Five approaches to producing actionable science in conservation

The knowledge produced by conservation scientists must be actionable in order to address urgent conservation challenges. To understand the process of creating actionable science, we interviewed 71 conservation scientists who had participated in 1 of 3 fellowship programs focused on training scientists to become agents of change. Using a grounded theory approach, we identified 16 activities that these researchers employed to make their scientific products more actionable. Some activities were more common than others and, arguably, more foundational. We organized these activities into 3 nested categories (motivations, strategies, and tactics). Using a co-occurrence matrix, we found that most activities were positively correlated. These correlations allowed us to identify 5 approaches, framed as profiles, to actionable science: the discloser, focused on open access; the educator, focused on science communication; the networker, focused on user needs and building relationships; the collaborator, focused on boundary spanning; and the pluralist, focused on knowledge coproduction resulting in valuable outcomes for all parties. These profiles build on one another in a hierarchy determined by their complexity and level of engagement, their potential to support actionable science, and their proximity to ideal coproduction with knowledge users. Our results provide clear guidance for conservation scientists to generate actionable science to address the global biodiversity conservation challenge.     

镇海炼化公司作业场所健康促进效果评价

对镇海炼化公司所采取的石油化工作业场所作业人员健康促进措施进行了效果评价.评价结果发现,职工职业安全卫生知识知晓率、正确态度和行为形成率有所提高,健康促进工作初见成效.     

石化工业园区恶臭环境影响评价工作程序探讨

系统地提出了区域恶臭环境影响评价工作程序,引入了重大恶臭风险源的概念,并以石化工业园区为例,从公众参与、恶臭现状监测、区域恶臭源调查、恶臭环境影响预测及分析、区域恶臭容量及控制措施等方面分析了区域恶臭环评的工作内容。     

Significant work events and counterproductive work behavior: The role of fairness,emotions, and emotion regulation

In this diary study, we investigated multi‐level predictors of daily counterproductive work behavior (CWB) relying on the theoretical frameworks of affective events theory and the emotion‐centered model of CWB. We assessed significant work events, event‐based fairness perceptions, negative emotional reactions to work events, and employee CWB over a 10‐day period. We tested within‐person relations predicting CWB, and cross‐level moderating effects of two emotion regulation strategies (suppression and reappraisal). Results from a multi‐level path analysis revealed that significant work events had both direct and indirect effects on negative emotional reactions. Further, negative emotional reactions in turn mediated the relationships between significant work events and all forms of daily CWB as well as the relationship between event‐based fairness perceptions and daily CWB‐O. Results also supported the moderating role of reappraisal emotion regulation strategy on relations between significant work events and negative emotional reactions. Less support, however, was found for the moderating influence of suppression on the link between negative emotional reactions and CWB. Among the broad work event categories we identified, our supplemental analyses revealed that negative work events involving interactions with supervisors elicited the highest levels of employee negative emotional reactions. We discuss the theoretical and practical implications of these findings. Copyright © 2014 John Wiley & Sons, Ltd.     

Strategic alignment with organizational priorities and work engagement: A multi‐wave analysis

This study advances the limited research on work alignment and work engagement by investigating how perceived alignment of job tasks and organizational strategic priorities (strategic alignment) influences work engagement. Measures of job control and work social support were also included to enable comparisons between strategic alignment and other well‐established job resources. A total of 1011 employees of an Australian state police service responded to three electronic, self‐report surveys. A reciprocal model was assessed over three waves of data, with varying time lags: 18 (Time 1 to Time 2), 12 (Time 2 to Time 3), and 30 months (Time 1 to Time 3). Longitudinal, reciprocal relationships were observed for work engagement and job control, strategic alignment, and colleague support. Work engagement also predicted supervisor support over time (reverse effect). This study demonstrated that, in addition to job resources, perceived alignment of job tasks and organizational priorities plays an important role in maintaining high levels of work engagement over time. Copyright © 2013 John Wiley & Sons, Ltd.     

Developing a passion for work passion: Future directions on an emerging construct

Although the passion that people demonstrate at work would appear to be a topic of considerable interest and importance to organizational scholars and practitioners, we know virtually nothing about it. In response, we introduce the work passion construct, discuss what we currently understand, and provide needed directions for future research. Copyright © 2013 John Wiley & Sons, Ltd.     

Maturation of work attitudes: Correlated change with big five personality traits and reciprocal effects over 15 years

As employees grow older, do their attitudes regarding work change over time? Can such long‐term changes be understood from a personality development perspective? The present study addressed these fundamental questions by tracking 504 young professionals' work attitudes (i.e., job satisfaction and work involvement) and Big Five personality traits over the first 15 years of their professional career. We specifically investigated whether trait changes drive peoples' changing attitudes, a mechanism we called maturation of work attitudes. Latent change models first indicated significant associations between traits and attitudes at the beginning of the career, and mean‐level changes in Big Five traits (i.e., increases in Agreeableness and Conscientiousness and decreases in Neuroticism) in the direction of greater functional maturity. Although no significant mean‐level changes in work attitudes were observed, results regarding correlated change indicated that variability in attitude change was related to variability in trait change and that this indeed signaled a maturational process. Finally, reciprocal effect estimates highlighted bidirectional relations between personality and attitudes over time. It is discussed how these results (i) provide a better understanding of potential age effects on work‐related attitudes and (ii) imply a revision of the traditional dispositional approach to attitudes. Copyright © 2013 John Wiley & Sons, Ltd.     

Thriving at work: Impact of psychological capital and supervisor support

Thriving at work is a positive psychological state characterized jointly by learning and vitality. Conventional wisdom and some initial research indicate that such thriving benefits both employees themselves and their organizations. This study specifically tests thriving at work by linking it to a theoretically important personal outcome variable (self‐development), refining its relationship with agentic work behaviors (task focus and heedful relating), and proposing and testing two new antecedent variables (psychological capital and supervisor support climate). Using structural equation modeling on a sample of 198 dyads (employees and their supervisors), strong support was found for the theory‐driven hypothesized relationships. The results contribute to a better understanding of positive organizational scholarship and behavior in general and specifically to the recently emerging positive construct of employees' thriving at work. Copyright © 2013 John Wiley & Sons, Ltd.     

Toward an Understanding of the Development of Ownership Feelings

Psychological ownership is increasingly recognized as a core feeling in the experience of work. Within jobs and the work context, there is a wide range of opportunities to experience psychological ownership. Yet empirical work on how feelings of ownership develop is lacking, and thus ways to develop psychological ownership in the workplace are not well understood. We explore the routes traveled to feelings of ownership by using job complexity as one example of work environment structure that affects the formation of psychological ownership. In two studies, we develop measures of the routes and confirm that perceived differences in one's work meaningfully predict psychological ownership. Collectively, the two studies provide insight into and offer suggestions for how ownership develops and ways in which managers might foster employee feelings of ownership toward their work. Copyright © 2013 John Wiley & Sons, Ltd.     

重特大事故频发凸显生产安全的系统脆弱性——2013年几起特大事故反思

为深入探讨我国重特大事故频发本质原因,在对2013年四起特大生产安全事故调查研究基础上,分析了在事故发生和演变过程中所涌现出的系统脆弱性。对工程技术、管理系统和人员素质方面所出现的脆弱性做了评估和比较分析。认为,系统脆弱性涌现是事故灾难最本质原因,普遍存在的系统脆弱性是一种结构性缺陷。提出应采用现代风险管理方法,对具有潜在性的脆弱性进行识别、评估和控制,提高预防和控制重特大事故强鲁棒性能力。