基于APJE-SLIM的海运人因失误概率的确定

安全是海运行业永恒的主题,调查研究表明,人因失误是造成海事的主要原因。为了对海运人因失误进行研究,探讨引起人因失误的行为形成因子(PSF),确定在PSF影响下的人因失误概率。在调查海上避让行为的人因失误和这些失误的行为形成因子的基础上,采用APJE和SLIM相结合的方法对航海人员避让行为中的可靠性进行分析。结果表明,航海人员疲劳与健康程度、知识、经验与培训水平、任务复杂程度、安全管理水平与组织有效性等PSF对人因失误概率有着不同程度的影响,相应提高PSF水平,可极大地减少人因失误概率。利用APJE确定端点绝对失误概率,解决了SLIM方法中难以获得参考点概率的问题,获得了在不同种类不同水平PSF影响下的海运人因失误概率。     

When the dark ones become darker: How promotion focus moderates the effects of the dark triad on supervisor performance ratings

The current study adds to a growing body of research on dark personality traits by investigating the moderating role of promotion focus on the relationships among dark triad traits and facets of job performance. Specifically, we investigated the effects of the dark triad (i.e., Machiavellianism, narcissism, and psychopathy) on supervisor ratings of performance, and the moderating effect promotion focus has on those effects. Using field data, we surveyed 549 employees from a manufacturing company in the USA and obtained supervisor ratings of task performance and helping behavior for each employee. We found support for multiple hypotheses, which suggests that managers rated narcissistic and psychopathic employees as having poorer task performance and psychopathic employees as engaging in fewer helping behaviors than employees low in those traits. Furthermore, promotion focus strengthened these negative relationships. We did not find these effects for Machiavellianism. Implications of these findings for future dark personality research as well as the practical implications for managers and organizations are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

环境影响评价中公众参与绩效考核指标体系构建与实证研究

本文构建了公众参与绩效考核指标体系,通过专家咨询法确定各指标权重,然后以湘潭垃圾焚烧发电厂环境影响评价中公众参与为例,运用模糊综合评判法进行实证研究。研究结论对提高环境影响评价中公众参与力度,考核公众参与的绩效水平提供科学依据。     

二次电池电极材料环境影响计算系统

以生命周期评价理论为基础,建立了电极材料电化学性能与环境影响的内在量化关联关系分析方法。基于Java语言,设计和编写了二次电池电极材料环境影响综合计算系统,协调考虑了二次电池的循环特性、电化学特征等,实现了环境影响评价过程中对材料质量需求的便捷计算,进而实现了整个评价操作过程的综合化、软件化和信息化,提高了评价效率。选用LiFePO_4/C,LiFe_(0.98)Ti_(0.02)PO_4/C,LiFe_(0.98)Mn_(0.02)PO_4/C和FeF_3(H_2O)_3/C 4种正极材料基于此系统进行了实例应用。     

基于互联网+的轨道交通动力设备安全管理系统的研究

根据我国轨道交通设备安全管理的需求,提出基于互联网+的轨道交通动力设备安全管理系统平台的框架,运用J2EE开发工具,采用嵌入式高速数据采集技术、故障诊断技术,构建形成集成化、网络化和信息化的轨道交通动力设备安全管理系统。完善智能的设备安全管理系统,能有效提高轨道交通动力设备的安全监管力度,保障设备安全。     

基于CFD的核电厂防火安全评估方法研究

目前国内核电厂普遍采用确定论方法进行防火安全评估。采用CFD模型对核电厂某典型电气间火灾发生过程进行数值模拟研究。模拟火灾行为（火势增长和蔓延）、温度场变化、烟气浓度变化等,分析结果中温度对电缆和电气设备的失效判定、烟气层对电缆和电气设备的风险影响,研究该方法对于核电厂防火安全分析的指导作用。通过分析数值模拟数据,计算结果与二代机型确定论分析方法结果相符,有效验证了CFD火灾模型在核电厂防火安全评估中的适用性,为国内自主建立核电厂火灾数值模拟评价体系提供参考。     

数据挖掘与现场调查结合的电动汽车事故分析

为了解电池热失控引起的电动汽车自燃事故起因,降低事故发生率,统计梳理2020年新能源汽车起火事故概况,并基于动力电池失效机制和车辆运行数据,提出一种融合事故阶段安全参数关联分析、事故现场调查和全生命周期数据一致性分析的事故多维分析方法,采用该方法深入剖析一起电动汽车起火事故.研究结果表明:事故多维分析方法可通过探究事故...     

The passion bug: How and when do leaders inspire work passion?

Drawing from signaling theory, we propose a work passion transfer model where leaders' passion is transmitted to employees through the former's leadership style and is contingent on employees' perceived importance of performance to self-esteem (IPSE). Data from 201 supervisor–employee dyads from the health-care industry show that leaders' harmonious passion led to employees' harmonious passion through charismatic leadership, whereas contingent reward leadership accounted for the transfer of obsessive passion; IPSE did not play a moderating role for either form of passion. Results from a supplementary study further reveal that the link between leadership and employee passion operated through employees' perception of leader passion and that employees' IPSE accentuated for the relationship between perceived leader obsessive passion and employees' obsessive passion. This study advances research in work passion, leadership, and signaling theory and provides important implications for managerial practice.     

Abusive according to whom? Manager and subordinate perceptions of abusive supervision and supervisors' performance

Recognizing that supervisor–subordinate dyads exist within a broader organizational hierarchy, we examine how the individual's role within the organizational hierarchy influences perceptions of abusive supervision. Specifically, we examine how supervisors' abusive behaviors are perceived by abusive supervisors' managers as well as abusive supervisors' subordinates. Drawing on role theory, we propose that these perceptions will differ. Further, we suggest that these differences will be reflected in different relationships between manager-rated abusive supervision and subordinate-rated abusive supervision and managers' evaluations of supervisor performance. Results from manager–supervisor–subordinate triads indicate differences between managers' and subordinates' view of abusive supervision. Further, managers' perceptions of abuse were related to supervisors' in-role performance, whereas subordinates' perceptions of abuse were related to workgroup performance. In Study 2, we replicate these findings and expand our investigation to an examination of supervisors' contextual performance. Additionally, we examine another contextual characteristic—aggressive climate—and demonstrate it influences how abusive supervision relates to managerial evaluations of supervisor performance. Future research and managerial implications are discussed.     

A multilevel investigation of predictors and outcomes of shared leadership

For modern organizations, shared leadership becomes increasingly important. Knowledge on shared leadership may be limited, as past research often relies on cross-sectional data or student samples, and most studies neglect the multilevel nature of shared leadership. Our research model includes transformational leadership, trust, and organizational support as predictors of shared leadership. Furthermore, we analyze the influence of shared leadership on team performance and team creativity. In total, 160 teams with 697 employees participated in our field study. Data collection took place at three time points. To test our hypotheses, we used multilevel modeling with a Bayesian estimator. We found relationships of transformational leadership and trust with shared leadership at the team level and of transformational leadership, trust, and organizational support with shared leadership at the individual level. Furthermore, shared leadership fully mediated the effect of the three input factors on team performance and team creativity. This study contributes to the understanding of the antecedents and outcomes of shared leadership. Furthermore, the dynamic development of team processes based on an input–mediator–output model is explored. On the basis of the results, organizations can increase shared leadership behavior by focusing on transformational leadership and trust building.