主要发达国家职业安全培训与社会保障体系的构成对构建我国职业安全培训体系的启迪

美、日及西欧一些发达国家 ,把安全培训教育提到了十分重要的地位。经过半个世纪不断完善 ,先后都建立了一整套具有各自特点的安全培训体系。对构建我国职业安全培训体系会有很多借鉴和启示。     

21世纪安全专业应用型人才的培养思路与模式

高等院校对人才的培养模式取决于社会对该类人才的需求和高校在其中应起的作用等因素。笔者在对市场作广泛调查的基础上重点论述 :2 1世纪安全工程专业培养的学生应当是应用型的 ,而应用型人才的培养既要考虑到其应用需求 ,更要考虑到学科的发展和教育人才的去向。以此为目的 ,笔者提出了 2 1世纪安全专业应用型人才的培养思路与模式 ,其中 ,多层次、全方位的办学方向、实践型的办学手段、开放型的办学形式分别是该模式的前提、基础与关键。还分析了通过上述途径实现“模式”的具体做法和努力方向     

连续流培养好氧颗粒污泥研究进展

好氧颗粒污泥(AGS)因其沉降性能好,生物量高,抗冲击能力强等优点而受到青睐.相比于传统的序批式反应器(SBR),连续流AGS技术具有易于操作控制以及匹配实际污水厂的大水量,连续流的优势,因而更具有研究价值和应用潜力.通过文献分析和整理,归纳了连续流AGS技术面临的挑战,总结了连续流培养AGS的研究现状和经验教训,并对...     

民航机组人员个体与组织匹配对安全绩效的影响——基于MOA模型的定性比较分析

人为因素成为当今航空飞行安全的最大隐患,针对人的安全科学管理至关重要.为进一步探索民航机组人员安全行为路径,寻求可能的行为管理切入点,将民航机组人员作为研究对象,以MOA模型(动机-机会-能力)为理论框架,应用模糊集定性比较分析方法,探究民航机组人员个体与组织两个层面的5个条件对员工安全绩效差异的多重并发复杂机制和因果...     

Stayers versus movers: Social capital and early career imprinting among young professionals

We investigate what interfirm career mobility patterns would emerge if individuals are motivated by the job rewards they obtain as a function of their experience in organizations. We articulate two career strategies that individuals employ to navigate their early careers—commitment to a single employer and “job hopping” between different employers. Each strategy generates social capital (an individual's structure of social relations) but of a different kind. Embeddedness in the same organization over time develops a strong local identity and reputation within the firm. Boundary spanning through experience in different organizations creates opportunities for connecting people and ideas and for knowledge transfer between firms. We posit and present evidence that the choice between these two strategies is conditioned by social experience at the onset of one's career—the length of tenure with the first employer—which sorts individuals into “stayers” and “movers.”     

The combined effects of on-road and simulator training with feedback on older drivers' on-road performance: Evidence from a randomized controlled trial

Objective: A number of training programs that seek to improve driving performance among older drivers are available accompanied by a growing interest in their effectiveness. The purpose of the present investigation was to examine the combined effect of (1) basic in-class training (BT); (2) on-road training with individualized feedback (OR); and (3) training on a driving simulator (S).

Methods: Using a randomized controlled trial study design, 78 older drivers were randomly assigned to one of 3 groups (BT, BT + OR, or BT + OR + S). All participants completed a pre- and postintervention on-road driving evaluation on a standardized route. The driving evaluations were recorded using video and Global Positioning System (GPS) equipment and were scored by a blind assessor.

Results: The results indicated a significant reduction of approximately 30% in overall number of driving errors/omissions among participants in the BT + OR and the BT + OR + S groups in comparison to participants in the BT group.

Conclusions: This study adds to the mounting evidence demonstrating the effectiveness of individualized driver training in improving safe driving among older adults.     

基于结构方程模型的地铁乘客安全行为影响因素分析

为了研究地铁乘客安全行为的影响因素,通过对北京、上海、广州、深圳等城市的地铁乘客的多项安全指标的抽样调查,建立了关于乘客安全行为的结构方程模型,研究了影响地铁乘客安全行为的主要因素。结果表明:良好的地铁安全氛围能有效提高乘客的安全知识水平、安全动机、安全心理水平、安全参与行为水平;安全参与行为水平同时受到乘客安全知识水平和乘客接受安全培训状况的影响,其中,乘客安全知识水平的高低取决于乘客接受安全培训状况;安全服从行为则与安全动机存在较强的正相关关系;乘客的安全心理水平只跟地铁安全氛围有关,安全氛围越好,乘客安全心理水平越高,安全知识作为中介变量同时影响着安全氛围与安全参与行为、安全培训与安全参与行为、安全氛围与安全动机以及安全培训与安全动机之间的关系,提高乘客安全知识水平是提高乘客安全行为水平的重要途径。     

城市道路应急交通组织措施及仿真评价*

为应对城市范围内的各类突发事件对城市道路交通系统带来的不利影响。在分析路径分配（交通分流）、反向交通组织、交叉口信号控制调整、交通管制措施等应急交通组织措施的基础上,以南京“6.20”道路交通事故为例,综合运用各种应急交通组织措施对城市局部路网进行应急交通组织,并通过VISSIM交通仿真软件对采用各种应急交通组织措施前后研究区域的行程时间进行对比。结果表明:采用应急交通组织措施对研究区域的交通疏导效果显著,且处理事故的时间越长,应急交通组织措施带来的优化效果越明显。     

The journey to leave: Understanding the roles of perceived ease of movement,proactive personality,and person–organization fit in overqualified employees' job searching process

Despite intensive research on perceived overqualification, empirical evidence on overqualified employees' job search behavior remains relatively insufficient. Notably, no studies have explored the possible link between perceived overqualification and internal job searching behaviors. In the present study, we consider whether—and more importantly when—employees with high perception of overqualification search for internal and external job opportunities. Applying the ability–motivation–opportunity (AMO) framework, we propose and test a model that specifies how motivation and opportunity to move or stay activate differential effects in overqualifiers' job searching process. Results from two studies surveying employees in Taiwan (Study 1: N = 268; Study 2: N = 210) show that overqualifiers displayed greater intentions to leave the current job and, in turn, engaged in more external job search behaviors; this relation was strongest for those whose perceived ease of movement and proactive personality increased or person–organization (PO) fit decreased. Furthermore, overqualifiers displayed greater intentions to leave the current job and also increased their internal job search behaviors; this relation was strongest for those whose perceived ease of movement and PO fit increased. A series of supplemental analyses also lends support to our theorizing.     

我国农村生态环境保护社区“自组织”载体刍议

当前,我国农村生态环境保护社区"自组织"的载体是居委会,已经得到法律与行政层面的认可.本文认为,社区"自组织"的载体不能仅仅局限于村委会,无论在理念层面还是在实践层面,村委会都存在着缺陷与不足,不能完全代表村民利益共同体.合作组织具有很多优势,应当成为我国农村生态环境保护社区"自组织"的重要载体之一.当前,合作组织载体作用的发挥还面临着许多难题,例如如何处理与村委会的关系、如何保证合法性等等.为此,我们认为,当前必需把合作组织自身建设与政府支持以及规范相互结合起来,合作组织自身建设的重点在于规章制度等环节,政府支持的重点在于人力资源培训以及保证合法性等环节,政府规范的重点在于立法、监督以及矫正等环节.同时,我们还要加强合作组织网络、综合性合作组织以及跨村域合作组织的建设,形成利益嵌套格局,以真正发挥合作组织在农村生态环境保护中的载体作用.