发达国家农业安全管理现状分析及对我国的启示

我国正处于农业快速发展的新时期,需要借鉴发达国家经验,提高农业安全监管能力,促进农业生产安全水平提升。本文对美国、澳大利亚、英国、日本等各国近20年农业产业职业安全健康水平进行分析,从立法、监管范围、监管机制、教育培训等方面梳理其职业安全健康工作,同时剖析其农业安全管理经验和存在的主要问题,以此从法规标准、监管体制、基础建设、教育培训等方面提出优化提升我国农业安全生产工作的意见建议。     

Visual disturbances with cholinesterase depletion due to exposure of agricultural pesticides among farm workers

In this study, risk assessment for visual disturbances among farm workers spraying agricultural pesticides in farms have been assessed. A cross-sectional study for the assessment of visual disturbances was undertaken using questionnaire survey and clinical examination among agricultural workers exposed to pesticides. Two hundred and thirty nine pesticide sprayers participated in the study. The study was compared to 110 controls not occupationally exposed to pesticides with similar socio-economic status. The prevalence of ocular morbidity was found to be 40% among pesticide sprayers which was significantly higher (p?p?相似文献   

Work‐related flow and energy at work and at home: A study on the role of daily recovery

In this diary study, we aimed to examine the moderating effects of the following: (i) recovery efforts at work and (ii) detachment from work on the relationship between work‐related flow and energy after work. Specifically, we hypothesized that flow would be beneficial for energy after work when employees failed (versus managed) to recover during work breaks. Additionally, we predicted that when employees experience flow at work, they would be more vigorous (and less exhausted) at the end of the day when they detached from work in the evening compared with days when they failed to detach. The study tracked 83 participants who completed daily surveys over four consecutive days. Results of multilevel analyses indicated that some characteristics of flow, such as absorption and enjoyment, were significantly associated with energy after work. Recovery at work and detachment from work moderated the relationship between flow (specifically the enjoyment component) and after‐work energy. Copyright © 2011 John Wiley & Sons, Ltd.     

工作环境压力源对煤矿工人反生产行为和安全的影响

为减少煤矿工人因工作压力而产生的不安全行为,进一步预防安全事故的发生,采用问卷调查的方法,探讨工作环境压力源(即物理环境和工作危险)对煤矿工人反生产行为(CWB)和安全的影响,以及一般自我效能感的调节作用。研究共收取有效样本250份。分析表明:工作危险对于煤矿工人的针对组织和针对个人的反生产行为均呈显著正相关;工作危险与受伤呈显著正相关;就工作危险与工人受伤次数间的关系而言,一般自我效能感有调节作用。研究结果表明,煤矿企业可通过减少危险源、开展提升员工自我效能感的培训等措施,来削弱工作环境因素对员工安全生产行为的消极影响。     

地方安全生产条例与《安全生产法》比对分析

对全国31个省、自治区和直辖市的安全生产条例进行了收集整理,并与《安全生产法》进行了逐条对比分析。从安全理念、安全规划、监管模式、机构和人员、管理制度和方法、安全经费、处罚和其他8个方面,对地方安全生产条例中具有代表性的、新的提法或改进的做法进行了总结。在此基础上,从建立"以人为本"安全理念、将"综合治理"纳入安全生产方针;明确要求各级政府编制安全生产规划,并将其纳入国民经济和社会发展规划;清晰界定政府综合监管、行业监管和其他监管部门的职责分工;细化各类企业安全管理机构和人员配备要求;明确注册安全工程师法律地位,并在高危行业强制配备;明确劳务派遣人员的培训职责,完善从业人员培训制度;建立安全生产信息系统,构建安全生产诚信体系;明确工伤保险基金、安全生产风险抵押金、安全生产责任险等费用的缴纳及管理要求;加大对尚未导致事故发生的违法行为的处罚力度;将隐患排查治理纳入《安全生产法》10个方面提出了对《安全生产法》的修改建议。     

基于Android平台的安全生产移动执法系统实现

随着现代科技的发展,安全生产监督管理需要模式、方法、手段等方面实现创新.本文紧密结合安全生产监督管理工作的需要,以Android平台为基础,基于SOA架构设计,采用第三代移动访问技术,融合无线通信、数据库及计算机网络等前沿技术,研究开发了一套安全生产移动执法系统,它包含了移动执法端、服务管理端和底层通信服务三大体系,实现了安全生产现场执法各项功能,有效推进了移动通信技术在安全生产领域的应用.     

浅析“工作前安全分析”在新设备和新工艺投产过程的应用

本文介绍"工作前安全分析"在新设备、新工艺投产过程的重要性和必要性,对开展"工作前安全分析"的方法结合图表作出了说明,促进"工作前安全分析"在新设备、新工艺投产环节的有效落实,推动HSE体系的有效运行,使作业现场事故率和隐患率有较大幅度降低。     

政府层面安全生产规划编制方法和要点探讨

为科学贯彻落实新《安全生产法》“县级以上人民政府应编制安全生产规划”的要求,进一步提高政府安全生产规划编制的质量与水平,针对目前地方政府对安全生产规划编制方法与要点把握不到位、造成规划操作性不强的问题,结合以往政府安全生产规划编制的实践经历,研究提出将政府安全生产规划编制程序归纳为背景分析、框架确定、对策设计、文本起草四大部分,重点探讨了政府层面安全生产规划编制过程中的背景调查、现状评价、趋势分析、规划范围设定、规划原则确定、规划目标与指标体系构建、规划依据查找、措施设计、方案优化论证等环节的实施要求、实施方法和注意事项。研究结果将为各级政府编制好安全生产规划提供有益参考与指导。     

The role of weekly high‐activated positive mood,context, and personality in innovative work behavior: A multilevel and interactional model

This article proposed and tested a multilevel and interactional model of individual innovation in which weekly moods represent a core construct between context, personality, and innovative work behavior. Adopting the circumplex model of affect, innovative work behavior is proposed as resulting from weekly positive and high‐activated mood. Furthermore, drawing on the Big Five model of personality and cognitive appraisal theory, openness to experience and support for innovation are proposed as individual and contextual variables, respectively, which interplay in this process. Openness to experience interacts with support for innovation leading to high‐activated positive mood. Furthermore, openness interacts with these feelings leading to greater levels of innovative work behavior. Overall, the model entails a moderated mediation process where weekly high‐activated positive mood represents a crucial variable for transforming contextual and individual resources into innovative outcomes. These propositions were tested and supported using a diary methodology and multilevel structural equation modeling, on the basis of 893 observations of innovative work behavior and moods nested in 10 weekly waves of data. This information was collected from 92 individuals of diverse occupations employed in 73 distinct companies. Theoretical and practical implications are discussed. Copyright © 2013 John Wiley & Sons, Ltd.     

Strengthening the employment relationship: The effects of work‐hours fit on key employee attitudes

Today's hourly workers are facing revised work schedules and shifting hours, which may have critical implications for employment relationships. This study considers the impact of work‐hours fit on key attitudes of hourly employees—perceived organizational support, job stress, work–family conflict, intent to turnover, and life satisfaction. We define work‐hours fit as the difference between an employee's desired number of hours and the actual hours worked, and we examine both the congruence of work‐hours fit and the degree of misfit. We also examine the moderating impact of the type of misfit, defined as working too many versus too few hours. Results indicate that, in our sample, hourly employees are typically not working the hours they prefer. As predicted, work‐hours fit impacts the attitudes we examined, and, when considering the type of misfit, congruence matters more for life satisfaction and intent to turnover. Results also indicate working too few hours impacts job stress and life satisfaction, whereas working too many effects work–family conflict. This paper demonstrates the importance of preferences, as a reflection of time/money resource trade‐offs, and offers ways for employers to improve work–family facilitation and strengthen their employment relationships. Copyright © 2014 John Wiley & Sons, Ltd.