Incentives and cooperation: the joint effects of task and reward interdependence on group performance

We examine the joint effects of task interdependence and reward interdependence on group behavior and performance. We develop a model that predicts that task and reward interdependence will interact to increase performance, and present results of a laboratory experiment that confirms our prediction. We explore the efficacy of group reward systems for different task designs, and the relationship between cooperation and performance. We confirm earlier results on the weakness of the free-rider effect in small face-to-face groups. We also find, surprisingly, that while reward interdependence is important to performance, task interdependence, but not reward interdependence, drives observed cooperative behavior. This last result suggests caution in interpreting the efficacy of changes in the design of work. Such changes, if unaccompanied by changes in the design of the reward system, are likely to appear successful in terms of observed cooperation, but may not enhance performance. © 1997 by John Wiley & Sons, Ltd.     

谈职业健康安全管理体系审核的有效性

笔者从审核人日、抽样的合理性、审核员能力、审核过程的有效性等4个方面讨论了职业健康安全管理体系(OHSMS)审核的有效性。从要素的角度,介绍国家标准GB/T28001—2001中“对危险源辨识,风险评价和风险控制的策划”,“法律法规及其他要求”,“职业健康安全管理方案”,“结构和职责”,“运行控制”,“绩效测量与监测”,“事故事件,不符合,纠正与预防措施”等7个要素审核过程的有效性。可为认可认证机构判断OHSMS审核的有效性提供一定的参考。     

Paths to the job satisfaction of bank employees

Using a sample of 267 bank employees, this study traced the paths to the job satisfaction of employees at the workplace through the quality of life factors of job involvement and sense of competence. Results indicated that personal, job, and organizational climate factors influenced the ego investment or job involvement of people in their jobs, which in turn influenced the intrapsychic reward of sense of competence that they experienced, which then directly influenced employees' job satisfaction. Implications of these findings for managers are discussed.     

Stayers versus movers: Social capital and early career imprinting among young professionals

We investigate what interfirm career mobility patterns would emerge if individuals are motivated by the job rewards they obtain as a function of their experience in organizations. We articulate two career strategies that individuals employ to navigate their early careers—commitment to a single employer and “job hopping” between different employers. Each strategy generates social capital (an individual's structure of social relations) but of a different kind. Embeddedness in the same organization over time develops a strong local identity and reputation within the firm. Boundary spanning through experience in different organizations creates opportunities for connecting people and ideas and for knowledge transfer between firms. We posit and present evidence that the choice between these two strategies is conditioned by social experience at the onset of one's career—the length of tenure with the first employer—which sorts individuals into “stayers” and “movers.”     

Bridge building within the province of proactivity

The research questions posed in this study highlight the importance of valuing proactivity in both prompting an individual to engage in proactive behavior and encouraging the expression of that behavior. We integrate a variety of constructs from the proactivity literature to gain a deeper understanding of proactive behavior as it relates to proactive motivation and supervisory performance evaluations. First, we draw upon self‐determination theory, expectancy–value theory, and the recent integration of the proactive motivation literature to hypothesize that proactive behavior is predicted by the interaction of “can do” and “reason to” proactive motivational states. Second, on the basis of performance theory, we hypothesize that the relationship between proactive behavior and performance depends upon the extent to which the supervisor values proactivity. Specifically, we argue that supervisors with proactive personalities are more likely to value and reward subordinate proactive behavior than passive supervisors. Results provide support for both of our hypotheses. Interestingly, results show that proactive behavior did not result in negative consequences but rather that there was a cost (i.e., lower performance rating) for not taking charge for employees with proactive supervisors. Copyright © 2012 John Wiley & Sons, Ltd.     

基于防冲的孤岛工作面分类及应用研究

针对目前煤矿孤岛工作面冲击地压类型复杂且治理缺乏针对性的问题,提出了“分类防治”的思路,围绕导致孤岛工作面冲击的高应力这一本质原因,并综合考虑覆岩运动、地质构造、开采、空间等因素,基于防冲对孤岛工作面进行分类;将孤岛工作面分为充分采动、非充分采动、充分-非充分采动、立体、“隐性”和复合型6种类型;将该分类方法应用于孤岛工作面采前冲击危险性评估,并根据评估结果对孤岛工作面冲击地压实施分类防治。研究结果表明:该分类方法可有效控制孤岛工作面冲击地压灾害。     

基于机器学习的侵财类案件危害程度分析

为了进一步分析侵财类案件的危害程度,以抢劫、抢夺和盗窃3种典型侵财类案件为例,利用ZS市2008—2014年的犯罪数据与统计年鉴数据,提取“发案时间”“发案地域”“选择时机”“选择处所”“选择对象”“人均地区生产总值”“职工月平均工资”7个特征,建立基于多种机器学习分类算法的侵财类案件危害程度预测模型,并进一步开展预测结果的分析研究。研究结果表明:梯度提升决策树（GBDT）算法性能最优,危害程度预测准确率达到了0.88;在抢劫案和抢夺案中,一般和重大的案件容易发生在繁华地带,特大案件容易发生在其他处所;侵财类案件倾向于在工作日的城区中发生,发生的危害程度大多为一般;提出的侵财类案件危害程度预测模型可为侵财类案件的风险评估及警务资源优化配置工作提供方法支持。     

Safety compliance climate concerning risk assessment and preventive measures in EU legislation: A Finnish survey

The aim of the present study is to explore the process dynamics of the safety compliance climate and work relationships, including their antecedents and consequences. After investigating the many dimensions of safety compliance climate and of work relationships, the study concludes that a multi-component measure is needed to fully assess all of their dimensions. With respect to the impacting positively on safety compliance legislation, the present study found the following factors: “contribution measures”, “concrete preventive measures” and “risk assessment process”. For risk assessment factors on safety compliance the study identified “planning, guidelines, policy, management”, “prioritization of proactive measures”, “results in cooperation and information” and “active use of risks assessment document”. In a regression model for the workers, both risk assessment process and contribution measures had a statistically highly significant (p < 0.001) effect on concrete preventive measures. In the regression analysis of the employers risk assessment process had a statistically significant (p < 0.01) effect and contribution measures had a statistically highly significant (p < 0.001) effect on concrete preventive measures.     

How changes in job demands and resources predict burnout,work engagement,and sickness absenteeism

The present longitudinal survey among 201 telecom managers supports the Job Demands‐Resources (JD‐R) model that postulates a health impairment process and a motivational process. As hypothesized, results of structural equation modeling analyses revealed that: (1) increases in job demands (i.e., overload, emotional demands, and work‐home interference) and decreases in job resources (i.e., social support, autonomy, opportunities to learn, and feedback) predict burnout, (2) increases in job resources predict work engagement, and (3) burnout (positively) and engagement (negatively) predict registered sickness duration (“involuntary” absence) and frequency (“involuntary” absence), respectively. Finally, consistent with predictions results suggest a positive gain spiral: initial work engagement predicts an increase in job resources, which, in its turn, further increases work engagement. Copyright © 2009 John Wiley & Sons, Ltd.     

Behavioral pathways in bicycle-motor vehicle crashes: From contributing factors,pre-crash actions,to injury severities

Introduction: This study performed a path analysis to uncover the behavioral pathways (from contributing factors, pre-crash actions to injury severities) in bicycle-motor vehicle crashes. Method: The analysis investigated more than 7,000 bicycle-motor vehicle crashes in North Carolina between 2007 and 2014. Pre-crash actions discussed in this study are actions of cyclists and motorists prior to the event of a crash, including “bicyclist failed to yield,” “motorist failed to yield,” “bicyclist overtaking motorist,” and “motorist overtaking bicyclist.” Results: Model results show significant correlates of pre-crash actions and bicyclist injury severity. For example, young bicyclists (18 years old or younger) are 23.5% more likely to fail to yield to motor traffic prior to the event of a crash than elder bicyclists. The “bicyclist failed to yield” action is associated with increased bicyclist injury severity than other actions, as this behavior is associated with an increase of 5.88 percentage points in probability of a bicyclist being at least evidently injured. The path analysis can highlight contributing factors related to risky pre-crash actions that lead to severe injuries. For example, bicyclists traveling on regular vehicle travel lanes are found to be more likely to involve the “bicyclist failed to yield” action, which resulted in a total 44.38% (7.04% direct effect + 37.34% indirect effect) higher likelihood of evident or severe injuries. The path analysis can also identify factors (e.g., intersection) that are not directly but indirectly correlated with injury severity through pre-crash actions. Practical Applications: This study offers a methodological framework to quantify the behavioral pathways in bicycle-motor vehicle crashes. The findings are useful for cycling safety improvements from the perspective of bicyclist behavior, such as the educational program for cyclists.     

Self‐leadership in the context of part‐time teleworking

Employees who work periodically in both a traditional office and home office (part‐time teleworkers) face opportunities and risks related to both working locations. As self‐leadership might play a crucial role in this context, we examined within‐person variations in self‐leadership (self‐reward, self‐punishment, self‐cueing, self‐goal setting, imagining successful performance, and evaluation of beliefs and assumptions) on home days and office days. In a typical workweek, 195 part‐time teleworkers filled out daily surveys (729 days), and we examined the relationship between working location (office and home) and self‐leading behavior as well as the mediating role of autonomy. Finally, we investigated whether self‐leading behavior relates to ego depletion and work satisfaction at the end of the working day. Multilevel analyses revealed that part‐time teleworkers reported higher use of self‐reward, self‐goal setting, and visualization of successful performance on home days than on office days. The association between working location and self‐reward, self‐goal setting, visualization of successful performance, and evaluation of beliefs and assumptions was mediated by autonomy. There were no indirect effects of working location on ego depletion through self‐leadership. However, we found that on home days, part‐time teleworkers were more satisfied with their job at the end of the workday through self‐goal setting.     

U型通风采空区注氮参数优选

现场实测了某矿工作面采空区的氧气浓度分布,并利用反演的方法确定了更符合现场实际的基础参数,模拟得到的氧气浓度分布与实测数据基本吻合,以确定的基础参数为条件,利用FLUENT软件对U型通风方式下采空区注氮防灭火技术参数进行了研究。研究结果表明:注氮量相同的条件下,注氮口位置不同时的采空区氧气浓度分布规律也不尽相同,其所达到的防灭火效果也不一样,对比分析自燃“三带”及考虑相应的安全回采速度,确定了最佳注氮口位置为进风侧距工作面10m处;注氮口位置相同时,随着注氮量的增加,采空区自燃带不断回缩前移,自燃带宽度越来越小,通过比较模拟结果及参照相关判定条件,确定了注氮口为10m时的最佳注氮量180m3/h。     

Effects of planar and non-planar driver-side mirrors on age-related discomfort-glare responses

In this study, we evaluated subjective nighttime discomfort-glare responses on three different types of planar and non-planar driver-side mirrors on two age groups. Fifty-six individuals (28 young [18–35 years] and 28 old [65 years and over]) participated in this experiment. Subjective discomfort-glare rating scores on three different types of driver-side mirrors were assessed utilizing De Boer’s rating scale in a controlled nighttime driving environment (laboratory ambient illuminant level—l lux with headlight turned off). Three driver-side mirrors included planar “flat mirror”: radius of curvature 242650.92 mm, reflectivity 0.60114, and surface reflectance 0.60568; “curved mirror”: radius of curvature 1433.3 mm, reflectivity 0.21652, and surface reflectance 0.58092; “blue mirror”: radius of curvature 1957.1 mm, reflectivity 0.25356, and surface reflectance 0.54585. The results indicated that with the same glare level (as measured by angle of incidence and illuminance in front of the eyes), older adults reported worse feelings of glare than their younger counterparts. Furthermore, the results indicated that both young and older adults reported worse feelings of glare for planar driver-side mirror than non-planar driver-side mirrors. These results suggest that older adults’ criterion of discomfort-glare is more sensitive than their younger counterparts, and importantly, the non-planar driver-side mirrors can be beneficial in terms of reducing nighttime discomfort-glare for both the young and the elderly.     

Asian Americans and workplace discrimination: The interplay between sex of evaluators and the perception of social skills

In two role‐playing scenarios, we investigate how White male and female evaluators perceive an Asian American versus White job candidate on the dimensions of competence and social skills and how these perceptions affect evaluators' decisions in hiring and promotion. Specifically, Study 1 examines how the perceptions of competence and social skills affect Asian (versus White) college graduates' chance of obtaining a non‐technical (versus technical) position, and Study 2 tests how these perceptions affect Asians' probability of promotion relative to Whites'. Our findings suggest that female evaluators were less likely to select Asian than White candidates into positions involving social skills and were less likely to promote Asian than White candidates into these types of positions. Furthermore, female evaluators' perception that Asians were less socially skilled than Whites mediated both of these decisions. This paper contributes to the understanding of workplace discrimination of Asian Americans. Copyright © 2012 John Wiley & Sons, Ltd.     

人群应急疏散模型构建及疏散效率分析研究*

为更系统地分析社会网络内预警传播对人群疏散效率影响,以江苏德桥仓储有限公司“4·22”较大火灾事故为背景,构建人群应急疏散模型,模拟不同预警策略应用下社会预警传播及人群疏散动态过程,分析不同情景动态演化特征。研究结果表明:高效预警策略确保多数人被预警、疏散的同时,会造成人群集聚性疏散,引发严重交通拥堵,需采取有效方法降低交通实时承载量,保障疏散速度,进一步提升疏散效率。研究结果可为完善应急疏散方案提供借鉴。     

大同矿区综放开采覆岩压力拱演化规律研究

为研究大同矿区综放开采的覆岩运动特征,以同忻矿8105工作面为研究对象,运用关键层理论确定了同忻矿8105工作面关键层分布,采用理论分析、相似材料模拟方法对压力拱的演化规律进行了研究,并结合现场监测数据对研究结果进行了验证。结果表明,在同忻矿双系煤层开采条件下,关键层破断影响着压力拱的发展高度,沿工作面推进方向,压力拱的失稳步距为283~330 m。拱脚位置在工作面前方40~55 m,压力拱承载着大部分的覆岩载荷,一旦发生失稳破坏,会造成石炭系岩层与侏罗系采空区连通,引起工作面强矿压显现。     

An empirical examination of personal learning within the context of teams

Using a sample of 588 employees in 59 work teams, we tested a model that situates personal learning within the context of teams, viewing it as a joint function of teams' leadership climate (i.e., transformational leadership) and task characteristics (i.e., task routineness and task interdependence). Consistent with our hypotheses, we found that the positive relationships between transformational leadership climate and the two dimensions of personal learning (relational job learning and personal skill development) were moderated by the nature of the teams' tasks. Specifically, transformational leadership climate was more strongly associated with personal learning for members of teams working on tasks that were less routine, rather than more routine. However, no significant moderation was found for leadership climate and task interdependence. Our findings underscore the importance of taking into account the contextual conditions within which leadership influence occurs while also demonstrating the potential role that leaders can play in promoting employees' personal learning. Overall, our study bolsters theories that conceptualize adult learning as a transaction between people and their social environments and points to a practical need to match leadership styles with team task characteristics to unleash transformational leadership effects. Copyright © 2015 John Wiley & Sons, Ltd.     

综放开采覆岩“两带”高度影响因素及预测模型研究*

为研究影响综放开采覆岩“两带”高度预测模型,采用理论分析与经验公式方法系统分析影响覆岩“两带”高度的因素,包括覆岩岩性、覆岩组合结构、煤层赋存状态、顶板控制方法、开采厚度、工作面走向长度与倾向长度、工作面推进速度、覆岩破坏残余变形;并将上述因素划分为采矿地质因素、顶板控制方法、采煤工作面三维尺寸设计参数、时间因素4类;基于此建立综放开采“两带”高度预测模型,并通过工程实例对比、现场实测等方法进行合理性验证。结果表明:芦沟矿与盛泰矿2个工作面的“两带”高度预测值均在实测值范围之内,说明得出的回归式预测效果较好,验证综放开采“两带”高度预测模型的合理性。     

Incremental effects of reward on experienced performance pressure: positive outcomes for intrinsic interest and creativity

Two field studies and a laboratory study examined the influence of reward for high performance on experienced performance pressure, intrinsic interest and creativity. Study 1 found that employees' expected reward for high performance was positively related to performance pressure which, in turn, was positively associated with the employees' interest in their jobs. Study 2 replicated this finding and showed that intrinsic interest, produced by performance pressure, was positively related to supervisors' ratings of creative performance. Study 3 found that college students' receipt of reward for high performance increased their experienced performance pressure which, in turn, was positively related to intrinsic interest and creativity. Copyright © 2008 John Wiley & Sons, Ltd.     

A field assessment of floor slipperiness in a fish market in Taiwan

A field assessment of floor slipperiness in 10 fish stands in a fish market in Taiwan was conducted using both friction measurements and subjective ratings. The friction measurements were conducted using the Portable Skid Resistance Tester (PSRT). The subjective ratings of floor slipperiness of both the workers and the customers were collected. The friction measurement results showed that the sink areas had both the lowest friction values and subjective ratings. The overall friction measurement results and the subjective ratings were in fair agreement (r = 0.46 and ρ = 0.49). The customers perceived the walkways as somewhere between “very slippery” to “somewhat slippery” and the picking-up areas as “very slippery.” These were different from the perceptions of the workers where they perceived both areas as “somewhat slippery.”