Satisfaction with a performance appraisal system and appraisal discussion

Satisfaction with a performance appraisal system and the appraisal discussion was assessed by questionnaires administered to a random sample of managers and employees in a large multinational corporation. Stepwise regression and cross validation analyses were used to identify reliable linear composites for managers (n = 222) and employees (n = 368) on two dependent measures: overall experience with the appraisal system, and quality of the appraisal discussion. The results indicated differences in the aspects of the appraisal process which are related to satisfaction with the appraisal discussion, compared to satisfaction with the overall appraisal system. The results also indicated differences between managers' and employees' opinions regarding the appraisal system. Managers were found to be more satisfied than employees with most aspects of the appraisal system. And, the aspects of the appraisal system which were related to managers' and employees' satisfaction with the appraisal discussion were substantially different.     

A field experiment for studying race relations embedded in organizations

When social scientists conduct research in organizations, they engage in relationships with respondents in order to obtain information. For studies of race relations in organizations, questions arise about how researchers take account of their organizational and racial group memberships. This field experiment tests hypotheses derived from embedded intergroup relations theory about the effects of questionnaire administration procedures and race of respondents on response rate, reactions to the research, perceptions of race relations, and satisfaction. Results provided support for several hypotheses that predict respondents will experience the research and respond differently when they answer questionnaires in race alike group meetings than when they report anonymously by mail.     

松散煤体温度场试验研究

为了掌握存在高温热源时的松散煤体温度场分布规律,针对难以直接在井下采空区进行试验研究的情况,在地面建立试验煤堆进行松散煤体温度场试验.根据试验数据分析了存在高温热源时的松散煤体温度场分布和变化情况.结果表明:松散煤体温度场分布与热源强度、时间、距离、水分与漏风等多种因素相关,其中受热源强度的影响较为明显;松散煤体中随距热源的距离增大温度呈负指数曲线分布,且衰减较快;松散煤体中距煤壁表面较近的位置受外界环境的影响,温度波动较大,内部达到一定深度(>0.3 m)的测点即可消除由此带来的影响;位于热源上方的测点较在热源同一水平面上的测点温升更快;煤体中含有水分时,水分热湿迁移过程的存在会对松散煤体中部分位置的温升过程造成一定的影响.     

Vocational rehabilitation programmes: A financial appraisal

This paper seeks to evaluate the efficacy of rehabilitation programs in facilitating injured workers' return to work. A major methodological problem with such investigations is the inability of the analyst to observe the counter-factual, i.e. the outcome had the worker's compensation claimant not received rehabilitation services. In this paper the results are reported of an empirical investigation of the effectiveness of rehabilitation programs undertaken by 503 injured workers. An internal control group of injured workers who fail to complete rehabilitation programs is used to assess the impact of rehabilitation. Multivariate statistical techniques are used to hold injury and socio-economic characteristics constant, and to arrive at an estimate of the probability of a successful return to work. This probability estimate is then used to ‘weight’ the potential cost saving. Our findings are that every $1 spent on rehabilitation services yields a reduction of system costs of $2.31.     

Effects of upward accountability and rating purpose on peer-rater inflation and delay: a field experiment

Procedural influences on peer-rater distortion and delay were investigated in a field experiment. Employees (N=123) of a business information firm were randomly assigned to conditions in a 2 (upward accountability versus no accountability) by 2 (administrative purpose versus research purpose) experimental design. Results revealed evidence for an accountability by purpose interaction on rater delay. Specifically, raters delayed rating their peers when the purpose was research-only and they had to explain their ratings to a supervisor. When the rating purpose was administrative, no differences in delay due to accountability were obtained. We found no effects for upward accountability and rating purpose on peer-rater inflation. © 1998 John Wiley & Sons, Ltd.     

Workplace safety perceptions and perceived organizational support: do supportive perceptions influence safety perceptions?

The current study investigated the relationship between organizational safety climate and perceived organizational support. Additionally, it examined the relationship with job satisfaction, worker compliance with safety management policies, and accident frequency. Safety climate and supportive perceptions were assessed with Hayes, Perander, Smecko, et al. 's (1998) and Eisenberger, Fasolo and LaMastro's (1990) scales respectively. Confirmatory factors analysis confirmed the 5-factor structure of Hayes et al. 's WSS scale. Regression analysis and t-tests indicated that workers with positive perspectives regarding supportive perceptions similarly expressed positive perceptions concerning workplace safety. Furthermore, they expressed greater job satisfaction, were more compliant with safety management policies, and registered lower accident rates. The perceived level of support in an organization is apparently closely associated with workplace safety perception and other organizational and social factors which are important for safety. The results are discussed in light of escalating interest in how organizational factors affect employee safety and supportive perceptions.     

Increasing coping resources at work: A field experiment to increase social support,improve work team functioning,and enhance employee mental health

Correlational studies have identified worksite coping resources such as social support and perceived control, and have suggested a positive role for such resources in employee stress processes. However, little experimental evidence has demonstrated the causal role of worksite coping resources in improving mental health, nor how worksite coping resources can be enhanced. This paper reports the results of a field experiment intended to provide such evidence. Human service workers participated in a theory-driven training program designed to increase individual and group psychosocial coping resources and individuals' abilities to use those resources when coping with job demands. The inclusion of selection variables in models used to estimate the impact of the intervention controlled for selection biases and also allowed for the assessment of the impact of the training on those workers identified as most prone to turnover and on those most likely to participate in such an intervention. Results indicated that the program enhanced the work team climate and reduced depresssive symptoms and somatization in those most at risk for leaving their jobs. The program was also effective in increasing the amount of supervisor support received on the job and strengthening perceptions of coping abilities in those workers most likely to participate in the program.     

New hire perceptions of their own and their employer's obligations: A study of psychological contracts

Psychological contracts are individual beliefs in reciprocal obligations between employees and employers. In a sample of 224 graduating MBA students who had recently accepted job offers, beliefs regarding employment obligations were investigated. Two types of obligation were demonstrated empirically: transactional obligations of high pay and career advancement in exchange for hard work and relational obligations exchanging job security for loyalty and a minimum length of stay. These types of obligations are connected with two forms of legal contracts: transactional and relational. Relational contract obligations for employers correlated with employee expected length of stay with the firm. Transactional contract obligations were associated with careerist motive on the part of new recruits. The relationship between these and other motives of new hires was also investigated.     

Opening Pandora's box: studying the accuracy of managers' perceptions

Both researchers and managers depend on the accuracy of managers' perceptions. Yet, few studies compare subjective with ‘objective’ data, perhaps because it is very difficult to do well. These difficulties also muddy interpretations of results. On one hand, studies suggest that managers' perceptions may be very inaccurate. On the other hand, the observed errors in managerial perceptions may arise from research methods instead of managers. Because perceptual data are so significant for both researchers and managers, researchers need to understand both the potential contaminants of perceptual research and the determinants of perceptual errors and biases. This article reviews studies of the accuracies of managers' perceptions, points out hazards in such research, and suggests various ways to improve studies of perceptions. The suggestions encompass improvements in gathering more valid subjective data, locating more appropriate ‘objective’ data, finding appropriate respondents, and using statistical methods that provide accurate and reliable estimates with small samples.     

Examining the relationship between driver distraction and driving errors: A discussion of theory, studies and methods

Over the past two decades the concept of driver distraction has been the focus of intense research attention. One aspect of distraction for which there has been limited systematic research, however, is its role in driver error causation. This article presents a review of the distraction literature with a view to elucidating what is currently known about the types of driving errors that distraction contributes to and the mechanisms by which distraction induces these errors. The review revealed a number of fundamental gaps in our knowledge, including the number and nature of errors made by drivers when distracted; the mechanisms by which distraction causes errors; whether and how distraction disrupts drivers’ ability to recover from errors; and how system-wide factors moderate the relationship between distraction and error. In closing, we attempt to identify the most appropriate theoretical and methodological approach to drive the integrated study of distraction and error forward. We conclude that it is only through the adoption of a systems approach that integrated countermeasures can be proposed and implemented to mitigate driver errors caused by distraction.     

Advanced driver assistance systems for teen drivers: A national survey of teen and parent perceptions

Abstract

Objective: Recently developed advanced driver assistance systems (ADAS) have the potential to compensate for teen driving errors and reduce overall crash risk. To date, very limited research has been conducted on the suitability of ADAS for teen drivers—the population most likely to benefit from such systems. The opportunity for ADAS to reduce the frequency and severity of crashes involving teen drivers is hindered when there is a lack of trust, acceptance, and use of those technologies. Therefore, there is a need to study teen and parent perceptions of ADAS to help identify and overcome any potential barriers to ADAS use.

Methods: A U.S. national survey was developed based on themes from previously conducted teen and parent ADAS focus groups. Survey topics included trust in ADAS, effect of ADAS on teen driver safety and driving behavior, effect of ADAS on skill development, data privacy, and cybersecurity. Responses included 5-point Likert scales and open-ended questions. The survey was managed through an online respondent panel by ResearchNow. Eligibility criteria included licensed teens (16–19 years) and parents of licensed teens. Teen and parent responses were compared using chi-square statistics in SAS 9.4.

Results: Two thousand and three (teens?=?1,000; parents?=?1,003) respondents qualified for and completed the survey between September 1 and September 20, 2017. Overall, teens (72%) and parents (61%) felt that ADAS would have a positive impact on transportation. However, teens were more likely to exhibit a positive outlook on ADAS, whereas parents were more likely to have a negative outlook (P?<?.01). Teens felt that ADAS would be useful during bad weather or drowsy driving but were less concerned than parents about ADAS intervention during their own risky driving (P?<?.01). The majority of teens (65%) and parents (71%) agreed that teens should learn to drive on vehicles without ADAS, with parents being more likely to agree than teens (P?<?.01). Parents (55%) were more likely than teens (47%) to be concerned about insurance companies keeping track of teen driving data (P?<?.01). Most respondents exhibited some concern of ADAS being susceptible to hacking (57%).

Conclusions: This study represents the first effort to quantify ADAS perceptions among teen drivers and their parents at the U.S. national level. These data highlight potential barriers to ADAS use among teen drivers, including a relative disinterest among teens for ADAS intervention during risky driving as well as concerns among both teens and parents that ADAS will inhibit skill development. These survey findings will help inform educational programs to accelerate fleet turnover and provide the foundation for ADAS optimization and evaluation studies among sociodemographic groups.     

论价值意识整合与安全价值取向的形成

探讨了安全价值意识转变中的整合作用机制和价值取向的形成机制。分析了价值意识整合方式及其价值互动、价值认同、价值顺应的作用原理 ,论述了价值取向的形成模式及文化模式与价值取向的交互作用过程     

Winners and losers: Employee perceptions of their company's technological transformation

This paper reports an unusual opportunity to explore the range of reactions that a company's technological transformation aroused in its workforce. Based on tape recordings of interviews conducted with 56 of the 141 employees, individuals were categorized on the basis of their perception of proportion of personal gains to losses: 21 were identified as winners, 17 as losers, and 18 as sideliners. Concurrently, researchers independently rated the job fate of each individual as a result of the changes, classifying jobs as protected/enhanced, threatened/diminished or unaffected. Losers were similar to winners in their belief in the need for change, their strong identification with the company, and even the amount of job disruption already experienced. Where they differed significantly, was in their perception of the future; losers feared that they would not have a place in the new company or elsewhere, and from their perspective job content was clearly irrelevant until and unless job security, or at least employment elsewhere, was assured. Losers' fears could not be dismissed simply as ‘resistance to change’ but had some basis in reality in that there was a strong correlation between loser status and threatened diminished job status, as judged by external observers. Based on these findings, the argument is made that research on the human consequences of technological transformation cannot be limited only to positive or negative effects, but should include a consideration of both; the recognition of the complexity and differential impact of technological change constitutes a first step in being able both to foster its progress while, at the same time, seeking means to moderate its negative consequences.     

安全高效矿井设计探讨

矿井设计阶段要准确掌握矿井的开采条件,针对存在的危险有害因素在工程上采取必要的措施。优化矿井的开采巷道,合理选择开采工艺、通风系统等,促进矿井生产高效,为安全高效矿井建设奠定条件。     

中国石油集团HSE管理体系基层运行模式的管理实践

HSE“两书一表”(即:《HSE作业指导书》、《HSE作业计划书》和《HSE现场检查表》)是中国石油天然气集团公司在基层组织的HSE管理有效运行模式,得到了很好的推广和普及。但在实施中要注意处理好HSE“两书一表”和传统安全管理规章制度之间、HSE“两书一表”文件之间以及编写和实际应用之间的关系,是实现基层组织HSE管理体系持续改进的关键。本文从处理好三个关系以及把握好五个重点环节对实施HSE“两书一表”运行模式进行了论述,对基层HSE“两书一表”完善有很好的指导意义。     

论劳动保护监察的基本程序

简述了劳动保护及其监察过程 ,系统地分析了各类劳动保护监察过程的具体步骤 ,也就是监察准备、监督检查、监察处理、行政制裁和申请司法干预五个阶段     

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.     

某商场分散式排烟系统设计的探讨

以某大型综合性商场为例,运用建筑防火性能化设计理论和方法,对商场的排烟系统进行了分析计算,在数值模拟计算的基础上提出改进意见,并针对商场的不同部分的建筑结构特点给出不同的防排烟措施,以达到最佳的排烟效果.