危险设施土地利用规划方法及其应用

国内外许多重大工业事故的发生都与危险设施不合理的土地利用规划相关.尽管相关法规对于危险设施的安全规划提出要求,但目前我国针对危险设施安全规划方法仍非常缺乏.本文介绍的危险设施土地利用规划方法简便、易行.该方法可以根据考虑危险物质种类、数量和形态、危险设施的厂区布置情况和危险物质生产方式等条件,可对危险设施的土地安全适用性进行判断,为规划许可提供参考.     

The teacher stress process: A cross-cultural analysis

A cross-cultural systems analysis was performed on teacher stress data from Canada and Sweden. The LISREL structural analysis was based on a conceptual model adapted from Kyriacou and Sutcliffe. Although the LISREL solution did not reach statistical significance it was concluded that the conceptual model in the essential features was corroborated by the LISREL analyses. Measurement errors, as well as the sensitivity of the used goodness of fit test (chi square) to the size of the samples was put forward as explanations of the failure to reach statistical significance for the LISREL structural solutions. Furthermore, it was argued that the heterogeneity of the teachers with respect to the stages of their professional careers should be considered in further research on teacher stress, to be able to capture the process aspects more adequately.     

The boundaryless career: A competency-based perspective

This paper proposes a competency-based view of careers, derived from competency-based models of employer firms. The implications for boundaryless careers are explored by reference to changing organizational, occupational and industry community contexts. All of these contexts are seen as likely to promote boundaryless career behaviors. Future research possibilities for each of three career competencies, and for interdependence among the competencies, are briefly examined.     

The structure and strength of achievement motivation: A cross-cultural comparison

An intercultural research project on achievement motivation was originated based on a multifaceted approach. The objective of this study was to analyze the structure of the achievement motive domain for samples from five countries: the United States, the Netherlands, Israel, Hungary, and Japan. We hypothesized that data collected from the various samples will reflect the basic facets suggested by the definitional framework of achievement motivation. In addition, it was hypothesized that the individualistic and collectivistic cultural orientations will have an effect on motive strength. Results from 1868 respondents supported the hypotheses. The three basic facets of the definition of achievement motive: behavior modality (instrumental, affective, or cognitive), type of confrontation (confronting oneself or matching solutions to challenges), and time perspective relative to task performance (before, during, or after performance), were reflected as major determinants of the data. Achievement tendencies were highest for U.S.A. respondents (individualistic culture) and lowest for the Japanese and the Hungarian respondents (collectivistic societies). Theoretical implications as well as suggestions for further research were outlined.     

一种新型的区域定量风险评估模型及应用

为了综合评估区域风险可接受性,深度挖掘潜在风险,优化风险决策,从死亡及受伤风险2方面研究了化工行业的死亡及受伤风险可接受标准（以下简称“双标准”）,提出基于“双标准”的新型区域定量风险评估模型。以1 000 m³柴油罐池火灾事故为对象,通过池火事故后果模型、概率模型及可接受风险模型的创新性使用,对其在油罐区域定量风险评估中的初步运用进行研究。结果表明:该装置在池火事故下的个人死亡风险和社会受伤风险未能达到标准要求,综合评估结果为风险不可接受;“双标准”综合评估法在区域定量风险评估中的应用具有可行性和一定参考价值 。     

重大危险源风险评价及其在城市规划中的应用

城市重大危险源一旦发生事故,将造成大量人员伤亡和财产损失.构建了一种城市重大危险源风险评价方法,以个人累计风险进行定量风险分析,对全市进行风险区划,并提出相应的城市土地利用规划建议.最后以我国某城市为例,说明了城市中重大危险源风险评价的过程,及其在城市土地利用规划中的应用.     

Organizational career development is not dead: a case study on managing the new career during organizational change

New forms of careers have received increased attention in contemporary organizational research. A prominent focus in this research has been whether and how, in an increasingly unpredictable career environment, individuals are taking responsibility for their own career development. The implication is that career is becoming less central to organizational management practices. At the same time there is evidence that organizational changes typically described in this literature (such as delayering the organization in a quest for flexibility) have had a negative impact on career progress, resulting in resistance to change. The implication here is that career concerns are more central to organizational management practices. This in‐depth qualitative case study examines whether individuals do in fact take more responsibility for their career development during times of organizational change. We also examine whether this does indeed mean that the organization takes less responsibility for career management. Our data indicate that individuals are, in fact, taking more responsibility for their own careers. At the same time we found that the organization in our case study also became more actively involved in career development and management. However, this active approach did not resemble traditional top‐down career management and development. To us, the pattern of organizational and individual career development actions appear to constitute a kind of ‘organizational dance,’ a highly interactive mutual influence process, in which both parties are at once the agent and the target of career influence. Strengths and limitations of the study are discussed, as are directions for future research. Copyright © 2007 John Wiley & Sons, Ltd.     

Simulation and application of a disaster spread model in Chemical Disaster Network

In the research field of chemical safety, the computer-aided simulation for occurrence and process of disasters has become a major trend in current research, in which the establishment of evolution system for chemical multi disasters is the key point. In the paper, the study lays emphasis on the simulation and application of a spread model for chemical multi disasters. After establishing a disaster network, we defined microcosmic elements of spread model specifically. Combined with guideline of chemical disaster (e.g. guideline of heat flux for damages or injure, guideline of evaluation for buildings based explosion and overpressure, and guideline of evaluation for human exposure to toxic gases), the weight of impact can be computed using new comprehensive algorithms. Simultaneously, the paper also uses an approach on simulating multiple failure events to describe random factors of triggering disasters. At last, the experimental case of alkyl aluminum leakage in a polypropylene plant shows the result of simulation with table of 5 major series of disasters and distribution diagram of nodes (disasters) in disaster network. This proves the validity and practicability of the simulation system in the establishment and feedback of contingency plan of large-scale petrochemical enterprises.     

海上溢油应急物资调度双目标规划模型

为最大程度降低溢油事故造成的不利影响,提出充分考虑海上油膜漂移特性及溢油点和漂移点对救援物资需求不确定等特点,基于鲁棒优化思想,建立救援应急成本最小、应急时间最短的双目标规划模型,并基于NSGA-Ⅱ算法设计求解方法。结果表明:决策者可根据自身对溢油事故规模的判断,得到不同应急物资调度方案,为应急出救点的选择和物资调度提供合理决策依据。     

Development of a new scale to measure subjective career success: A mixed‐methods study

Career success is a main focus of career scholars as well as organizational stakeholders. Historically, career success has been conceptualized and measured in an objective manner, mainly as salary, rank, or number of promotions. However, the changing nature of work has also necessitated a change in the way many employees view success, adding a more subjective component. Although there has been theoretical discussion and calls to develop a comprehensive measure of subjective career success, no contemporary comprehensive quantitative measure exists. The goal of this study was to create and validate a measure of subjective career success, titled the Subjective Career Success Inventory (SCSI). The SCSI includes 24 items that address subjective career success via eight dimensions. The scale was developed and validated through four phases of data collection, beginning with interviews and focus groups, followed by item sorting tasks, then item refinement through confirmatory factor analysis, and finally convergent and discriminant validity quantitative analysis. Theoretical and practical implications are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

Drivers of freelance career success

Recent evidence shows that the frequently proclaimed collapse of the traditional career model is actually not supported by job tenure data. This paper argues that the observed stability of job tenure might be explained by an increasing number of shamrock organizations. This organizational form has three types of workers: core employees, professional freelancers, and routine workers. In such an organization, two very different career models coexist. The organization largely determines the career of the core employee, whereas the individual essentially shapes that of the professional freelancer. This paper studies extensively the career of this second group: the professional freelancer, a growing phenomenon in many developed countries but not yet the focus of many career studies. We develop a freelance career success model on basis of the intelligent career framework augmented by insights from literature on entrepreneurship. Data are from a web survey with responses from about 1600 independent professionals in the Netherlands, in combination with 51 in‐depth interviews. We provide two main contributions. First, we report findings from the first large‐scale quantitative study into freelance career success. Second, this study enhances our understanding of the success of the modern career by building bridges between career and entrepreneurship literatures. We conclude that the external environment in which an individual freelancer operates is the most important factor determining career success. The study therefore suggests that more work needs to be performed on the relationship between the environment and individual career success. Copyright © 2012 John Wiley & Sons, Ltd.     

Gender and career success: A typology and analysis of dual paradigms

Despite women's advancements in the workplace, gender inequality persists. We classify and test two frameworks used to explain gender differences in career success: unequal attributes and unequal effects. The unequal attributes framework suggests that gender is related to other attributes, which result in unequal career outcomes for men and women (i.e., a mediated effect). The unequal effects framework suggests that even when men and women share the same attribute or circumstances, they are rewarded differently, such that individual attributes have unequal effects on career outcomes for men and women (i.e., a moderated effect). We collected survey data from a gender‐balanced sample of 394 business school alumni. Using structural equation modeling to test the unequal attributes framework, we found that work hours, career orientation, having a nonemployed spouse, and working in a predominantly female job were unequal attributes that explained gender differences in career success. Using multigroup path analysis to examine unequal effects, we found that being agentic, married, having children at home, and working in a predominantly female workplace had unequal effects in relation to career success for men and women. We find support for both models across three categories of career success antecedents (i.e., personal, family, and job attributes).     

Proactive career behaviors and subjective career success: The moderating role of national culture

Although career proactivity has positive consequences for an individual's career success, studies mostly examine objective measures of success within single countries. This raises important questions about whether proactivity is equally beneficial for different aspects of subjective career success, and the extent to which these benefits extend across cultures. Drawing on Social Information Processing theory, we examined the relationship between proactive career behaviors and two aspects of subjective career success—financial success and work‐life balance—and the moderating role of national culture. We tested our hypotheses using multilevel analyses on a large‐scale sample of 11,892 employees from 22 countries covering nine of GLOBE's 10 cultural clusters. Although we found that proactive career behaviors were positively related to subjective financial success, this relationship was not significant for work‐life balance. Furthermore, career proactivity was relatively more important for subjective financial success in cultures with high in‐group collectivism, high power distance, and low uncertainty avoidance. For work‐life balance, career proactivity was relatively more important in cultures characterized by high in‐group collectivism and humane orientation. Our findings underline the need to treat subjective career success as a multidimensional construct and highlight the complex role of national culture in shaping the outcomes of career proactivity.     

Managing the career deal: the psychological contract as a framework for understanding career management,organizational commitment and work behavior

This paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological contract fulfillment. The study tested a series of linked hypotheses which propose that individual career management behavior is associated with the experience of organizational career management help, which is related to fulfillment of the psychological contract. Fulfillment of the psychological contract in turn is linked to organizational commitment and is associated with behaviors at work, including absenteeism, turnover, and independent ratings of job performance. The findings provide some support for these proposed links. As a result, the paper makes four contributions to the psychological contract and careers literature: first, it shows that both individual and organizational career management behaviors are linked to psychological contract fulfillment; second, organizational career management help is associated with affective commitment and job performance; third, psychological contract fulfillment plays a key role in mediating the relationship between career management help and such attitudes and behaviors; and fourth, organizational commitment may mediate between psychological contract fulfillment and individual career management behavior aimed at furthering the career outside the organization. Copyright © 2005 John Wiley & Sons, Ltd.     

A study of cross-cultural differences in work attitudes among three groups of Israeli prison employees

The study investigated differences in work attitudes among three cultural groups of Israeli prison officers: Druze (N = 83), Jews of North African origin (N = 127) and Jews of Georgian origin (N = 96). Several hypotheses were derived from previous knowledge of the three cultures and differences were explored in the relationships between perceptions and attitudes concerning specific aspects of the job on the one hand, and two measures of overall affective responses—general job satisfaction and tedium—on the other hand. Consistent cross-cultural differences that can be related to characteristics of the studied cultures were revealed only with regard to satisfaction with promotion and to role ambiguity. No other coherent and meaningful cross-cultural differences could be identified. The theoretical and practical significance of these results is discussed and a general direction for future studies in this area is recommended.     

规划环境影响评价中大气环境承载力分析研究

大气环境承载力分析是规划环境影响评价的重要内容,是协调区域发展与大气环境保护的关系,落实节能减排政策的重要方法.通过剖析区域发展规划环境影响评价中大气环境承载力分析的特征和影响因素,筛选出大气环境承载力分析指标,建立了具体的分析程序和方法,并应用于广州市南沙地区发展规划环境影响评价.结果表明,南沙区现状理想环境容量仍有剩余,但主要大气污染物浓度略有超标,这与外源影响大有关.规划期间,重点项目钢铁基地和石化基地建成后南沙区大气环境承载力不足,建议对其规模结构进行调整.     

Arabian,Asian, western: a cross-cultural comparison of aircraft accidents from human factor perspectives

Introduction. Rates of aviation accident differ in different regions; and national culture has been implicated as a factor. This invites a discussion about the role of national culture in aviation accidents. This study makes a cross-cultural comparison between Oman, Taiwan and the USA. Method. A cross-cultural comparison was acquired using data from three studies, including this study, by applying the Human Factors Analysis and Classification System (HFACS) framework. The Taiwan study presented 523 mishaps with 1762 occurrences of human error obtained from the Republic of China Air Force. The study from the USA carried out for commercial aviation had 119 accidents with 245 instances of human error. This study carried out in Oman had a total of 40 aircraft accidents with 129 incidences. Results. Variations were found between Oman, Taiwan and the USA at the levels of organisational influence and unsafe supervision. Seven HFACS categories showed significant differences between the three countries (p?<?0.05). Conclusion. Although not given much consideration, national culture can have an impact on aviation safety. This study revealed that national culture plays a role in aircraft accidents related to human factors that cannot be disregarded.     

大气污染物源解析技术模型及应用探讨

大气对于民众身体健康、生态环境质量等有着直接性影响,而大气污染的治理属于一项长期性工程,需要有关部门采用最合适的监测、检测方法。本文将从大气污染物源解析技术的概述角度出发,对源解析方法的优劣势进行对比,就受体模型法、排放源清单法以及扩散模型法等常用源解析技术的方法、模型进行介绍,以期为有关部门提供可靠参考。