Experimental evidence for the effects of task repetitiveness on mental strain and objective work performance

People frequently have to work in high repetitive jobs. Previous research has focused exclusively on the effects of task repetitiveness on well‐being, while neglecting effects on work performance. In the present study, we aimed to fill this void by conducting two workplace simulations with experimental manipulations of task repetitiveness. Participants worked for about 5 hours at either a computer workstation, compiling computer hardware packages according to customer requests (Experiment 1, N = 160), or at an assembly line, piecing together equipment sets for furniture (Experiment 2, N = 213). Both experiments provide consistent evidence that high repetitiveness has a detrimental effect on well‐being, whereas work performance increases under conditions of high repetitiveness. On a practical level, our study hence shows that high task repetitiveness is a double‐edged sword for both employees and organizations. On a conceptual level, our findings emphasize the necessity to account for both mental strain and work performance when examining the effects of task repetitiveness. Copyright © 2014 John Wiley & Sons, Ltd.     

变换炉的风险评估技术

在设计阶段对压力容器出具风险评估报告会增加设计难度,也对设计人员有了更高的要求。针对如何具体实施风险评估,本文提出了煤化工行业变换炉的风险评估的技术,以便与同行交流,旨在推广风险评估技术,促进风险评估技术的应用推广。     

Holistic well-being and sustainable organisations – A review and argumentative propositions

Abstract

This article discusses holistic well-being in a balanced work system theory framework. Holistic well-being is a combination of well-being in both work and non-work domains. Theories of balanced work systems and balanced organisations are retold in light of holistic well-being to show how different individuals in organisations can contribute to achieving desired outcomes at different process levels. Further, this article provides new insights and research challenges to the balanced organisation theory by including a sustainability aspect and by proposing a new concept of balanced value networks.     

The passion bug: How and when do leaders inspire work passion?

Drawing from signaling theory, we propose a work passion transfer model where leaders' passion is transmitted to employees through the former's leadership style and is contingent on employees' perceived importance of performance to self-esteem (IPSE). Data from 201 supervisor–employee dyads from the health-care industry show that leaders' harmonious passion led to employees' harmonious passion through charismatic leadership, whereas contingent reward leadership accounted for the transfer of obsessive passion; IPSE did not play a moderating role for either form of passion. Results from a supplementary study further reveal that the link between leadership and employee passion operated through employees' perception of leader passion and that employees' IPSE accentuated for the relationship between perceived leader obsessive passion and employees' obsessive passion. This study advances research in work passion, leadership, and signaling theory and provides important implications for managerial practice.     

The moderating role of calling in the work–family interface: Buffering and substitution effects on employee satisfaction

This research seeks for improved understanding regarding the interaction of meaningful work and the work–family interface. Existing literature suggests that experiencing a sense of calling toward work makes the work domain particularly salient to employees compared to other life domains. In this article, we draw on this idea, rooted in identity theory, to hypothesize that a sense of calling toward work diminishes the effects of work–family conflict and work–family enrichment on employee's job and life satisfaction. We test these ideas in two studies. First, we surveyed an alumni sample of 598 employees from various jobs, industries, and job levels. Then, in a constructive replication, we surveyed 327 employees using a time-lagged design. Calling was found to significantly buffer the effect of work–family conflict on job satisfaction in Study 2, but not Study 1. Calling did not buffer the effect of conflict on life satisfaction in either study. However, both studies demonstrated that calling attenuated (substituted for) the effect of work–family enrichment on job satisfaction. Study 1 supported the idea that calling attenuates the effect of enrichment on life satisfaction; however, this interactive effect was reversed in Study 2, contrary to expectations. We discuss implications for theory and practice related to callings and career choices, as well as for the role of calling and work identity in the work–family interface.     

我国安全生产行政执法统计指标体系研究与应用

我国安全生产行政执法统计指标体系自施行以来,一直存在统计指标体系过于繁杂、部分统计指标较笼统,未充分体现安全生产重点工作及其成效等问题,创新改革安全生产行政执法统计制度具有重要的理论意义和实用价值。通过梳理安全生产行政执法统计指标体系演变脉络,在实地调研和现场访谈的基础上,基于PDCA理论提出以执法人员-执法对象-执法行为“三位一体”的安全生产行政执法统计指标体系,明确包含执法力量、执法对象、执法检查和事故查处等方面的综合评价指标,并在实践中得以应用和检验,为全面分析安全生产执法效能拓展空间,统计制度的后续修订和安全生产综合分析工作奠定基础。     

构建中国特色非煤矿山安全生产标准体系

为进一步完善我国非煤矿山安全生产标准体系,基于中美非煤矿山标准体系现状研究,分析我国非煤矿山标准体系存在的问题,并基于我国国情探讨构建中国特色非煤矿山安全生产标准体系的重要意义;明确构建中国特色非煤矿山安全生产标准体系的总体思路,立足于顶层设计,全面阐述中国特色非煤矿山安全生产标准体系结构“横向”与“纵向”的要求。结果表明:从规划、管理、制度、投入等方面制定保障措施,可为我国非煤矿山标准体系建设的科学合理发展指明方向。     

2004—2017年浙江省较大以上生产安全事故统计分析

为充分探究浙江省生产安全事故发生规律,以2004—2017年浙江省生产安全事故为研究对象,从事故发生的时间关系、区域分布、行业分布、事故类型分布等方面对全省总体、工矿商贸领域、化工领域、典型危险作业4个分类的较大以上事故特点进行了剖析研究;并从政府监管的角度,提出事故防范的措施和建议。     

加氢裂化REAC系统双相不锈钢管道焊缝铁素体含量的讨论

本文介绍了专利商对应用于加氢裂化REAC系统的双相不锈钢S32205焊接接头的要求,简要说明了双相不锈钢的焊接工艺评定;分析了填充金属化学成分、焊接线能量、焊接冷却速度对双相不锈钢焊缝铁素体含量的影响;分析了双相不锈钢焊缝铁素体含量达到专利商要求的能力,以及手工电弧焊焊缝铁素体含量达不到专利商35%~60%要求的原因是焊条化学成分设计的结果;分析了焊缝铁素体含量要求的合理性,介绍了AWS、API、NACE及国家行业标准对于双相不锈钢焊接接头铁素体含量的要求;介绍了现场的焊接工艺,以及使实际焊缝达到使用要求的方法.     

‘It's off to work we go!’ Person–environment fit and turnover intentions in managerial and administrative mining personnel

Purpose. Person–environment fit asserts that incompatibility between an employee and aspects of their work environment is more likely to lead to occupational stress. The aim of this study was to investigate the impact that varying levels of person–environment fit had on key criterion outcomes including work engagement, work-related wellbeing and turnover intentions in a unique sample of managerial and administrative mining personnel. Method. An online self-report survey was distributed to an Australian mining organization by the company’s Chief Executive Officer. Anonymous survey links were sent to staff, of which 118 participants responded. The survey consisted of previously validated measures. Results. Hierarchical multiple regression analyses revealed significant relationships between abilities–demand fit, needs–supply fit and work engagement. Additionally, work-related wellbeing was significantly associated with increased person–organization fit and needs–supply fit. However, only needs–supply fit had a significant negative relationship with turnover intentions. Needs–supply fit significantly predicted all criterion variables. Conclusions. This study found that personal need fulfilment through work-related activities had the most significant impact on work-related wellbeing and work engagement. Personal need fulfilment through work also produced the most significant negative relationship with turnover intentions.