Cognitive and affective identification: Exploring the links between different forms of social identification and personality with work attitudes and behavior

Individuals often identify with groups in order to either reduce perceived uncertainty or to feel better about who they are as individuals. This suggests that cognitive and affective identification are two distinctive forms of social identification in organizational settings. Because neurotic individuals are highly motivated to reduce perceived uncertainty, they will tend to identify cognitively with groups. Extraverted individuals, on the other hand, are highly motivated to enhance how they feel about themselves and thus identify affectively with groups. Across three studies, we develop measures of cognitive and affective identification and then show that neuroticism is positively related to cognitive identification, whereas extraversion is positively related to affective identification. We also find that affective identification provides incremental predictive validity over and above cognitive identification in the prediction of organizational commitment, organizational involvement, and organizational citizenship behaviors. Copyright © 2012 John Wiley & Sons, Ltd.     

A relational demography model of workgroup identification: testing the effects of race,race dissimilarity,racial identification,and communication behavior

This study tested a relational demography model of workgroup identification. We theorized that early in workgroup formation, (a) racial identification would moderate the influence of racial dissimilarity on member communication behavior (frequency and length of verbal participation) during a group task, (b) member communication behaviors would mediate the effect of racial dissimilarity on workgroup identification, and that (c) these effects would be affected non‐symmetrically by racial group membership (White, Black). This model was tested among a sample of 211 undergraduates (113 White and 98 Black), working in 43 temporary workgroups. Whites' racial identification moderated the relationship between racial dissimilarity and member communication behaviors, which in turn partially mediated the effect of racial dissimilarity on workgroup identification, generally consistent with our model. Among Black workgroup members support for our model was limited. Copyright © 2008 John Wiley & Sons, Ltd.     

重大危险源辨识与监控是企业建立事故应急体系的基础

本文简要介绍了重大工业事故预防控制体系要素和国家法律、法规与政策对企业重大危险源监控与应急体系建设的要求,论述了重大危险源辨识、监控是企业建立事故应急体系和重大事故预防控制体系的基础和前提,对企业重大危险源监控和应急预案编制要求提出了建议.     

Team conflict management and team effectiveness: the effects of task interdependence and team identification

The present study explores the dynamics of conflict management as a team phenomenon. The study examines how the input variable of task structure (task interdependence) is related to team conflict management style (cooperative versus competitive) and to team performance, and how team identity moderates these relationships. Seventy‐seven intact work teams from high‐technology companies participated in the study. Results revealed that at high levels of team identity, task interdependence was positively associated with the cooperative style of conflict management, which in turn fostered team performance. Although a negative association was found between competitive style and team performance, this style of team conflict management did not mediate between the interactive effect of task interdependence and team identity on team performance. Copyright © 2008 John Wiley & Sons, Ltd.     

Surface installations intended for Carbon Capture and Sequestration: Atypical accident scenarios and their identification

With the advent of Carbon Capture and Sequestration (CCS) technology the extent of CO₂ handling is set to increase dramatically. However, lack of substantial operational experience in such a novel process can lead to significant difficulties in identifying the associated hazards. This field may be characterized by atypical accident scenarios, i.e. scenarios not captured by common HAZard IDentification (HAZID) techniques because of omissions, errors or lack of knowledge. Recent atypical events evidence that consequences may exceed by far those of worst-case reference scenarios. Identification of atypical scenarios related to CCS is a challenge, considering also the public concern that this technology raises. This study focuses on new and emerging technologies of carbon capture and transport. A HAZID analysis was carried out by means of two different approaches (‘top-down’ and ‘DyPASI’). This allowed not only for a double check of results, but also for the comparative assessment of the methodologies and of their applicability. A general overview of the accident scenarios related to these technologies was given. No absolute showstoppers were found. Rather, a number of potential hazards were identified which will require the adoption of safe design principles to eliminate, prevent, control or mitigate them. Some possible safety barriers required for implementation were identified as a starting point in this process.     

Externalization of employment in a service environment: the role of organizational and customer identification

This study investigates the impact of employment externalization (in the form of limited‐term vs. permanent employment status) on customer‐oriented service behavior, and how identification processes may help to resolve the ‘paradox of externalization’ (i.e., organizations relying more on potentially disenfranchised employees to maintain strong connections with their customers). Survey data were obtained from 369 sales, service, and technical support personnel from the Canadian subsidiary of a large international service organization in the high technology sector. Organizational and customer identification fully mediate the relationship between employment status and customer‐oriented service behavior. Additionally, the perceived external image of the organization and the visibility of one's affiliation with the organization moderate the relationships between employment status and organizational and customer identification. Copyright © 2007 John Wiley & Sons, Ltd.     

Transformational leadership and creativity: A meta‐analytic review and identification of an integrated model

We conduct a meta‐analytic review that yields important insights about the existing research on transformational leadership and creativity. Additionally, we propose and test an integrated model using meta‐analytic structural equation modeling (MASEM) and full information MASEM (FIMASEM) techniques to better understand the intervening mechanism through which transformational leadership acts on creativity. The results of the meta‐analysis of 127 studies show that most of the bivariate relationships among transformational leadership, employee creativity, and pre‐identified mediators are significant; further, geographic base of studies significantly moderates some of the relationships. The MASEM results indicate that several mediators intervene in the relationship between transformational leadership and creativity. Although the total effect of transformational leadership on creativity is positive, its direct effect is negative when mediators are included. Additionally, there are significant relationships among the mediators that can be theoretically supported, but have not been investigated in prior transformational leadership and creativity studies. On the basis of these findings, we provide conclusions and directions for future studies.     

人为失误及其辨识技术的研究

随着机器设备的可靠性不断提高，人的可靠性分析研究日益得到重视。大部分事故是由于人为失误造成的。分析了人为失误与事故发生的关系，讨论了管理失误对系统安全的影响；讨论了人为失误辨识的作用，对人为失误率预测技术、通过失误建模系统、人为失误率评价和优化系统等几种的人为失误辨识技术进行了评述。指出了人为失误及其辨识技术的发展趋势和方向。     

身体就是身份证——生物特征识别技术及其在安防领域的应用

一、引言 鉴别人的身份是一个非常困难的问题,传统的身份识别方法把这个问题转化为鉴别一些标识个人身份的事物,这包括两个方面:(1)你所拥有的,比如钥匙、证件、银行卡等;(2)你所知道的,比如密码.在一些安全性要求严格的系统中,可以将这两者结合起来.     

Some experiences in hazard identification and risk shortlisting

‘Rapid ranking’ has been used for many years as a method of determining the priority which should be given to formal investigation of the wide range of hazards and risks present on major process industry sites. Such methods tend to evolve to meet the needs of specific applications. Some historical and recent applications are outlined, and the nature of the developments which they led to are discussed. Particular topics discussed include: development of the method such that it is usable by operating managers rather than specialists; use to raise risk consciousness; adaptation for use as an aid to hazard identification; use to define both which risks should be studied and which risks, even if low, should be incorporated in routine monitoring and periodic auditing programmes; use as a basis for comparison of the relative risks presented by a variety of different industrial installations; use for a range of different types of risk; and extension beyond ranking to include ‘shortlisting’ i.e. deciding which risks to include in a study programme and which to leave out. Philosophical difficulties with the approach are discussed, including the danger of omitting from detailed study a risk which is erroneously shown as low, and the uncertainty of the absolute level of the ranked risks. Approaches to minimizing these problems are discussed.     

接地系统危险辨识及其对策措施

接地工程作为一种电气减灾技术,在易燃易爆场所、变电站、发电厂及高大建筑物上都有着广泛的应用。该技术的使用可以有效地避免因过电压和人身触电造成的设备损坏和人身伤害,有效的接地装置可以减少生产事故的发生,但由于接地工程是一种交叉科学,涉及知识面广,生产的诸多环节许多致害因素常常被使用者忽视,而造成设备过电压事故和人身触电。因此对接地系统进行危险辨识具有重要的现实意义。本文将各类接地视为一个大系统,采用系统安全分析危险辨识方法对防雷接地、工作接地、保护接地、静电接地进行危险辨识,在安全技术与管理方面提出了对策措施与建议。文章最后,对接地工程技术发展方面需要重点解决的问题进行了总结,以便为接地工程与技术的发展提供积极的借鉴作用,更好地为安全生产服务。     

Promoting group potency in project teams: The importance of group identification

We examined the antecedents and consequences of group potency in 71 multinational project teams in the Greater China region. We extended the theoretical basis of group potency by employing group identification theory. Results showed that group identification was one of the key factors in developing group potency. Further, fostering the acceptance of group goals that are interdependent was important for increasing group identification. We discuss the implications of our findings for future research. Copyright © 2011 John Wiley & Sons, Ltd.     

Organizational identification: Extending our understanding of social identities through social networks

Although organizational identification is founded on social identity and symbolic interactionist theories, current theories emphasize a social identity whereby organizational members categorize themselves and others based on roles and membership in an organization or work unit. In contrast symbolic interactionism, which resides in interpersonal relationships, is rarely theorized or empirically assessed in studies of organizational identification. We use survey data collected at an academic institution to explore how the strength and structure of an individual's social network both directly influences organizational identification as well as moderates the relation between social identity, or categorical, antecedents and organizational identification. Our results show that the size of an individual's network as well as the interaction between relationship strength and prestige better explain organizational identification than do antecedents based solely on categorization and social comparison processes. Thus networks of relationships, which have been a foundational but much neglected premise and process for organizational identification, are brought back into a theory of organizational identification. Copyright © 2010 John Wiley & Sons, Ltd.     

Alumni and their alma mater: A partial test of the reformulated model of organizational identification

Organizational identification is defined as a perceived oneness with an organization and the experience of the organization's successes and failures as one's own. While identification is considered important to the organization, it has not been clearly operationalized. The current study tests a proposed model of organizational identification. Self-report data from 297 alumni of an all-male religious college indicate that identification with the alma mater was associated with: (1) the hypothesized organizational antecedents of organizational distinctiveness, organizational prestige, and (absence of) intraorganizational competition, but not with interorganizational competition, (2) the hypothesized individual antecedents of satisfaction with the organization, tenure as students, and sentimentality, but not with recency of attendance, number of schools attended, or the existence of a mentor, and (3) the hypothesized outcomes of making financial contributions, willingness to advise one's offspring and others to attend the college, and participating in various school functions. The findings provide direction for academic administrators seeking to increase alumni support, as well as for corporate managers concerned about the loyalty of workers in an era of mergers and takeovers.     

Beyond demographic identities and motivation to learn: The effect of organizational identification on diversity training outcomes

There is a pressing need for better explanations of diversity training effectiveness so that organizations can administer training programs that facilitate positive intergroup interactions. In this paper, we consider the unique predictive effect of organizational identification on diversity training outcomes beyond the effects of the traditional predictors of demographic-based identities and motivation to learn across two samples of employees involved in diversity-related training at their employing organizations. Organizational identification predicted unique variance in voluntary participation in diversity training, diversity training-related knowledge application, motivation to transfer diversity training, and diversity training-related organizational citizenship behavior intentions. Research and practitioner implications are discussed based on our findings.     

The identification and classification of reactions to sexual harassment

Distinct forms of reactions to sexual harassment were identified in the current study, and a classification scheme was developed based upon those reactions. One hundred forty two male and 100 female upper-division undergraduate management students and 44 working women read 18 randomly ordered scenarios, each of which depicted a woman being exposed to a different form of sexual harassment by a man. For each incident, the subjects were asked to write down what they themselves would do if they were in the woman's place. The resulting 5148 open-ended responses were systematically sorted into 10 classes of reaction types. In addition to assessing the reliability and validity of the classification scheme, the relative frequency of employment of the various classes was examined. Comparisons of the reactions of men and women students and comparisons of the reactions of working women and women students yielded few significant differences.     

硫化油生产过程的活性反应危害识别与评估

利用差示扫描量热仪（DSC）、反应量热仪（RC1和快速筛选仪（RSD）等仪器设备,对硫化油合成过程的热特征和压力特征进行系统研究,发现该反应为微吸热的过程,但仍应严格控制工艺参数,如压力、温度等。防止反应器中混入水等低沸点物质,导致容器超压。反应器内避免混入空气、硝酸等禁忌物料,防止因活性反应而引发灾害性燃爆事故。     

Scenario identification and evaluation for layers of protection analysis

The identification and screening of scenarios has been identified as a source of variation in Layers of Protection Analysis (LOPA). Often the experience of the analyst is a significant factor in determining what scenarios are evaluated and the worst credible consequences. This paper presents a simplified chemical process risk analysis that is effective in providing a semi-quantitative measure of consequence that may include human harm and is independent of the analyst. This process may be used in evaluation of Management of Change, inherently safer design decisions for capital projects and LOPA re-validation. Conditional and relational logic may be captured with the use of simple spreadsheets to further improve overall efficiency. For example, this method minimizes the overall time required for scenario development and re-validation relative to Hazard and Operability studies (HAZOP).The technique simplifies established models used by engineers engaged in the operation or design of a chemical manufacturing facility without special software or training. The results of this technique are realistic and may be directly compared with corporate or regulatory guidelines for risk of fatality or injury. At each step in the risk analysis process, more detailed or sophisticated methods may be used to refine the technique. Furthermore, results from any step may indicate that the hazard from a specific scenario case is not sufficient to continue with subsequent analysis steps.     

建筑防火中的火灾危险源辨识与控制技术

1 引言 近年来我国火灾次数呈不断增长趋势,仅2002年全国共发生火灾258315起,死亡2393人,直接财产损失达15.4亿元.由于各类建筑物与人类的生产活动密切相关,因而科学、有效地控制和减少建筑火灾及其带来的危害显得尤为迫切.准确地辨识建筑火灾危险源是有效控制和减少火灾危害的前提.本文将结合工程实例论述建筑火灾危险源辨识的一般方法和针对辨识出的危险源所采取的控制手段.