关于人机系统安全分析中人的因素的一些探讨

在对人机系统安全分析中，重点对人的因素进行探讨，并提出了新的见解。在人机系统中，人的生理特性和心理特性不是恒定不变的，特别在人机系统安全分析与设计时，关于人的因素必须从动态特性变化来认识     

汽车色彩设计对交通安全的影响研究

人的因素对道路交通安全的影响最大,色彩作用于人的生理与心理,能给人不同的心理感受.介绍了色彩的属性和几种常见颜色的色彩心理;根据色彩的生理心理特性,从车身和驾驶室配色等方面,采用安全心理学和色彩心理学以及定性分析的方法,分析了汽车色彩对交通安全和驾驶员反应的重要影响;最后提出了对汽车进行安全色彩设计的构想,并给出汽车安全色彩设计的原则、体系和步骤;对车身和驾驶室进行安全色彩设计,其中合理的色彩模拟系统的开发是关键.与其他有效的交通管理措施相结合,从而达到交通系统和谐的效果.     

建筑物火灾疏散中人的行为研究的回顾与发展

建筑物发生火灾后 ,安全疏散所需时间的长短主要取决于疏散开始时间 ,疏散开始时间又取决于人的行为 ,而人的行为是其生理和心理因素的函数。为此 ,在论证研究人的行为在疏散评价的重要性的基础上 ,详细地评述了火灾疏散中人行为的历史背景、研究内容和研究范围 ,然后展望了其以后的研究方向。特别强调 ,基础数据库的收集与建立、人行为的模式、系统动态的模拟和仿真等在研究中的重要作用     

安全资源学的学科理论研究

为形成安全资源学和更好地开发与利用安全资源,以安全本身作为一类重要资源的新视角,开展安全资源学的学科基础理论研究。站在科学学的高度和以交叉科学的视角,采用调查研究法、创新思维法、理论分析法、逻辑归纳法、预测法等研究方法,阐述安全资源和安全资源学的定义及内涵,安全资源的性质与分类,安全资源学的研究对象和内容、基本原理和研究方法,以及安全资源学的主要研究方向和展望等。结果表明：安全资源兼具有安全和资源的主要特性,安全资源的特性可分为社会特性和自身特性2大类,从不同的视角和层面,给出安全资源学8个方面的主要研究内容;从学科基础层凝炼出安全资源学的10条基本原理;根据交叉学科的关联性质,归纳出安全资源学的典型研究方法。研究结果形成了安全资源学的核心基础理论和雏形,对后续开展安全资源学的具体内容研究和加速形成一门独立的安全资源学新学科具有参考和引领作用。     

民航安全中人的因素研究方法综述

分析民航业中人的因素研究方法,指出其存在的不足。在此基础上,对核工业中成功应用的人的可靠性分析技术进行系统的研究。结合其优势,提出在民航安全工作中进行人的可靠性研究的观点。并将民航业与核工业中的多项内容进行对比,论证研究其可行性。为民航安全中人的因素研究提供新的理论指导和可靠的数据支持,最终使人因分析结果全面、深入和准确。     

火灾情况下疏散心理和行为在不同层次起点学生中的差别研究

为了研究火灾条件下疏散心理和行为在不同层次起点学生中的差别,有针对性地进行消防安全教育和管理,完善消防安全应急预案,采用现场实验的方法对不同层次起点的高职生群体进行问卷对比研究。采用世界先进统计软件SPSS12.0forWindows进行对比分析,其结果显示:在火灾情景下,起点较高的学生较之起点较低的学生存在较弱的恐惧心理,能做到就近逃生,而非局限于安全通道,相互救助心理和行为较弱;起点较高的学生较之起点较低的学生消防意识强,掌握的消防知识较多,重返心理和行为较弱,灭火心理和行为也较弱。该研究方法科学、先进,结果可信。不仅为密集场所的消防工作提供了参考,而且对充实我国的消防心理学、火灾心理学、社会心理学等学科也有理论意义。     

基于人员心理-环境因素的火灾疏散速度修正方法研究

为探究人在火灾环境下的行为心理对疏散效率的影响,基于火灾下人员行为心理特征具有复杂、抽象、难以直接量化的特性,通过模糊逻辑方法,应用模糊集合、模糊规则和隶属度函数量化人的行为心理,研究其对疏散速度的影响;考虑火灾烟气和群体行为对疏散的影响,通过对高层建筑火灾状况下的烟气进行数值分析,并运用公式法得出人员的疏散速度折减值;以某高层商业建筑火灾疏散为例,将修正后人员的疏散速度和疏散路径引入疏散分析并与未修正的结果进行比较。结果表明:未修正的商业建筑疏散时间为470 s,修正后的疏散时间为670 s,修正后的疏散时间更长,人员危险性更大。     

基于哈默“人的差错理论”的道路交通安全研究

以道路交通安全系统为背景,人的差错为研究方向,运用"哈默"人的差错分类理论,从机动车驾驶员和非机动车驾驶员、乘客及行人两种人群的差错角度,对2004—2006年3年间我国交通事故发生率和死亡人数进行较有针对性的分析归类和研究,进而分别提出基于主动性和被动性两方面的交通事故人因预防措施。通过"哈默"全新的分类方法,全面分析交通行为中人的差错类型,为道路交通事故预防体系的研究、建立以及进一步的发展,提供了有参考价值的基于人的行为机理的理论依据和合理化建议。     

消防灭火系统中人的因素的定量研究

基于人机工程学研究思路,把消防灭火系统中人的因素分解为可用度、可信度和固有能力,筛选出温度和工作时间作为影响因子,利用层次分析法和线性回归法确定了消防灭火人力系统的可信度和固有能力,结合某消防支队训练统计数据对此研究方法进行了实例分析.结果表明,温度和工作时间对人力系统存在明显影响,相比之下,工作时间的影响较大,但消防灭火系统人的因素的决定因子是人力系统的固有能力,即灭火人员的业务能力、身体素质、心理素质和火场作风.此方法的提出对于消防灭火战斗效能评估、灭火力量组织和配置有着重要意义.     

心理创伤与工伤保险赔偿关联性研究

为研究工伤保险赔偿对心理创伤的作用,明晰两者的关联性,基于心理创伤及工伤概念,提出工伤心理创伤的定义及内涵,并分类。通过分析工伤心理创伤所涉及的结构层次及作用关系,构建工伤心理创伤体系;结合定滑轮力学特性,建立工伤保险赔偿与心理创伤的定滑轮关联模型,划分作用区间,并进行力学分析。研究结果表明,定滑轮关联模型能形象地展示工伤保险赔偿对心理创伤的作用,可用于预测心理创伤的变化趋势,定位心理创伤区间,增强工伤保险赔偿对心理创伤的补偿作用。     

违章行为与心理因素分析

据统计,“三违”是安全生产事故的主要罪魁祸首。分析众多事故的原因,无外乎是由人的不安全行为和物的不安全状态造成的,而物的不安全状态归根到底也是人的因素造成的。违章行为是“三违”的表现,它不仅与安全意识淡薄、安全观念落后、安全文化素质及安全生产管理水平低下等因素有关,更重要的原因是人的心理因素,职工的心理隐患是不安全行为的潜在帮凶。研究人的心理因素对违章行为的影响,寻找出一套强化安全心理素质、调整心理因素的方法,对于提高职工的安全意识,杜绝违章行为,减少伤亡事故,保护人民群众的健康和生命财产安全,具有重要现实意义和指导意义的。     

The application of the psychological contract to workplace safety

INTRODUCTION: Psychological contracts of safety are conceptualized as the beliefs of individuals about reciprocal safety obligations inferred from implicit or explicit promises. Although the literature on psychological contracts is growing, the existence of psychological contracts in relation to safety has not been established. The research sought to identify psychological contracts in the conversations of employees about safety, by demonstrating reciprocity in relation to employer and employee safety obligations. The identified safety obligations were used to develop a measure of psychological contracts of safety. METHOD: The participants were 131 employees attending safety training sessions in retail and manufacturing organizations. Non-participant observation was used to collect the data during safety training sessions. Content analysis was used to analyze the data. Categories for coding were established through identification of language markers that demonstrated contingencies or other implied obligations. RESULTS: Direct evidence of reciprocity between employer safety obligations and employee safety obligations was found in statements from the participants demonstrating psychological contracts. A comprehensive list of perceived employer and employee safety obligations was compiled and developed into a measure of psychological contracts of safety. A small sample of 33 safety personnel was used to validate the safety obligations. CONCLUSIONS AND IMPACT ON INDUSTRY: Implications of these findings for safety and psychological contract research are discussed.     

女性驾驶人特性与行为机制研究现状及展望

为系统地认识女性驾驶人的驾驶特性,分析其驾驶行为,从女性驾驶人交通事故数据统计、致因和心理、生理、“药驾”等因素,梳理国内外女性驾驶人驾驶特性及行为机制的研究成果,总结主流研究角度、方法和内容,并展望其未来研究趋势。对文献的梳理和分析表明:导致女性驾驶人交通事故的因素主要包括人格、认知等心理特征和视觉能力、应激反应等生理特征,同时“药驾”也影响着驾驶特性与行为。剖析了女性驾驶人特性及行为机制研究目前存在的不足之处,对未来的研究提出了建议。并针对女性驾驶人群体在各种道路交通环境中开展有效的模拟驾驶培训和教育,进而全面提升中国女性驾驶人的交通安全水平。     

Survival versus traditional methodologies for studying employee turnover: differences,divergences and directions for future research

Despite initial enthusiasm for using survival analysis techniques to gain new insights into employee turnover, nearly one decade later hardly any studies based on survival methodologies are evident in the literature. Consequently, the potential for survival analysis to open new avenues in turnover research remains unassessed, and the need for research on this topic is readily apparent. In this study, survival analysis methods were compared with those inherent in ‘traditional’ turnover research. Results indicated significant divergences between these two methods. The traditional turnover methodology reproduced findings characteristic of the vast majority of research on this topic—job withdrawal intentions emerged as the sole predictor of employee turnover behavior. In contrast, continuance commitment and ethnicity were directly predictive of turnover behavior using survival analysis methods. Implications of these results and directions for future research are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

The development and validation of a psychological contract of safety scale

Introduction

This paper builds on previous research by the author and describes the development and validation of a new measure of the psychological contract of safety. The psychological contract of safety is defined as the beliefs of individuals about reciprocal safety obligations inferred from implicit and explicit promises.

Method

A psychological contract is established when an individual believes that perceived employer and employee safety obligations are contingent on each other. A pilot test of the measure is first undertaken with participants from three different occupations: nurses, construction workers, and meat processing workers (N = 99). Item analysis is used to refine the measure and provide initial validation of the scale. A larger validation study is then conducted with a participant sample of health care workers (N = 424) to further refine the measure and to determine the psychometric properties of the scale.

Results

Item and correlational analyses produced the final employer and employee obligations scales, consisting of 21 and 17 items, respectively. Factor analyses identified two underlying dimensions in each scale comparable to that previously established in the organizational literature. These transactional and relational-type obligations provided construct validity of the scale. Internal consistency ratings using Cronbach's alpha found the components of the psychological contract of safety measure to be reliable.

Impact on Industry

The refined and validated psychological contract of safety measure will allow investigation of the positive and negative outcomes associated with fulfilment and breach of the psychological contract of safety in future research.     

Identifying management practices that drive production-line workers’ engagement through qualitative analysis

Introduction: Engagement research - most often defined by a worker’s psychological state of vigor, dedication, and absorption - pays little attention to production-line workers. This study therefore explores factors that drive workers’ engagement with health and safety (H&S) in a production-line context as well as their perception of managerial influence Furthermore, the study adds to the body of research by exploring H&S engagement concepts through the use of qualitative research methods. Method: 38 semi-structured interviews were conducted and analyzed through template analysis to identify themes that promote and hinder engagement. Results: The main engagement drivers were found to be: (a) the displayed safety focus of the company in organizational and social aspects; (b) the quality of the communication approach with respect to quality, consistency and direction; and (c) the environment encompassing the relationship between workers and supervisors and peers as well as the psychological environment. Notably, a trusting relationship between supervisors and workers appeared to be the most influential driver in determining engaged H&S behavior. Discussion and impact in industry: The study highlights factors that could be adapted to improve engagement and consequently enhance H&S approaches. Originality: The study reported in this paper offers a unique insight into individual production workers’ perceived drivers of H&S engagement using Qualitative Analysis. Practical applications: The study identified the important role that supervisors play in workers’ H&S engagement levels and what skills they need to employ to enhance workers’ engagement in general and in the context of H&S behavior and performance. Furthermore, the importance of psychological and sociological factors in safety approaches are highlighted and were found to be key for creating safer workplaces.     

On the operator action analysis to reduce operational risk in research reactors

Human errors during operation and the resulting increase in operational risk are major concerns for nuclear reactors, just as they are for all industries. Additionally, human reliability analysis together with probabilistic risk analysis is a key element in reducing operational risk. The purpose of this paper is to analyze human reliability using appropriate methods for the probabilistic representation and calculation of human error to be used alongside probabilistic risk analysis in order to reduce the operational risk of the reactor operation. We present a technique for human error rate prediction and standardized plant analysis risk. Human reliability methods have been utilized to quantify different categories of human errors, which have been applied extensively to nuclear power plants. The Tehran research reactor is selected here as a case study, and after consultation with reactor operators and engineers human errors have been identified and adequate performance shaping factors assigned in order to calculate accurate probabilities of human failure.     

交通行为意识的行为控制作用

引用心理学中意识对行为的控制作用,简单描述了人的行为过程,得出行为意识对行为控制起到"总开关"的作用;指出增强交通行为意识是实现交通行为控制的有效手段;将交通行为意识分为3种,即交通安全意识、交通守法意识和交通秩序意识,依据心理学中意识建立和强化的一般方法提出了建立与增强3种交通行为意识的基本方法,包括教育、宣传、刺激、处罚、回报(包括自然回报和人为回报)及激励等6种方法。笔者提出的交通行为意识增强及激励的方法,为确保交通参与者的交通安全和进一步提高道路交通管理水平提供新的理论和方法依据。     

事故树定量分析与安全指标的数学模型的建立

阐述了在该课题研究过程中，提出的一些新概念、新定义和新方法