钢铁企业焦化系统有毒作业分级的调查研究

对某钢铁企业焦化系统４６个作业岗位进行了有毒作业条件分级，其中０级占３０．４３％，Ⅲ级、Ⅳ级占５８．７０％；在７６６名接触有毒作业职工中，高达７０．１９％的职工在Ⅲ级、Ⅳ级有毒岗位上作业。重点分析了焦化系统有毒作业Ⅲ、Ⅳ级岗位的分布和危害特点，及其对职业人群健康危害的防范对策。     

钢铁企业焦化系统有毒作业分级的调查研究

对某钢铁企业焦化系统４６个作业岗位进行了有毒作业条件分级，其中０级占３０．４３％，Ⅲ级、Ⅳ级占５８．７０％；在７６６名接触有毒作业职工中，高达７９．１９％的职工在Ⅲ级、Ⅳ级有毒岗位上作业。重点分析了焦化系统有毒作业Ⅲ、Ⅳ级岗位的分布和危害特点，及其对职业人群健康危害的防范对策。     

波兰林业安全生产状况

从国际劳工组织获悉，1986～1995年波兰国有林年劳动伤害事故数为966～2554起（年均为1486．5起），年死亡事故数为7～22起（年均为163起），每千名林业工人年伤亡事故数为12．5～19．5起（年均为14．6起），因劳动伤害事故造成的缺勤率为42．9～51．5％（年均为47．6％）。在木材生产发生的伤害事故中，40％发生在采集作业，24％发生在运材作业，36％发生在其他作业。在木材生产发生的死亡事故中，38％发生在伐木打枝造材作业，24％发生在集运材作业，38％发生在其他作业。按伤害部位分，发生在头部占5％、眼部占5％、面部占4％、躯干部占8…     

国外动态

国外动态对日本林业生产伤亡事故的综合分析根据日本有关部门对林业生产伤亡事故的凋查统计表明：１．林业生产伤亡事故与从事的作业有关。其中有４２％的事故发生在造林和抚育作业，３１％的事故发生在木材与木制品生产，１４％的事故发生在森林工程作业，５％的事故发生...     

集散控制系统作业安全人机环工程研究

为了解集散控制系统作业安全人机环工程中存在的匹配情况,采用自制《集散控制系统作业安全人机环工程》调查表,对某石化企业390名DCS作业人员进行了问卷调查。结果85．5％的操作者认为操作室的空气不新鲜,57．4％的操作者认为DCS操作系统的性能不够完善,55．3％的操作者认为DCS操作劳动强度大,90．5％的操作者认为DCS显示屏产生直接眩光,87．2％的操作者认为下肢活动空间过小,85．2％的操作者认为下肢活动深度过浅,72．7％操作者认为下肢活动高度过低,56．6％的操作者认为装置区的噪声对控制室有影响。由此得出结论,集散控制系统在人-机-环诸方面不同程度的存在失配。     

建筑施工高处坠落事故的分析与对策

建筑施工行业的最大特点是高处作业工作量大，作业工种和作业人员多，即使是地下室、地下管道工程施工，也有高处作业。高处作业环境恶劣，施工条件复杂，危险性较大。而作业人员又大多是文化素质低、缺乏安全基本知识的农民工。因此，在建筑施工中高处坠落事故特别严重。建设部曾对1983～1987年发生的810起职工因工死亡事故进行分析，发现高处坠落事故居各类事故首位（高处坠落占448％，触电占16．6％，物体打击占12％，机械伤害占7．2％），随着高层建筑越来越多、越来越高，需要从事的高处作业也越来越多，高处作业的等级越来越高。因此…     

1995年全国职业病状况分析

１９９５年全国职业病状况分析１９９５年全国有害作业厂矿５８万余家（西藏、台湾的数据未包括在内），完成监测的有害作业点有７０万余个，其中空气中有害物质的浓度达到国家卫生标准的作业点有４６万余个，合格率为５６．５％。接触有害作业工人２５１３万余名，其中于...     

缝纫工慢性肌肉骨骼损伤的调查

缝纫流水线作业工人的慢性肌肉骨骼损伤十分普遍，且涉及面广，如手、腕、肘、臂、肩、颈、背及下肢，其症状与对照人群比，有显著差异。这与他们的工作紧张、工作时间率过多、工中休息时间过少、坐椅过高、工作台面过高及过度低头、向前弯腰等因素有关     

缝纫工件慢性肌肉骨骼损伤的调查

缝纫流水线作业工人的慢性肌肉骨髂损伤十分普遍，且涉及面广，如手、腕、肘、臂肩、颈、背及下肢，其症状与对照给群比，有显著差异。这与他们的工作紧张、工作时间率过多、工中休息时间过少、坐椅过高、工作台面过高及过度低头、向前弯腰等因素有关。     

27个问题——特种作业人员培训和管理

据统计，四川省从1981年至1990年10年间．有记载的100起重大伤亡事故中．特种作业占92％：我国航空工业截至1985年8月。所统计的144起因工死亡事故中。特种作业的死亡人员占66.7%，本人所在企业从1963年3月至1998年12月期间。所发生的492起工伤事故中．特种作业占73.2％：据法国疾病保险金管理局公布的1979年全国工伤事故，其中特种作业占77.5%。     

机场安检人员心理授权与违章行为关系研究

为减少民航机场安检人员的违章行为、提升民航机场安全水平,研究民航机场安检员的心理授权与违章行为之间的关系。在心理授权与违章行为关系中加入安全意识、安全动机和安全服从3个中介变量,构建机场安检人员心理授权与违章行为关系的理论假设模型;通过实证研究收集国内机场的安检员相关数据,对已构建的理论假设模型采取结构方程模型(SEM)进行检验。结果表明:机场安检员心理授权与违章行为存在一定相关性,即通过安全意识、安全动机与安全服从对违章行为产生间接影响;心理授权通过违章行为产生间接影响,通过安全意识、安全动机和安全服从的中介作用对心理授权与安全意识、安全动机和安全服从均呈现显著正相关。其中,对于安全动机的影响最大,其次是安全意识,影响最小的是安全服从;安全意识、安全动机和安全服从对于机场安检员的无意识违章、失控违章和故意违章3个维度均呈现显著负相关;安全动机对于违章行为的3个维度产生影响的差异性最小,即安全意识动机越高,机场安检员的违章行为的出现概率就会越低;安全服从与机场安检员的故意违章行为显著正相关。     

Stress and strain among union lay officials and rank-and-file members

This study explored the effects of fulfilling, on a voluntary basis, the role of lay officials in a local union of teachers on stress, strain, and the relationship between stress and strain. Levels of typical teachers' stress, and their effects on strain, were systematically compared for lay officials and rank-and-file members. Data were gathered from 1045 teachers who constituted 60 per cent of the staff in a representative sample of 30 high schools in Israel. Respondents completed a questionnaire that included measures of several types of occupation-specific stresses and two psychological strains: Somatic complaints and burnout. Relative to the rank-and-file members, union officials reported higher levels of overload and parent–teacher conflict, but the same levels of strain. The results of the regression analyses indicated, as expected, that union officials' strain was predicted by stresses associated with their representational duties. For the two groups of teachers, the measures of stress exerted the same detrimental effect on each of the strains. Thus, it was concluded that lay union officials were not at greater risk of psychological strain relative to their fellow teachers.     

服装行业缝纫工作工效学调查研究

对服装行业缝纫工种工人的慢性肌肉骨骼损伤进行了工效学分析。结果表明，目前缝纫工主要存在的工效学问题是：坐位工作台均偏高，工作椅也普遍较高，同一动作持续工作时间过长（平均大于１小时），８小时工作日休息时间过短（平均仅为３０分钟）。建议根据有关标准和法规，采取相应改进措施     

Staff burnout in a psychiatric hospital: A cross-lagged panel design

Previous research has shown that burnout in staff members at psychiatric hospitals is significantly associated with state anxiety and collegial support. The directionality of these relationships may be inferred using a cross-lagged panel design. To do this, 35 staff members representing various clinical disciplines completed measures of burnout, support, and anxiety twice, eight months apart. Burnout comprised three factors: emotional exhaustion, depersonalization, and personal accomplishment. Findings from one cross-lagged panel suggested that emotional exhaustion causes state anxiety. The second panel showed that lack of collegial support caused depersonalization. Understanding causes and effects of burnout for inpatient psychiatric staff may lead to training and resource development that will improve the quality of their work environment.     

攀钢冶材公司职业病成因分析

通过对企业职业病档案等历史材料进行调查、整理和系统分析，找出造成职业危害的原因，以便有关部门和企业采取针对性措施，改善生产现场的作业环境，加强职业危害管理，从而促进各级管理干部对此项工作的重视和全体员工对职业危害的认识，最终实现控制和减少职业病的发生。     

Social value orientation,organizational goal concerns and interdepartmental problem‐solving behavior

In a study of 11 organizations among 120 manufacturing, planning and sales employees, support was found for the hypothesis that a prosocial value orientation—as a personality trait—increases the likelihood that employees show a high concern for the goals of other departments. This concern, combined with a high concern for own goals, furthermore appeared to increase the likelihood of problem‐solving behavior during interdepartmental negotiations. Measures of goal concerns were attained, firstly, by asking employees how important they found six specific organizational goals and, secondly, by assessing which goals were found most important by members of which department. The results of this study suggest that problem solving can be induced by selecting or developing prosocial employees, because a prosocial value orientation increases the likelihood of having broad role orientations, in which employees not only care for goals characteristic of their own department, but also for goals of other departments. Copyright © 2002 John Wiley & Sons, Ltd.     

Dual earner couples: Attitudes and actions in restructuring work for family

In a matched data set consisting of survey responses from both members of 39 dual earner couples, work and family involvement was used to predict job satisfaction, marital satisfaction, stress and work restructuring of both members of the couple. In general, the wives were found to be restructuring their work activities more than their husbands. Couples whose members had high levels of family involvement were experiencing high levels of marital satisfaction and low levels of stress. In addition, the coded responses to seven open ended questions provided qualitative data reflecting what specific types of work restructuring arrangements were most popular and the reasons for work restructuring.     

The social identity and social networks of ethnic minority groups in organizations: a crucial test of distinctiveness theory

Distinctiveness theory posits that patterns of social identity and friendship are based on numeric rarity within specific contexts. In ethnically diverse organizations, the theory predicts that members of the smaller ethnic group (relative to members of the larger ethnic group) will: (a) tend to identify and form friendships within their own ethnic group, and (b) lack access to well‐connected individuals in the network of friendship relations. Prior tests have supported these predictions, but they have been unable to rule out the possibility that it was chronic differences in social status and numeric representation in society at large (rather than numeric distinctiveness within specific contexts) that explained the observed patterns of social identity and friendship. In this field‐based study, we examined an organization whose social composition effectively controlled for these confounds. We found that members of the smaller ethnic group tended to identify and form friendships within group, as predicted by distinctiveness theory. However, in contrast to previous work, we found that members of the smaller ethnic group were equally well connected to the center of the friendship network as were the members of the larger ethnic group. Copyright © 2007 John Wiley & Sons, Ltd.     

Leader‐member exchange,differentiation, and task interdependence: implications for individual and group performance

We investigated the effects of leader‐member exchange (LMX) differentiation on individual and group performance with a sample of 120 work groups consisting of 834 employees who represented six different organizations. LMX differentiation was defined as the degree of variability in the quality of LMX relationships formed within work groups. Hierarchical Linear Modeling (HLM) results did not indicate support for a main effect of LMX differentiation on individual performance. Rather, the results demonstrated that LMX moderated the relation between LMX differentiation and individual performance, such that increases in LMX differentiation were accompanied by increases in individual performance for low LMX members, but no change in individual performance for high LMX members. At the group level, there was not a main effect for LMX differentiation on group performance. However, the hierarchical regression results revealed that the relation between LMX differentiation and group performance was moderated by task interdependence, such that for groups high in task interdependence, the greater the differentiation among group members, the higher the performance of the group. Conversely, for groups with relatively lower levels of task interdependence, differentiation among subordinates was not related to group performance. Finally, LMX differentiation was positively related to group performance in groups with a low LMX median, but was not related to performance in groups with a high LMX median. Copyright © 2006 John Wiley & Sons, Ltd.