组织管理失误对操作人员行为安全影响分析

为使操作人员行为更安全,对组织管理失误进行分析,归纳为管理控制失误、组 织规程失误、组织安全管理失误、安全监督失误、教育培训不足5个方面,运用结构方 程模型（SEM）分析对操作人员行为安全的影响,使用AMOS软件对模型求解。运用直觉 三角模糊数对模型中指标进行评价并采用TOPSIS法对不安全行为进行排序。研究表明: 管理控制和组织规程对建立安全监督体系有正向作用;管理控制和组织规程对组织安全 管理实施有正向作用;管理控制和组织规程对有教育培训正向作用;建立安全监督体系 、组织安全管理实施和教育培训对操作人员安全行为有正向作用。进行风险排序有利于 企业对关键工种提出改进措施,提高企业效益。     

氧化石墨烯的水环境行为及其生物毒性

氧化石墨烯是一类石墨烯衍生物,性质独特,应用广泛,生产量急剧增加,其环境风险日益引起关注.氧化石墨烯具有高亲水性和表面活性,在水中易分散,易随水流发生迁移转化,可能对水环境和水生生物造成不利影响.因此,明确氧化石墨烯的水环境行为及其生态效应,对于正确理解和评估其环境风险,合理规划其使用和回收具有重要意义.目前,该领域的研究涵盖了氧化石墨烯在水环境中的分散/团聚、吸附、还原、降解、沉积等行为,及对微生物、浮游动物、藻类和鱼类等水生生物的毒性表现.本文综述了相关研究成果,分析了当前研究面临的挑战并展望其研究前景.     

Employee responses to employment‐relationship practices: The role of psychological empowerment and traditionality

In studying the effect of employment‐relationship practices on employees, research has largely ignored individual differences, both cross‐culturally and within cultures. In this study, the authors examine the moderating effect of middle managers' traditionality, a within‐culture value orientation regarding submission to authority and endorsement of hierarchical role relationships, on their responses to an organization's employee–organization relationship practices. Based on social learning and social exchange theories, the authors expect the more traditional middle managers to respond less positively in terms of their performance and commitment to high levels of expected contributions and the associated psychological empowerment but respond more positively to high levels of offered inducements. Using a sample of 535 middle managers from 40 companies in China, the authors find support for all hypotheses except the moderating effect of traditionality on the relationship between offered inducements and performance. Additional analysis reveals that less‐traditional managers responded to economic rewards (but not developmental rewards) with higher job performance. The paper concludes with a discussion of implications for research and the practice of employment relationships. Copyright © 2014 John Wiley & Sons, Ltd.     

Parsing organizational culture: How the norm for adaptability influences the relationship between culture consensus and financial performance in high‐technology firms

The relationship between organizational culture and financial performance remains elusive even though researchers have studied it for some time. Early research suggested that a strong culture that aligns members' behavior with organizational objectives boosts financial performance. A more recent view is that, because strong cultures promote adherence to routines and behavioral uniformity, they are less effective in dynamic environments. We suggest that the relationship between culture and performance can be reconciled by recognizing that culture encompasses three components: (1) the content of norms (norm content); (2) how widely members agree about norms (culture consensus); and (3) how intensely organizational members hold particular norms (norm intensity). We hypothesize that “strong cultures”—where a high consensus exists among members across a broad set of culture norms—can contribute to better financial performance even in dynamic environments if norm content intensely emphasizes adaptability. We test this hypothesis in a sample of large firms in the high‐technology industry. Firms characterized by higher culture consensus and intensity about adaptability performed better three years later than did those characterized by lower consensus, lower intensity about adaptability, or both. We discuss how parsing culture into content, consensus, and intensity advances theoretical and empirical understanding of the culture–performance relationship. Copyright © 2014 John Wiley & Sons, Ltd.     

Episodic envy and counterproductive work behaviors: Is more justice always good?

The authors examined how perceived event‐specific procedural and distributive justice about own and envied others' outcomes interacts with episodic envy to predict counterproductive work behaviors. Our results were consistent with the attribution model of justice, finding that episodic envy significantly predicted counterproductive work behaviors aimed at envied others in the workplace and that this relationship was more pronounced when perceptions of procedural, but not distributive, justice about own or envied others' outcomes were high rather than low. We tested a moderated‐mediation model in which self‐attributions for the outcome mediated the effect of episodic envy on counterproductive work behaviors and that the effect of envy was stronger when perceptions of own or others' procedural justice were high rather than low. This research contributes to the literature on envy processes in the workplace and is the first to use a specific emotion, envy, as a proxy for a negative outcome in a demonstration of the attribution model of justice. Copyright © 2013 John Wiley & Sons, Ltd.     

新兴产业形态与再生资源产业升级发展

在再生资源产业快速发展过程中,集散市场、分拣中心与加工园区等新兴产业形态令人瞩目。这些新兴产业形态的出现是再生资源产业经济效率提高的要求,是产业地位提升的需要,是先进理念注入的结果,是技术进步的必然趋势。其代表着再生资源产业更先进的生产力,标志着再生资源产业的庞大产业链条正在形成。应从新兴产业形态中,发掘再生资源产业发展的内生动力,推动再生资源产业又好又快发展。     

新烟碱类农药的污染现状及转化行为研究进展

新烟碱类(neonicotinoids)农药自在20世纪80年代中期引入以来,便发展成为世界上使用最广泛的一类杀虫剂。近年来,该类化合物在环境中被不断检出,并通过饮用水和食物等方式进入食物链,给人类健康带来极大的安全隐患。文章综述了新烟碱类杀虫剂在空气、土壤、水相、生物体和人体中的暴露浓度,以及这类农药在环境中的转化行为。目前针对新烟碱类杀虫剂的环境暴露研究仍十分有限,需要更全面调查其在多环境介质中的暴露状况以综合评价其生态风险。关于新烟碱类化合物的毒理学研究主要集中在急性毒性试验,而对于其他形式的毒性效应有待进一步研究。最后对新烟碱农药未来的研究重点和方向提出了展望。     

纳米氧化铝对斑马鱼幼鱼早期运动行为的影响

随着纳米技术的迅猛发展,纳米材料的安全性研究具有十分重要的意义。为探讨纳米氧化铝对斑马鱼幼鱼早期运动行为的影响,本研究将受精后6 h(6 hpf)的斑马鱼胚胎随机分成空白对照组(E3培养液)、纳米氧化铝组(12.5、25、50、100μg·mL~(-1))。采用6孔板染毒,每组160颗卵,共8个孔,每孔20颗卵/10 m L试液,染毒液更新周期为1 d。观察急性毒性和运动行为。结果显示,各纳米氧化铝组无明显的急性毒性;运动行为检测发现,25、50、100μg·m L~(-1)纳米氧化铝组受精后6 d幼鱼(6dpf)黑暗状态下的运动速度、运动距离、趋触性程度较空白对照组均显著下降(P0.05);在6 dpf幼鱼对强光刺激的惊恐逃避反射试验中发现,各组幼鱼在光照1 min内运动速度较光照前的黑暗期均明显下降(P0.05),但25μg·mL~(-1)和100μg·mL~(-1)浓度组在光照时速度下降得更慢(P0.05);关闭光源后,各组幼鱼的运动速度都会上升,但25μg·mL~(-1)和100μg·mL~(-1)浓度组在打开光源后速度上升得更慢(P0.05)。上述结果表明,纳米氧化铝可以影响斑马鱼幼鱼早期的运动行为。     

Employee silence motives: Investigation of dimensionality and development of measures

In four studies, I examine the motives for employee silence. In Study 1, I examine open‐ended survey responses to determine the nature and scope of silence motives. Study 2 develops measures of these motives and explores their factor structure. Study 3 refines the measures and provides confirmatory evidence of factor structure. Study 4 examines relationships between the new measures and related factors (employee voice, psychological safety, neuroticism, extraversion). Results indicate that six dimensions of silence motives (ineffectual, relational, defensive, diffident, disengaged, and deviant) emerged from the data, which can be reliably measured and provide incremental value for understanding and assessing employee silence. Copyright © 2012 John Wiley & Sons, Ltd.     

Positive affectivity neutralizes transformational leadership's influence on creative performance and organizational citizenship behaviors

This study uses an interactionist approach to examine the moderating effect of follower trait positive affectivity (trait PA) on the relation between transformational leadership and both follower creative performance and organizational citizenship behaviors (OCB). On the basis of responses from 212 employees and their direct supervisors from the research and development department of a company in Mainland China, results support the hypothesized moderation effect. Specifically, the positive influence of transformational leadership on creative performance was significantly reduced for followers who were higher on trait PA (ΔR² = .02, p < .05). The same pattern, in which followers' trait PA appeared to substitute for the influence of transformational leadership, generalized to the outcome of follower OCB as well (ΔR² = .04, p < .01). We discussed theoretical and practical implications of these findings. Copyright © 2012 John Wiley & Sons, Ltd.