Predicting retail shrink from performance pressure,ethical leader behavior,and store‐level incivility

Retail shrink, a form of inventory loss due primarily to employee theft and shoplifting, is a growing concern for retailers. Prior work on shrink has taken primarily an individual‐level focus to understanding this problem but has yet to really explore how the business context impacts shrink. The current study addresses this need by delineating and testing a unit‐level (i.e., between‐stores) conceptual model, wherein we examine the influence of performance pressure, ethical leader behavior, and store‐level incivility on shrink in a field study of 111 U.S. retail stores. Results demonstrate that performance pressure and ethical leadership interact to influence store‐level incivility. Further, stores with higher incivility also had higher levels of shrink. A focus on the contextual predictors of shrink provides timely insights into the role of performance pressure and leadership on store‐level incivility and consequently on retail shrink. In light of increasingly thin margins in the retail industry, the evidence on how pressure to perform and ethical leadership influences retail shrink may offer a solution to retailers looking to stem financial losses by promoting civility in the workplace.     

作业场所职业危害风险综合评价研究

在引入超标倍数、超标率等指标研究粉尘、毒物和噪声作业职业危害风险评价方法的基础上,综合考虑不同类型职业危害因素致病风险的差异,职业危害接触人数以及职业卫生管理情况,建立了多种类型职业危害因素并存作业场所的风险评价方法,进行了实际应用并取得良好效果,对于管理部门实施作业场所职业危害分级监管以及企业自我分级管理等都具有借鉴意义。     

Supporting conservationists’ mental health through better working conditions

Biodiversity conservation work can be challenging but rewarding, and both aspects have potential consequences for conservationists’ mental health. Yet, little is known about patterns of mental health among conservationists and its associated workplace protective and risk factors. A better understanding might help improve working conditions, supporting conservationists’ job satisfaction, productivity, and engagement, while reducing costs from staff turnover, absenteeism, and presenteeism. We surveyed 2311 conservation professionals working in 122 countries through an internet survey shared via mailing lists, social media, and other channels. We asked them about experiences of psychological distress, working conditions, and personal characteristics. Over half were from and worked in Europe and North America, and most had a university-level education, were in desk-based academic and practitioner roles, and responded in English. Heavy workload, job demands, and organizational instability were linked to higher distress, but job stability and satisfaction with one's contributions to conservation were associated with lower distress. Respondents with low dispositional and conservation-specific optimism, poor physical health, and limited social support, women, and early-career professionals were most at risk of distress in our sample. Our results flag important risk factors that employers could consider, although further research is needed among groups underrepresented in our sample. Drawing on evidence-based occupational health interventions, we suggest measures that could promote better working conditions and thus may improve conservationists’ mental health and abilities to protect nature.     

HSE异体监督机制在中原油田的应用

介绍了中原油田建立专业监督机构,设置专职HSE监督,对基层施工单位实施"异体监督"的经验,并就异体监督的特点和作用进行了论述.     

工作场所空气中的甲基丙烯酸溶剂解吸气相色谱测定法

为建立工作场所空气中甲基丙烯酸浓度的检测方法,用硅胶管采集工作场所空气中的甲基丙烯酸,用丙酮解吸后进样,经毛细管色谱柱分离,FID检测器检测,以保留时间定性,峰高或峰面积定量。实验发现,硅胶管采样效率为100%,丙酮解吸效率为9292%,方法的加标回收率为893%-980%。样品在低温下可保存至少7天。甲基丙烯酸在0-80880μg/ml浓度范围内线性关系良好,相关系数09995,方法的检出限为074μg/ml。采样45L,最低检出浓度为016mg/m3。研究表明,该方法操作简便,采样效率、准确度、精密度、解吸效率及样品稳定性均满足职业卫生标准制定指南要求,适用于工作场所空气中甲基丙烯酸浓度的测定。     

Workplace response of companies exposed to the 9/11 World Trade Center attack: a focus‐group study

The terrorist attacks of 11 September 2001 (9/11) left workplaces in pressing need of a mental health response capability. Unaddressed emotional sequelae may be devastating to the productivity and economic stability of a company's workforce. In the second year after the attacks, 85 employees of five highly affected agencies participated in 12 focus groups to discuss workplace mental health issues. Managers felt ill prepared to manage the magnitude and the intensity of employees' emotional responses. Rapid return to work, provision of workplace mental health services, and peer support were viewed as contributory to emotional recovery. Formal mental health services provided were perceived as insufficient. Drawing on their post‐9/11 workplace experience, members of these groups identified practical measures that they found helpful in promoting healing outside of professional mental health services. These measures, consistent with many principles of psychological first aid, may be applied by workplace leaders who are not mental health professionals.     

关于进一步完善我国作业场所职业卫生监管机制的研究

在研究分析我国作业场所职业卫生监管现状,学习和借鉴国外成功经验的基础上,针对我国当前作业场所职业卫生监管工作机制存在的主要不足,提出从4个方面进一步完善我国作业场所职业卫生监管工作机制的建议,即"建立涵盖职业安全卫生内容的三方协商机制;完善职业卫生法律法规与标准体系;确立'国家监察、企业负责、中介服务、群众监督、劳动者遵章守纪'的职业卫生监管工作机制;完善作业场所职业卫生监管相关的若干保障体系"。笔者有针对性地提出4方面建议,以期为政府主管部门学习和借鉴国际通常做法提供参考,进一步提高我国作业场所职业卫生监管的水平,从而实现我国作业场所职业卫生监管工作的有序与高效的发展。     

强制通风下炼钢厂工作场所煤气泄漏扩散研究

为探索在强制通风条件下,炼钢厂工作场所煤气泄漏后在车间内的扩散规律和影响范围,以某炼钢厂为例,建立煤气泄漏扩散数学模型;对其离散格式、边界条件设定和气体性质定义;采用计算流体力学方法模拟煤气泄漏后CO的浓度变化过程以及不同监测点的CO浓度变化分布规律。模拟结果显示:在相同风压下,随着通风时间的增加,CO在呼气带的浓度逐渐降低;随着通风压力的增加,CO在呼气带的浓度降低得更快,特别是在泄漏停止后,通风压力的增加,使空气对流加快,新空气的进入使CO得到迅速的稀释;当通风压力从2 MPa到6 MPa递增时,距离地面1.5 m处6个水平监测点上CO浓度随时间变化无数量级差异;通过0.4 MPa和0.6 MPa压力的对比分析可以看出,0.6MPa通风压力具有明显的趋势变化。     

The indirect relations of workplace incivility with emotional exhaustion and supportive behaviors via self‐blame: The moderating roles of observed incivility and trait emotional control

Drawing from the social cognitive theory of self‐regulation, we develop a model linking experienced incivility to emotional exhaustion and supportive behaviors via self‐blame, with observed incivility experienced by coworkers as a first‐stage moderator and trait emotional control as a second‐stage moderator. We contend that employees will experience self‐blame if they perceive themselves to be distinct targets of incivility (i.e., observed incivility experienced by others is low). Self‐blame can potentially trigger prosocial responses for improving the situation, but self‐blaming targets rarely respond in a prosocial manner because rational attempts to do so are thwarted by deleterious negative emotions accompanying self‐blame. We argue that trait emotional control provides resources for managing these negative emotions to unleash a bright side of self‐blame, such that the relation of self‐blame with prosocial responses (i.e., being supportive to coworkers) will be more positive and the relation of self‐blame with emotional exhaustion will be less positive for individuals with high (vs. low) trait emotional control. Multiwave data collected from a sample of 220 police officers largely support our hypotheses, indicating that the indirect relation of experienced incivility with supportive behaviors via self‐blame is strongest at lower levels of observed incivility and higher levels of emotional control.