城市社区防灾减灾工作机制研究

在组织论指导下,提出在区民防办下设街道防减灾办公室,负责社区防减灾的领导工作。根据灾害管理过程,设置下属机构包括:社区灾害预防组、应急救援组和灾后恢复组。明确各相关方在具体工作中的角色和责任,完善社区防减灾机制。按自愿原则组建志愿者队伍,建立良好的培养和激励机制,确保服务人员的长期化。扩大基层防减灾宣传教育的广度,特别是基层领导干部和青少年的宣教。将宣教和防灾演练结合,使得防灾演练制度化。同时,需要重视在现有"120"急救网络上,建立院前急救体系,配备相应的物资和人员。     

The different paths to post‐merger identification for employees from high and low status pre‐merger organizations

A well‐known downside of organizational mergers is that employees fail to identify with the newly formed organization. We argue that developing an understanding of factors that affect post‐merger identification requires taking the pre‐merger status of the merger partners relative to each other into account. This is because relative pre‐merger status determines employees' susceptibility to different aspects of the merger process. Specifically, for employees of a high status pre‐merger organization, we expected post‐merger identification to be strongly influenced by (i) pre‐merger identification and (ii) the perceived change in the status. In contrast, we expected post‐merger identification of employees of a low status pre‐merger organization to be strongly affected by the perceived justice of the merger event. Longitudinal data were obtained from a merger of two public sector organizations and the results supported our hypotheses. Our study shows that the extent to which pre‐merger identification, status change, and justice are important determinants of post‐merger identification depends on the relative pre‐merger status of the merger partners. Our discussion focuses on theoretical implications and managerial ramifications of these findings. Copyright © 2016 John Wiley & Sons, Ltd.     

Energy at work: A measurement validation and linkage to unit effectiveness

We introduce the notion that the energy of individuals can manifest as a higher‐level, collective construct. To this end, we conducted four independent studies to investigate the viability and importance of the collective energy construct as assessed by a new survey instrument—the productive energy measure (PEM). Study 1 (n = 2208) included exploratory and confirmatory factor analyses to explore the underlying factor structure of PEM. Study 2 (n = 660) cross‐validated the same factor structure in an independent sample. In study 3, we administered the PEM to more than 5000 employees from 145 departments located in five countries. Results from measurement invariance, statistical aggregation, convergent, and discriminant‐validity assessments offered additional support for the construct validity of PEM. In terms of predictive and incremental validity, the PEM was positively associated with three collective attitudes—units' commitment to goals, the organization, and overall satisfaction. In study 4, we explored the relationship between the productive energy of firms and their overall performance. Using data from 92 firms (n = 5939_employees), we found a positive relationship between the PEM (aggregated to the firm level) and the performance of those firms. Copyright © 2011 John Wiley & Sons, Ltd.     

Observer reactions to interpersonal injustice: The roles of perpetrator intent and victim perception

The present research contributes to a growing literature on observer reactions to injustice experienced by others. In particular, we separated two variables that have previously been confounded in prior research, namely perpetrator intent to cause harm and victim perception of harm. We expected that injustice intent and injustice perceptions would have both unique and joint effects on observer reactions. The results of three experiments in which we manipulated perpetrator injustice intent and victim injustice perceptions supported our predictions. First, we found that observers had more negative reactions toward superiors who intended to inflict high versus low levels of interpersonal injustice toward a subordinate. Second, the injustice intent of the superior influenced observers' reactions more than did victim perceptions of injustice. Third, most novel, we found that the mere intent to cause injustice generated negative reactions in observers, even in the absence of a “true” victim—that is, when the subordinate perceptions of injustice were low. Together, our results emphasize the importance of examining observers' reactions to injustice and incorporating perpetrator intentions into the study of organizational justice. Copyright © 2012 John Wiley & Sons, Ltd.     

A New Approach to Measuring Work-Related Well-Being

The main aim of this study was to develop a short questionnaire to assess work-related well-being from the organizational behaviour perspective. The short well-being questionnaire enables measuring longitudinal work-related well-being. Work-related well-being was assessed with a 147-item questionnaire covering both organizational and intrinsic factors of work-related well-being. The questionnaire consisted of 27 categories. The respondents were 114 women (65%) and 62 men (35%), mean age 39.2 years, in various occupations. From the extensive questionnaire a shorter questionnaire with 33 items was developed by principal component analysis. The Kaiser-Meyer-Olkin measure to test the sampling adequacy of 27 factor solutions varied from .62 to .91 and Cronbach’s a was .74–.94. Most K values of the shorter questionnaire were .50–.94 (p < .001). The reliability of the short version was comparable to that of the original questionnaire. The short one could also be suitable for Internet and mobile questionnaire applications.     

Sustainable urban community development from the grassroots: Challenges and opportunities in a pedestrian street initiative

Abstract

A local sustainable development initiative to establish a temporary pedestrian zone within a Canadian urban community served as a research study into the efficacy of social capital in the development of a network for community action. This community-based initiative used social capital to overcome campaign obstacles and the campaign itself generated new social capital within the neighbourhood through the creation of adaptive networks of participants. The campaign succeeded in creating a part-time pedestrian-only space that serves as an educational example of change for sustainable community development that is replicable in other communities, and provides an example of alternative occupation of community space. Contrary to other literature, little evidence of “core burnout” was found although the network does continue to expend a large amount of effort and time on fundraising. While social capital is a powerful tool for local grassroots action, the availability of a critical source of economic capital may prove vital to the long-term success and sustainability of the network.     

煤炭企业差序格局下员工安全行为路径研究*

为促进煤炭企业员工安全行为,减少生产安全事故,基于差序格局理论、资源保存理论和自我决定理论,构建差序式领导、组织认同、安全动机和员工安全行为的链式中介模型。通过路径检验和Bootstrap方法,对367名煤炭企业基层员工的有效问卷数据进行统计分析,探讨激发员工安全行为的有效路径。研究结果表明:煤炭企业中的差序式领导可正向影响员工安全遵从行为和安全参与行为,且对安全参与行为的促进作用更强;组织认同和安全动机在差序式领导与员工安全遵从行为、安全参与行为的关系中存在独立中介和链式中介作用,且相较于组织认同,安全动机的独立中介作用更强。研究结果可为建立合理的差序标准、采取适度偏私手段提供参考。     

Global cooperation among diverse organizations to reduce illegal fishing in the Southern Ocean

Illegal, unreported, and unregulated (IUU) fishing is prevalent globally and has detrimental effects on commercial fish stocks and nontarget species. Effective monitoring and enforcement aimed at reducing the level of IUU fishing in extensive, remote ocean fisheries requires international collaboration. Changes in trade and vessel activities further complicate enforcement. We used a web-based survey of governmental and nongovernmental organizations engaged in reducing IUU fishing in the Southern Ocean to collect information on interorganizational collaborations. We used social-network analyses to examine the nature of collaborations among the identified 117 organizations engaged in reducing IUU fishing. International collaboration improved the ability to control and manage harvest of commercially important toothfish (Dissostichus spp.) stocks and reduced bycatch of albatrosses (Diomedeidae) and petrels (Procellariidae) in longlines of IUU fishing vessels. The diverse group of surveyed organizations cooperated frequently, thereby making a wide range of resources available for improved detection of suspected IUU vessels and trade flows, cooperation aimed at prosecuting suspected offenders or developing new policy measures. Our results suggest the importance of a central agency for coordination and for maintaining commonly agreed-upon protocols for communication that facilities collaboration. Despite their differences, the surveyed organizations have developed common perceptions about key problems associated with IUU fishing. This has likely contributed to a sustained willingness to invest in collaborations. Our results show that successful international environmental governance can be accomplished through interorganizational collaborations. Such cooperation requires trust, continuous funding, and incentives for actors to participate.     

组织安全文化评价的基础性问题及方法论

为促进组织安全文化评价研究与实践,针对目前组织安全文化评价研究所存在的根本缺陷,运用文献分析法,对组织安全文化评价的基础性问题及方法论开展系统研究。基于评价的定义,提出组织安全文化评价的定义,并分析其内涵。基于此,提炼与剖析组织安全文化评价的8个基本问题,即评价原则、评价基准、评价对象、评价目的、评价层面、评价范围、评价依据与限制因素,并建构和解析组织安全文化评价的一般程式。结果表明:组织安全文化评价需以明晰上述8个组织安全文化评价的基本问题为前提和基础,需以文献学方法、系统论方法、社会学与心理学方法、数学与统计学方法及具体评价方法5大类方法为指导。     

基于模糊层次分析法的组织因素影响度识别

基于模糊层次分析理论,构建影响系统安全的组织因素模型,确定影响系统安全的组织因素指标体系,利用因素相对影响度R、因素总体影响度C和因素重要度I来表征组织因素对系统安全的影响程度。采用该因素影响度方法分析了组织因素对某核电站系统安全的影响,发现监督、安全文化培训、领导对安全的态度、程序的完备性、部门间的交流与反馈、协调、个人的意识和态度、岗前技能培训、部门内的交流与反馈是对核电站运行安全影响最大的组织因素。