Family–work conflict and job performance: A diary study of boundary conditions and mechanisms

In this study, we used a within‐person daily research paradigm to examine the relationship between daily family–work conflict (FWC) and daily job performance. On the basis of theory on dynamic behavior, we hypothesized that concentration serves as a mechanism through which daily FWC impairs daily job performance. We further predicted that psychological detachment from work during time‐off (i.e., mentally switching off) buffers the negative relationship between daily FWC and daily job performance. Ninety‐five employees completed daily surveys over one workweek. Multilevel modeling results showed that daily FWC was negatively associated with daily job performance and that concentration mediated this relationship. Furthermore, general psychological detachment, but not daily psychological detachment, buffered the negative relationship between daily FWC and daily job performance. The current findings suggest that daily FWC has negative performance implications and that the general level rather than the daily level of psychological detachment from work helps alleviate the negative implications. Copyright © 2013 John Wiley & Sons, Ltd.     

不同轮作制度下施肥对冬小麦田间杂草群落及小麦生长的影响

为探讨不同轮作制度下长期施肥对冬小麦Triticum aestivum L.田间杂草及小麦生长的影响,我们在三个长期田间肥效试验定位点,研究3种轮作制度下(冬小麦-大豆Glycine max (L.) Merr.(WS)、冬小麦-夏玉米Zea Mays L.(WM)、冬小麦-中稻Oryza sativa(WR))长期不同施肥模式对冬小麦田间杂草群落及小麦生长的影响.研究表明,在3种轮作制度下,平衡施加N、P、K肥或者NPK肥配施有机肥均可以显著降低冬小麦田杂草密度、地上生物量和田间光照透过率,促进冬小麦生长,并提高冬小麦产量和地上生物量;而且在冬小麦-大豆轮作和冬小麦-中稻轮作的冬小麦田中平衡施加N、P和K肥可以在控制杂草密度的同时保持一个较均一的杂草群落.3种轮作制度下各指标相对值比较发现,3种轮作制度改变施肥对冬小麦田间光照透过率影响程度的顺序与3种轮作制度改变冬小麦田中施肥对杂草密度和地上生物量影响程度的顺序相同;另外,在冬小麦-大豆轮作和冬小麦-中稻轮作制度下杂草密度与冬小麦田间光照透过率之间的相关系数也很高(R≥0.7906),说明施肥对冬小麦田间光照透过率的改变可能是施肥影响冬小麦田间杂草群落的主要途径之一.轮作制度改变冬小麦田中施肥对优势杂草种类数和杂草生物多样性影响的程度差别不大,这可能是因为轮作改变施肥对田间杂草的影响并没有达到引起田间杂草物种消亡的程度.结果表明,在3种轮作制度中施肥对冬小麦田间杂草群落及小麦生长的影响虽有差异,但都显示出施肥在抑制田间杂草发生、维持杂草生物多样性和提高作物产量上的作用.     

三棱钻杆粉体负载扭矩计算模型研究

为了实现三棱钻杆转动过程的定量化计算,在分析了三棱钻杆排粉机理的基础上,提出了基本假设,建立了扭矩基本物理模型,并阐述了物理模型的求解过程,得到了基本参数的解析解。在此基础上,对相关参数的求取方法以及最小扭矩问题进行了分析讨论,求得了钻孔内煤粉密度ρ的解析解以及降低钻杆整体扭矩的方法,提出了实际应用环节测定临界转速w界的实验方法,并得到了提高钻孔长度的理论方法。     

Introducing the construct curiosity for predicting job performance

The present paper provides a conceptual and empirical examination regarding the relevance of the construct curiosity for work‐related outcomes. On the basis of a review and integration of the literature regarding the construct itself, the construct is conceptually linked with performance in the work context. In line with a confirmatory research strategy, the sample of the present study (N = 320) has requirements which reflect this conceptual link. Results from a concurrent validation study confirmed the hypothesis regarding the significance of curiosity for job performance (r = .34). Furthermore, incremental validity of curiosity above 12 cognitive and non‐cognitive predictors for job performance suggests that curiosity captures variance in the criterion that is not explained by predictors traditionally used in organizational psychology. It is concluded that curiosity is an important variable for the prediction and explanation of work‐related behavior. Furthermore, given the dramatic changes in the world of work, the importance is likely to rise, rather than to decline, which has important implications for organizational theories and applied purposes, such as personnel selection. Copyright © 2012 John Wiley & Sons, Ltd.     

What happens when you trust your supervisor? Mediators of individual performance in trust relationships

To understand how trust in supervisor translates into individual job performance, we hypothesize that trust in supervisor facilitates positive psychological conditions of meaningfulness, safety, and availability, which in turn predict individual job performance. We assert that each of the three mediating paths in our model represents a distinct mechanism by which trust in supervisor contributes to individual job performance. We test our hypotheses with 206 supervisor–subordinate dyads and find that trust in supervisor contributes to job performance through psychological availability and psychological safety but not psychological meaningfulness. By examining three different psychological mechanisms within the same frame, we provide a test that compares and contrasts the uniqueness of the three pathways. Our findings suggest practical ways for managers to build trust with subordinates and guidance for the design of productive work conditions. Copyright © 2012 John Wiley & Sons, Ltd.     

Relationship of safety climate perceptions and job satisfaction among employees in the construction industry: the moderating role of age

This study examines the degree to which construction sector employees perceive that safety is important in their organizations/sites and how job satisfaction affects these perceptions when age is introduced as a moderator variable. Two-way analysis of variance demonstrated that job satisfaction has a strong effect on perceived management commitment to work safety and that this relationship was moderated by respondents’ age. Job satisfaction was associated with perceived accident rate and safety inspection frequency, but the proposed role of age in this linkage was not confirmed. Consequently, the findings indicated that by increasing the level of job satisfaction, perceptions of these safety climate aspects proved to be more positive. The conclusion is that these relationships could further lead to a lower percentage of accidents and injuries in the workplace and better health among employees. A significant relationship between job satisfaction, age and perceived co-workers’ commitment to work safety was not found.     

Multiple dimensions of work-related risk factors and their relationship to work ability among industrial workers in Iran

Objectives. The present study was designed to investigate the simultaneous effects of physical, psychosocial and other work-related risk factors on the work ability index (WAI) score among industrial workers. Methods. This study used a cross-sectional design with a questionnaire survey. A total of 280 workers were included in the study. Data were collected using three questionnaires including the Persian version of the WAI, the Persian version of the job content questionnaire and an author-developed measure (to assess work-related factors, health-related factors and socio-demographic characteristics). Results. The majority of the participants were young, but they had poor WAI scores (mean 37.3?±?6.4) and 44.3% of them had poor or moderate work ability. Occupational accidents and injuries were found to be the strongest predictors of WAI scores. Additionally, there was a strong association between WAI scores and supervisor support, skill discretion, occupational training, sleep quality, work nature and educational level. Conclusions. Intervention programs should focus on improving supervisor support, sleep quality, job skills and knowledge and on decreasing physical and mental work demands. Additionally, implementing a comprehensive occupational health and ergonomics program for controlling and reducing hazardous working environments and occupational injury rates should be considered.     

Stress,coping and safety compliance in a multinational gold mining company

The primary objective of this study was to investigate the relationship of work stress, consisting of role stressors and job insecurity, with safety compliance at work. A secondary objective was to test for the possible moderating effect of individual employees’ coping behaviour between experienced work stress and job insecurity, and their safety compliance. A cross-sectional survey design was used (n?=?771). An electronic survey, with a biographical questionnaire and scales on role conflict, role ambiguity, role overload, job insecurity, coping and safety compliance at work, was administered. The results indicated that specific aspects of work stress, notably role conflict, role ambiguity and quantitative job insecurity, and of coping, namely an avoidance style and changing the situation, were important in understanding safety compliance. A moderating effect of avoidance coping was also found.     

优化施肥模式对我国热带地区水稻-豇豆轮作系统N2O和CH4排放的影响

选择海南典型的水稻-豇豆轮作系统进行氧化亚氮(N_2O)和甲烷(CH_4)排放的原位监测,探究不同施肥模式下该系统土壤温室气体排放特征.试验设当地常规施肥对照(CON)、优化施肥量(OPT)、有机无机配施(ORG)、缓控肥替代优化(SCOPT)及不施氮对照(CK)共5个处理,采用静态箱-气相色谱法监测整个种植季土壤N_2O和CH_4排放,并估算增温潜势(GWP)和温室气体排放强度(GHGI).结果表明,各处理水稻季N_2O累积排放量为0. 19～1. 37 kg·hm~(-2),相较于CON处理,优化施肥处理N_2O减排50%～86%;豇豆季N_2O累积排放量为1. 29～3. 55 kg·hm~(-2),除ORG增加14%,其他处理减排16%～59%.各处理水稻季CH_4累积排放量为4. 67～14. 23 kg·hm~(-2),CK、OPT和ORG处理分别较CON增加116%、22%和102%,而SCOPT减少了29%;豇豆季CH_4累积排放量为0. 03～0. 26 kg·hm~(-2),期间出现CH_4吸收.比较两个作物季和休闲期对农田土壤直接排放的温室气体GWP的贡献率,豇豆季在CH_4排放极低的情况下,仍有44. 7%～54. 5%的占比;两种温室气体比较中,N_2O对GWP的贡献率为66. 7%～77. 2%. SCOPT处理的GWP和两季作物GHGI均显著低于CON处理.3个优化施肥处理中,SCOPT的增产减排效果最显著,为最优的施肥方案.     

基于CiteSpace的高校教师职业心理健康文献计量分析

为系统把握高校教师职业心理健康领域近10年的主要研究内容和研究方向,以中国知网(CNKI)作为数据源,经过2次检索得到2011—2020年10年间的文献,统计分析发文量,使用CiteSpace软件可视化处理,得到关键词共现图谱。结果表明:高校教师职业心理健康的相关研究主要集中于职业倦怠和职业压力,研究热点是成因和对策,重点研究对象为体育教师、青年教师、英语教师和女教师;通过内容分析发现,职业压力和职业倦怠均对高校教师职业心理健康存在消极影响;从社会、学校、个人3个层面有效干预可改善教师职业压力和职业倦怠,进而提升其心理健康。