基于心电信号的音乐节拍对作业疲劳作用分析

利用MP150多道生理仪记录心电信号的变化,从听觉的角度,通过HR(Heart Rate,HR)和频域指标的变化,分析两种节拍的音乐(慢节拍音乐60~100拍/min和快节拍音乐120~160拍/min)对作业疲劳的影响,并以静息组为对照组进行了3组试验。结果表明:1)方差分析表明,音乐对心率变化无较大的影响,而对LF(LowFrequency)、HF(High-Frequency)影响较大;2)心电数据分析表明,短时间聆听慢节拍的音乐有助于心率的恢复;3)心率变异性分析表明,音乐使LF降低,HF升高,副交感神经兴奋性增强,能缓解作业疲劳。     

基于信息融合的矿山安全标准化执行系统研究

为使企业能更有效地利用信息工具提高安全标准化管理水平,基于安全标准化管理理念和矿山安全标准化考评的信息融合分析,借鉴生产执行系统（Manufacturing Execution System,MES）的功能定位,提出建设金属非金属矿山安全标准化执行系统。分析了金属非金属矿山安全标准化规范文件对管理系统平台的需求,研究了金属非金属矿山安全标准化执行系统的系统定位、建设原则以及运行过程,并为提高系统的信息资源整合能力,对多源信息环境下的信息融合子系统进行了研究,提出了信息融合子系统的系统结构与功能,举例说明了集成融合推理的工作原理。     

生产事故引发环境事件应急演练的典型问题剖析

当前基层组织的突发环境事件应急演练重点不明确,多数裹挟着厚重的生产事故救援内容,甚至偏离了环境应急演练主题,这对真实突发环境事件应对是不利的。基于最坏情景演练思想,剖析生产事故与环境事件的演练重点,厘清生产事故引发环境事件的处置流程和演练模式,并借助化工企业甲醇泄漏事故引发环境事件的桌面推演实例,廓清复杂环境事件应急演练的构设方法与实施步骤。结果表明:生产事故引发环境事件应急演练策划设计中,生产事故应急部分可有效集成为向环境应急提供信息的通道,提供关键处置结果作为环境应急主题演练的响应信息即可;生产事故引发环境事件应急演练组织实施中,重点凸显环境应急决策和部署情况,可根据演练场景需要,重点设置应急监测、污染控制、事故调查等应急功能（组）,以考查或展示环境综合应急能力。     

基于犹豫模糊集的生产安全事故应急预案评估研究

为了全面有效评估企业生产安全事故应急预案,提出了1种基于犹豫模糊集的评估方法。在借鉴相关学者研究成果的基础上,从应急预案的合法性、全面性、科学性、经济性和可操作性等5个维度,构建了生产安全事故应急预案评估指标体系;运用集值迭代法确定各评价指标的权重,并提出基于犹豫模糊集的企业应急预案评估方法;最后进行实例分析。研究结果表明:该方法对评估生产安全事故应急预案具有一定的参考价值。     

根据循证医学理论和方法研制我国的《非常规工作制条件下职业接触限值调整指南》

对我国现行的职业接触限值及其制订依据进行梳理,系统研究美国、加拿大等国家职业接触限值调整的原理及方法,根据循证医学的理论和方法,确定我国《非常规工作制条件下职业接触限值调整指南》的制定依据、基本框架,梳理重要术语以及核心技术参数等,并对722种化学有害因素进行分类,包括修改魁北克模型第三版中73种物质的分类,比较核对我国现行职业接触限值标准（GBZ2.1-2007）,依据GBZ2.1的编制说明以及其他相关资料,补充魁北克模型中尚未涵盖的36种物质及其分类,在此基础上,进一步讨论《指南》解决的核心问题及需进一步配套进行的科学研究。     

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.     

关于毛泽东邓小平江泽民论加强思想政治工作队伍建设的探讨

毛泽东、邓小平、江泽民高度重视思想政治工作,并且从多个角度对这个问题进行了论述。本文主要从思想政治工作队伍必须具备较高的政治理论素质和正确的工作态度、工作方法及工作原则等方面探讨了毛泽东邓小平江泽民关于加强思想政治工作队伍建设的有关理论,并且提出了毛泽东邓小平江泽民关于加强思想政治工作队伍建设的理论对做好大学生思想政治教育工作的启示。     

公共信用视角下的安全生产模式及其信用机制

为探析当前安全生产问题的深层原因,改进安全生产工作方式,探索构建安全生产长效机制,根据对政府、企业和职工等不同主体在安全生产领域中的公共信用分析,发现主体两两之间存在信用关系,进而发现安全生产信用模式。在信用模式的基础上,指出当前安全生产的问题在于主体信用缺失或信用关系扭曲,且缺乏强大的社会力量和规范的市场机制监督、评估与约束不同主体的信用行为,尚未形成安全生产信用机制。论证得出:构建法治化、市场化和社会化的安全生产信用机制是治理当前安全生产问题的有效途径,同时也是安全生产发展的必然趋势。