基于高可靠性组织理论的HSSE事故事件管理系统

对目前石油化工行业事故事件管理存在的问题进行梳理分析,运用高可靠性组织理论方法对管理的具体内容、方法以及流程做出详细的设计,从而建立一套完善的HSSE事故事件管理系统。旨在对典型事故事件的发生原因和潜在规律进行深入分析和学习,提升风险预警能力,找出HSSE管理中的薄弱环节,持续改进HSSE管理体系。     

Effects of initial resources on the development of strains during a stressful training situation: Some counterintuitive results

Resource theories of occupational stress argue that employees' personal and environmental resources protect them from too much distress or strain during stressful work experiences. We examined four resources (emotional stability, previous experience, low drain on pre‐existing resources, and workgroup quality) available to soldiers at the beginning of a stressful 3‐month training experience as predictors of the trajectories of their strains over that period of time. Based on conservation of resources theory and the job demands–resources model, we predicted that the trends of strains would be more favorable (would increase more slowly or decline more quickly) if participants started the training with greater resources. The resources, primarily emotional stability and lack of pre‐existing resource drain, tended to be negatively related to strains, consistent with the idea that they can reduce strains. Significant interactions predicting trends were found predicting two of the three strains (post‐traumatic stress symptoms and depression, but not reports of physical health). Contrary to expectations, however, the three resources that significantly predicted trends over time (emotional stability, previous experience, and low pre‐existing resource drain) were associated with worsening rather than improving strains. Copyright © 2014 John Wiley & Sons, Ltd.     

Overqualification and counterproductive work behaviors: Examining a moderated mediation model

The current study examined the effect of employees' perceived overqualification on counterproductive work behaviors (CWBs). Building on person–job fit theory and prior research on such organizational phenomena, we conceptualized overqualification as a type of poor person–job fit. Drawing on the dual‐process model, we further suggested that in processing their person–job misfit, overqualified employees might cognitively appraise themselves as less worthy organizational members and experientially feel angry toward the employment situation. We also suggested that to the extent that overqualified people are sensitive to justice, they may react more or less strongly to being overqualified. We tested our predictions using time‐lagged data from a sample of 224 workers and their supervisors employed in a large manufacturing company in China. Consistent with our theoretical framework, we found that organization‐based self‐esteem (OBSE) and anger toward employment situation mediated the positive relationships between perceived overqualification and both self‐rated and supervisor‐rated CWBs. In addition, justice sensitivity moderated the relationship between perceived overqualification and the mediators (i.e., OBSE and anger) and the indirect relationship between perceived overqualification and CWB. The theoretical and practical implications of these findings as well as future research directions are discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

基于Shapley值的农村非政府应急组织激励模型构建

农村非政府应急组织是以共同应对农村突发事件为纽带自愿结成的互助性合作联盟,成员间的利益分配关系是组织生存与发展的重要基础。而Shapley值法正是解决多人合作利益分配问题的一种简便易行的数学方法。基于Shapley值法构建农村非政府应急组织利益分配激励模型能较好地促进其成员间的信任、合作与共享信息,使其收益透明化,有助于全面提升应急服务效益和充分发挥应急服务功能。首先,介绍了基于Shapley值法构建农村非政府应急组织激励模型的研究现状,然后初步探索了构建步骤及其实施建议,以进一步促进农村非政府应急组织的稳定运行与健康发展。     

自然灾害应急会商协调网络特征与优化研究*

为研究自然灾害减灾应急会商协调网络特征与优化,引入社会网络分析方法,以全国自然灾害基本情况发布通知为数据来源,构建自然灾害应急会商协调网络,从网络整体结构与机构节点属性2个方面刻画应急管理部组建前后应急会商协调网络的演进路径,并结合凝聚子群分析应急会商协调网络的派系结构与资源流动情况。研究结果表明:可以从应急资源的传递、共享与集聚角度重构自然灾害应急会商协调框架,提出从日常会商与灾情发布统一、发挥部际协调的平台优势、助力应急响应与处置实践3个方面优化应急会商协调模式的政策建议。     

社会组织参与下的职业健康治理模式分析与研究

针对现阶段政府监管主导下的职业健康治理模式存在的不足,从社会组织的角色定位、社会组织参与下的职业健康治理体系构成与运行机制等方面提出建议,并以目前多个地方现行的社会组织参与下的职业健康治理实践工作为例,对相关治理模式进行分析与总结,本文所提出的社会组织参与下的治理模式可以为各级政府和企业进一步提高相关职业健康治理水平提供参考和借鉴。