RAPD markers suggest genotypic effects on forager specialization in a eusocial wasp

Genetic variability within insect societies may provide a mechanism for increasing behavioral diversity among workers, thereby augmenting colony efficiency or flexibility. In order to assess the possibility that division of labor has a genetic component in the eusocial wasp Polybia aequatorialis, I asked whether the genotypes of workers within colonies correlated with behavioral specialization. Workers specialized by foraging for one of the four materials (wood pulp, insect prey, nectar, or water) gathered by their colonies. I collected foragers on 2 days from each of three colonies and identified the material the foragers were carrying when collected. I produced random amplified polymorphic DNA (RAPD) markers from the genomic DNA of these foragers and estimated genotypic similarity of foragers based on sharing of variable RAPD marker bands. Contingency tests on 20 variable loci per colony showed statistically significant (P <0.05) biases in RAPD marker frequencies among forager types in the three colonies. Patterns of association of RAPD marker bands with specializations were constant in two colonies, but changed between collection days in one colony. RAPD marker biases suggest that division of labor among workers includes a genetic component in P. aequatorialis. Colony-level selection on variation in division of labor is a possible factor favoring the evolutionary maintenance of high genotypic variability (low relatedness) in epiponine wasp colonies and in other eusocial insects. Received: 18 July 1995/Accepted after revision: 1 October 1995     

纯铜薄板矩形盒拉深特性的试验研究

作为非回转对称成形试验研究的一部分,进行了大量的矩形盒拉深试验。指出纯铜薄板的各向异性对矩形盒拉深成形性的影响不十分显著。增大凸模形状参数rc/w,成形中法兰短边和曲边材料向凹模口的流入速度减小,曲边变形加工度增大,是使成形极限降低的原因之一。rc/w=0.1附近,极限成形高度hmax最大。     

基坑开挖中的安全监测及事故防治措施--以上海市某贸易中心大楼工程为例

在基坑开挖中，坚持信息化施工管理，采取多种手段对基坑安全进行监测是非常必要的。利用监测资料的分析结果，可及时发现基坑开挖过程中出现的问题，可以有针对性地采取措施，调整方案，保证施工顺利进行。     

Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review

Two dominant perspectives of job crafting—the original theory from Wrzesniewski and Dutton ( 2001 ) and the job demands resources perspective from Tims, Bakker, and Derks ( 2012 )—remain separate in research. To synthesize these perspectives, we propose a three‐level hierarchical structure of job crafting, and we identify the aggregate/superordinate nature of each major job crafting construct. The first level of the structure is job crafting orientation, or approach versus avoidance crafting, which we argue is an essential yet often neglected distinction in the literature. We address the debate surrounding cognitive crafting and identify crafting form (behavioral versus cognitive crafting) as the next hierarchical level of constructs. Finally, we concur that job resources and job demands, or crafting content, capture different ways that individuals craft their jobs. Using this integrated hierarchical structure, we were able to review antecedents and outcomes from both perspectives. We show, for example, that approach crafting in its behavioral form is very similar to other proactive behaviors in the way it functions, suggesting a need for closer synthesis with the broader proactive literature, whereas avoidance crafting appears to be less proactive and often dysfunctional. On the basis of our review, we develop a road map for future research.     

Self‐leadership in the context of part‐time teleworking

Employees who work periodically in both a traditional office and home office (part‐time teleworkers) face opportunities and risks related to both working locations. As self‐leadership might play a crucial role in this context, we examined within‐person variations in self‐leadership (self‐reward, self‐punishment, self‐cueing, self‐goal setting, imagining successful performance, and evaluation of beliefs and assumptions) on home days and office days. In a typical workweek, 195 part‐time teleworkers filled out daily surveys (729 days), and we examined the relationship between working location (office and home) and self‐leading behavior as well as the mediating role of autonomy. Finally, we investigated whether self‐leading behavior relates to ego depletion and work satisfaction at the end of the working day. Multilevel analyses revealed that part‐time teleworkers reported higher use of self‐reward, self‐goal setting, and visualization of successful performance on home days than on office days. The association between working location and self‐reward, self‐goal setting, visualization of successful performance, and evaluation of beliefs and assumptions was mediated by autonomy. There were no indirect effects of working location on ego depletion through self‐leadership. However, we found that on home days, part‐time teleworkers were more satisfied with their job at the end of the workday through self‐goal setting.     

矿工工作压力对心理社会安全行为的影响机理及实证研究

为研究工作压力对矿工心理社会安全行为的影响机理,探讨安全心理资本的中介作用以及心理社会安全氛围的调节作用,从积极心理学视角出发,对203名一线矿工进行实证分析。研究结果表明:矿工的安全心理资本在其工作压力与心理社会安全行为的负向关系中起中介作用;心理社会安全氛围能调节工作压力与安全心理资本之间的关系;心理社会安全氛围能够调节安全心理资本在工作压力与心理社会安全行为关系间的中介作用。     

论生产安全事故救援费用的承担机制

为了实现重大生产安全事故救援费用的公平负担,保障救援机制的可持续性,通过规范分析和比较分析,探讨了在第三方队伍参与救援的情况下,重大生产安全事故救援费用的承担原则和实现机制。研究结果表明:第三方队伍参与事故救援所产生的当次费用原则上必须由事故责任单位承担,但在其拖欠费用或者暂时缺乏支付能力的情况下,应当由承担应急救援职责的事发地政府先行垫付;由此在事发地政府和事故责任单位之间产生的是公法之债,可以通过行政强制执行的方式加以追偿。     

新体制下我国安全生产执法队伍改革问题探讨

为研究探讨我国安全生产执法队伍的改革方向和政策建议,分析了2018年国家机构改革对安全生产执法队伍产生的影响,以及我国安全生产执法队伍存在的法律地位不明确、职责任务不清晰、人员数量不足等问题,介绍了美英等工业化国家安全监管执法的经验和我国5个行业领域综合执法队伍改革的政策要求。研究提出:我国安全生产执法队伍改革的大方向是“大安全综合”“检查、处罚和强制执行三权分离”的行政执法队伍体制,力量配置上主要是以设区市为主体组建市级安全生产综合执法队伍、县级执法队伍作为其派出机构实行“局队合一”体制。     

‘It's off to work we go!’ Person–environment fit and turnover intentions in managerial and administrative mining personnel

Purpose. Person–environment fit asserts that incompatibility between an employee and aspects of their work environment is more likely to lead to occupational stress. The aim of this study was to investigate the impact that varying levels of person–environment fit had on key criterion outcomes including work engagement, work-related wellbeing and turnover intentions in a unique sample of managerial and administrative mining personnel. Method. An online self-report survey was distributed to an Australian mining organization by the company’s Chief Executive Officer. Anonymous survey links were sent to staff, of which 118 participants responded. The survey consisted of previously validated measures. Results. Hierarchical multiple regression analyses revealed significant relationships between abilities–demand fit, needs–supply fit and work engagement. Additionally, work-related wellbeing was significantly associated with increased person–organization fit and needs–supply fit. However, only needs–supply fit had a significant negative relationship with turnover intentions. Needs–supply fit significantly predicted all criterion variables. Conclusions. This study found that personal need fulfilment through work-related activities had the most significant impact on work-related wellbeing and work engagement. Personal need fulfilment through work also produced the most significant negative relationship with turnover intentions.     

FMEA and consideration of real work situations for safer design of production systems

Production equipment designers must ensure the health and safety of future users; in this regard, they augment requirements for standardizing and controlling operator work. This contrasts with the ergonomic view of the activity, which recommends leaving operators leeway (margins for manoeuvre) in performing their task, while safeguarding their health. Following a brief analysis of design practices in the car industry, we detail how the Failure Modes and Effects Analysis (FMEA) approach is implemented in this sector. We then suggest an adaptation that enables designers to consider real work situations. This new protocol, namely, work situation FMEA, allows experience feedback to be used to defend the health standpoint during designer project reviews, which usually only address quality and performance issues. We subsequently illustrate the advantage of this approach using two examples of work situations at car parts manufacturers: the first from the literature and the second from an in-company industrial project.