Strengthening the employment relationship: The effects of work‐hours fit on key employee attitudes

Today's hourly workers are facing revised work schedules and shifting hours, which may have critical implications for employment relationships. This study considers the impact of work‐hours fit on key attitudes of hourly employees—perceived organizational support, job stress, work–family conflict, intent to turnover, and life satisfaction. We define work‐hours fit as the difference between an employee's desired number of hours and the actual hours worked, and we examine both the congruence of work‐hours fit and the degree of misfit. We also examine the moderating impact of the type of misfit, defined as working too many versus too few hours. Results indicate that, in our sample, hourly employees are typically not working the hours they prefer. As predicted, work‐hours fit impacts the attitudes we examined, and, when considering the type of misfit, congruence matters more for life satisfaction and intent to turnover. Results also indicate working too few hours impacts job stress and life satisfaction, whereas working too many effects work–family conflict. This paper demonstrates the importance of preferences, as a reflection of time/money resource trade‐offs, and offers ways for employers to improve work–family facilitation and strengthen their employment relationships. Copyright © 2014 John Wiley & Sons, Ltd.     

煤矿组织安全行为对个体不安全行为的作用机理研究

为了探究煤矿组织安全行为对个体不安全行为的作用机理,总结国内外相关研究成果,提出个体不安全行为包含心理、生理、技能3个影响因素,涵盖记忆、思维、情绪、意志、性格、气质、能力、态度、知识、专业操作技能10个方面。在此基础上,构建了组织安全行为对个体不安全行为的结构方程模型（SEM）,运用统计分析方法（AMOS17.0）进行了验证分析。结果显示态度、情绪、意志、能力、专业操作技能容易受组织安全行为的影响,而性格、气质等因素由于是个体相对稳定的心理特征,受组织安全行为影响相对较小。深入研究煤矿组织安全行为对个体不安全行为的作用机理,有利于煤矿从组织安全行为入手有针对性的制定行为干预方案并控制个体不安全行为。     

WATER ADMINISTRATION IN ENGLAND AND WALES IMPACTS OF REORGANIZATION1

ABSTRACT: Water management in England and Wales has undergone a major transformation in the past three decades, and especially under the 1963 and 1973 legislation. It has witnessed a shift from local to national responsibility, an integration of functions, and a move towards the incorporation of economic principles into water policies. For some observers the new legislation appeared to be “pioneering” and “farsighted.” There is little doubt it has resulted in many beneficial changes. But not all the goals have been achieved. Modifications of the 1973 legislation are already in prospect. This article reviews the progress to date and comments on the problems now to be faced.     

基于第三类危险源的风险管理计划研究

以安全管理理论、组织理论、风险管理理论为基础,在对多家煤矿实地调研的基础上,提出第三类危险源是造成组织失误的根本原因,预防第三类危险源的根本方法是编制风险管理计划;实例分析了陈家山矿某巷道实施风险管理整个过程,通过风险管理计划实施与运用,检查危险源是否在可接受风险水平下得到控制。风险管理可以对危险源的风险状态持续的检查,发现问题及时纠正,使危险源的风险状态降级,以便消除危险源。根据风险管理计划进行煤矿安全组织风险预警,其目的是为了保证煤矿安全管理组织活动处于安全、可靠的运行状态,并预测、监控、纠正各种不安全行为。陈家山矿风险管理研究对预防组织失误有现实意义。     

完善我国防灾救灾体制、机制和法制

我国灾害和安全事故严重，且复杂，多样，连锁性强，破坏性大。现有的防灾救灾体制、机制和法制不能适应防灾救灾的需要。应完善防灾救灾体制、机制和法制以适应我国现阶段社会经济发展的需要.     

The psychological contracts of violation victims: A post‐violation model

Organizations may fail to keep their commitments to their employees, at times leading to psychological contract violation. Although many victims of violation remain with their employer despite such adverse experiences, little research exists on their responses in the aftermath of violation. This paper develops a post‐violation model to explain systematically how violation victims respond to and cope with violation and the effects this process has on their subsequent psychological contract. Central to post‐violation are the victims' beliefs regarding the likelihood of violation resolution and the factors affecting it. The model specifies how the victim engages in a self‐regulation process that results in an array of potential psychological contract outcomes. Possible outcomes include reactivation of the original pre‐violation contract, the formation of a new contract that may be more or less attractive than the original, or a state of dissolution wherein the victim fails to form a functional psychological contract with the employer. The research and practical implications of this model are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

Citizens’ perceptions of trust relationships in the environmental management process in North Lebanon

This research investigates how trust plays a role in environmental management in North Lebanon, which has suffered repeated episodes of armed conflict in recent times. Previous studies have shown that environmental problems have increased and that the government has been unable to address these, even during periods of relative peace. We examined trust as a factor that contributes to, or hampers, environmental management. Our analysis drew on a survey in 2011 involving 499 citizens. The results demonstrated that, according to citizens, the lack of trust between citizens, and between citizens and the public sector, is a key factor obstructing effective environmental management. The results indicate the level of correlation between how trusting people are; how citizens participate; and how people perceive government legitimacy.     

Prioritizing species conservation programs based on IUCN Green Status and estimates of cost-sharing potential

Over 1 million species around the world are at risk of extinction, and conservation organizations have to decide where to invest their limited resources. Cost-effectiveness can be increased by leveraging funding opportunities and increasing collaborative partnerships to achieve shared conservation goals. We devised a structured decision-making framework to prioritize species’ conservation programs based on a cost–benefit analysis that takes collaborative opportunities into account in an examination of national and global conservation return on investment. Conservation benefit is determined by modifying the novel International Union for the Conservation of Nature Green Status for Species to provide an efficient, high-level measure that is comparable among species, even with limited information and time constraints. We applied this prioritization approach to the Wilder Institute/Calgary Zoo, Canada, a nonprofit organization seeking to increase the number of species it assists with conservation translocations. We sought to identify and prioritize additional species’ programs for which conservation translocation expertise and actions could make the most impact. Estimating the likelihood of cost-sharing potential enabled total program cost to be distinguished from costs specific to the organization. Comparing a benefit-to-cost ratio on different geographic scales allowed decision makers to weigh alternative options for investing in new species’ programs in a transparent and effective manner. Our innovative analysis aligns with general conservation planning frameworks and can be adapted for any organization.     

组织定向的人因失误因果模型及影响关系研究

为了更好地从源头上预防人因失误,首先,基于系统理论发展一个组织定向人因失误的"结构-行为"因果模型,包括组织子模型、情境状态子模型、个体因素子模型以及人因失误子模型。然后,分析模型中各子模型之间以及其因素类别之间的直接和间接影响关系,如模型中各层级之间的因果关系:组织因素→情境状态因素→直接触发人因失误的个体因素→人的认知行为失误。最后,基于事件报告分析、专家意见和文献资料,并依据建立的4种影响类型(I,C,A,N)识别具体情境环境与人因失误或认知行为之间的影响关系。分析结果表明,情境环境因素对人因失误的影响非常复杂,不同的情境环境因素对同一人因失误可能产生不同类型的影响,同一情境环境因素对不同的人因失误可能产生不同类型的影响。     

Understanding organizational embeddedness and career success: Who and what you know

Integrating job embeddedness theory with the sponsored and contest mobility perspectives, we developed and tested a model linking organizational embeddedness with two indicators of career success within the organization (promotion and career satisfaction), via the mediating roles of employees' organizational sponsorship network and job-related human capital development. Data from 188 employees and their supervisors over a 1-year period showed that, after controlling for employees' initial levels of career satisfaction and job performance, only job-related human capital development transmitted the positive effects of organizational embeddedness on promotion and career satisfaction. Supplemental analyses revealed that organizational sponsorship network's positive effects on promotion and career satisfaction were transmitted indirectly, via job-related human capital development. Our findings illustrate the importance of integrating sponsored and contest mobility perspectives and contribute to research on organizational embeddedness by extending its outcomes to include career success within the organization and specifying the process through which organizational embeddedness is related to career success within the organization.