How do children learn to cross the street? The process of pedestrian safety training

Objective: Pedestrian injuries are a leading cause of child death and may be reduced by training children to cross streets more safely. Such training is most effective when children receive repeated practice at the complex cognitive–perceptual task of judging moving traffic and selecting safe crossing gaps, but there is limited data on how much practice is required for children to reach adult levels of functioning. Using existing data, we examined how children's pedestrian skills changed over the course of 6 pedestrian safety training sessions, each composed of 45 crossings within a virtual pedestrian environment.

Methods: As part of a randomized controlled trial on pedestrian safety training, 59 children ages 7–8 crossed the street within a semi-immersive virtual pedestrian environment 270 times over a 3-week period (6 sessions of 45 crossings each). Feedback was provided after each crossing, and traffic speed and density were advanced as children's skill improved. Postintervention pedestrian behavior was assessed a week later in the virtual environment and compared to adult behavior with identical traffic patterns.

Results: Over the course of training, children entered traffic gaps more quickly and chose tighter gaps to cross within; their crossing efficiency appeared to increase. By the end of training, some aspects of children's pedestrian behavior was comparable to adult behavior but other aspects were not, indicating that the training was worthwhile but insufficient for most children to achieve adult levels of functioning.

Conclusions: Repeated practice in a simulated pedestrian environment helps children learn aspects of safe and efficient pedestrian behavior. Six twice-weekly training sessions of 45 crossings each were insufficient for children to reach adult pedestrian functioning, however, and future research should continue to study the trajectory and quantity of child pedestrian safety training needed for children to become competent pedestrians.     

A new look at the psychological contract during organizational socialization: The role of newcomers' obligations at entry

Previous studies have demonstrated that the psychological contract is largely shaped during socialization. This study adopts a complementary perspective and analyzes how the psychological contract at the start of employment shapes the subsequent socialization process. Drawing upon social exchange theory, we propose that newcomers with a higher sense of their personal obligations at entry will perceive orientation training as more useful and develop better relationships with their supervisors and peers, which in turn will facilitate their work adjustment. Results of a longitudinal survey on a sample of 144 recruits from a European Army show that newcomers with a higher initial sense of their employee obligations toward their employer report higher perceived training utility, higher leader–member exchange (LMX) with their instructors, and higher team–member exchange (TMX) with their platoon peers. Moreover, perceived training utility and LMX predict the fulfillment of employers' obligations; and training utility predicts the level of newcomers' employee obligations. Finally, training utility, LMX, and TMX predict some of three indicators of newcomers' adjustment, namely, role clarity (training utility and LMX), group integration (TMX), and organizational values understanding (training utility). These results highlight how newcomers' obligations at the start of employment contribute to the social exchange dynamic underlying organizational socialization. Copyright © 2015 John Wiley & Sons, Ltd.     

领结图分析法在组织变更中的应用

介绍了领结图分析方法的分析过程及在组织变更中的应用。应用于组织变更过程时,识别变更带来的风险及需要制定的控制措施,并结合检查和差距分析手段,确定组织的关键安全岗位,以保障组织的安全管理水平不会因变更的原因而降低。     

工业-环境系统的非线性描述

利用自组织的理论与方法建立了一个描述工业－环境系统时间演化的非线性动力学模型。该模型刻画了产值,环保投资,改进生产技术以及环境容量的数量关系,模型简单易于应用。本文还应用所建立的模型研究了白银地区工业发展和环境问题。     

Associations between driver training, determinants of risky driving behaviour and crash involvement

The core aim of the study is to examine associations between formal and informal practical driver training as well as driving experience on the one hand and young drivers’ safety attitudes, self-assessment of driving ability and self-reported driver behaviour on the other hand. An additional aim is to examine the associations between attitudes, self-assessment and behaviour on the one hand and crash involvement on the other hand. The results are based on a self-completion questionnaire survey conducted among a representative sample of Norwegian drivers aged 18–20 years (n = 1419). The results showed that there were small yet significant associations between driver training, on the one hand and traffic safety attitudes and risky driving behaviour on the other hand. The amount of formal driver training was negatively associated with the respondents’ evaluation of their driving skills; although the amount of lay instruction was positively associated with such self-evaluation. The results also showed that attitudes as well as self-assessment of driving ability were significantly associated with self-reported risk behaviour. This was especially true for attitudes related to rule violations. There was a strong association between crash involvement and exposure (measured as months holding a licence). Young novice drivers’ crash involvement seems stronger associated with driving skills (manifested as self-assessment of driving ability) than safety attitudes and self-reported driver behaviour. The consequences of the results for driver training and accident prevention are discussed.     

小组织环境下的远洋船员适航性仿真分析

远洋船员的行为可靠度直接影响到海上船舶的交通安全,认识和分析船员的适航性是控制船舶安全的重要途径。在提出船员适航度概念的基础上,建立其求解数学模型;基于电路受控源的理论,分别以公司安全管理激励、公司组织阻抗、船舶组织负阻抗及船员的航行阻抗为基本参数,建立小组织环境下的船员管理模型,界定船员原有行为品质保持一定值的条件下,对参数的变化值以5%迭代进行仿真,仿真结果表明组织负阻抗值达到一定的情况下,船员适航指数变化将趋于平缓,而船员的自身航行阻抗对其适航性指数影响较大。同时,有效加强航运公司的安全激励可以适当改变船员的适航性变化,延长船员的适航时间。     

Double-conscious professional self-expression of racial minority scientists-in-training

Double-consciousness pervades the workplace experiences of minority professionals. Prior research captures various manifestations of double-consciousness in the workplace, yet much of what we know comes from understanding the experiences of minority professionals in predominantly White workplaces. Inherent in conceptions of double-consciousness is the sense of twoness in one's self concept that arises from seeing oneself through the eyes of both the predominantly White profession and one's own racial community. In this study, we examine contrasts as well as commonalities in experiences of double-consciousness across different social contexts in the socialization of minority scientists-in-training. We draw from qualitative data collected from 64 individuals (including 39 underrepresented minority doctoral students, and 25 faculty, staff, and administrators) in science, technology, engineering, and mathematics (STEM) doctoral programs in both predominantly White and historically Black institutions to examine and compare the factors across different contexts that influence how minority scientists-in-training are able to express their emerging professional identity. Our findings reveal how minority scientists-in-training experience twoness as both a struggle and a strength, and we develop an inductive model of how different socializations influence the double-conscious professional self-expressions of minority scientists in training.     

事故的组织管理原因文献综述

组织管理原因是一类重要的事故致因,对其全面了解才能有效预防事故。就组织管理原因对事故的作用机理、定义与内容、事故分析对其研究的现状进行文献综述。通过文献梳理发现,在一维链式事故模型和系统论为基础的事故模型中,组织管理原因对事故作用机理不同,但对事故发生都具有重要作用。现阶段研究中,组织管理原因没有统一的定义和内容,但具有的区别于其他事故致因的特性能得到共识。现阶段常见的事故分析模型对组织管理原因进行定量和定性分析,但仍需继续完善。最后,对组织管理原因的研究方向提出展望。     

The role of supervisor political skill in mentoring: Dual motivational perspectives

Drawing on self‐determination and self‐concept‐based theories, this study investigated the mediating effects of psychological empowerment and organization‐based self‐esteem on the relationship between supervisory mentoring and employee performance and the moderating effect of supervisor political skill on the direct and first stage of the indirect effects. Data were obtained from a sample of 330 subordinate–supervisor dyads from the People's Republic of China. Using PROCESS of conditional indirect effect, we found support for the moderated direct and indirect effects of supervisory mentoring. First, supervisor political skill moderates the direct effect of supervisory mentoring on employee promotability. Second, supervisor political skill moderates the indirect effect of supervisory mentoring on the following: (i) employee promotability via both psychological empowerment and organization‐based self‐esteem and (ii) contextual performance only via psychological empowerment. These direct and indirect effects of supervisory mentoring are stronger when supervisors demonstrate a higher level of political skill. Copyright © 2013 John Wiley & Sons, Ltd.     

事故应急救援指挥中心组织架构和运行机制探讨

在分析比较国内外研究成果的基础上,以事故指挥系统为框架,结合国内的实际情况,设计了以指挥、运作、计划、后勤保障和财务五大部门为主体的事故应急救援指挥中心组织架构和职责功能,提出了事故应急救援指挥中心的运行机制,为完善我国事故应急救援理论研究提供参考.