矿山顶板分级管理方法初探

提出了金属矿山顶板分级管理的2种基本方法,就如何建立与完善矿山顶板分级管理制度提出了一些有益建议.     

A critique on neuroscientific methodologies in organizational behavior and management studies

Organizational neuroscience continues to flourish in organizational behavior and management studies as indicated by the growing number of publications. However, with a few exceptions, substantive critiques of organizational neuroscience are conspicuous by their absence. In this point–counterpoint article, we aim to redress this imbalance. We do so by asking two significant yet neglected questions: (i) how strong is the science behind this domain, and (ii) why are we doing this type of research (the so what? question)? Our analysis shows that the science behind organizational neuroscience is far less rigorous than currently advocated (due to low statistical power of some neuroimaging studies plus an inability to locate mental phenomena precisely in the brain). In terms of the so what? question, we encourage researchers to move away from general statements and become more specific about the phenomena they research. We contend that the practical implications of this research, as well as inferences of the link to behavioral changes, are currently overstated. We also underscore the importance for these studies to become contextually sensitive in order for the researchers to capture important events in the workplace. Finally, we offer some suggestions for future research. Copyright © 2014 John Wiley & Sons, Ltd.     

Attribution theory: An introduction to the special issue

This special issue of the Journal of Organizational Behavior was developed to further extend attribution theory and its application to the field of organizational behavior. In this introduction, we provide a brief overview of the motivation for this special issue, a concise summary of the papers included in it, a discussion about progress toward the field's goals, and suggestions for how future research can move the field forward. In doing so, we describe how applying attribution theory to studies that utilize a broad range of study designs, research contexts, and focal topics results in insights that enhance our understanding of how attributional processes predict and explain individuals' emotions and behaviors. We also provide suggestions for how to further develop attribution theory so we can more clearly describe the generalizability of relationships across a wide variety of organizational contexts.     

垃圾渗滤液处理技术的现状及发展趋势

指出了城市垃圾的现状和垃圾渗滤液的特点及处理的意义.结合国内外的研究,分析了垃圾渗滤液处理技术的现状及发展趋势,介绍了多种处理渗滤液方法,并对垃圾渗滤液处理工艺的选取提出了一些建议.     

美国校园安全管理探析与启示

美国是世界上最早探索如何有效保障校园安全的国家之一。本文以美国校园安全为研究对象,分别从校园安全治理组织框架、法律法规体系、安全管理模式、巩固提升与持续改进4个方面进行分析,较为系统、深入地对美国校园安全管理现状进行了剖析。依据美国校园安全管理经验,结合我国校园安全管理实际情况,提出对我国校园安全管理的一些启示。     

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.     

Organizational neuroscience: The promise and prospects of an emerging discipline

We review and discuss an Organizational Neuroscience perspective on management science research. Reviewing recent findings in the brain sciences, we provide concrete examples of how an organizational neuroscience perspective can advance organizational behavior research. We conclude that this new paradigm offers powerful insights and tools that complement traditional organizational research. Copyright © 2010 John Wiley & Sons, Ltd.     

Relationships of gender,family responsibility and flexible work hours to organizational commitment and job satisfaction

Psychological contract theory (Rousseau, 1995) suggests that women and those with family responsibilities may negotiate new psychological contracts that include family-responsive benefits such as flexible work hours. Relationships of gender, family responsibility, and flexible work hours to organizational commitment and job satisfaction were examined among 160 matched male and female managers in a cross-organizational study. Results revealed that women who perceived their organizations offered flexible work hours reported higher levels of organizational commitment and job satisfaction than women who did not. Also, flexible work hours were related to higher organizational commitment and job satisfaction for those having family responsibilities. Implications of these results for future research and organizational policy are discussed. © 1997 by John Wiley & Sons, Ltd.     

Valuing diversity: a group‐value approach to understanding the importance of organizational efforts to support diversity

Using Leventhal's rules as well as the group‐value model of procedural justice, we first examined how the negative effects of perceived racial discrimination on procedural justice judgments can be attenuated by perceived organizational efforts to support diversity. Secondly, we examine how these effects ultimately impact affective commitment and organizational citizenship behavior. We found that employees who believe some individuals in the workplace are discriminating against them on the basis of race tend to report lower levels of procedural justice from the organization. However, this negative relationship was attenuated when employees perceived that their organization was making efforts to support diversity. Results suggest that individuals' perceptions of organizational efforts to support diversity can help restore perceptions of procedural justice for employees who experience racial discrimination at work. Improving procedural justice also positively impacts affective commitment and organizational citizenship behavior directed at the organization. Copyright © 2009 John Wiley & Sons, Ltd.     

Parsing organizational culture: How the norm for adaptability influences the relationship between culture consensus and financial performance in high‐technology firms

The relationship between organizational culture and financial performance remains elusive even though researchers have studied it for some time. Early research suggested that a strong culture that aligns members' behavior with organizational objectives boosts financial performance. A more recent view is that, because strong cultures promote adherence to routines and behavioral uniformity, they are less effective in dynamic environments. We suggest that the relationship between culture and performance can be reconciled by recognizing that culture encompasses three components: (1) the content of norms (norm content); (2) how widely members agree about norms (culture consensus); and (3) how intensely organizational members hold particular norms (norm intensity). We hypothesize that “strong cultures”—where a high consensus exists among members across a broad set of culture norms—can contribute to better financial performance even in dynamic environments if norm content intensely emphasizes adaptability. We test this hypothesis in a sample of large firms in the high‐technology industry. Firms characterized by higher culture consensus and intensity about adaptability performed better three years later than did those characterized by lower consensus, lower intensity about adaptability, or both. We discuss how parsing culture into content, consensus, and intensity advances theoretical and empirical understanding of the culture–performance relationship. Copyright © 2014 John Wiley & Sons, Ltd.     

Why we need theory in the organization sciences

To make the case that theory is a necessary part of research in the organization sciences, I develop three lines of argument. In the first, drawing upon Staw and Sutton's (1995, “What theory is not” Administrative Science Quarterly, 40, 371–384) classic piece, I outline the boundaries of theory and, using a recently published empirical article as an example, demonstrate how research based on literature references and line‐and‐box diagrams instead of explanatory theory can make only a limited contribution to the literature. I next discuss more generally the pitfalls of conducting research without first developing theory, citing the example of malaria. In the final section of the article, I defend the role of theory‐review articles, such as those published in the Academy of Management Review, and illustrate (again by reference to an example) how such articles are critical to advancing organizational research. Copyright © 2016 John Wiley & Sons, Ltd.     

Introducing the STAMP method in road tunnel safety assessment

After the tremendous accidents in European road tunnels over the past decade, many risk assessment methods have been proposed worldwide, most of them based on Quantitative Risk Assessment (QRA). Although QRAs are helpful to address physical aspects and facilities of tunnels, current approaches in the road tunnel field have limitations to model organizational aspects, software behavior and the adaptation of the tunnel system over time. This paper reviews the aforementioned limitations and highlights the need to enhance the safety assessment process of these critical infrastructures with a complementary approach that links the organizational factors to the operational and technical issues, analyze software behavior and models the dynamics of the tunnel system. To achieve this objective, this paper examines the scope for introducing a safety assessment method which is based on the systems thinking paradigm and draws upon the STAMP model. The method proposed is demonstrated through a case study of a tunnel ventilation system and the results show that it has the potential to identify scenarios that encompass both the technical system and the organizational structure. However, since the method does not provide quantitative estimations of risk, it is recommended to be used as a complementary approach to the traditional risk assessments rather than as an alternative.     

Giving peace a chance: organizational leadership,empowerment, and peace

This paper provides an exploratory look at how the leadership practices of business organizations may foster more peaceful societies. I develop the logic for positive relationships between participative organizational leadership, employee empowerment, and peace. I offer several mechanisms to explain why these different manifestations of voice are likely to contribute to peaceful societies. I then draw on several cross‐national databases to provide a preliminary examination of the hypotheses. I find support for the hypotheses regarding the positive effects of participative leadership and employee empowerment in work organizations on peace. The paper concludes by discussing contributions of this research to the organizational studies literature and offers directions for future research. Copyright © 2007 John Wiley & Sons, Ltd.     

空中交通管制团队人误的分类及致因研究

复杂社会技术系统通常以团队方式运行,认识与预防团队人误是控制安全风险的重要途径。研究采用威胁与差错管理(TEM)的研究框架,以某空管运行自愿报告系统2004年全年数据为样本源,分析团队人误的流程与致因,统计发现团队人误占总体空管人误的31%。团队发现和指出错误后仍不能有效纠正错误的比例达到8%。根据样本统计并结合典型团队人误的案例,确认了空管团队人误的主要类型和分布情况以及团队行为促成因素(PSF)的框架及重要性排序,其中缺乏交流是团队人误的最常见PSF,报告样本量出现率达47.1%。最后,从组织文化建设、团队管理、标准操作程序、培训等方面提出了减少团队人误的建议。     

A mediational model of sense of coherence in the work context: a one‐year follow‐up study

The aim of this study was to test a mediational model appropriate for explaining the effects of psychosocial work characteristics (influence at work, job insecurity, organizational climate and leadership relations) on general well‐being, (psychosomatic symptoms) and on occupational well‐being (emotional exhaustion at work) via sense of coherence (SOC) in a one‐year follow‐up study. The questionnaire data were gathered in four Finnish organizations in February 1995 and 1996. Altogether 219 employees participated in the study in both years. The results, based on structural equation modelling, showed that a good organizational climate and low job insecurity were related to strong SOC, which was, in turn, linked to a high level of general as well as occupational well‐being. In addition, those employees who experienced changes in organizational climate and leadership relations during the follow‐up period, showed changes in SOC which was, in turn, related to changes in the well‐being indicators. The results thus highlight the major role of a good organizational climate for enhancing SOC and, consequently, well‐being. Copyright © 2000 John Wiley & Sons, Ltd.     

全球产品策略与其他化学品风险评估

为推动化学品风险评估在我国的开展,对全球产品策略(GPS)进行研究。通过对GPS实施流程的分析,确定实施GPS的核心是开展化学品的风险评估(简称GPS风险评估)。将GPS风险评估与欧盟《化学品注册、评估、授权和限制》(REACH)法规要求的化学品安全评估(简称REACH CSA)和我国新化学物质登记要求的新物质风险评估进行对比,从评估物质的要求、效应评估的范围和方法、暴露评估的范围和方法以及风险表征的方法 4个方面分析其共同点和差异。确定GPS风险评估是简化版的REACH CSA,新物质风险评估相当于REACH CSA中的环境风险评估部分。最后认为,开展化学品全面风险评估是国际化学品管理发展的趋势。针对实际情况,提出宜采取简化评估和优先评估的方法,在我国逐步开展化学品全面风险评估。     

Antecedents and consequences of satisfaction with work–family balance: A moderating role of perceived insider status

This study developed a moderated mediation model to investigate how family‐supportive paid leave and supervision affect employees' satisfaction with work–family balance and in turn their affective organizational commitment and supervisor‐directed organizational citizenship behavior depending on their perceived insider status in the organization. Our analysis of data collected from 118 employee–supervisor dyads in Korean organizations revealed that satisfaction with work–family balance mediated the linkages from family‐supportive supervision to affective organizational commitment and supervisor‐directed organizational citizenship behavior, and the linkage from family‐supportive paid leave to affective organizational commitment. Results further showed that the entire mediational process for family‐supportive supervision was more pronounced for those who perceived themselves to be an insider of their organizations, while the same pattern was not found for the meditational process related to family‐supportive paid leave. Our findings provide theoretical implications for work–family balance research and offer practical suggestions to make employees satisfied with work–family balance.     

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.     

Measurement techniques for organizational safety causal models: Characterization and suggestions for enhancements

Through a review of literature from diverse disciplines with actual and potential application to causal modeling of organizational safety risk, this paper explores issues regarding measurement techniques in a quantitative safety analysis context. The interdependencies of modeling perspectives, constructs, and measures are indentified, leading to (a) characterization and classification of measurement techniques, (b) suggestions on the selection of appropriate measurement methods for different types of model constructs including individual-level, global, configural, and shared, and (c) discussion of the modeling implications of interactions between measurement, constructs, and causal paths. A multi-dimensional perspective is offered through combinations of different “measurement methods” and “measurement bases”. A Bayesian approach is also proposed to operationalize the multi-dimensional measurements. Examples are provided to help explain the roles of these measurements in capturing the relation between organizational factors and safety performance. This paper is a product of research which has the primary purpose of extending Probabilistic Risk Assessment (PRA) modeling frameworks to include the effects of organizational factors as the fundamental causes of accidents and incidents.     

Entrepreneurial motivation: A review of the literature and an agenda for future research

Given the substantial impact that new ventures have on the global economy, understanding what motivates entrepreneurs is of both practical and theoretical importance. Although research on the nature, causes, and consequences of entrepreneurial motivation has grown rapidly, it has evolved in distinct theoretical silos that tend to isolate motives based on the phase of business development (e.g., initiation, growth, and exit) rather than acknowledge that individuals often traverse all these phases and experience multiple types of motivation throughout their entrepreneurial journey. To advance the study of motivation in the fields of entrepreneurship and organizational behavior and provide a means through which these advancements can contribute to our understanding of how motivation drives the start-up, growth, and exiting of businesses, we organize and review the extant literature on entrepreneurial motives based on the phases of the new venture process. In doing so, this article develops a roadmap of the current state of entrepreneurial motivation research and its nomological network and provides suggestions to guide future research in extending our understanding of motivation in the entrepreneurship domain as well as in traditional organizational settings.