用安全标准化提升企业素质

<正>《国务院关于进一步加强企业安全生产工作的通知》(以下简称《通知》)第7条强调,"全面开展安全达标。深入开展以岗位达标、专业达标和企业达标为内容的安全生产标准化建设,凡在规定时间内未实现达标的企业要依法暂扣其生产许可证、安全生产许可证,责令停产整顿;对整     

金属非金属矿山企业安全生产标准化建设

<正>自2010年,国务院印发了《关于进一步加强企业安全生产工作的通知》(国发[2010]23号),要求高危行业全面开展安全生产标准化创建达标工作,深入开展以岗位达标、专业达标和企业达标为内容的安全生产标准化建设工作以来,大部分金属非金属矿山企业都陆续开展了安全生产标准化建设工作。但笔者通过对一些金属非金属矿山企业安全生产标准化建设调研后发现,在     

开展安全生产标准化的4个关键因素

<正>2010年,国务院发布了《关于进一步加强企业安全生产工作的通知》(国发〔2010〕23号),其中明确要求,各企业要全面开展安全达标,深入开展以岗位达标、专业达标和企业达标为内容的安全生产标准化建设。安全生产标准化是提升安全管理水平的重要手段,其内容较职业健康安全管理体系更加具体,     

安监总局通知要求做好安全生产许可证延期换证工作

本刊讯 6月19日,安监总局发出《关于做好安全生产许可证延期换证工作的通知》。通知指出,自2004年1月13日国务院公布施行《安全生产许可证条例》以来,全国已颁发煤矿企业、非煤矿矿山企业、危险化学品生产企业、烟花爆竹生产企业安全生产许可证近14万个。目前大多数安全生产许可证陆续到期,需要依法申请延期换证．     

危险化学品生产企业安全生产许可证实施办法

第一章 总则 第一条 为了严格规范危险化学品生产企业安全生产条件,做好危险化学品生产企业安全生产许可证的颁发和管理工作,根据《安全生产许可证条例》、《危险化学品安全管理条例》等法律、行政法规,制定本实施办法。     

解读《烟花爆竹生产企业安全生产许可证实施办法》

新修订的《烟花爆竹生产企业安全生产许可证实施办法》(以下简称《办法》)已经2012年5月21日国家安全生产监督管理总局局长办公会审议通过,并于7月1日以国家安全生产监督管理总局令第54号公布,自2012年8月1日起施行。一、修订背景依据《安全生产许可证条例》(国务院令第397号,以下简称《许可证条例》),原国家安全监管局于2004年5月颁布了《烟花爆竹生产企业安全生产许可证实施办法》(国家安全监管局令第     

勇当核电行业排头兵——山东核电设备制造有限公司通过国家一级安全生产标准化评审

从2010年《国务院关于进一步加强企业安全生产工作的通知》明确提出“深入开展以岗位达标、专业达标和企业达标为内容的安全生产标准化建设”要求开始,安全生产标准化便成为企业安全生产工作的一个重要抓手。近两年,各地各企业安全生产标准化创建工作开展得如火如荼。     

推进标准化体系常态运行——访云南省安全生产监管局副局长白光福

《国务院关于进一步加强企业安全生产工作的通知》(国发[2010]23号)规定,加快制定修订各行业的生产、安全技术和高危行业从业人员资格标准,要把符合安全生产标准要求作为高危行业企业准入的前置条件,严把安全准入关。《国务院关于坚持科学发展安全发展促进安全生产形势持续稳定好转的意见》(国发[2011]40号)规定,在工矿商贸和交通运输行业领域普遍开展岗位达标、专业达标和企业达标建设。     

将安全生产标准化建设纳入法制范畴

目前,我国处于经济快速发展时期,经济结构的变化使得安全生产问题趋多趋杂,重要原因之一是缺乏安全生产相关标准以及不按标准生产。2010年7月国务院下发了《关于进一步加强企业安全生产工作的通知》,明确要求全面开展安全生产标准化达标建设,做到岗位达标、专业达标和企业达标。2011年5月30日,国务院安委办在推进安全生产标准化...     

安全生产(经营)许可证颁证工作暂行办法

第一条为做好煤矿企业、非煤矿矿山企业、危险化学品生产企业安全生产许可证、危险化学品经营许可证、危险化学品包装物、容器定点生产企业证书颁证工作,依据《安全生产法》、《危险化学品安全管理条例》、《安全生产许可证条例》及其相关实施办法等有关规定,结合我省实际,特制定本暂行办法。     

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.     

Age,work experience,and the psychological contract

The purpose of the current paper is to examine the ways in which age and work experience shape how individuals experience psychological contract breaches. We first introduce the concepts of contract malleability (the degree to which individuals can tolerate deviations from contract expectations) and contract replicability (the degree to which individuals believe that their psychological contracts can be replicated elsewhere). Next, we discuss the variety of reasons why contract malleability and replicability become greater with age and work experience and how contract malleability and replicability may temper negative reactions to psychological contract breaches. We also address the different ways contract malleability and replicability mediate the relationships between age and work experience, on one hand, and exit, voice, loyalty, and neglect behaviors on the other. We consider the moderating effects of age similarity and dissimilarity here as well. The paper concludes with a discussion of the implications for future research designs and for managing older and more experienced workers. Copyright © 2009 John Wiley & Sons, Ltd.     

Stressful work characteristics,health indicators and work behavior: the case of machine operators

This article shows the results of research on psychosocial risks for a group of machine and plant operators (n?=?1014) from the construction, chemical, energy, mining, metal and food industries in Poland. The Psychosocial Risk Scale designed in Nofer Institute of Occupational Medicine (NIOM) by Moscicka-Teske and Potocka was used to indicate the occurrence of general and specific occupational stressors and the level of their stressfulness. The results revealed that the studied machine and plant operators experience job context stress – related to working environment features concerning work organization – more frequently than job content stressors – related to the type of tasks they perform. Moreover, a correlation analysis between work features and the health and occupational functioning of the respondents revealed significant but weak relationships between the variables (from ?0.08 to ?0.23). Comparative analysis revealed the differences between the studied sectors. Such a comparison makes it possible to set goals for each sector and to attempt to improve the distinctive areas.     

Predicting collective climates: assessing the role of shared work values,needs, employee interaction and work group membership

Previous research has debated whether the collective climates, produced through cluster analysis of psychological climate perceptions, are representative of meaningful organizational collectives or simply statistical artifacts. In this study we examined the extent to which collective climates are comprised of individuals with similar interpretive schemata such as work values and need strength or consist of individuals who share work group or interaction group membership. Measures of psychological climate, work values, need strength, and employee interaction patterns were collected from the management and administrative staff of a manufacturing organization. Results supported the symbolic interactionist perspective to the formation of collective climates. We found clear evidence that collective climates are related to employee interaction groups. Employee interaction based on sensemaking and information seeking activities was most strongly related to shared climate perceptions. There was also some evidence that individuals with similar levels of need strength share collective climate membership. Implications of these results on the debate over the use of collective climates are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

Significant work events and counterproductive work behavior: The role of fairness,emotions, and emotion regulation

In this diary study, we investigated multi‐level predictors of daily counterproductive work behavior (CWB) relying on the theoretical frameworks of affective events theory and the emotion‐centered model of CWB. We assessed significant work events, event‐based fairness perceptions, negative emotional reactions to work events, and employee CWB over a 10‐day period. We tested within‐person relations predicting CWB, and cross‐level moderating effects of two emotion regulation strategies (suppression and reappraisal). Results from a multi‐level path analysis revealed that significant work events had both direct and indirect effects on negative emotional reactions. Further, negative emotional reactions in turn mediated the relationships between significant work events and all forms of daily CWB as well as the relationship between event‐based fairness perceptions and daily CWB‐O. Results also supported the moderating role of reappraisal emotion regulation strategy on relations between significant work events and negative emotional reactions. Less support, however, was found for the moderating influence of suppression on the link between negative emotional reactions and CWB. Among the broad work event categories we identified, our supplemental analyses revealed that negative work events involving interactions with supervisors elicited the highest levels of employee negative emotional reactions. We discuss the theoretical and practical implications of these findings. Copyright © 2014 John Wiley & Sons, Ltd.     

Fathers' work experiences,the father-child relationship and children's behaviour

The effects of fathers' subjective work experiences on their children's behaviour have been largely neglected, despite increasing recognition accorded to the fathers' role in all aspects of child development. The present study redresses this issue by assessing whether (a) fathers' work experiences are related to children's behaviour, (b) the father-child relationship moderates the effects of fathers' work experiences on children's behaviour, and (c) specific child behaviours are associated with paternal work experiences. One hundred and forty two fathers (M age = 39.55 years) and their eldest child (M age = 9.2 years; 66 boys, 76 girls) participated. Moderated multiple regressions demonstrated that fathers' job satisfaction was related to specific child behaviours, viz. conduct problems and hyperactivity. More importantly, the father-child relationship moderated both these relationships: Where fathers were dissatisfied with their jobs, conduct problems and hyperactivity were significantly greater when the father-child relationship was of a higher quality. Implications for studying the effects of both mothers' and fathers' work experiences on their children's behaviour are drawn.     

Overtime work as the antecedent of employee satisfaction,firm productivity,and innovation

Overtime work has been blamed for the deterioration of employee satisfaction and productivity. However, the organization‐level implications of overtime work as a normative expectation remain unclear. In this study, such effects were analyzed through human capital theory and a causal attribution approach. Various organizational outcomes and boundary conditions were explored in explaining these implications. The analysis of time lagged data from 273 firms affirmed that a firm's overtime level was related negatively to employee satisfaction. However, it was positively related to the firm's productivity and curvilinearly (inverted U‐shaped) related to innovation. The effects of the firm's overtime level on firm productivity and innovation were also moderated by organizational trust. This study highlights the costs and benefits of overtime work as tools for utilizing human capital and reveals the critical contingency of organizational trust that enables firms to attenuate the costs of the overtime level and accentuate its potential benefits.     

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.     

Time structure and purpose,Type A behavior,and the Protestant work ethic

This study extended pioneering research of M. J. Bond and N. T. Feather (1988) into time structure and purpose. These investigators reported generally positive relationships between five time structure components and Type A behavior and orthogonal relationships with the Protestant work ethic (PWE). Such findings seemed inconsistent with theoretical expectations, and therefore potentially threatened the nomological validity of Bond and Feather's Time Structure Questionnaire (TSQ). In this study, two samples of employed persons (total N=407) completed self‐report surveys. No time structure component was associated with global Type A or PWE measures. Orthogonal relationships also appeared with impatient, irritable, and time‐pressured aspects of Type A behavior, and with three PWE beliefs concerned with asceticism, leisure, and perceived superiority to others. On the other hand, some TSQ dimensions, particularly Persistence, related positively to PWE beliefs that hard work is essential to produce valued outcomes. Moreover, five of six TSQ components tended to be strongly and positively linked with the hard‐driving, competitive, and achievement‐oriented side of Type A behavior. This study reconciled past and current research findings, and affirmed the potential importance of time structure and purpose in the study of organizational behavior. Copyright © 1999 John Wiley & Sons, Ltd.