群体封闭性视角下的建筑工人不安全行为传播特

为了控制建筑工人间的不安全行为传播,塑造良好安全氛围。利用六次调查的结果,以群体封闭性为切入点,分析了建筑工人不安全行为传播的过程和方式的特性,提出了控制不安全行为传播的建议。结果表明:中国建筑工人的群体封闭性体现为结构和关系封闭性,对工人行为和心理产生显著影响; 班组长行为等内部因素对不安全行为传播有显著影响,而安全教育等外部因素对不安行为传播的抑制作用并不显著; 示范模仿是“一对多”的不安全行为传播方式,具有传播速度较快、强度较高、广度较小的特点,感染从众是“多对一”的不安全行为传播方式,具有传播速度较慢、强度较低、广度较大的特点; 示范模仿能够实现偶发的个体不安全行为向频发的群体不安全行为演变,再通过感染从众诱发新的个体不安全行为,最终形成恶性循环。     

The supervisor POS–LMX–subordinate POS chain: Moderation by reciprocation wariness and supervisor's organizational embodiment

We present three studies providing an increased understanding of the interdependence between perceived organizational support (POS) and leader–member exchange (LMX). Using employees from a social service agency and new hires from a variety of organizations, we report evidence for a relational chain leading from supervisors' perceptions of support by the organization (supervisor POS) to the formation of high‐quality LMX relationships with their subordinates (first link), who interpret high‐quality LMX as support from the organization (subordinate POS, second link) and, ultimately, repay the organization with increased dedication and effort (examined here in terms of reduced withdrawal behavior). The relationship between supervisor POS and LMX with subordinates was strongly moderated by supervisor fear of exploitation in exchange relationships (reciprocation wariness), holding only for supervisors with low reciprocation wariness. Consistent with the view that employees perceive the organization as partly responsible for treatment received from supervisors, LMX was found to be more strongly related to POS when employees highly identified their supervisors with the organization (supervisor's organizational embodiment), and this interaction extended to reduced withdrawal behavior. Copyright © 2013 John Wiley & Sons, Ltd.     

A critique on neuroscientific methodologies in organizational behavior and management studies

Organizational neuroscience continues to flourish in organizational behavior and management studies as indicated by the growing number of publications. However, with a few exceptions, substantive critiques of organizational neuroscience are conspicuous by their absence. In this point–counterpoint article, we aim to redress this imbalance. We do so by asking two significant yet neglected questions: (i) how strong is the science behind this domain, and (ii) why are we doing this type of research (the so what? question)? Our analysis shows that the science behind organizational neuroscience is far less rigorous than currently advocated (due to low statistical power of some neuroimaging studies plus an inability to locate mental phenomena precisely in the brain). In terms of the so what? question, we encourage researchers to move away from general statements and become more specific about the phenomena they research. We contend that the practical implications of this research, as well as inferences of the link to behavioral changes, are currently overstated. We also underscore the importance for these studies to become contextually sensitive in order for the researchers to capture important events in the workplace. Finally, we offer some suggestions for future research. Copyright © 2014 John Wiley & Sons, Ltd.     

Neuroscience and organizational behavior: Avoiding both neuro‐euphoria and neuro‐phobia

Organizational neuroscience has great promise for advancing organizational research and practice. The field, however, is developing rapidly and has also become the subject of technological and methodological challenges that must be considered when conducting or interpreting neuroscience research as applied to organizational behavior. We explore four issues we deem to be important in understanding the role of neuroscience in organizational behavior research: (i) neuroscientific research and reductionism; (ii) the need to address methodological and technological challenges in conducting this type of research; (iii) how neuroscientific research is meaningful in organizations (the “So what?” issue); and (iv) neuroscience as just another management fad. In addressing these issues, we hope to set out a roadmap that will enable organizational scholars to avoid past mistakes and thus serve to advance multidisciplinary research in organizational behavior using neuroscientific approaches. Copyright © 2014 John Wiley & Sons, Ltd.     

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.     

煤矿组织安全行为对个体不安全行为的作用机理研究

为了探究煤矿组织安全行为对个体不安全行为的作用机理,总结国内外相关研究成果,提出个体不安全行为包含心理、生理、技能3个影响因素,涵盖记忆、思维、情绪、意志、性格、气质、能力、态度、知识、专业操作技能10个方面。在此基础上,构建了组织安全行为对个体不安全行为的结构方程模型（SEM）,运用统计分析方法（AMOS17.0）进行了验证分析。结果显示态度、情绪、意志、能力、专业操作技能容易受组织安全行为的影响,而性格、气质等因素由于是个体相对稳定的心理特征,受组织安全行为影响相对较小。深入研究煤矿组织安全行为对个体不安全行为的作用机理,有利于煤矿从组织安全行为入手有针对性的制定行为干预方案并控制个体不安全行为。     

Characteristics associated with high and low levels of ecological literacy in a western society

The integrity of the relationship between humanity and nature is fundamental to the health and survival of our species. Humans have always required knowledge and understanding of the planet’s life-supporting systems. Such knowledge and understanding form the basis of ecological literacy which, we suggest, is fundamental to the sustainability of human settlements. An assessment of South Australian adults showed positive correlations between ecological literacy and a number of socio-demographic and psychographic factors. An analysis of the most and least eco-literate individuals within a sample of over 1000 adults revealed significant distinguishing characteristics. Our findings indicate that high ecological literacy is strongly correlated with gender, age, education (and in particular, science-based education), employment status, engagement with nature both as children and adults, growing food, outdoor experiences and lifestyles, growing up in small communities and relational learning. In contrast, low ecological literacy is associated with a different set of socio-demographic and psychographic characteristics such as lower levels of education, growing up in large urban communities, and spending little time outdoors or in natural settings. In addition, perceptions about the major contributors to ecological knowledge and understanding were markedly different within the two groups. These patterns of difference between those with high and low ecological literacy among South Australian adults invite serious consideration for a society that aspires to cultivate an informed citizenry with capacity for making effective environmental decisions.     

Rapid control of black and odorous substances from heavily-polluted sediment by oxidation: Efficiency and effects

Oxidants were proposed to rapidly control black and odorous substances in sediments. NaClO and KMnO₄ had excellent efficiency to remove black and odorous substances. NaClO dramatically accelerated the release of organics, NH₄⁺-N, P, and heavy-metals. Moderate oxidation had a limited effect on microbial communities. NaClO of 0.2 mmol/g was viewed to be the optimum option. The control of black and odorous substances in sediments is of crucial importance to improve the urban ecological landscape and to restore water environments accordingly. In this study, chemical oxidation by the oxidants NaClO, H₂O₂, and KMnO₄ was proposed to achieve rapid control of black and odorous substances in heavily-polluted sediments. Results indicate that NaClO and KMnO₄ are effective at removing Fe(II) and acid volatile sulfides. The removal efficiencies of Fe(II) and AVS were determined to be 45.2%, 94.1%, and 93.7%, 89.5% after 24-h exposure to NaClO and KMnO₄ at 0.2 mmol/g, respectively. Additionally, rapid oxidation might accelerate the release of pollutants from sediment. The release of organic matters and phosphorus with the maximum ratios of 22.1% and 51.2% was observed upon NaClO oxidation at 0.4 mmol/g. Moreover, the introduction of oxidants contributed to changes in the microbial community composition in sediment. After oxidation by NaClO and KMnO₄ at 0.4 mmol/g, the Shannon index decreased from 6.72 to 5.19 and 4.95, whereas the OTU numbers decreased from 2904 to 1677 and 1553, respectively. Comparatively, H₂O₂ showed a lower effect on the removal of black and odorous substances, pollutant release, and changes in sediment microorganisms. This study illustrates the effects of oxidant addition on the characteristics of heavily polluted sediments and shows that chemical oxidants may be an option to achieve rapid control of black and odorous substances prior to remediation of water environments.     

WATER ADMINISTRATION IN ENGLAND AND WALES IMPACTS OF REORGANIZATION1

ABSTRACT: Water management in England and Wales has undergone a major transformation in the past three decades, and especially under the 1963 and 1973 legislation. It has witnessed a shift from local to national responsibility, an integration of functions, and a move towards the incorporation of economic principles into water policies. For some observers the new legislation appeared to be “pioneering” and “farsighted.” There is little doubt it has resulted in many beneficial changes. But not all the goals have been achieved. Modifications of the 1973 legislation are already in prospect. This article reviews the progress to date and comments on the problems now to be faced.     

Forest Health,Collective Behaviors,and Management

This study compares community-based managed forests under different purposes of management, namely, state-driven conservation or community-designed utilization in two villages located in the Sopsai watershed, Nan Province, northern Thailand. The forest health under different intensity of uses is assessed in association with the collective behaviors and long-term purposes embedded in village social–cultural context. The study found no significant differences in forest succession and proportion in diameter at 1.3 m (dbh) class and height-class distribution of the forest under different use intensity. The forest for utilization also showed higher density and basal area of the local preferred species than the conservation forest. In the utilization forest, we also found a higher number of multipurpose and preferred species than in the conservation forest, which actually responded to the needs of the community in the long term to have more wood products (both firewood and timbers). The community-based forest management (CBFM) for utilization can also lead to natural regeneration and biodiversity similar to conservation forests. Through CBFM, forest resources can be managed to maintain the healthy condition under different intensities and respond to both community needs and external expectation. The findings also emphasize the importance of recognizing community needs and management objectives in watershed restoration and improving the productivity of forests under collective management.