A meta‐analysis of sleep and work performance: An examination of moderators and mediators

The present study utilizes meta‐analytic techniques to examine the literature on sleep and work performance. In line with previous meta‐analytic research, results indicate that sleep and work performance have a positive relationship. However, more importantly, results from moderator analyses reveal that the type of sleep measurement (sleep quantity and sleep quality), work performance measurement (task performance, organizational citizenship behavior, and counterproductive work behavior), analysis method (between‐person and within‐person), sleep report source (self‐report, other report, and objective), sleep recall window (day, week/month, and more than 1 month), and study setting (field and laboratory) differentially influence the strength of the sleep–work performance relationship. Furthermore, meta‐analytic SEM results indicate that certain mediators (affect, job attitudes, and cognitive resources) provide stronger explanations (i.e., stronger indirect effects) for the relationship between sleep and work performance, depending on the specific type of performance being examined. In general, results highlight the importance of construct operationalization and methodology decisions when conducting sleep–work performance research and provide greater insight into explanations for the relationship between sleep and work performance. Research implications, practical implications, potential limitations, and future directions are also discussed.     

区块链技术在煤矿安全投入中的应用探讨*

为确保煤矿安全投入能有效落实于生产安全的各个环节,使安全投入资金更加透明、有效,对区块链技术在煤矿安全投入的适用性和应用进行探讨。通过划分煤矿安全投入体系,指出煤矿安全投入中决策难、审查难、金额难及时调整的问题。分析区块链技术优势和应用,探讨煤矿安全投入与区块链技术的结合,提出以区块链为底层技术的智能合约与煤矿安全投入的应用流程,并指出该应用将会面临的挑战。结果表明:理论上,区块链技术可解决煤矿安全投入中存在的问题,但有待区块链技术与法规的发展完善来推动区块链技术与煤矿安全投入的结合。     

<Emphasis Type="Bold">Chronodisruption and cancer</Emphasis>

Research into health effects of chronodisruption (CD), a relevant disturbance of the circadian organization of physiology, endocrinology, metabolism and behaviour, is evolving at a rapid pace. With regard to malignancies, our synthesis of key experiments indicates that CD can play a causal role for cancer growth and tumor progression in animals. Moreover, our meta-analyses of 30 epidemiological studies evince that flight personnel and shift workers exposed to chronodisruption may have increased breast and prostate cancer risks: summary relative risks (RRs) for investigations of flight personnel and of shift workers suggested a 70 and 40% increase in the risk of breast cancer, respectively, and excess relative risks of prostate cancer in nine studies in flight personnel (40%) and in two studies in male shift workers. There was a remarkable indication of homogeneity of results from the individual studies that contribute to the average statistics. However, in view of doubts about whether the differing assessments of CD can really be regarded as valid reflections of the same causative phenomenon and the lack of control of covariates in the majority of studies, it is premature to conclude that the risk observations reflect a real, rather than spurious, association with CD. The challenge for future epidemiological investigations of the biologically plausible links between chronodisruption and human cancers is to conduct studies which appreciate details of transmeridian travelling, of shift work and of covariates for the development of the diseases.     

Good marriage at home,creativity at work: Family–work enrichment effect on workplace creativity

To advance the understanding of socio‐relational sources of employee creativity, we investigate the effect of a good marriage on workplace creativity. Drawing on family–work enrichment theory, we propose and test the idea that a satisfying marriage boosts a spillover of psychological resources from family to work that enhances employees' workplace creativity. Using survey data collected from 548 spouse–employee–supervisor triads, we find an indirect positive relationship between employees' marital satisfaction and workplace creativity through a spillover of psychological resources from family to work. We also find that this spillover is most pronounced when both employees and their spouses are satisfied with their marriage. The results further demonstrate that the indirect effect of marital satisfaction on workplace creativity through the spillover of psychological resources is significant for employees with a low creative personality, but not for those with a high creative personality. Copyright © 2017 John Wiley & Sons, Ltd.     

组织因素对民航维修人员安全行为的影响

为了减少民航维修人员不安全行为,探讨组织因素对民航维修人员安全行为的影响机理。基于组织行为学理论并结合民航维修人员的访谈分析,确定了影响民航维修人员安全行为的4个组织因素——安全氛围、工作压力、风险感知和安全管理,在此基础上,构建了组织因素与民航维修人员安全行为关系的假设模型。选取国内航空公司维修基地的一线机务维修人员进行问卷调查,采用结构方程模型对假设模型进行验证。结果表明,安全氛围、工作压力、风险感知和安全管理4个维度与安全参与行为、安全服从行为显著相关,其中,安全氛围对安全参与行为的影响最大。风险感知对安全服从行为的影响最小。     

流域水资源冲突管理研究

在流域水资源开发利用与保护过程中，上下游各地区间以及各部门间的利益冲突问题，严重制约着流域水资源可持续开发与利用。该文从流域水资源管理的实际问题出发，针对这些利益冲突问题，提出了建立在流域水资源集成管理与冲突分析理论基础上的流域水资源冲突管理的理论框架，以及基于互联网的流域水资源冲突管理的协同工作平台的新思路。流域水资源冲突管理是流域水资源管理的一种革新，它以集成管理为指导思想，冲突管理为手段，以解决传统流域水资源管理很难解决的各种冲突问题。流域水资源冲突管理春协同工作平台，是缓解上下游各地区间以及各部门间的利益冲突，实现流域水资源持续开发利用唯一题。流域水资源冲突管理及其协同工作平台，是缓解上下游各地区间以及各部门间的利益冲突，实现流域水资源持续开发利用唯一途径，它的实施与推广必将提高流域水资源管理的效率，推动我国流域水资源集成管理的发展过程，促进水资源可持续开发与利用。     

把握环境监测工作的三个层次——学习《关于进一步加强环境监测工作的决定》的体会

本文在学习领会《决定》精神的基础上联系实际，论述了环境监测工作存在三个不同层次，实践中必须注意把握。这对开展环境监测工作时确定指导思想具有参考价值。     

全国非煤矿山总量情况统计分析及监管建议

为研究全国非煤矿山基本情况并为非煤矿山安全监管部门提供决策支撑,采用统计、对比分析等方法,以各地上报的2017年统计数据及历年安全生产年鉴为依据,对我国“十三五”期间非煤矿山总量、类型、分布以及“头顶库”、高边坡露天矿山等重点监管对象进行分析,并在此基础上提出强化重点对象精准监管、严格安全生产条件、严控建设项目准入、规范尾矿库闭库注销制度4点监管建议。分析汇总了截至2017年底我国非煤矿山总量情况的统计数据,可为非煤矿山行业的深入分析研究提供重要支撑。     

Does daily proactivity affect well‐being? The moderating role of punitive supervision

Proactive behavior (self‐initiated and future‐oriented actions to bring about change) has largely positive consequences for organizationally oriented outcomes such as job performance. Yet the outcomes of proactivity from a well‐being perspective have not been clearly considered. Drawing on self‐determination theory and the stressor‐detachment model, we propose two distinct paths by which proactivity affects individuals' daily well‐being. The first path is an energy‐generating pathway in which daily proactive behavior enhances end‐of‐work‐day vitality via perceived competence. The second is a strain pathway in which daily proactive behavior generates anxiety at work, which undermines the process of detachment from work. We argue that these pathways are shaped by the extent to which supervisors are prone to blaming employees for their mistakes (punitive supervision). We tested this model using a sample of 94 employees who completed surveys three times a day for between 5 and 7 days. Our multilevel analyses provide support for the proposed dual‐pathway model and suggest differential well‐being outcomes of daily proactive work behavior. Overall, when an individual behaves proactively at work, they are more likely to experience higher levels of daily perceived competence and vitality. However, these positive effects can exist in parallel with daily negative effects on end‐of‐workday anxiety, and hence bedtime detachment, but only when the supervisor is perceived to be punitive about mistakes.     

The missing link? Implications of internal,external, and relational attribution combinations for leader–member exchange,relationship work,self‐work,and conflict

Attributions are causal explanations made by individuals in response to important, novel, and/or unexpected events. Numerous attribution theories have examined how people use information to make attributions and how attributions impact an individual's subsequent emotions and outcomes. However, this research has only recently considered the implications of dyadic‐level attributions (i.e., relational attributions), particularly in the context of leader–follower relationships in organizations. Therefore, the purpose of this theoretical paper is threefold. First, we integrate research on attributional biases into the research on relational attributions. Second, we integrate and extend attribution theory to consider the implications of convergent and divergent internal, external‐person, external‐situational, and relational attributions for leader–member exchange (LMX) quality, relationship work, self‐work, and conflict. Third, we make the implicit ranking of attribution combinations and the resultant levels of relationship work explicit. In doing so, we contribute to attribution theory and research by proposing how attribution combinations produce positive and negative outcomes that are both intrapersonal and interpersonal. Further, we contribute to the LMX literature by explicating how leader–follower attribution combinations influence relationship quality.