A multilevel study of group‐focused and individual‐focused transformational leadership,social exchange relationships,and performance in teams

Using matched reports from 73 team leaders and 359 of their members across 23 companies in Korea, we examined a multilevel model where group‐ and individual‐focused transformational leadership and their influence processes operate at the team and dyadic levels independently and interactively to be associated with team and member performance. Results indicated that group‐focused transformational leadership was positively associated with team performance through team member exchange (TMX), whereas individual‐focused transformational leadership positively related to team members' in‐role and extra‐role performance through leader–member exchange (LMX). TMX not only positively mediated the relationships between group‐focused transformational leadership and member performance after controlling for LMX but also positively moderated LMX–performance relationships. Moreover, the indirect effect of individual‐focused transformational leadership through LMX on member performance was contingent upon the level of TMX. Theoretical and applied implications are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

民航安全信息个体自愿报告意愿的影响因素研究

在前人研究成果的基础上,选择认知水平、同事顾虑、上级领导抵触、利己考虑、集体考虑、系统本身、安全文化7个影响因素,并依据SCASS分类标准,将上报意愿分为6个维度(报告提交经验、航空器不良运行或设备缺陷报告提交意愿、自身违规差错报告提交意愿、空防安全事件或隐患报告提交意愿、执行标准或飞行程序困难事件报告提交意愿、同事发生此类事件报告提交意愿),构建并验证个体自愿上报意愿的影响因素模型。研究发现,各类事件上报意愿分别受到不同的因素影响,其中,认知水平和安全文化对上报意愿起到正向影响,其他影响因素起到负向影响。本研究为民航单位针对性提高员工上报意愿提供理论指导。     

A multilevel perspective of interpersonal trust: Individual,dyadic, and cross‐level predictors of performance

While it is generally known that interpersonal trust facilitates individual functioning, few studies have examined the role of specific features of the interpersonal trust network — individual, dyadic, third‐party, and network‐level features — on individual performance. We adopt a multilevel perspective of interpersonal trust to examine how individuals' performance is not only predicted by their individual‐level centrality in the interpersonal trust network but also moderated, at the network level, by the overall centralized nature of that network. Further, we examine whether mutual trust relationships at the dyadic level, as well as shared trust ties to common third parties, can predict individuals' performance. We test our hypotheses with 206 members in 15 professional networking groups and find that interpersonal trust operates at multiple levels to predict members' performance in terms of generating income from business referrals. These findings provide theoretical and practical implications on how interpersonal trust relationships operate and can be managed for performance gains. Copyright © 2016 John Wiley & Sons, Ltd.     

The importance of group‐focused transformational leadership and felt obligation for helping and group performance

Leaders face a challenge to simultaneously motivate workgroups and the individuals within them. Recent criticisms highlight the need to deconstruct broad leadership constructs to offer better theoretical insight into the effects of specific leadership behaviors on groups versus individuals. We address this call by exploring the effects of group‐focused and individual‐focused aspects of transformational leadership. Applying social identity theory, we theorize that group‐focused transformational leadership is key to fostering felt obligation, motivating helping behavior, and enhancing group performance, whereas individual‐focused leadership may only foster helping when individuals also feel a sense of obligation toward their workgroup. In a field study of 260 employees reporting to 36 supervisors in a skilled trade company, we find support for these predictions using multilevel structural equation modeling and multilevel mixed effects modeling. Thus, group‐focused (vs. individual‐focused) transformational leadership and subsequent felt obligation are important antecedents for encouraging helping and, in turn, workgroup performance.     

企业员工个体安全行为的人类动力学实证研究

对员工不安全行为的定量分析是理解安全生产事故复杂系统的基础.班组或群体的集体行为往往表现为复杂有序,具有一定的稳定性和适应性;而个体行为尽管有企业制度和纪律的约束,却仍有很大的随机性.为了探究企业员工不安全行为的动力学规律,跟踪观察某大型企业作业员工930 d,将员工相继不安全行为的发生看作排队理论中具有特定时间序列的随机过程.结果表明,就员工个体而言,其不安全行为的间隔时间分布可以用幂律函数近似描述,且幂指数和员工的活跃程度正相关;并进一步分析出企业员工相继不安全行为具有以艾宾浩斯遗忘曲线为特点的“阵发”性;从幂指数角度分析了员工日常作业中的不安全行为的优劣特点,比较了人类活动中的各种随机行为与员工在企业生产中的不安全行为在时间统计上的特性.这表明企业制定安全管理制度及实施安全培训工作都应从人类普遍问题和员工个体特点两方面入手.     

公众风险感知评价--以高校在校生为例

公众风险感知状况可以反映出社会发展变化对人们心理状况造成的影响以及人们的反应.采用比较分析法,确立了风险感知研究指标体系,通过问卷调查方式,分析了高校学生由于个体差异特征而形成的风险感知能力的强弱差异,得出了以下结论:在风险信息的传播方面,学校教育的影响远远落后于各类媒体;从性别差异看,女生的风险感知强于男生;从学科差异看,文科学生的风险感知强于理科学生;从年级差异看,低年级学生的风险感知强于高年级学生;从生源地差异看,城市学生的风险感知强于县镇学生.对个体特征与风险感知指数进行相关性分析,结果显示,学科差异与风险感知的相关性最为显著,其后依次为年级、性别和生源地,其中年级差异与风险感知呈明显的负相关性.     

森林采运作业个体伤害的工效学分析

森林采运作业是一种高危险作业,有效减少作业过程中的生产事故和作业人员个体伤害是企业安全管理工作的核心,本文运用系统工程学原理和人类工效学方法全面系统的分析了森林采运作业生产事故和作业人员个体伤害的致因,提出了减少采运作业生产事故和作业者个体伤害的对策。为采运企业安全生产管理提供了科学的决策依据。     

民航机组人员个体与组织匹配对安全绩效的影响——基于MOA模型的定性比较分析

人为因素成为当今航空飞行安全的最大隐患,针对人的安全科学管理至关重要.为进一步探索民航机组人员安全行为路径,寻求可能的行为管理切入点,将民航机组人员作为研究对象,以MOA模型(动机-机会-能力)为理论框架,应用模糊集定性比较分析方法,探究民航机组人员个体与组织两个层面的5个条件对员工安全绩效差异的多重并发复杂机制和因果...     

环境污染的国际转移与城乡转移

从广义上考察了环境污染的国际转移与城乡转移,包括可见的和不可见的污染转移。分析了污染转移的不同途径,从环境质量需求和个人贴现率两个方面分析了污染转移的经济机制,以此为基础,探讨了防止污染转移的对策。     

基于多米诺效应的油品储罐区个人风险研究

介绍了多米诺效应的基本原理和多米诺事故发生的概率分析方法。提出在一定条件下进行储罐区风险评价时,多米诺效应对个人风险值的影响不容忽视,并给出了考虑多米诺效应的个人风险计算方法。最后利用开发的个人风险计算软件通过分析计算,给出了某储罐区的个人风险等值线分布图。结果表明,该罐区正北方向相邻的一劳动密集型工厂需搬迁,或采取相应安全保护措施降低风险。该方法考虑了多米诺效应对装置事故发生概率的影响,能提高个人风险计算结果的真实性与准确性。