercial purpose. The system dynamics (SD) is used for the simulation of the safety assessment. The cyclic variation of the lunar surface temperature can affect to the physical situation of the coolant, which is expressed by the time step. The result shows the performance possibility of the long term cooling increases slightly in the short period of the time step. The dynamical simulation of the lunar environment is performed for the conceptual design of the NPP.     

核电厂主控室数字化对人执行状态评估任务影响

核电厂主控室进行数字化变革后,操纵员执行状态评估任务的方式发生了巨大变化。为了有效地识别及评估数字化对状态评估的潜在影响,以知觉/循环、资源限制等认知理论为基础,以贝叶斯概率网络为工具,建立状态评估可靠度的影响因素模型。定性分析这些因素对状态评估任务的影响机制,并定量比较它们的影响程度。分析结果表明,界面管理任务和任务负荷变迁,对状态评估的影响最为显著。需采取针对性的措施,优先处理这些人因问题,以最大限度地提高数字化核电厂的安全水平。