全文获取类型
收费全文 | 73篇 |
免费 | 13篇 |
专业分类
安全科学 | 59篇 |
环保管理 | 10篇 |
综合类 | 8篇 |
基础理论 | 3篇 |
评价与监测 | 1篇 |
社会与环境 | 2篇 |
灾害及防治 | 3篇 |
出版年
2023年 | 3篇 |
2022年 | 3篇 |
2021年 | 3篇 |
2020年 | 9篇 |
2019年 | 6篇 |
2018年 | 4篇 |
2017年 | 4篇 |
2016年 | 7篇 |
2015年 | 2篇 |
2014年 | 5篇 |
2013年 | 7篇 |
2012年 | 6篇 |
2011年 | 5篇 |
2010年 | 4篇 |
2009年 | 2篇 |
2008年 | 2篇 |
2007年 | 1篇 |
2005年 | 2篇 |
2004年 | 1篇 |
2003年 | 3篇 |
2001年 | 1篇 |
2000年 | 1篇 |
1996年 | 2篇 |
1994年 | 1篇 |
1991年 | 1篇 |
1986年 | 1篇 |
排序方式: 共有86条查询结果,搜索用时 46 毫秒
71.
Process hazard analysis (PHA) is a cornerstone of process safety management programs. The quality of the PHA performed directly affects the level of risk tolerated for a process. The lower the quality of a PHA, the more likely higher risk will be tolerated. There are few requirements for PHA team members in the U.S. Occupational Safety and Health Administration's process safety management regulations. More detailed requirements for participation in a PHA are desirable.A competency management program should be used to ensure PHA practitioners and teams are appropriately qualified. Criteria for selecting PHA team leaders, or facilitators, and other team members are key to such a program and are described in this paper. The criteria cover both technical and personal attributes. Application of the criteria is described and team performance metrics, which can be used to correlate performance with the assessment of competency to validate the criteria and methods used, are discussed.Owing to the importance of the role played by team leaders, certification of their competency is desirable. Criteria for certification are described and their application is discussed. 相似文献
72.
73.
74.
75.
María del Carmen Triana Christopher O. L. H. Porter Sandra W. DeGrassi Mindy Bergman 《组织行为杂志》2013,34(8):1124-1144
We draw from social categorization theory and the actor–observer hypothesis to extend previous research regarding receiving high levels of help from team members. Specifically, we explore how a team member's performance feedback on how they handled a disproportionately heavy share of the team's workload and how their racial distance from the rest of their teammates affect the amount of helping that person receives from their teammates. Results from a laboratory study in which 79 teams worked on a computerized, decision‐making task demonstrated a three‐way interaction between workload, performance feedback, and the racial distance between the feedback recipient and the rest of their teammates. Racially distant negative feedback recipients who had a disproportionately heavy share of their team's workload received less help from teammates than their racially similar counterparts. Copyright © 2012 John Wiley & Sons, Ltd. 相似文献
76.
Employees' self‐efficacy and perception of individual learning in teams: The cross‐level moderating role of team‐learning behavior
下载免费PDF全文
![点击此处可从《组织行为杂志》网站下载免费的PDF全文](/ch/ext_images/free.gif)
Despite the importance of employee learning for organizational effectiveness, scholars have yet to identify the factors that influence employees' perception of individual learning. This paper identified employees' self‐efficacy as a potential antecedent to their perception of individual learning in the context of teamwork. We also hypothesized that team‐learning behavior had a moderating effect on the relationship between employees' self‐efficacy and their perception of individual learning. We conducted a study of 236 teams working in a retail firm, comprising 236 team supervisors and 1397 employees, and analyzed the data using hierarchical linear modeling. This study revealed that employees' individual‐level self‐efficacy was positively associated with their perception of individual learning in teams. Additionally, team‐learning behaviors moderated the positive relationship between employees' self‐efficacy and the perception of individual learning. This study has theoretical and practical implications for a more nuanced understanding of the perception of individual learning in the context of teamwork. Copyright © 2016 John Wiley & Sons, Ltd. 相似文献
77.
How and when does team member voice facilitate team innovation? Integrating research on member voice and a dialectic perspective of innovation, we advance a model in which team member promotive voice enhances team innovation through team knowledge utilization, whereas team member prohibitive voice enhances team innovation through team reflexivity in a nonlinear fashion. We further propose that the differential effects of team member promotive and prohibitive voice will be stronger at different stages (idea generation vs. idea implementation) of the innovation cycle. Survey data from 78 research and development project teams showed a positive indirect effect between team member promotive voice and team innovation through team knowledge utilization, although this relationship was also mediated through team reflexivity. Moreover, the indirect effect of team member promotive voice on team innovation via team knowledge utilization was stronger for teams in the idea generation stage of team innovation. Results also confirmed a nonlinear indirect relationship between team member prohibitive voice and team innovation via team reflexivity such that the positive effects of team member prohibitive voice tapered off at high levels. Contrary to our expectations, the effects of prohibitive voice held regardless of stage. Theoretical and practical implications are discussed. 相似文献
78.
为科学评价灾害事故专业应急救援队伍能力,基于相关行业领域应急救援队伍能力评价研究及制度标准分析,提取专业应急救援队伍能力构成要素,建立应急救援队伍能力评价指标体系及相应的评价方法。结果表明:指标体系可合理表征专业应急救援队伍能力,可为相关政府及企业开展灾害事故专业应急救援队伍能力评价提供参考。 相似文献
79.
Researchers have examined the effects of individual job‐related anxiety on employee attitudes and behaviors but have yet to examine whether team job‐related anxiety would have similar or different effects. Building on prior research on negative group affective tone and creativity, we propose that team job‐related anxiety has an inverted U‐shaped curvilinear relationship with both team and individual creativity. Furthermore, we posit that team cooperativeness moderates those curvilinear relationships. Using a two‐wave research design and matched employee‐supervisor data from 290 employees nested in 65 teams, we found support for the proposed inverted U‐shaped relationships. Moreover, the intermediate level of team job‐related anxiety was associated with higher individual creativity in teams with higher cooperativeness. We conclude the study with a discussion of the theoretical and practical implications of our findings. 相似文献
80.
为有效提升煤矿企业安全管理效能,提高矿工安全绩效,基于资源保存理论、社会认知理论和自我决定理论,以团队层面的团队效能感和个体层面的安全动机为中介变量,探讨团队关系冲突(TRC)对矿工安全绩效的跨层次影响机制.对40个班组347名矿工进行问卷调查和实证研究,结果表明:TRC不仅能直接负向影响矿工安全绩效,还能通过团队效能... 相似文献