班组长领导方式对矿工安全行为的影响 效用研究—基于调整焦点理论*

围绕班组长领导方式和矿工安全行为的内涵,通过文献分析与因子分析,剖析出班组长领导主要包含领导魅力、鼓励性激励、智力激发、个性化关怀、权变性奖励、积极例外管理和消极例外管理七种方式,矿工安全行为主要包含安全遵守与参与一种方式。以班组长七种领导方式为外在潜变量,矿工安全行为一种方式为内在潜变量,基于调整焦点理论下构建班组长领导方式对矿工安全行为的影响效用模型。运用SPASS17.0和AMOS7.0软件,探析班组长各领导方式对矿工安全行为的作用路径及其影响,从而为煤矿安全管理提出新思路。     

浅议加强安全生产执法队伍建设

为了充分发挥安全生产执法队伍的作用,规范执法行为,依法履职,端正执法形象,必须加强安全生产执法队伍建设,维护国家法律的尊严,保障执法的公平、正义,提高安全生产执法队伍管理水平。本文对安全生产执法队伍把好人员进入关、完善机构、建章立制等加强基础建设,探索和转变执法方式等方面进行探讨,论述加强安全生产执法队伍建设的重要性和具体作法。     

我国安全生产基层执法队伍建设问题与对策

通过收集分析相关统计数据和资料,深入分析我国安全生产基层执法队伍建设现状。统计分析结果表明:专门的基层执法机构仍不健全;与基层实际执法工作需要相比,执法人员相对不足;执法人员业务素质不高;执法队伍不稳定,人员变动频繁。最后从建立人员配备标准、合理调配人员、加快监察人员专业化建设进程、落实从优待安政策等4方面,提出了相应的对策。     

Women executives and off-the-job misconduct by high-profile employees: A study of National Football League team organizations

The risk of off-the-job misconduct by high-profile employees is a serious concern of top management in professional sport organizations, media and entertainment companies, and public-facing entities in the government and education sectors. Yet there is little research on how to prevent or mitigate this form of misconduct in organizations. Utilizing upper echelons theory and the literature on demographic composition, we examine the relationship between the gender composition of executives of team organizations in a men's professional sport league and subsequent misconduct by players on those teams. Specifically, we employed multilevel and logistic regression analyses to unique data on U.S. National Football League team organizations, and we found that firms with a critical mass of women executives experienced fewer player arrests. No support was found for executive power as a moderator of this relationship. We discuss the implications of our findings for the demographic composition literature. We also offer guidance for preventing and managing off-the-job misconduct by high-profile employees.     

高校学生干部队伍团队精神培养初探

阐述了团队精神及其对于高校学生干部队伍的重要意义,结合所在高校学生干部队伍的现状进行了分析,发现目前高校学生干部队伍在团队精神培养工作方面存在部分学生干部自身素质欠缺、学生工作机制有待完善、培养方法与学生需求存在一定距离、学生干部间缺乏沟通等问题,并对其成因进行了剖析,尝试通过规范工作机制、创造交流机会、开展各种形式的团队实践活动等方法予以解决,以期为新时期高校学生干部队伍建设提供新思路。     

基于产业化发展的农业人才“回流”问题研究

农业产业化发展需要人才支持,但长期城乡二元经济体制、偏向城市的工业优先发展战略等,造成农业农村人才大量流失,出现人才"空心化"、产业化人才匮乏等问题。随着农业生产链条的不断延伸及分工与合作的逐步深化,满足产业化需求的人才结构也逐步细化,许多关键领域的人才缺口较大,如:推动产业化扩张和规模化发展的规划管理人才,提升产业科技水平和产业链延伸交融程度的农业技术人才,促进产业链顺利延伸和产业集群发展的综合服务人才等。当农业农村现有人才存量无法满足产业化发展需求时,在地方政府指导下,合理引导掌握一技之长的农民工、农村籍大学生以及非农籍社会人才回流农业,是确保农业产业化持续、快速、健康发展的重要措施。相应的,实现人才顺利回流农业,需通过日益延伸的农业产业链内部市场的利益联结机制,鼓励并引导产业化紧缺人才组成专业型或互补型人力资本团队并积极参与产业化过程。     

Attitude to safety rules and reflexivity as determinants of safety climate

IntroductionWe present two studies that focus on the relationship between safety rules and the safety climate. It is expected that a reasoned acceptance, namely one based on an understanding of the bases for the rules and a collective management of the rules, should benefit the climate. Method: In an initial study (N = 202) employees replied to a questionnaire that measured the safety climate, the level of the relationship with the safety rules, and the understanding of their bases. The results highlighted the fact that a reasoned acceptance of the rules is associated with an understanding of their bases and predicts the level of safety. In a second study (N = 258) employees replied to a questionnaire measuring team reflexivity, the safety climate, and the level of relationship with the safety rules. We observed that collective management of the rules mediated the relation between team reflexivity and the safety climate. Results: The results are discussed from the point of view of their practical implications. Developing safety climate requires that operators are trained to understand the basis of safety rules and team reflexivity.     

To reflect or not to reflect: Prior team performance as a boundary condition of the effects of reflexivity on learning and final team performance

A small but growing body of literature adds to our understanding of the role of team reflexivity (i.e., reflecting upon team functioning) in predicting team performance. Although many studies conclude that reflexivity is an asset for teams, the contingencies of team reflexivity have received far less research attention. In this respect, we argue that team reflexivity may be especially helpful for teams with relatively low performance. Teams that are reflexive tend to learn from previous mistakes, errors, and group processes, which in turn will improve the performance of the team. We propose that this relationship will most likely positively affect learning and final team performance under conditions of relatively poor prior performance. When a team is doing relatively well, the relationship between reflexivity and final team performance will be less clear, as reflexivity and learning is less needed. In a longitudinal study (N = 73 teams), we found support for this idea. As predicted, results indicated that this interaction between team reflexivity and initial team performance on future performance was mediated by team learning. We outline how these findings are important for our understanding of the contingencies of team reflexivity and team performance dynamics. Copyright © 2012 John Wiley & Sons, Ltd.     

Positive group affective tone and team creativity: Negative group affective tone and team trust as boundary conditions

Drawing on multiple group‐level theories, we explored boundary conditions of the relationship between positive group affective tone (PGAT) and team creativity. We collected data from members and leaders of 68 research and development teams and performed hierarchical linear modeling analyses to test our hypotheses. Consistent with the “group‐centrism” perspective, we found that PGAT was beneficial for team creativity only when team trust was low; when trust was high, PGAT had a negative relationship with team creativity. In accord with the “dual‐tuning” perspective, the positive effect of PGAT on creativity was present only when team trust was low but negative group affective tone was high. We discussed the theoretical and practical implications. Copyright © 2011 John Wiley & Sons, Ltd.     

安全标准化班组建设与管理研究

标准化班组建设在实现企业安全生产方面具有十分重要的意义。通过研究和分析现阶段各行业优秀班组的先进管理经验,总结出了一套安全标准化班组建设和管理的基本程序和方法,为现代企业班组安全管理提供有益的参考。