农地整治权属调整中农户认知对行为响应的作用机制--基于改进TPB及多群组SEM

农地整治权属调整是实现农业规模化和现代化的重要手段,而农户有效参与是推动权属调整的内在动力,研究农地整治权属调整中农户认知对其行为响应的作用机制,有助于高效引导农户参与权属调整,并为制定农地整治权属调整的政策提供科学依据。基于改进计划行为理论和湖北省11个县(市、区)1044份农户抽样调查数据,采用多群组结构方程模型探究了农地整治权属调整中不同类型农户认知对其行为响应的作用机制。结果表明:农地整治权属调整中农户行为逻辑符合改进计划行为理论,农户的行为态度、主观规范、知觉行为控制交互影响行为意愿,进而转换为行为响应,政府支持在行为意愿和行为响应之间起到部分中介作用。总体上,农户行为响应是"自发性""诱发性"和"约束性"三重行动逻辑的结合,且"自发性"占主导地位。多群组结构方程估计结果表明,纯农型与兼业Ⅰ型农户的行为响应受到"自发性""诱发性"和"约束性"三重影响,兼业Ⅱ型农户受到"自发性"和"诱发性"双重影响,非农型农户仅受到"诱发性"单一影响。因此,为引导农户积极参与农地整治权属调整,应该分别针对各类农户相应地提高其参与的"自发性"和"诱发性",降低"约束性",充分发挥农村社会经济组织的作用,将四种不同类型农户的利益需求统筹考虑,降低权属调整过程中利益协调难度。     

中国低碳城市试点的政策设计逻辑

政策试点是中国国家治理策略体系的重要组成部分,是中国政府遵循“由点到面”逻辑以试验手段制定政策的一种常规性工作方法。低碳城市试点是中国应对气候变化战略的重要组成部分,通过选择不同类型、不同发展阶段、不同资源禀赋的地区开展试点,探索经济增长与碳排放脱钩的模式。现有文献侧重低碳城市建设的内涵、建设模式与路径、温室气体的核算方法、政策手段、峰值研究与达峰路径、效果评估等,有力地支持了低碳城市建设决策,但对于低碳城市试点的政策设计鲜有涉及。本文从政策过程理论、央地关系两个视角,结合府际学习与竞争关系,建构了中国低碳城市政策“试点–扩散”机制与政府行为的分析框架。中国的低碳城市试点具有探索型开拓性、综合型专业性、授权型自主性的特点,结合三批低碳城市试点的文件要求和实践进展,从政策试点的选点、设计、执行、监督和评估五个方面对于中国低碳城市试点进行了系统的梳理分析。相较于经济领域的其他政策试点,低碳城市政策试点具有弱激励弱约束的政策环境。地方政府基于自身的学习能力和领导力,在政策创新方面表现出争先、自主、效仿和守成四种行为特征,并以杭州、深圳、镇江、成都四个表率城市做了实证。政策“试点-扩散”的过程从本质上讲是中国政策创新与扩散的过程,可能在现实中需要往复多次进行,中国已陆续开展的三批低碳城市试点工作就遵循这样的政策逻辑。试点的意义是试出问题、解决问题、积累经验。从前三批试点城市评估结果来看,试点城市在低碳发展目标设定、转型路径探索和低碳发展动力转换等方面与社会的预期仍有差距,为此本文提出了推进低碳城市建设的四点建议:一是激发城市低碳发展的内生动力;二是完善低碳城市试点的科学论证机制;三是建立激励与约束并举的长效机制;四是强化市场公平竞争的政策导向。     

For the sake of my family: Understanding unethical pro-family behavior in the workplace

Unethical behaviors are prevalent and costly in organizations, and much recent research attention has been paid to different forms of workplace unethical behaviors. We contend that the extant research has overlooked an important form of workplace-related unethical behaviors: unethical behaviors that are conducted to benefit one's family but which violate societal and organizational moral rules, a construct we label as “unethical pro-family behavior” (UPFB). Our paper systematically conceptualizes UPFB and develops a scale for it. Drawing upon social cognitive theory, we argue that employees with stronger family financial pressure are more likely to employ moral disengagement mechanisms to deactivate moral self-regulation, resulting in higher levels of UPFB. Additionally, we argue that the proposed relationship is more pronounced when employees have high family motivation but is mitigated when employees have high organizational identification. Two studies are conducted for this paper. In Study 1 (N = 328 for Sample 1; N = 243 for Sample 2; N = 279 for Sample 3; N = 267 for Sample 4), we demonstrate that our UPFB scale has good construct validity and that our construct is differentiable from relevant constructs. In two time-lagged survey samples in Study 2 (N = 255 for Sample 1; N = 233 for Sample 2), we find support for our hypotheses. Theoretical and practical implications, limitations, and future directions are discussed.     

Motivated to disengage: The ethical consequences of goal commitment and moral disengagement in goal setting

A growing literature has suggested that high performance goals can have unintended consequences within organizations as employees engage in unethical behavior to achieve outcomes associated with goal attainment. Extending research on the dark side of goal setting, we suggest that high performance goals not only create a desire to achieve a particular outcome but also alter moral reasoning processes related to goal attainment. Integrating goal-setting theory with motivated moral reasoning, we hypothesize an indirect effect of high performance goals on unethical behavior via state moral disengagement. We also examine goal commitment—which tends to amplify the relationship between high goals and performance—as a key boundary condition associated with this indirect effect. We build this conditional indirect effect model across three studies conducted in the field and the laboratory. Our results provide new insight into both when and why high goals can facilitate moral disengagement and unethical behavior within organizations.     

Lower flammability limits of flammable ternary organic mixtures: Synergistic behavior

Organic flammable liquids and their mixtures, which possess high risk of combustion and explosion, are widely used as raw materials and solvents in chemical and pharmaceutical industries. Lower flammability limits (LFL) is one of the most important parameters to characterize the combustion and explosion hazards of combustible gases and liquid vapors. The LFL of various ternary organic mixtures consist of ketone (acetone and butanone), ester (ethyl acetate) and alcohol (ethanol and isopropanol) were tested at 25 °C and atmospheric pressure. The results showed that resulted LFL values of the experiment were always lower than those calculated by volume fraction weighting method when the volume fraction of alcohol was less than 20 vol% but more than 10 vol%. The co-existence of alcohol and ethyl acetate had synergistic effect on reducing the LFL values of ternary organic mixtures and thus increased their explosive risk. The mechanism of synergistic effect was analyzed, and the results showed that the OH· and H· radicals produced by the oxidation decomposition of alcohols and esters accelerated the oxidation process of ternary organic mixtures, which led to the decrease of experimental LFL values and thus corresponding increased of their explosive risk. This study would be expected to provide some guidance for designing or choosing safer and more suitable ternary organic mixtures prior to their applications for engineering.     

基于视频分析的人群密集场所客流监控预警研究

为实现人群密集场所客流安全隐患早发现,辅助管理人员早决策,人群聚集风险区早疏散,提升对灾难的预见性和主动性。在国内外人群异常聚集监测预警现状分析基础上,对比分析得出监控视频分析技术是解决人群密集场所精准预警难题较为理想的解决方案;构建以视频智能分析的人群计数、密度估计、行人追踪、活动烈度识别为核心技术的人群密集场所风险预警技术框架;将该技术框架应用到某大型商圈的商业街区,获得监控区域内的人群总数、密度分布、行人轨迹和异常活动等特征。结果表明:提出的基于视频分析的人群密集场所风险预警技术框架可为城市大型商圈、交通枢纽、大型活动场所等城市公共场所的安全管理提供参考和借鉴。     

施工组织正式网络结构特征对组织安全行为的影响关系研究

为提升建筑施工安全管理水平,探讨施工组织正式网络的结构特征对组织安全行为的影响关系。基于社会网络分析方法,引入安全沟通作为中介变量,建立施工组织正式网络结构特征、安全沟通和组织安全行为的假设模型。基于91个施工组织正式网络结构特征分析,使用多层回归分析方法检验假设模型。结果表明:网络密度、出度中心势和聚类系数均显著正向影响组织安全行为;中间中心势和平均路径长度均显著负向影响组织安全行为;入度中心势对组织安全行为影响不显著;安全沟通分别在出度中心势和中间中心势与组织安全行为的关系中起完全中介作用;安全沟通分别在密度、平均路径长度和聚类系数与组织安全行为的关系中起部分中介作用;安全沟通在入度中心势与组织安全行为的关系中未起到中介作用。     

Supervisor expediency to employee expediency: The moderating role of leader–member exchange and the mediating role of employee unethical tolerance

We utilize social learning theory to test the role‐modeling effect of supervisor expediency (i.e., a supervisor's use of unethical practices to expedite work for self‐serving purposes). In particular, we examine the relationship between supervisor expediency and employee expediency, as moderated by leader–member exchange (LMX) and mediated by employee unethical tolerance. We predict that employees are more likely to model their supervisors' expedient behaviors when their relationship is characterized by high‐LMX (a high‐quality exchange relationship that is rich in socioemotional support). Furthermore, we argue that supervisor expediency, especially when LMX is high, influences employees' attitudes of unethical tolerance, which then affects employees' expedient behaviors. Across 2 multisource field studies and a third time‐lagged field study, we found general support for our theoretical predictions. Theoretical and practical implications are discussed.     

心理学视角下事故致因与行为探究综述

为了从人的心理角度解释事故发生的原因,研究消除和预防事故的根本措施,以行为心理学理论为指导去研究实践活动中涉及人的行为规律和特点,开展人的行为模式研究。在分析安全视角下人的主要心理因素及心理效应的基础上,分析了人的不安全行为与心理特征之间的关系,建立了心理因素下不安全行为形成模式,继而用心理学效应诠释了事故致因,提出了事故发生的内在心理机制。从人内在心理角度去理解和研究事故预防是安全科学研究的必然趋势,心理探究能为事故致因分析和人的不安全行为心理研究提供一种新的思路和方法。     

A path analysis model for explaining unsafe behavior in workplaces: the effect of perceived work pressure

Background. Unsafe behavior is closely related to occupational accidents. Work pressure is one the main factors affecting employees’ behavior. The aim of the present study was to provide a path analysis model for explaining how work pressure affects safety behavior. Methods. Using a self-administered questionnaire, six variables supposed to affect safety employees’ behavior were measured. The path analysis model was constructed based on several hypotheses. The goodness of fit of the model was assessed using both absolute and comparative fit indices. Results. Work pressure was determined not to influence safety behavior directly. However, it negatively influenced other variables. Group attitude and personal attitude toward safety were the main factors mediating the effect of work pressure on safety behavior. Among the variables investigated in the present study, group attitude, personal attitude and work pressure had the strongest effects on safety behavior. Conclusion. Managers should consider that in order to improve employees’ safety behavior, work pressure should be reduced to a reasonable level, and concurrently a supportive environment, which ensures a positive group attitude toward safety, should be provided. Replication of the study is recommended.