职业适应性测试评价及应用

前言 随着科技的进步,经济的发展,工业自动化程度越来越高,人机系统越来越复杂,一方面虽然减轻了作业者的体力劳动负荷,但也增加了作业者的心理负荷,另一方面对作业者提出了新的和更高的要求。不同的职业(工种或岗位)具有不同的作业性质和特点,例如,我国“八五”科技攻关项目就将涉及重大危险装置操作的100多个工种划分     

基于ANP的电梯维保人员职业适应性评价指标体系研究

特种设备作业人员的安全操作是保障生命和财产安全的关键因素。作为特种设备之一,电梯为人类生产生活带来了诸多便利。从而对电梯维保人员职业适应性提出了更高要求。本文分析了影响电梯维保人员职业适应性的因素,建立了电梯维保人员职业适应性评价指标体系。采用ANP方法分析了指标间的依存和反馈关系,并用SD软件对指标体系的ANP模型进行了快速求解。     

加强职业安全健康管理体系建设预防矿山机电设备事故

矿山机电设备多数系统较为庞大，点多面广线长，设备品种多且杂，涉及的工种多、专业杂、专业性强且多学科专业交叉，同时涉及的人员多且分布广，这些人员的思想文化、技术素质差别大、安全意识淡薄。再加上受利益驱动，矿山企业常把生产任务摆在第一位．设备安全只是被动应付生产，矿山机电设备事故频频发生，居高不下。本文从职业安全健康管理角度对造成矿山设备事故的主要原因及预防措施进行分析与探讨。     

职业危害现状与对策分析

本文陈述了我国职业危害作业场所多、涉及面广、职业病患者多的现状，阐述了职业病防治技术和能力落后、有毒有害工种和工序转移、预防性工作审核不严等产生职业危害的原因；论述了职业病危害由城市向农村、由东部向西部、由大企业向小企业的转移倾向和职业病发病年龄呈现年轻化及新兴职业相关疾病发生的特点，提出相应的预防和控制职业危害的对策。     

起重机械作业人员职业适性检测指标研究

采用Ｄｅｌｐｈｉ法对起重机械作业人员职业适性指标进行了研究。咨询专家就各备择指标对工作重要性及发生事故的关系进行了评估。结果表明：专家积极程度与意见集中程度良好；事故重要性与工作重要性排序一致性良好，两者呈高度正相关。依据专家对“重要性”的排序，再通过专家会议与现场考证等方法，最终确定了起重机械作业人员职业适性检测指标体系。     

职业健康统计研究

基于职业健康内涵和统计学原理,提出职业健康统计学的概念,并分析其学科基础,比较职业健康统计学实践应用的各种统计方法;从行业、工种、职业危害因素、职业病发展动态及等级结构、职业健康损失等方面构建职业健康统计学分支体系;分析职业健康统计绝对指标、相对指标。     

海上钻井职业伤害事故统计分析及预防对策

我国海洋油气产业正处于高速发展期,职业伤害事故在海洋油气开采特别是海上钻井过程中频繁发生,不仅严重影响作业进度和工程质量,而且造成人员伤亡,预防职业伤害事故至关重要。首先对亚太海域钻井职业伤害事故按照工种、作业类型、事故发生位置、人员受伤部位、工龄进行统计分析,然后分析事故的原因,总结事故发生规律,找到预防海上钻井职业伤害事故的重点监督工种、重点保护部位并提出重视新人的安全教育,加强安全监督,做好警示标志,减少事故高发位置人员的数量等预防对策,并为进一步改善海上钻井安全水平提出建议。     

现代生物医学模式与作业场所职业危害控制

进行医学模式研究的目的是利用科学的医学模式来指导医学实践，借鉴“生物-心理-社会”现代生物医学模式，结合职业危害控制的具体内容和主要环节。本文提出“作业环境-作业人员（群体）特征-劳动组织与管理”的职业危害控制模式，并初步探讨了该模式与与法规、部门职能及人-自然-社会和谐发展的关系。     

加强职业安全健康管理体系建设 预防矿山机电设备事故

矿山机电设备多数系统较为庞大,点多面广线长,设备品种多且杂,涉及的工种多、专业杂、专业性强且多学科专业交叉,同时涉及的人员多且分布广,这些人员的思想文化、技术素质差别大、安全意识淡薄。再加上受利益驱动,矿山企业常把生产任务摆在第一位,设备安全只是被动应付生产,矿山机电设备事故频频发生,居高不下。本文从职业安全健康管理角度对造成矿山设备事故的主要原因及预防措施进行分析与探讨。     

精准考培模式在危化品安全作业培训考核中的应用

自2010年起,国家把“危险化学品安全作业”列入特种作业的管理范畴,并将其细分为16种操作项目,对直接从事该作业类别的人员进行严格考核管理。本文基于近两年对常州市精准考培模式的实践与思考,以危险化学品特种作业人员为研究对象,分析考培工作中存在的主要问题及原因,试图找到构建危险化学品安全作业考培机制的有效路径。     

An adaptive neural network algorithm for assessment and improvement of job satisfaction with respect to HSE and ergonomics program: The case of a gas refinery

Researchers have been continuously trying to improve human performance with respect to Health, Safety and Environment (HSE) and ergonomics (hence HSEE). This study proposes an adaptive neural network (ANN) algorithm for measuring and improving job satisfaction among operators with respect to HSEE in a gas refinery. To achieve the objectives of this study, standard questionnaires with respect to HSEE are completed by operators. The average results for each category of HSEE are used as inputs and job satisfaction is used as output for the ANN algorithm. Moreover, ANN is used to rank operators performance with respect to HSEE and job satisfaction. Finally, Normal probability technique is used to identify outlier operators. Moreover, operators with inadequate job satisfaction with respect to HSEE are identified. This would help managers to see if operators are satisfied with their jobs in the context of HSEE. This is the first study that introduces an integrated ANN algorithm for assessment and improvement of human job satisfaction with respect to HSEE program in complex systems.     

Sex differences in job attribute preferences

This study investigated the job attribute preferences of male and female MBA candidates. Participants were drawn from 27 different MBA programmes in the United States. Factor analysis of the job attributes questionnaire revealed three primary job attribute dimensions: (1) professional growth; (2) work environment; and (3) salary. Contrary to most previous research, females were found to place a greater emphasis on the professional growth dimension than did males. Males, on the other hand, placed greater emphasis on salary considerations. No sex difference was found in participants' ratings of the work environment job attribute dimension. Consistent with earlier research, women were found to place more importance on the calibre of colleagues than did males. In general, both males and females rated job attributes concerning job content as more important than job attributes concerning job context. These results are discussed with respect to earlier research findings. Finally, the generalizability of these findings to other occupational groups is discussed and managerial implications presented.     

The impact of job demands and behavioral control on experienced job stress

The present study examines the impact of behavioral control on the experience of work strain under conditions of work overload. Extending experimental laboratory findings that suggest that control can lessen the impact of aversive stimuli on psychological and physiological strain responses, we hypothesized an interaction between control and workload such that the effects of high demands on strain would be less if the worker had behavioral control over the task. This hypothesis is also consistent with Karasek's job demands-job decision latitude model of work strain and health. The hypothesis was tested in a laboratory experiment in which 125 subjects worked on a mail sorting task with either a high or moderate level of workload and either a high or low level of behavioral control. Strain responses were assessed with measures of job satisfaction, anxiety, and physiological arousal. The hypothesis was only partially supported in that high control lessened the impact that work overload had on anxiety. While not fully supportive of the model, the results are seen as conservative given the constraints on the manipulation of work overload inherent in the laboratory environment.     

Stress and mental strain in hospital work: Exploring the relationship beyond personality

This study focuses on the relationship between job stressors and mental strain in hospital work, adjusting for differences in personality traits. Questionnaires were obtained from 760 full-time employees. Fourteen scales of job stressors were clustered into four factors: professional latitude, clinical demands, workload problems and role difficulties. A mental strain index was derived from the addition of three sub-scales: depression, anxiety and irritation. Two personality traits were measured: Locus of Control (Rotter) and Striver-Achiever (Sales). The four job demand factors were dichotomized into high-low grouping variables. A 2⁴ factorial analysis of covariance was conducted, using the two personality traits as covariates, in order to test and adjust for trait-related strain. Results show that Locus of Control adjusted differences in mental strain appear significantly related to work stressors. A direct relationship was found with role difficulties, professional latitude and workload problems. Moreover, high levels of role difficulties and low levels of professional latitude interact significantly with adjusted levels of mental strain. The Striver-Achiever trait, however, appears most strongly correlated with workload problems but not with mental strain. We believe that this exploratory analysis suggests that the stressor-strain relationship might be best conceived as a combination of direct and complex pathways, relating facets of both job demands and of personality with outcomes, under a cognitive and conditional paradigm.     

Predictors of willingness to relocate for managerial and professional employees

This study explored possible determinants, both inside and outside the job sphere, of willingness to relocate. Data were collected from a large sample of managerial and professional employees in one organization. Unlike previous research, this study investigated willingness to relocate for three different purposes: (1) for a better job or career development; (2) to help the organization; or (3) to remain employed. However, only two factors of willingness to relocate emerged: willingness to relocate for career enhancement or company needs, and willingness to relocate to remain employed. Results showed that the strongest predictors of willingness to relocate to remain employed were job sphere variables such as satisfaction with career development opportunities and propensity to remain, while family and community variables were much more important in predicting willingness to relocate for career enhancement or company needs. The implications of these results for both the organization and individuals are discussed.     

Family structure,job characteristics,rewards and strains as related to work-role centrality of employed and self-employed professional women with children

This study of the work-role centrality (WRC) of 419 professional women with children in Israel was carried out by means of a mailed questionnaire. WRC measures cognitive investments in the work role, relative to the person's other roles. The results show that these women generally are highly work-centred, autonomous and rewarded, and experience little work overload, but some person-role conflict on the job. Employment status, job scope, job autonomy and career anchorage, as well as job rewards, especially intrinsic, are strongly related to work-role centrality. Family characteristics are not related to WRC. Despite their demanding jobs, these women still perform the traditionally feminine tasks in the family, even when husbands are supportive. Employment status is an important intervening variable in the relationship of WRC and other job characteristics.     

数值分析技术在荔湾3-1项目安全施工方面的应用

海上油气田开发具有高风险、高投入、高技术的特点。基于我国第一艘深水铺管起重船“海洋石油201”的技术参数特点,研究了“海洋石油201”船在荔湾3-1项目中可能的应用范围及可行性。提出了对应的深水海管铺设工艺、PLEM&PLET安装方案,并采用专业计算分析软件对上述安装过程进行了计算模拟,计算结果表明本文所提出方法可以很好地实现海管和PLET以及PLEM的安全安装。     

The proficiency trap: how to balance enriched job designs and the team's need for support

The present study seeks to enlighten our understanding of ways to promote the performance of teams of professionals. Considering that job enrichment practices might block support for a team, and hence its performance, the study examined the moderating effects of cultural factors, namely individualism–collectivism and power distance, and the team leader's practices as a source of support in the job enrichment–team support relationship. Further, the study examined the mediating role of team support in improving the performance of professional teams. Results from 56 healthcare teams from different hospitals indicated that attempts to promote professionals' performance should consider at a minimum how to balance job enrichment practices and the team's need for support. The findings suggest that this balance could be achieved by emphasizing the support provided by the leader, and by strengthening the cultural values of low power distance and collectivism in the team. Copyright © 2004 John Wiley & Sons, Ltd.     

Workers' perceptions of workplace safety: an African perspective.

This study investigated workers' perceptions of workplace safety in an African work environment, specifically in Ghanaian work places. Workers' safety perceptions were examined with Hayes et al.'s. (1998) Work Safety Scale. Comparative analyses were done between high- and low-accident groups, and t tests were employed to test for differences of statistical significance. Relative to their colleagues in the low-accident category, workers in the high-accident category exhibited negative perceptions on safety. They had negative perceptions regarding work safety, safety programmes, supervisors, and co-workers' contributions. Besides, they expressed less job satisfaction and were less committed to safety management policies. Perceptions regarding management's attitude towards safety between the 2 groups were not of statistical significance. The analyses provided an explanation for the cause of a substantial portion of the high rate of industrial accidents in Ghana's work environment. Implications for safety management are discussed.     

Heuristic job rotation procedures for reducing daily exposure to occupational hazards

This paper discusses 2 heuristic job rotation procedures for preventing industrial workers from being excessively exposed to ergonomics and safety hazards in their workplaces. The objective of the procedures is 2-fold: (a) to find a minimum number of workers required for the given set of jobs, and (b) to determine a set of safe worker-job-period assignments such that all workers' exposure to hazard does not exceed the permissible limit. Here, occupational hazards are divided into 2 categories: single- and variable-limit hazards. In the first category, workers are considered to have equal capability to withstand the hazard; in the second category, the limit of hazard exposure varies for different individuals. Numerical examples are presented to demonstrate the procedures.