Dynamics of calling: A longitudinal study of musicians

The dominant view of calling among management scholars is that it is a stable construct that does not change. This view has resulted in a research void about calling's early development and subsequent evolution. Insight into the dynamic process through which callings develop is fundamental to understanding its role in people's careers and lives. In this study, I focus on the antecedents of calling, a consuming, meaningful passion people can experience toward a domain. I propose a dynamic model in which calling can change over time and can be shaped by antecedent factors, specifically, through people's ability, behavioral involvement, and social comfort in the area toward which they feel a calling. I tested these ideas in a seven‐year, four‐wave prospective longitudinal survey study of 450 amateur musicians. Multilevel analyses indicate individuals who were more behaviorally involved and felt higher social comfort in the calling domain (e.g., music) experienced higher levels of calling early on but experienced a decline in calling over time. Individuals' ability in the calling domain was not related to initial calling or change in calling. I discuss the implications for theory and research on calling, meaning of work, and the dynamics of careers. Copyright © 2012 John Wiley & Sons, Ltd.     

When the abuse is unevenly distributed: The effects of abusive supervision variability on work attitudes and behaviors

The present study examined the consequences of a dispersion‐based conceptualization of unit‐level abusive supervision or abusive supervision variability. Abusive supervision variability was proposed to negatively affect a number of employee attitudes and behaviors through the mediating effects of interpersonal justice climate strength. The results revealed significant cross‐level effects such that abusive supervision variability was negatively related to individual perceptions of leader ethicality, organizational ethicality, leader satisfaction, and affective organizational commitment. These effects remained robust after controlling for individual‐level abusive supervision. Abusive supervision variability was also positively related to the frequency with which unit members as a whole engaged in counterproductive work behaviors. Last, the results revealed partial support for the mediating effects of interpersonal justice climate strength. In sum, the findings highlight the importance of examining abusive supervision at both the individual and unit levels of analyses. Copyright © 2012 John Wiley & Sons, Ltd.     

Organization–environment adaptation: A macro‐level shift in modeling work distress and morale

We theorized that organization–environment adaptation, the interaction between external demands and personnel resources, predicts distress and morale. We tested this hypothesis in 29 stations within one state police department, and combined three data sources. We measured environmental demands for policing via census data pertaining to the station precinct (e.g., per cent unemployed; per cent in public housing). We assessed resources via personnel numbers within stations. Outcomes were employee's perceptions of staff distress and morale at the station (N = 247), assessed twice, 14 months apart. Using hierarchical linear modeling, we found that environmental demands predicted perceptions of workgroup distress and morale and that the relationships were moderated by personnel resources. For distress, when resources were low, demands were positively associated with distress; when resources were high, demands were negatively associated with distress. For morale, when resources were high, demands were positively associated with morale; there was no relationship when resources were low. Results show that aversive and pleasurable reactions at work may be traced to how resources are employed to manage external demands. Results support a macro‐level shift in modeling distress and morale, incorporating external demands, and strategic management decisions regarding personnel resourcing. Our research suggests that rather than being a result of individual failure to adapt, compromised work ability may result from an organizational failure to adapt to the environmental context. Copyright © 2012 John Wiley & Sons, Ltd.     

Work conditions in agriculture as risk factors of spinal pain in postmenopausal women

The aim of the study was to evaluate the risk factors for spinal pain in Polish postmenopausal women working in agriculture. The study included 1751 randomly selected postmenopausal women aged 45–65?years. The women were exposed to hazardous work conditions, in particular the use of force and heavy lifting, often more than 10?kg and with frequency of at least once a day. Two-thirds of them suffered from spinal pain, mostly in the lumbar spine and less frequently in the cervical and thoracic spine. The prevalence of spinal pain depended on exposure to health risks associated with overwork, early onset of menopause and increasing age. The prevalence of pain in the lumbar spine correlated positively with higher frequency of heavy lifting and using excessive force during agricultural work. The severity of spinal pain correlates positively with the age of pain onset and negatively with level of education.     

硫磺研磨起电特性的研究

工业生产硫磺粉的过程中,由于静电等因素导致生产过程中容易发生燃烧爆炸事故。本文就是为硫磺粉的生产安全进行基础研究。国内硫磺粉爆炸事故几乎一个月发生一次,给设备和人员带来很大的安全威胁。不同材料的特性是不同的,摩擦产生静电的情况也不一样,本实验主要研究硫磺粉和粉碎设备中主要材料摩擦产生静电的情况,了解硫磺粉的静电特性,为减少静电的产生或者消除静电寻找途径。硫磺粉碎设备———机械磨中主要的材料类型是不锈钢、刚玉和碳化钨,用这三种材料制成的研磨罐对硫磺粉进行研磨,测试表明硫磺全部带负电荷,碳化钨罐研磨起电效率最高,刚玉罐起电效果最小,静电量会随着时间的增加达到平衡。用不同粒径的硫磺粉进行研磨,实验表明粒径较大的硫磺粉比粒径小的硫磺粉产生的静电略少。     

我国安全生产标准体系的现状和对策研究

从安全标准总数、领域分布、级别划分、标准性质、类别构成以及采标情况几方面分析了我国安全生产标准的总体状况;结合国民经济行业分类,分析了安全标准在基础通用和社会事业、第一产业、第二产业、第三产业,以及在各产业所属领域和行业的分布情况;阐述了目前我国安全生产标准体系现状以及框架构成状况。提出了我国安全标准及体系存在的标准分布不均衡、关键标准缺失和滞后、采标率偏低、标龄过长和标准体系覆盖面窄五个问题,并给出了加强关键和缺失标准的研制,加大先进技术成果标准化、建立和完善安全生产标准体系、建立标准维护机制、加强安全生产标准国际化工作四项建议措施。     

事故事件与排查隐患——《企业安全生产标准化基本规范》解读

企业开展安全生产标准化工作的基础是以隐患排查治理为基础,企业隐患排查的范围应包括所有与生产经营相关的场所、环境、人员、设备设施和活动。结合笔者近年来通过对建设、电力、机械、石油、化工、冶金、煤矿、矿山、军工、电子、烟草、航天、船舶等不同行业的审核、检查,就现场所了解到不同的事故、事件和存在的问题进行分析,解读“以隐患排查治理为基础”的《企业安全生产标准化基本规范》。     

How long do you benefit from vacation? A closer look at the fade‐out of vacation effects

This study adds to research on the beneficial effects of vacation to employees' well‐being and on the fade‐out of these effects. One hundred and thirty‐one teachers completed questionnaires one time before and three times after vacationing. Results indicated that teachers' work engagement significantly increased and teachers' burnout significantly decreased after vacation. However, these beneficial effects faded out within one month. Applying hierarchical regression analyses, we investigated the fade‐out of vacation effects in detail. In line with the Job Demands‐Resources model, job demands after vacation sped up the fade‐out of beneficial effects. Additionally, leisure time relaxation experiences after vacation delayed the fade‐out of beneficial effects. We conclude that reducing job demands and ensuring leisure time relaxation can prolong relief from vacation. Copyright © 2010 John Wiley & Sons, Ltd.     

浅析企业的安全生产管理

从企业的日常安全生产管理入手,分析了决定生产安全的基本要素,提出加强现场管理是安全生产的保障,给出了安全生产的工作方法.     

基于无偏灰色模型的煤矿百万吨死亡率预测

为预测中国煤炭行业安全生产状况发展趋势,构建无偏灰色预测模型对我国煤矿百万吨死亡率数据进行模拟预测。通过对我国2005—2010年度煤炭行业的百万吨死亡率有关数据进行模拟,并与传统的灰色GM(1,1)模型的预测模拟结果进行对比分析。计算结果表明:无偏灰色模型消除了传统GM(1,1)模型本身固有偏差,预测精度较高,分析结果可靠,其中,平均绝对误差为0.030 6%,平均相对误差为2.71%,均低于传统GM(1,1)模型。预测数据显示近年来我国煤矿百万吨死亡率正逐步下降,2011年和2012年分别降至0.536%和0.411%,符合煤矿安全生产"十二五"规划要求。