国外企业环境责任研究综述

迄今,西方社会早已迈过严重污染阶段(如雾霾),环境责任承担(CER)几乎成为跨国企业的标准范式,全面回顾国外CER研究对深处环境危机中的中国来说具有很强的现实意义。本文回顾了国外学术界从商业伦理、利益相关者管理、战略管理、环境行为及环境绩效视角的CER研究,归纳总结了CER概念主张及维度测量。研究发现,制度环境、市场状况、产业现状、利益相关者等是促成企业CER行动的外部因素,而企业规模、发展战略、治理结构以及技术条件等是制约CER行动的内部因素,内外多种因素的整合作用决定企业CER行为。此外,研究还发现,CER可以提升资源利用效率、降低成本费用与提升技术能力等,还能够帮助企业获得良好声誉和改善品牌形象,在一定条件下也可帮助企业建构可持续竞争优势,甚至对企业的财务绩效产生积极影响。最后,本文展望了CER研究的全球本土化、创新性、实务性以及中小企业化等发展方向,并分析探讨了国外CER研究对中国本土研究和CER实务的启示。     

农村摩托车驾驶员驾驶行为调查分析——以山东莒南为例

为探究农村摩托车驾驶员常见的不安全驾驶行为及农村摩托车事故多发的原因,采用问卷调查的方法,从人、车、交通管理等几个角度对我国山东农村地区的480名摩托车驾驶员进行了入户问卷调查.通过SPSS17.0软件对收集的数据进行处理,重点对驾驶员的驾驶行为进行分析,结果显示在403名驾驶员中仅有60(14.9%)人拥有驾照、74...     

Wrestling with the complexity of evaluation for organizations at the boundary of science,policy, and practice

Boundary organizations are situated between science, policy, and practice and have a goal of supporting communication and collaboration among these sectors. They have been promoted as a way to improve the effectiveness of conservation efforts by building stronger relationships between scientists, policy makers, industry, and practitioners (Cook et al. 2013). Although their promise has been discussed in theory, the work of and expectations for boundary organizations are less defined in practice. Biodiversity conservation is characterized by complexity, uncertainty, dissent, and tight budgets, so boundary organizations face the challenging task of demonstrating their value to diverse stakeholders. We examined the challenges boundary organizations face when seeking to evaluate their work and thus aimed to encourage more productive conversations about evaluation of boundary organizations and their projects. Although no off‐the‐shelf solution is available for a given boundary organization, we identified 4 principles that will support effective evaluation for boundary organizations: engage diverse stakeholders, support learning and reflection, assess contribution to change, and align evaluation with assumption and values.     

组织定向的人因失误因果模型及影响关系研究

为了更好地从源头上预防人因失误,首先,基于系统理论发展一个组织定向人因失误的"结构-行为"因果模型,包括组织子模型、情境状态子模型、个体因素子模型以及人因失误子模型。然后,分析模型中各子模型之间以及其因素类别之间的直接和间接影响关系,如模型中各层级之间的因果关系:组织因素→情境状态因素→直接触发人因失误的个体因素→人的认知行为失误。最后,基于事件报告分析、专家意见和文献资料,并依据建立的4种影响类型(I,C,A,N)识别具体情境环境与人因失误或认知行为之间的影响关系。分析结果表明,情境环境因素对人因失误的影响非常复杂,不同的情境环境因素对同一人因失误可能产生不同类型的影响,同一情境环境因素对不同的人因失误可能产生不同类型的影响。     

污水处理厂应用TPM模式优化生产组织结构研究

从污水处理厂的核心需求和TPM模式的内涵分析中,论述了TPM模式应用于污水处理厂的意义和切入点,阐明在污水厂中应用TPM模式,首先应优化的是生产组织结构。并在日处理量2万吨的污水处理项目中,实例应用了TPM模式改造生产组织结构,精简了班组与人员,取得了运营成本低减和设备运行稳定性上升的成效,验证了该模式对于污水处理厂生产管理的显著效益。     

急倾斜水平分层综放开采矿压显现规律

水平分层综放开采技术能够实现急倾斜厚煤层的安全高效回采。急倾斜开采工作面上覆岩层运动规律和采场矿压显现规律与缓倾斜煤层开采有显著区别。为了进一步研究急倾斜水平分层综放开采的矿压显现规律,本文以大台井-10水平3#、5#合并煤层放顶煤工作面为实验研究内容,提出-10水平石炭纪急倾斜近距离煤层联合开采的方案,应用相似试验和数值研究采用联合放顶煤开采条件下,3#、5#煤层在开采过程中的放煤规律、矿压显现情况、以及围岩等破坏的一般规律,揭示了第一分层和第二分时岩层垮落状态及应力分布特征,本文研究成果提高了煤炭的回采率,保证了安全条件下的高效开采,对指导合理支护参数的确定和现场工程实践具有一定的指导意义。     

Prioritizing species conservation programs based on IUCN Green Status and estimates of cost-sharing potential

Over 1 million species around the world are at risk of extinction, and conservation organizations have to decide where to invest their limited resources. Cost-effectiveness can be increased by leveraging funding opportunities and increasing collaborative partnerships to achieve shared conservation goals. We devised a structured decision-making framework to prioritize species’ conservation programs based on a cost–benefit analysis that takes collaborative opportunities into account in an examination of national and global conservation return on investment. Conservation benefit is determined by modifying the novel International Union for the Conservation of Nature Green Status for Species to provide an efficient, high-level measure that is comparable among species, even with limited information and time constraints. We applied this prioritization approach to the Wilder Institute/Calgary Zoo, Canada, a nonprofit organization seeking to increase the number of species it assists with conservation translocations. We sought to identify and prioritize additional species’ programs for which conservation translocation expertise and actions could make the most impact. Estimating the likelihood of cost-sharing potential enabled total program cost to be distinguished from costs specific to the organization. Comparing a benefit-to-cost ratio on different geographic scales allowed decision makers to weigh alternative options for investing in new species’ programs in a transparent and effective manner. Our innovative analysis aligns with general conservation planning frameworks and can be adapted for any organization.     

供电企业操作岗位员工安全胜任力模型的构建

为给供电企业的安全管理工作提供胜任力方面的理论依据和实践指导,通过采用系统编制的供电企业操作岗位员工安全胜任力调查问卷,对供电企业操作岗位员工进行整群随机抽样的问卷调查。对346份有效数据进行探索性因素分析,初步构建供电企业操作岗位员工安全胜任力的5因素模型;重新发放问卷,对141份有效数据进行的验证性因素分析支持了该模型因素结构的合理性;再次重新取样,对120份有效数据进行独立样本t检验和多层回归分析,检验5个安全胜任力因素对违章行为的影响。供电企业操作岗位员工安全胜任力模型以职业素养、安全意识、职业技能、身心健康和情绪稳定性5个因素为基本结构,其中,职业素养、安全意识、身心健康和情绪稳定性4个安全胜任力因素对违章行为具有显著负向影响。     

深井大采高综采面矿压显现及覆岩破断规律研究

针对深井大采高综采技术中采场矿压控制难的特点,以潘二矿11223大采高综采工作面为工程背景,采用相似模拟、数值模拟、现场矿压监测、理论分析等方法,对深井大采高综采工作面矿压显现及覆岩运动破断规律进行研究。结果表明:深井大采高综采面覆岩运动破断后结构形态演化特征可概括为“组合悬臂岩梁结构——压实填充结构——非铰接岩梁结构——铰接岩梁结构”的动态演化过程,这种动态演化过程直接影响着工作面的矿压显现特征及覆岩破坏特点;得到工作面初次来压步距为34 m,基本顶周期来压步距15 m,来压由中部开始向两端转移;工作面前方应力集中区距煤壁平均4.4 m,应力峰值平均为26 MPa,工作面矿压显现特点受控于覆岩运动破断的动态演化力学结构,研究结果对类似条件下的工作面安全开采具有一定的理论依据和借鉴意义。     

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.