ES-2001采油队安全生产巡检管理系统的开发与应用

介绍了新开发的ES—2001采油队安全生产巡检管理系统的系统构成和特点及巡检工作过程。采用非接触式射频信息卡，大大方便了职工巡检刷卡，借助油田局域网可随时对基层单位的巡检结果进行网页浏览，直接看到巡检记录报表和漏检记录报表，客观公正地进行考核，提高了综合管理水平。     

新体制下我国安全生产执法队伍改革问题探讨

为研究探讨我国安全生产执法队伍的改革方向和政策建议,分析了2018年国家机构改革对安全生产执法队伍产生的影响,以及我国安全生产执法队伍存在的法律地位不明确、职责任务不清晰、人员数量不足等问题,介绍了美英等工业化国家安全监管执法的经验和我国5个行业领域综合执法队伍改革的政策要求。研究提出:我国安全生产执法队伍改革的大方向是“大安全综合”“检查、处罚和强制执行三权分离”的行政执法队伍体制,力量配置上主要是以设区市为主体组建市级安全生产综合执法队伍、县级执法队伍作为其派出机构实行“局队合一”体制。     

A multilevel study of group‐focused and individual‐focused transformational leadership,social exchange relationships,and performance in teams

Using matched reports from 73 team leaders and 359 of their members across 23 companies in Korea, we examined a multilevel model where group‐ and individual‐focused transformational leadership and their influence processes operate at the team and dyadic levels independently and interactively to be associated with team and member performance. Results indicated that group‐focused transformational leadership was positively associated with team performance through team member exchange (TMX), whereas individual‐focused transformational leadership positively related to team members' in‐role and extra‐role performance through leader–member exchange (LMX). TMX not only positively mediated the relationships between group‐focused transformational leadership and member performance after controlling for LMX but also positively moderated LMX–performance relationships. Moreover, the indirect effect of individual‐focused transformational leadership through LMX on member performance was contingent upon the level of TMX. Theoretical and applied implications are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

浅析应急救援队伍在抢险救援中的应急保障能力

通过对当前应急救援队伍的装备配置和维护保养情况进行调查,结合基层队伍的专项训练情况,分析现阶段应急救援队伍应急保障中存在的薄弱点,就如何提高应急救援队伍的救援能力提出建议。     

Use of a generalized linear model to evaluate range forage production estimates

Interdisciplinary teams have been used in federal land planning and in the private sector to reach consensus on the environmental impact of management. When a large data base is constructed, verifiability of the accuracy of the coded estimates and the underlying assumptions becomes a problem. A mechanism is provided by the use of a linear statistical model to evaluate production coefficients in terms of errors in coding and underlying assumptions. The technique can be used to evaluate other intuitive models depicting natural resource production in relation to prescribed variables, such as site factors or secondary succession.     

高校运动队管理方法的探讨

本文阐述了校运动队科学管理运动员的方法,用于充分调动运动员的积极性、创造性,争取好的运动成绩,培养运动员的优良品质,为训练和比赛提供有益的帮助。     

From being diverse to becoming diverse: A dynamic team diversity theory

On the basis of the literature of open systems and team diversity, we present a new dynamic team diversity theory that explains the effect of change in team diversity on team functioning and performance in the context of dynamic team composition. Building upon the conceptualization of teams as open systems, we describe the enlargement and decline of team variety, separation, and disparity through member addition, subtraction, and substitution. Then, focusing on diversity enlargement, we theorize the contemporaneous and lasting effects of team diversity change on team performance change and on team processes and states leading to them. Dynamic team diversity theory expands the focus of team diversity research from teams' being more diverse than others to teams' becoming more diverse than before. It aims to advance team diversity research to be better aligned with the organizational reality of dynamic team composition. We also discuss methodological considerations in subsequent empirical testing of the theory and highlight how the theory and future research may help to guide organizational practice in recomposing work teams.     

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.     

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。     

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。