西安经济技术开发区企业安全生产标准化调查及模式探讨

随着我国安全生产标准化工作的逐步开展,安全生产标准化的推广研究越来越被人们所关注.本文通过对西安经济技术开发区企业安全生产标准化工作的调查,总结了经开区安全生产标准化推行工作的制约关联因素,并对调查结果进行了分析.结果表明,西安经开区安全生产标准化推行工作处于初期阶段,需要进一步推广；安全生产标准化推行中存在的问题主要集中在认识不足、基础薄弱、产业结构复杂、引导政策缺失等.结合这些存在的问题和推行实践经验,提出从观念认识、制定政策、技术指导、考核激励和分级管理几个方面推行西安经开区安全生产标准化工作的模式,这对经开区推广安全生产标准化有促进作用和指导意义.     

石墨炉原子吸收法直接测试水中铝

本文通过基体改进剂的选择及仪器工作条件的选择，探索出一种精密度，准确度均达到满意结果，稳定性较好的测试方法。     

The two faces of high self‐monitors: Chameleonic moderating effects of self‐monitoring on the relationships between personality traits and counterproductive work behaviors

This study examines whether and how self‐monitoring moderates the relationships between two personality traits (agreeableness and conscientiousness) and counterproductive work behavior directed toward the organization (CWB‐O) and toward other employees (CWB‐I). High self‐monitors strive to attain personal goals related to status and prestige enhancement by adjusting their behavior to what the situation requires or allows for. We propose that the status enhancement motive can take on two different yet related forms—impression management (interpersonal potency) and opportunism (win‐at‐all‐costs)—depending on relevant situational cues. We hypothesize that in public, interpersonal settings where their behavior is visible to others, high self‐monitors' desire to enhance their status by looking good to others suppresses the natural expression of low agreeableness via increased engagement in CWB‐I. Conversely, we hypothesize that in private, non‐interpersonal settings where their behavior is rarely visible to others, high self‐monitors' desire to enhance their status by doing whatever it takes to get what they want intensifies the natural expression of low conscientiousness via increased engagement in CWB‐O. On the basis of two independent samples of participants, results of moderated multiple regression analyses provided support for the hypotheses. Copyright © 2013 John Wiley & Sons, Ltd.     

我国安全生产监管队伍能力建设对策

分析了国内安全生产监管队伍建设现状,总结提出了我国在安全生产监管队伍建设方面存在的职责界限不清、内部监察工作不规范、人员能力不高、安全生产监管信息系统建设滞后等问题。结合国外安全监管队伍建设经验,制定了覆盖从"入"到"出"、全过程的能力培养和保障框架,提出了制定安全生产监管条例、实施监督与管理分离、合理设置各级监督机构职责分工、实施分级监督、强化监管队伍能力建设、建立安全生产监管信息系统、实施安全生产内部监察制度的对策。研究结果对增强我国安全监管队伍能力,提高安全监管水平具有参考意义。     

上海市环境保护科学研究的回顾与展望

２０年来，上海市已培育、发展、形成了一支稳定的环境科学研究队伍。回顾了这支队伍承担的上海市环保局下达的４７０余项科研项目中，一些主要的课题取得了卓越成果。在回顾的同时，对加强环境保护科研工作提出了五点意见。     

职业指导贯穿高校人才培养工作全过程的研究

职业是经济社会分层的表征,职业指导随着经济社会和职业的发展应运而生。从就业形势、社会对高校人才培养的要求及大学毕业生职业核心竞争力缺失等方面对高校就业工作现状进行了分析,提出将职业指导融入人才培养机制、目标、方法和内容等各个层面,实现大学生有序就业,完成高校办学与社会需求之间的有效对接。     

Dynamics of calling: A longitudinal study of musicians

The dominant view of calling among management scholars is that it is a stable construct that does not change. This view has resulted in a research void about calling's early development and subsequent evolution. Insight into the dynamic process through which callings develop is fundamental to understanding its role in people's careers and lives. In this study, I focus on the antecedents of calling, a consuming, meaningful passion people can experience toward a domain. I propose a dynamic model in which calling can change over time and can be shaped by antecedent factors, specifically, through people's ability, behavioral involvement, and social comfort in the area toward which they feel a calling. I tested these ideas in a seven‐year, four‐wave prospective longitudinal survey study of 450 amateur musicians. Multilevel analyses indicate individuals who were more behaviorally involved and felt higher social comfort in the calling domain (e.g., music) experienced higher levels of calling early on but experienced a decline in calling over time. Individuals' ability in the calling domain was not related to initial calling or change in calling. I discuss the implications for theory and research on calling, meaning of work, and the dynamics of careers. Copyright © 2012 John Wiley & Sons, Ltd.     

Organization–environment adaptation: A macro‐level shift in modeling work distress and morale

We theorized that organization–environment adaptation, the interaction between external demands and personnel resources, predicts distress and morale. We tested this hypothesis in 29 stations within one state police department, and combined three data sources. We measured environmental demands for policing via census data pertaining to the station precinct (e.g., per cent unemployed; per cent in public housing). We assessed resources via personnel numbers within stations. Outcomes were employee's perceptions of staff distress and morale at the station (N = 247), assessed twice, 14 months apart. Using hierarchical linear modeling, we found that environmental demands predicted perceptions of workgroup distress and morale and that the relationships were moderated by personnel resources. For distress, when resources were low, demands were positively associated with distress; when resources were high, demands were negatively associated with distress. For morale, when resources were high, demands were positively associated with morale; there was no relationship when resources were low. Results show that aversive and pleasurable reactions at work may be traced to how resources are employed to manage external demands. Results support a macro‐level shift in modeling distress and morale, incorporating external demands, and strategic management decisions regarding personnel resourcing. Our research suggests that rather than being a result of individual failure to adapt, compromised work ability may result from an organizational failure to adapt to the environmental context. Copyright © 2012 John Wiley & Sons, Ltd.     

When the abuse is unevenly distributed: The effects of abusive supervision variability on work attitudes and behaviors

The present study examined the consequences of a dispersion‐based conceptualization of unit‐level abusive supervision or abusive supervision variability. Abusive supervision variability was proposed to negatively affect a number of employee attitudes and behaviors through the mediating effects of interpersonal justice climate strength. The results revealed significant cross‐level effects such that abusive supervision variability was negatively related to individual perceptions of leader ethicality, organizational ethicality, leader satisfaction, and affective organizational commitment. These effects remained robust after controlling for individual‐level abusive supervision. Abusive supervision variability was also positively related to the frequency with which unit members as a whole engaged in counterproductive work behaviors. Last, the results revealed partial support for the mediating effects of interpersonal justice climate strength. In sum, the findings highlight the importance of examining abusive supervision at both the individual and unit levels of analyses. Copyright © 2012 John Wiley & Sons, Ltd.     

Characteristics of Muscular Load in Computer Data Entry Workers Assessed by EMG and Postural Angles

The goal of this study was to characterize the muscular load in computer data entry workers. Electromyography (EMG) parameters of trapezius muscle and postural angles of head, arm, and back were chosen as indicators of musculoskeletal load. The examination was done according to the methods and protocol of international MEPS studies (the “Musculoskeletal, Visual, and Psychosocial Load in VDT [Video Display Terminal] Operators in Optimized Environment” international program). The musculoskeletal load during routine VDT data entry work performed by a group of 36 women was assessed on the basis of 1-hr physiometer recordings. Results show that the musculoskeletal load associated with data entry is relatively high compared to other VDT operators’ tasks described in the literature. An analysis of the measured parameters shows that most of the time women worked with a muscular load higher than optimal. It is postulated that the main reason for the heavy musculoskeletal load was improper posture compelled by unergonomic spatial configuration of work stands.