人力资本投资软环境研究:基于社会保障制度和劳动力市场分割的视角

社会保障制度和人力资本投资的关系是近年来劳动经济学中新出现的一个课题,相关研究尚不多见。以我国养老保险的“统帐结合”模式为例,分析了社会保障对人力资本投资的影响,同时结合我国劳动力市场现状,对劳动力市场分割状态下“统帐结合”模式与人力资本投资的关系进行了分析。结果表明,增加“统帐结合”模式中个人账户的比例,将激励个人进行较多的人力资本投资,但劳动力市场分割的存在削弱了这种激励作用。因此,建议：适当增加“统帐结合”模式中个人承担的比例;建立覆盖全国的社会保障体系;加快劳动力市场建设。逐步消除劳动力市场分割状态,促进全国统一的、自由竞争的劳动力市场的形成。     

超市火灾烟气蔓延及人员疏散的模拟研究

针对某大型超市的实际建筑结构以及人员分布情况,利用计算机模拟设定了几种不同情况下的火灾场景,研究了火灾情况下影响人员疏散的因素,并根据烟气运动和人员疏散模拟的结果,对该超市人员疏散楼梯的数量、宽度以及位置分布进行评估.指出了实际超市火灾过程中人员疏散应该注意的一些问题,给出了合理的防火分区划分以及疏散楼梯的分配方式,对超市建筑人员疏散具有一定的指导意义.     

伤亡事故中生命经济价值估算研究

伤亡赔偿标准由于人的年龄、经历、工作等的不同而不同。本文参考国内外相关资料后,在人人平等的基础上区分了不同人的生命价值,设计的估算方法基本包含了各个年龄段的人的生命价值。估算结果仅适用于事故和不可抗力造成的伤亡情况,不适用于故意伤害谋杀等犯罪活动造成的伤亡。生命价值没有上限只有下限,使生命经济价值的估算值有较大提高,这对提高伤亡赔偿标准,对提高人们对生命价值的认识都有一定的价值。     

Formaldehyde Exposure in a Gross Anatomy Laboratory. Personal Exposure Level Is Higher Than Indoor Concentration (5 pp)

Goal, Scope and Background Cadavers for gross anatomy laboratories are usually prepared by using embalming fluid which contains formaldehyde (FA) as a principal component. During the process of dissection, FA vapors are emitted from the cadavers, resulting in the exposure of medical students and their instructors to elevated levels of FA in the laboratory. The American Conference of Governmental Industrial Hygienists (ACGIH) has set a ceiling limit for FA at 0.3 ppm. In Japan, the Ministry of Health, Labour and Welfare has set an air quality guideline defining two limit values for environmental exposure to FA: 0.08 ppm as an average for general workplaces and 0.25 ppm for specific workplaces such as an FA factory. Although there are many reports on indoor FA concentrations in gross anatomy laboratories, only a few reports have described personal FA exposure levels. The purpose of the present study was to clarify personal exposure levels as well as indoor FA concentrations in our laboratory in order to investigate the relationship between them. Methods The gross anatomy laboratory was evaluated in the 4th, 10th and 18th sessions of 20 laboratory sessions in total over a period of 10 weeks. Air samples were collected using a diffusive sampling device for organic carbonyl compounds. Area samples were taken in the center and four corners of the laboratory during the entire time of each session (4-6 hours). Personal samples were collected from instructors and students using a sampling device pinned on each person's lapel, and they were 1.1 to 6 hours in duration. Analysis was carried out using high performance liquid chromatography. Results and Discussion Room averages of FA concentrations were 0.45, 0.38 and 0.68 ppm for the 4th, 10th and 18th sessions, respectively, ranging from 0.23 to 1.03 ppm. These levels were comparable to or relatively lower than the levels reported previously, but were still higher than the guideline limit for specific workplaces in Japan and the ACGIH ceiling limit. The indoor FA concentrations varied depending on the contents of laboratory sessions and seemed to increase when body cavity or deep structures were being dissected. In all sessions but the 4th, FA levels at the center of the room were higher than those in the corners. This might be related to the arrangement of air supply diffusers and return grills. However, it cannot be ruled out that FA levels in the corners were lowered by leakage of FA through the doors and windows. Average personal exposure levels were 0.80, 0.45 and 0.51 ppm for instructors and 1.02, 1.08 and 0.89 ppm for students for the 4th, 10th and 18th session, respectively. The exposure levels of students were significantly higher than the mean indoor FA concentrations in the 4th and 10th sessions, and the same tendency was also observed in the 18th session. The personal exposure level of instructors was also significantly higher than the indoor FA level in the 4th session, while they were almost the same in the 10th and 18th sessions. Differences in behavior during the sessions might reflect the differential personal exposure levels between students and instructors. Conclusion The present study revealed that, if a person is close to the cadavers during the gross anatomy laboratory, his/her personal exposure level is possibly 2 to 3-fold higher than the mean indoor FA concentration. This should be considered in the risk assessment of FA in gross anatomy laboratories. Recommendation and Outlook If the risk of FA in gross anatomy laboratories is assessed based on the indoor FA levels, the possibility that personal exposure levels are 2 to 3-fold higher than the mean indoor FA level should be taken into account. Otherwise, the risk should be assessed based on the personal exposure levels. However, it is hard to measure everyone's exposure level. Therefore, further studies are necessary to develop a method of personal exposure assessment from the indoor FA concentration.     

人-机-环境系统工程在井下运输安全中的应用

运用人-机-环境系统工程理论,对煤矿井下运输系统中的人、机、环境三大要素及其对运输事故的影响进行分析,尤其是对人为失误的原因及其控制,人的模糊可靠性,运输事故与人的因素的关系,事件树分析,事故树分析,灰色关联分析,模糊聚类分析以及灰色综合评判等进行了深入的研究,提出了相应的控制措施。     

复杂系统中人误原因因素的层次分析法

介绍和评析了人误分析历史上有重要影响的几种人误原因因素分类方法:传统人因分类法、信息处理分类法和认知系统工程分类法.基于认知可靠性及失误分析方法(CREAM)的人误原因因素分类,运用层次分析法(AHP)基本原理,建立了大规模复杂人-机系统人误原因因素层次结构模型及相应的AHP程序,并以JCO公司超临界事故为实例进行了分析.分析和应用结果表明,本文所建立的人误原因因素层次结构模型及AHP程序能够辨识出大规模复杂人-机系统中人误的主要原因因素,进而寻找出最优预防方案,对预防和减少此类人误事故的发生有积极意义.     

基于人因失误率预测法改进的事故后人因可靠性分析技术

人因可靠性分析是概率风险分析的重要组成部分,事故后人因事件分析是人因可靠性分析的核心内容.工程应用中的人因可靠性分析技术应在满足分析准确性需求的基础上尽可能简单与规范.本文分析了人因失误率预测法(THERP)的主要不足及事故序列评估程序人因可靠性分析技术(ASEP HRA)所做出的重要改进,描述了事故后ASEP HRA在工程应用中的基本程序,给出了一个应用实例.     

桂林市交警头发Hg、Pb含量及分布研究

对桂林市6个城区交通警察按年龄、工龄、工种和性别比例采集发样95件,测定和研究发样Hg、Pb分布状况,并采集普通人群发样110件加以对照.结果表明,车流量越大,从事交警的职业年限越长,交警发样的Hg、Pb含量越高.从事外勤工作交警发样Hg、Pb平均含量高于内勤工作交警.桂林市交警发样Hg平均含量为1.340μg·g-1,是中国居民头发Hg平均值(0.77μg·g-1)的1.74倍;而Pb平均含量为2.877μg·g-1,则低于中国居民头发Pb平均值(6.60μg·g-1).无Pb汽油的使用降低了大气中Pb的污染,但Hg的污染依然存在.男性交警头发Hg平均含量为1.504μg·g-1,高于女性交警平均含量(1.176μg·g-1),而Pb的平均含量在2.852μg·g-1,则低于女性交警发Pb平均含量(2.902μg·g-1).     

作业安全管理中人员行为规范化方法研究

基于人因问题在事故控制中的重要性,为规范人员行为,提出将安全生产标准化中逐条评分的思想融入作业安全管理中,以规范员工个人行为。并将员工不安全行为按照诱因的不同,划分为功能性失误、心理性失误、知识性错误、条件限制性错误、主观意识性违章等5种类型。针对不同诱因提出相应的纠正措施。对比这些措施实施前后员工作业行为符合标准规范的比例,研究运行过程对员工行为的影响。结果表明:该方法的实施减少了试验岗位员工的不安全行为,员工行为规范化程度得到提高。     

当前事业单位人力资源管理存在的问题及对策分析

当前我国事业单位人力资源管理中存在的管理理念滞后、管理体制不健全、选人机制传统僵化、用人机制不健全等问题直接制约了事业单位本身的持续发展和社会服务职能的履行。只有在事业单位改革的大潮中,结合事业单位特点与需求,转变观念、健全事业单位人力资源管理体系、强化选人机制建设、提高用人机制的灵活性等以改进与完善事业单位的人力资源管理工作,才能使我国事业单位吸引和留住更多的优秀人才,发挥人才聚集地的优势,更好地服务于社会。