谈谈化验中应用工作曲线的几个问题

本文着重论述在化验分析中应有工作曲线中应注意的几个问题供参政。     

江苏地方地震工作业绩量化评析

设定量化考评标准和方法,对江苏地办系统的工作业绩作数值分析,研究了总分的组合构成、优势分布,人才断层、领导行为,经费和人力的投入产出效率,防灾属区的象征性适应能力,给出这些敏感问题的定量结果.     

It is also in our nature: Genetic influences on work characteristics and in explaining their relationships with well‐being

Work design research typically views employee work characteristics as being primarily determined by the work environment and has thus paid less attention to the possibility that the person may also influence employee work characteristics and in turn accounts for the work characteristics–well‐being relationships through selection. Challenging this conventional view, we investigated the role of a fundamental individual difference variable—people's genetic makeup—in affecting work characteristics (i.e., job demands, job control, social support at work, and job complexity) and in explaining why work characteristics relate to subjective and physical well‐being. Our findings based on a national US twin sample show sizable genetic influences on job demands, job control, and job complexity, but not on social support at work. Such genetic influences were partly attributed to genetic factors associated with core self‐evaluations. Both genetic and environmental influences accounted for the relationships between work characteristics and well‐being, but to varying degrees. The results underscore the importance of the person, in addition to the work environment, in influencing employee work characteristics and explaining the underlying nature of the relationships between employee work characteristics and their well‐being. Copyright © 2016 John Wiley & Sons, Ltd.     

安全研究的预设和途径及新观点

由于安全问题的复杂性和多样性,安全理论一般都很难被广大安全工作者高度认同。因此,亟需研究厘清安全的维度、给出安全研究的预设、梳理安全研究的途径和开拓新的安全理论。本文运用理论研究、科学分类和逻辑思辨等方法对上述几个方面的问题开展研究,首先从安全边界、安全主体、安全物资、安全环境、安全知识、安全管理、安全信息7个方面梳理了安全的维度,给出了几条安全研究的预设;其次,梳理了从事故预防、风险管理和本源安全出发的安全研究3条途径,并比较了它们的优缺点等;最后综述了近年出现的3种安全新思想。研究结果对认识安全研究的复杂性、合理选择安全研究路径、寻找未来安全工作新方向新领域等具有重要的理论和实际意义。     

Ergonomic interventions for prevention of work-related musculoskeletal disorders in a small manufacturing assembly line

This study involves performing improvements in workstation specification using a three-dimensional human modeling tool and proposing well-balanced work scheduling (WBWS) to prevent work-related musculoskeletal disorders (WMSDs) in a small manufacturing plant. To analyze risk factors of WMSDs, various tasks at 10 different types of workstation were evaluated with detailed motion analysis using a customized checklist. Questionnaires were administered to 27 workers to evaluate symptoms related to WMSDs. Revised workstation specifications were suggested based on anthropometric characteristics of workers using before–after analyses as an engineering control. Additionally, WBWS was proposed as an administrative control to avoid continuous physical stress on specific body parts in repetitive tasks. A software tool for WBWS was developed for convenient and easy application. The results of the study may aid managers in applying ergonomic interventions with time and cost savings, and enhance worker satisfaction and motivation due to improvements in working conditions to prevent WMSDs.     

One,two or three dimensions of work engagement? Testing the factorial validity of the Utrecht Work Engagement Scale on a sample of Polish employees

Work engagement, as conceptualized by the Utrecht Work Engagement Scale (UWES), is a work-related positive state of mind that is characterized by vigour, dedication and absorption; however, it still remains unclear how many dimensions work engagement comprises. This study tested the factorial validity of 11 different UWES factorial models that are available in the literature using a confirmatory factor analysis approach on a large sample of multi-occupational Polish employees (N?=?1420). The two-factor UWES-6, comprising vigour and dedication, was found to be reliable and remained invariant across samples drawn from four different organizational positions. It also presented a better fit than the three-factor UWES-9, which is a scale used as a standard in contemporary research on work engagement. The findings suggest that the three-factor UWES-9 might not be an optimal measure of work engagement in Poland.     

Micro‐break activities at work to recover from daily work demands

Recovery literature has focused predominantly on recovery processes outside the workplace during nonwork times. Considering a lack of research on momentary recovery at work, we examined four categories of micro‐break activities—relaxation, nutrition‐intake, social, and cognitive activities—as possible recovery mechanisms in the workplace. Using effort recovery and conservation of resources theories, we hypothesized that micro‐break activities attenuate the common stressor–strain relationship between work demands and negative affect. For 10 consecutive workdays, 86 South Korean office workers (842 data points) reported their specific daily work demands right after their lunch hour (Time 1) and then reported their engagement in micro‐break activities during the afternoon and negative affective state at the end of the workday (Time 2). As expected, relaxation and social activities reduced the effects of work demands on end‐of‐workday negative affect. Nutrition intake of beverages and snacks did not have a significant moderating effect. Post hoc analyses, however, revealed that only caffeinated beverages reduced work demands effects on negative affect. Unexpectedly, cognitive activities aggravated the effects of work demands on negative affect. The findings indicate not only the importance of taking micro‐breaks but also which types of break activities are beneficial for recovery. Implications, limitations, and future research directions are discussed. Copyright © 2016 John Wiley & Sons, Ltd.     

Congruence work in stigmatized occupations: A managerial lens on employee fit with dirty work

Although research has established that it is often difficult for individuals engaged in dirty work to adjust to stigma and the attributes giving rise to stigma, little theory or empirical work addresses how managers may help workers adjust to dirty work. Interviews with managers across 18 dirty work occupations—physically tainted (e.g., animal control), socially tainted (e.g., corrections), and morally tainted (e.g., exotic entertainment)—indicate that managers engage in “congruence work”: behaviors, sensemaking, and sensegiving that they perceive as helping individuals adjust and develop a stronger sense of person–environment fit. Specifically, congruence work focuses on 3 phases of managerial practices that correspond to individuals' growing experience in the occupation. First, recruitment/selection involves overcoming individuals' aversion to dirty work by selecting individuals with an affinity for the work and providing a realistic stigma preview. Second, socialization involves helping newcomers adjust to distasteful tasks and to stigma by using targeted divestiture, developing perspective taking, helping newcomers manage external relationships, and utilizing desensitization or immersion. Third, ongoing management roles involve cementing individuals' fit by fostering social validation, protecting workers from dirty work hazards, and negotiating the frontstage/backstage boundary. The practices identified as congruence work highlight the important role that managers can play in facilitating adjustment for both “dirty workers” and presumably their less stigmatized counterparts.     

How do flexibility i‐deals relate to work performance? Exploring the roles of family performance and organizational context

Drawing on the work–home resources model and conservation of resources theory, in this study, we explore how flexibility idiosyncratic deals (i‐deals) relate to employees' work performance through their family performance. In line with the work–home resources model, we introduce 2 contextual conditions to explain when our proposed associations may unfold. One is a facilitator: perceived organizational support; and the other is a stressor: perceived hindering work demands. The results of a matched sample of employees and their supervisors working in 2 companies in El Salvador support our hypotheses. Our findings show that the benefits of flexibility i‐deals to the work domain (i.e., work performance) extend only through the family domain (i.e., family performance). Our findings also emphasize that flexibility i‐deals do not unfold in a dyadic vacuum: For employees who perceive organizational support to be higher, the association between flexibility i‐deals and family performance is stronger, whereas for employees who perceive hindering work demands to be lower, the association between family performance and employee work performance is also stronger. We contribute to i‐deals research by (a) exploring a relevant mechanism through which flexibility i‐deals influence work performance, (b) integrating the role of social context to emphasize the social aspects of i‐deals, and (c) enriching the i‐deals literature by introducing a resource perspective.     

基于MNL的高速公路施工区合流选择意愿研究*

为分析驾驶人高速公路施工区合流选择意愿的影响因素,基于非集计理论构建多属性施工区驾驶人合流选择意愿模型。利用SP调查法自主设计调查问卷,获得328份有效施工区驾驶人合流选择数据;利用Pearson相关系数分析施工区合流选择意愿与驾驶人因素和道路交通环境因素的相关性;以上游过渡区、警告区Ⅰ和警告区Ⅱ 3个合流区域作为选择肢,从驾驶人和道路交通环境特征属性2个方面归纳出6个因素对施工区合流选择意愿的影响,应用分类变量处理方法将其定义为6种指标,并进行赋值。结合非集计理论,以328份有效问卷为建模数据,建立施工区合流选择意愿的MNL模型,并利用似然比、优度比和模型命中率3个指标判断模型的拟合程度。结果表明:模型拟合程度较好;驾龄、施工区类型、道路条件、交通控制标志、速度条件和限速策略对驾驶人施工区合流选择意愿有显著影响。