中国石油的2110安全管理模式

本文介绍了中国石油天然气股份有限公司2110安全管理模式的内涵、发展历程、效果和发展前景.通过2110安全管理模式的建立,中国石油安全管理工作基础得到夯实,安全业绩不断得到改进.     

基于心理契约的煤炭企业员工安全感的培育

分析心理契约与安全感内涵,进一步探讨煤矿企业员工心理契约形成过程及其与安全感之间的关系模型,指出心理契约是影响员工安全感的重要因素。根据心理契约的动态发展特性,提出煤矿企业员工安全感3阶段培育策略。指出通过生产设备本质安全化、健全安全管理制度,安全行为矫正与安全心理培训等手段建立良性互动的心理契约,是培养煤炭企业员工安全感的重要途径。研究表明:在煤炭企业内部建立有效的沟通平台可以强化企业与员工之间的心理约束,提高员工的心理承受能力和风险干预能力,进而增强煤炭企业员工的安全感。研究的思路和方法为煤炭企业的安全管理提供了一种全新的视角,对遏止煤矿重大事故具有重要意义。     

地震灾害心理伤害的相关问题研究

结合唐山地震灾区社会恢复与社会行为问题研究,对将近2000份有关地震社会问题的问卷进行了重新统计、整理,归纳提炼出了与地震灾害心理伤害相关的内容。作者作为地震灾害的幸存者,与灾民相伴,对他们进行了相关的心理帮助,并作了大量和深入的调查研究,了解灾害造成的心理伤害程度,同时进行了灾害心理统计与分析,总结研究了地震发生前后的各种经验教训。     

谈心理健康教育对高职院校学风建设的作用

目前学风建设在高职院校中多采用以学生为主体、以教师为主导和制度辅助等形式.鉴于学生的从众趋向和群体意识、模仿等对学风建设产生的心理机制的影响,大学生自我发展因素又可能产生相反的问题性影响,心理健康教育可以通过促进学生优良品德的形成,提高学生智力活动和身心素质,对高职院校良好学风的建设有促进作用.     

The psychological contracts of violation victims: A post‐violation model

Organizations may fail to keep their commitments to their employees, at times leading to psychological contract violation. Although many victims of violation remain with their employer despite such adverse experiences, little research exists on their responses in the aftermath of violation. This paper develops a post‐violation model to explain systematically how violation victims respond to and cope with violation and the effects this process has on their subsequent psychological contract. Central to post‐violation are the victims' beliefs regarding the likelihood of violation resolution and the factors affecting it. The model specifies how the victim engages in a self‐regulation process that results in an array of potential psychological contract outcomes. Possible outcomes include reactivation of the original pre‐violation contract, the formation of a new contract that may be more or less attractive than the original, or a state of dissolution wherein the victim fails to form a functional psychological contract with the employer. The research and practical implications of this model are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

基于心理契约的煤矿企业本质安全文化模式研究

当前,许多煤矿企业安全文化建设仍然停留在表象层面,并没有形成员工的理性安全自觉,难以实现煤矿企业的本质安全。研究证明,心理契约是安全文化构建的基础与着陆的关键环节。基于心理契约理论,首先考察心理契约与煤矿企业本质安全文化的内涵,其次挖掘心理契约与煤矿企业本质安全文化相互影响的机理,最后提出全新的煤炭企业本质安全文化模式。认为只有基于心理契约,以本质安全精神文化为核心,以本质安全制度文化、本质安全行为文化、本质安全物质文化为支撑,方能构建煤矿企业本质安全文化模式,真正实现人-机-环境的本质安全。     

体力疲劳对建筑工人不安全行为的影响效应研究

为降低建筑安全事故发生的概率,从建筑工人的不安全行为入手,构建体力疲劳与不安全行为理论影响模型,通过结构方程模型(structural equation model, SEM)与层次回归法实证检验二者间的影响关系。研究结果表明：体力疲劳直接正向影响建筑工人不安全行为,且通过工作倦怠作为中介因素间接影响建筑工人不安全行为;而心理资本反向调节体力疲劳与工作倦怠的关系。研究结果揭示体力疲劳与不安全行为的中介调节机制,丰富和完善二者的间接及整体关系,有助于管理者有效防控建筑工人的不安全行为。     

Antecedents and consequences of collective psychological ownership: The validation of a conceptual model

We investigate team member feelings of collective psychological ownership (CPO) over teamwork products, the psychological paths that lead to it, and its impact on team workers' evaluations of team effectiveness, turnover intentions, and intentions to champion teamwork products. We focus on the teamwork product as an important target of ownership feelings, building on theories of self-extension, psychological ownership, and team emergent states. In Study 1, we validate measures for three ownership activating experiences (OAE) that have been proposed as paths to CPO (control over, intimate knowledge regarding, and investment in the teamwork product) using two samples of individual team workers (n = 210 and n = 140). In Study 2 (n = 183) and Study 3 (n = 200), we use surveys and a multiwave design to show that team workers' feelings of CPO mediate the relationship between investment in and intimate knowledge regarding the product and team effectiveness evaluations, team turnover intentions, and intentions to champion the work product. In Study 4 (n = 48 teams), CPO was predicted by the ownership activating experiences, at the team level. This research additionally highlights the benefits to organizations of creating conditions for the emergence of employee feelings of shared ownership over teamwork products.     

Occupational injury and psychological distress among U.S. workers: The National Health Interview Survey, 2004–2016

Introduction: Injuries at work may negatively influence mental health due to lost or reduced working hours and financial burden of treatment. Our objective was to investigate, in U.S. workers (a) the prevalence of serious psychological distress (SPD) by injury status (occupational, non-occupational, and no injury) and injury characteristics, and (b) the association between injury status and SPD. Methods: Self-reported injuries within the previous three months were collected annually for 225,331 U.S. workers in the National Health Interview Survey (2004–2016). Psychological distress during the past 30 days was assessed using the Kessler 6 (K6) questions with Likert-type scale (0–4, total score range: 0–24). SPD was defined as K6 ≥ 13. Prevalence ratios (PR) from fitted logistic regression models were used to assess relationships between injury and SPD after controlling for covariates. Results: The prevalence of SPD was 4.74%, 3.58%, and 1.56% in workers reporting occupational injury (OI), non-occupational injury (NOI), and no injury, respectively. Workers with head and neck injury had the highest prevalence of SPD (Prevalence: OI = 7.71%, NOI = 6.17%), followed by workers with scrape/bruise/burn/bite (6.32% for those with OI). Workers reporting OI were two times more likely to have SPD compared to those without injury (PR = 2.19, 95%CI: 1.62–2.96). However, there was no significant difference in SPD between workers with OI and workers with NOI (PR = 0.98, 95%CI: 0.65–1.48). Conclusion: The prevalence of SPD varied by injury status with the highest being among workers reporting OI. We found that the workers reporting OI were significantly more likely to have SPD than those without injury, but not more than those with NOI. Practical Applications: Mental health management programs by employers are necessary for workers who are injured in the workplace.     

城市地震时人的心理反应与应急对策

本文运用社会心理学、社会行为学与地震社会学的原理,分析研究城市地震灾害发生时,人们的心理行为反应特征以及制约震时人们心理行为反应的主客观因素,在此基础上提出震时人们应采取的应急对策。