The determinants of employee participation in occupational health and safety management

This article focuses on employee direct participation in occupational health and safety (OHS) management. The article explains what determines employee opportunities to participate in OHS management. The explanatory framework focuses on safety culture and safety management at workplaces. The framework is empirically tested using Estonian cross-sectional, multilevel data of organizations and their employees. The analysis indicates that differences in employee participation in OHS management in the Estonian case could be explained by differences in OHS management practices rather than differences in safety culture. This indicates that throughout the institutional change and shift to the European model of employment relations system, change in management practices has preceded changes in safety culture which according to theoretical argument is supposed to follow culture change.     

基于多因素分析的玻璃行业员工不安全行为研究

采用问卷调查、信效度分析和因子分析等方法,研究玻璃行业不安全行为影响因素,研究结果表明：玻璃行业员工不安全行为主要包括车间照明、PPE佩戴等18个影响因素指标;根据方差分析结果将影响因素归结为工作环境与行为要求（F₁）、安全教育与培训（F₂）、群体与组织行为影响（F₃）和激励沟通与奖惩（F₄）等4个主因子,其方差解释率分别为32%、12%、10%、10%,权重分别为0.51、0.19、0.15、0.15;根据分析结果针对性提出“4+1”安全管理模式,为玻璃行业降低不安全行为几率、保障安全生产提供理论依据。     

The effects of managerial and employee attributions for corporate social responsibility initiatives

Although corporate social responsibility (CSR) can affect employees, we know little about how it affects them. Employees' interpretation of CSR is important because of the paradoxical nature of CSR. When firms operate in ways that seem counter to their nature (i.e., pursuit of social good rather than profit), the causal attributions of affected employees are crucial to understanding their work‐related behavior, as is the role of contextual factors such as leadership processes in shaping these attributions. Drawing from attribution and social learning theories, we develop a multilevel social influence theory of how CSR affects employees. We integrate managers as second observers in the baseline actor (i.e., firm)—observer (i.e., employee) dyad, whereas most attribution theory research has focused on single actor–observer dyads. Multisource field data collected from 427 employees and 45 managers were analyzed using hierarchical linear modeling. Managers' genuine (self‐serving) CSR attributions are positively related to employees' genuine (self‐serving) CSR attributions; and the strength of the relationship between managers' and employees' genuine CSR attributions depends on managers' organizational tenure. Employees' genuine CSR attributions also are positively related to employee advocacy, whereas—interestingly—employees' self‐serving CSR attributions do not appear to harm employee advocacy. Copyright © 2017 John Wiley & Sons, Ltd.     

Speaking up and moving up: How voice can enhance employees' social status

A central argument in the literature on employee voice is that speaking up at work carries image risk. Challenging this assumption, we propose that voice can in fact positively affect how employees are viewed by others, thereby enhancing their social status. Using theory on status attainment and the fundamental social perception dimensions of agency and communion, we suggest that employee voice will result in higher status evaluations by increasing the extent to which an employee is judged as confident/competent (agency) and other‐oriented/helpful (communion). We conducted a survey study and two experiments to test these hypotheses. The results supported our predictions. Employees who voiced were ascribed higher status than those who did not, and this effect was mediated by judgments of agency (in all three studies) and communion (in two studies). These results highlight the implications of voice behavior for status enhancement within organizations.     

Diversity and organizational innovation: The role of employee involvement

This study examined the interactive effects of workplace diversity and employee involvement on organizational innovation. Using a sample of 182 large Canadian organizations, we found a three‐way interaction between level of employee involvement, variation in involvement, and racioethnic diversity on innovation. In organizations with high levels of employee involvement, high variation in involvement was associated with higher involvement levels among racioethnic minorities, resulting in a stronger association between diversity and innovation. Furthermore, the association between White employee involvement and innovation was significantly more positive under the condition of high involvement among racioethnic minority group members. Thus, ensuring high levels of involvement among members of historically marginalized racioethnic groups enhances the innovation effects of employee empowerment systems. Copyright © 2010 John Wiley & Sons, Ltd.     

试论企业法人及法人代表对职工安全应负的法律责任

根据当前的安全生产形势 ,系统地说明了企业法人及法人代表对职工安全生产应负的法律责任     

山岳景区依托型乡村旅游就业吸附的空间特征

乡村振兴战略和乡村产业转型发展背景下,休闲旅游产业在乡村地域的兴起扰动了当前就业人口由乡村向城镇流动的宏观趋势,乡村旅游就业吸附正从微观上改变着城乡间劳动力空间流动的格局和过程。为科学理解乡村旅游就业吸附引起城乡劳动力空间流动发生变化的特征与机制,文章基于在浙晋山岳景区依托型乡村旅游地深度访谈的一手数据,分析了乡村旅游就业人口流动的空间分布特征、就业吸附的空间模式和过程机制。结果表明:①山岳景区依托型乡村旅游就业吸附呈现距离衰减和空间层级结构的特征,0~4 km为核心层、4~12 km为过渡层、12 km以上为外缘层;但在不同社会经济发展环境下该特征存在区域差异,欠发达地区乡村旅游就业吸附的空间集中性,比发达地区更加明显。②研究从城乡地域空间系统的视角,基于人口转移“推—拉”理论对乡村旅游就业人口空间流动特征和影响机制进行分析,发现山岳景区依托型乡村旅游就业吸附呈现以城镇、乡村为就业吸附极,以城乡接合部为吸附效用“分水岭”的空间模式;其中,连接城乡间的便捷交通是乡村旅游就业吸附实现的关键介质。③基于乡村旅游就业吸附空间适用性,文章针对性提出了“空间围栏效应”的概念。文章不仅从微观尺度上丰富了乡村旅游就业人口空间流动特征、过程、模式等的理论认识,而且对切实指导乡村地域在乡村旅游开发实践中理性理解乡村旅游的就业促进作用,提升乡村旅游开发规划和投资的效率具有积极意义。     

Women executives and off-the-job misconduct by high-profile employees: A study of National Football League team organizations

The risk of off-the-job misconduct by high-profile employees is a serious concern of top management in professional sport organizations, media and entertainment companies, and public-facing entities in the government and education sectors. Yet there is little research on how to prevent or mitigate this form of misconduct in organizations. Utilizing upper echelons theory and the literature on demographic composition, we examine the relationship between the gender composition of executives of team organizations in a men's professional sport league and subsequent misconduct by players on those teams. Specifically, we employed multilevel and logistic regression analyses to unique data on U.S. National Football League team organizations, and we found that firms with a critical mass of women executives experienced fewer player arrests. No support was found for executive power as a moderator of this relationship. We discuss the implications of our findings for the demographic composition literature. We also offer guidance for preventing and managing off-the-job misconduct by high-profile employees.     

石油工程技术服务企业海外项目风险评价研究

石油工程技术服务企业海外项目是企业寻求自身发展,保持和提高经济效益的重要组成。综合采用专家咨询法和因果分析图方法识别出石油工程技术服务企业海外项目存在的市场风险、经济风险、政治风险、技术风险、自然风险、管理风险等6种风险。构建包含上述6个准则21个指标的风险评价指标体系,应用层次分析(AHP)法确定指标权重,应用模糊综合评价方法构建石油工程技术服务企业海外项目风险评价模型。运用构建的指标体系与评价模型对某石油钻探公司格鲁吉亚共和国第12区块风险进行评价实证。     

对某工地一起工伤事故的思考

根据某工地一名工人因开挖作业而被活埋致死这一事故 ,论述了作好安全工作防止事故的前提条件和必要的预防、检查、控制、措施及程序。