我国高校可持续发展教育的挑战、对策及展望

本文在综述可持续发展教育概念、总结国内外高校可持续发展教育现状的基础上,分析提出了我国高校可持续发展教育在组织管理、学科壁垒、课程设置、资源平台、经费支持等五个方面面临的挑战,并结合同济大学在推进可持续发展教育方面的模式创新,浅谈我国高校可持续发展教育应对这五大挑战的对策。文中指出在我国处于跨越式发展、加快转变经济增长方式的攻坚阶段,可持续发展教育是国家实现可持续发展的重要途径,具有特殊的时代意义,加强高校可持续发展教育成为新形势下推进可持续发展教育改革的新动力。在此背景下,我国教育系统,特别是承担培育国家未来人才的高校应抓住这一机遇,将可持续发展纳入高校的议事日程,充分利用高校学科专业齐全的优势,积极开展跨学科教育,借鉴国内外可持续发展教育经验,在可持续发展教育、科研、对外合作等方面实现创新和突破,参与、促进并解决可持续发展问题。     

多孔介质中微塑料的环境行为研究进展

微塑料的环境污染问题已成为当前国内外研究的前沿热点之一,近年来土壤和地下水系统中微塑料的环境行为研究得到越来越多的关注.在论述多孔介质中微塑料来源和危害的基础上,聚焦国内外学者在微塑料环境行为方面的研究,综合评述了微塑料稳定性及其在多孔介质中运移行为的最新进展,重点介绍了物理、化学和生物三方面因素的影响及作用机制.从微塑料对其他污染物之间的吸附/解吸作用以及共运移行为两个方面汇总分析了微塑料和其他污染物间相互作用的最新研究进展.今后需要在不同类型微塑料、多因素耦合效应以及微塑料与微生物之间的相互作用等方面进一步深入研究,以期系统掌握多孔介质中微塑料的运移行为及作用机制.     

上海地区住宅儿童卧室内甲醛和苯系物浓度的现场检测分析

2013年3月~2014年12月对上海地区454户装修时间超过1 a的住宅内的儿童卧室室内甲醛和苯系物进行了现场监测.不同儿童卧室室内甲醛和苯系物浓度存在较大差异.冬季卧室室内甲醛浓度明显高于其他季节(P0.001),但苯系物浓度无明显的季节差异.春季使用不同内墙墙面装饰材料的卧室苯系物浓度均值存在明显差异;夏季使用不同地板装饰材料的卧室苯系物浓度均值也存在显著差异(P0.01).秋季室内盆景数量为5个的卧室甲醛浓度均值明显高于其他卧室.冬季经常使用加湿器和家中饲养宠物的儿童卧室室内苯系物浓度均值显著高于其他儿童卧室(P0.05).结果表明,装修较长时间后,装修材料的类型仍然与室内苯系物浓度存在一定的关系;但相对于装修材料,室内通风可能对室内甲醛浓度影响更大.室内苯系物浓度可能与室内湿度和室内宠物的饲养有关.家用空气净化器可能可以有效降低室内甲醛的暴露水平.植物盆栽净化装修时间较长的住宅室内甲醛和苯系物的效果可能有限.     

Understanding knowledge hiding in organizations

In our introduction to this special issue on understanding knowledge hiding in organizations, we provide some context to how and why this phenomenon should be studied. We then describe the five articles that comprise the special issue, and we note some common themes and divergences in this collection. Our introduction concludes with some suggestions for future research on knowledge hiding in organizations.     

Workforce engagement: What it is,what drives it,and why it matters for organizational performance

Based on a review of the history of the employee engagement construct and its measurement, we define workforce engagement as the aggregate of the work engagement experiences of individual employees in an organization. In contrast to most research on employee engagement, we study companies rather than individuals and the companies represent a diverse set of industries. We hypothesize and demonstrate on a sample of (up to) 102 publicly traded companies that workforce engagement significantly predicts organizational financial (adjusting for industry: Return on Assets, Net Margin but not Tobin's q) and customer metrics (the American Customer Satisfaction Index and the Harris Reputation Quotient) 1 and 2 years after the workforce engagement data were collected. In addition, using a split‐sample approach to avoid method bias, we hypothesize and show that (a) company organizational practices (the strongest correlate), supervisory support, and work attributes are significant correlates of workforce engagement and (b) that workforce engagement mediates the relationship between these correlates of engagement and the organizational performance metrics. Implications of the findings for research and practice are discussed.     

Unraveling the organizational mechanism at the root of safety compliance in an Italian manufacturing firm

Safety performance is recognized as the more proximal and effective precursor of safety outcomes. In particular, safety compliance significantly reduces workplace accidents and injuries. However, it is not entirely clear what role organizational factors play in determining workers’ safety. The present study contributes to defining which organizational factors increase safety compliance by testing a mediational model in which supervisor support is related to safety climate, which in turn is related to organizational identification that finally is related to safety compliance. We tested our hypotheses in a sample of 186 production workers of an Italian manufacturing firm using a cross-sectional design. Findings confirm our hypotheses. Management should consider these organizational factors in order to implement primary prevention practices against work accidents.     

The Effectiveness of a “Break Experiment” from a Long-Term Perspective

The study reports the results of a follow-up evaluation, conducted in 1994, of the impact of a training program for female unskilled metal workers that was implemented at the end of the 1970s. The program was designed to promote occupational skills development, and was first evaluated in 1979. On both occasions of evaluation the investment in training was examined from two perspectives, those of the training participants and management. Data were collected through semistructured personal interviews with key members of personnel management and through a group conversation session with a majority of the original course attendees. Supplementary background information was obtained from documents and records maintained by the organization. At some points, there was a convergence of views on the significance of the training program for occupational skills development, at others a divergence. These convergences and divergences are finally discussed and the findings of the study are related to other research on this particular kind of intervention.     

Shared aggression concerns and organizational outcomes: The moderating role of resource constraints

Most research on workplace aggression focuses on the antecedents and consequences of aggression for individual workers. The current study examines how shared workplace aggression concerns relate to internal and external organizational outcomes. Drawing on the work stress, social identity, and social contagion literatures, we propose relationships between unit‐level aggression concerns and unit‐level measures of performance and employee attitudes in a public school sample (2989 employees; 163 schools). We also propose that these relationships differ depending on the resource context of the school. Consistent with our expectations, schools in which teachers had strong shared concerns about aggression also had poorer shared job attitudes and poorer student outcomes, as indicated by average standardized test scores at the school. The impact of shared concerns about aggression on school‐level standardized test scores was stronger for resource‐rich schools than for schools with fewer resources. The current study contributes to organizational research as it establishes that workplace aggression concerns have adverse consequences for the whole organization, not only for the individuals experiencing the events. Our findings demonstrate that employees' shared concerns about aggression have an impact on organizational outcomes and suggest a prevention‐focused approach to workplace aggression. Copyright © 2012 John Wiley & Sons, Ltd.     

Organizational citizenship behavior in work groups: A team cultural perspective

Although researchers have often found positive relationships between organizational citizenship behavior (OCB) and performance rating, very few studies have scrutinized the team contexts in which such relationships exist. This study examines how OCB influences job performance ratings within different team cultures, as measured by team collectivism and individualism. On the basis of multilevel data collected from 81 teams working at a multinational bank in Hong Kong, team collectivism and individualism were found to moderate the OCB–performance rating relationship such that OCB targeting individuals improved rated performance in highly collectivistic teams only, whereas only organizational OCB produced a significant improvement in highly individualistic teams. The implications of these findings and directions for future research directions are discussed here. Copyright © 2012 John Wiley & Sons, Ltd.     

When the abuse is unevenly distributed: The effects of abusive supervision variability on work attitudes and behaviors

The present study examined the consequences of a dispersion‐based conceptualization of unit‐level abusive supervision or abusive supervision variability. Abusive supervision variability was proposed to negatively affect a number of employee attitudes and behaviors through the mediating effects of interpersonal justice climate strength. The results revealed significant cross‐level effects such that abusive supervision variability was negatively related to individual perceptions of leader ethicality, organizational ethicality, leader satisfaction, and affective organizational commitment. These effects remained robust after controlling for individual‐level abusive supervision. Abusive supervision variability was also positively related to the frequency with which unit members as a whole engaged in counterproductive work behaviors. Last, the results revealed partial support for the mediating effects of interpersonal justice climate strength. In sum, the findings highlight the importance of examining abusive supervision at both the individual and unit levels of analyses. Copyright © 2012 John Wiley & Sons, Ltd.