Fear of terror and increased job burnout over time: Examining the mediating role of insomnia and the moderating role of work support

While the prevalence of terrorism has increased substantially, there is a paucity of research on the effects of terrorism on employee behavior at work. Building on conservation of resources (COR) theory, and its extension, the conservation of social resources theory, we close gaps in the literature by investigating the effect of fear of terror on increased job burnout over time, the mediating effect of insomnia, and the moderating effect of supervisor and co‐worker support on these relationships. This longitudinal study followed a large sample of Israeli employees (n = 670) across three time measurements over 7 years, in a time period characterized by a high number of terror attacks. The results showed fear of terror to be related to elevated job burnout over time, even during a period in which terror attacks were reduced substantially. Further, insomnia mediated the relationship between fear of terror and increased burnout, while co‐worker support, but not supervisor support, moderated the relationships between fear of terror and increased insomnia and between increased insomnia and increased burnout. The results further support the notion of loss cycles in COR theory, as well as the importance of social resources, which are the cornerstones of conservation of social resources theory. Copyright © 2014 John Wiley & Sons, Ltd.     

深圳市工业固体废物产生特征和管理对策建议

工业固体废物规范化管理是环境污染防治和实现经济绿色发展的重要组成部分。根据工业固体废物统计数据,全面分析了深圳市固体废物的产生特征,并以减量化、资源化和无害化为基本原则提出针对性管理策略和具体措施建议。     

Unraveling the organizational mechanism at the root of safety compliance in an Italian manufacturing firm

Safety performance is recognized as the more proximal and effective precursor of safety outcomes. In particular, safety compliance significantly reduces workplace accidents and injuries. However, it is not entirely clear what role organizational factors play in determining workers’ safety. The present study contributes to defining which organizational factors increase safety compliance by testing a mediational model in which supervisor support is related to safety climate, which in turn is related to organizational identification that finally is related to safety compliance. We tested our hypotheses in a sample of 186 production workers of an Italian manufacturing firm using a cross-sectional design. Findings confirm our hypotheses. Management should consider these organizational factors in order to implement primary prevention practices against work accidents.     

全面加强环境监测质量管理工作初探

环境监测是环境管理和决策的重要技术支持,环境监测质量管理工作与环境监测整体发展不相适应的矛盾日益突出。目前环境监测质量管理工作中存在的机构制度不健全、质量管理技术发展缓慢、现场监测质量管理薄弱等问题,可通过完善制度、转变工作方式、发挥质量监督员作用、加强现场监测质量管理、拓展质量管理范围等全面加强环境监测质量管理工作的措施得到解决。     

Are two cynics better than one? Toward understanding effects of leader–follower (in‐)congruence in social cynicism

Prior research suggests that leaders' social cynicism can undermine important follower outcomes such as followers' motivation and performance. However, these studies have exclusively focused on leaders' social cynicism and neglected that followers' views on the social world might also influence the leadership process. On the basis of theories of social beliefs and person–supervisor fit, we offer an integrative perspective and predict that it is the congruence between leaders' and followers' social cynicism that shapes leadership dynamics. Data from 116 leader–follower dyads from a broad range of organizations and industries support our model: Polynomial regression and response surface analyses show significant congruence effects of leaders' and followers' social cynicism on followers' extra‐role behaviors and followers' proactive work behaviors. These positive effects of congruence on follower outcomes are transmitted by leader–member exchange quality. Finally, congruence effects are stronger when leaders' and followers' social cynicism is low rather than high. Overall, our study suggests that it is the correspondence between leaders' and followers' social cynicism that influences followers' leader–member exchange, extra‐role, and proactive behavior. We discuss the theoretical and practical implications of these findings for designing functional leader–follower dyads in organizations.     

Two facets of conscientiousness and the knowledge sharing dilemmas in the workplace: Contrasting moderating functions of supervisor support and coworker support

This study adopts self‐ and other‐centered approaches to explain how the two facets of conscientiousness (i.e., dutifulness and achievement striving) distinctly resolve knowledge sharing dilemmas among employees. It also explores how the critical social surroundings of employees (i.e., supervisor support and coworker support) neutralize or activate the effects of dutifulness and achievement striving on knowledge‐sharing behavior. Our analysis of the data collected from 150 employee–supervisor dyads corroborates that the other‐centered facet of conscientiousness (dutifulness) is positively related to knowledge‐sharing behavior, whereas the self‐centered facet (achievement striving) is negatively related to the same behavior. The analysis also affirms that the positive effect of dutifulness and the negative effect of achievement striving on knowledge sharing are strengthened when supervisor support is low and coworker support is high. This study offers theoretical and practical implications relevant to knowledge management in organizations, distinct roles of facet‐specific personalities toward knowledge sharing, and contrasting personality–situation interactions by situation strength and trait activation in shaping employee behavior.     

从政企合作看中国企业环境监督员制度的完善

日益严峻的环境问题要求我国政府继续保持强大的环境管制压力.同时,充分调动企业自主环境管理的积极性也成为“十二五”期间管理性减排的核心任务之一.认真研究企业环境管理制度设计的方向和目标,实现政企环境合作已经成为当前环境管理制度创新的基本要求.现行企业环境监督员制度是我国借鉴日本经验试行的一项旨在提倡政企合作的环境政策工具.我国目前企业环境管理总体趋势是背向自组织环境管理的,强化面向企业内部环境管理的直接管制应当是当前和今后一段时间的总体趋势.由于我国企业自主环境管理面临着外部约束力不够、内部动力不足的困境,现行政企合作的制度目标应当直接定位为政府环境管制工具.基于这一定位,环境监督的对象企业应当由污染物息量和种类标准转为达标排放标准;职责范围应当根据企业规模进行差别设计,规模以上企业以推进政企环境信息沟通为主,中小企业应强化其监督功能,另设企业环境管理人员履行执行功能.     

民航空管质量安全监察人员胜任能力模型研究

以空管政事分离改革后民航空管质量安全监察人员胜任事业单位内部质量安全监察职责为目标,从教育、培训、技能和经验四个方面分析构成民航空管质量安全监察人员胜任能力的因素,并构建了胜任能力指标体系.运用网络分析法(ANP)构建了民航质量安全监察人员胜任能力的网络结构模型;利用三角模糊数(FUZZY)对网络结构模型中各个因素进行重要度比较,得到权重向量.鉴于评价指标之间存在的较强的关联性,利用非线性加权综合法,构建了民航空管质量安全监察人员胜任能力模型,该模型对评价指标中取值较小的指标反应灵敏,能够更好地体现不同监察人员之间胜任能力的差异.利用该模型对某空管单位来自于不同背景的5名监察人员进行评价,结果与上一年度该空管单位的绩效考核结果一致,证明了模型的合理性.     

The effects of perceived organizational support,perceived supervisor support and perceived co-worker support on safety and health compliance

Although knowledge is cumulating, very little is known about the effects of various sources of support on safety and health compliance. This study goes beyond previous research by investigating the relationships among perceived support from organizations, supervisors and co-workers, and employees’ safety and health compliance behaviour at chemical and petroleum process plants. The results of this study show that the support from organizations, supervisors and co-workers was significantly related to employees’ safety and health compliance. Also, the findings reveal that perceived supervisor support has the strongest influence in ensuring employees’ safety and health compliance behaviour.     

浅议环境监理员的威信及其形成机制

论述了环境监理员的工作威信源于法权作用力和自然影响力。指出环保行政主管部门乃至社会各界应用环境监理营造一个良好的氛围，以增强法权作用力；环境监理人员要不断加强自身修养，以提高自然影响力。