Beyond demographic identities and motivation to learn: The effect of organizational identification on diversity training outcomes

There is a pressing need for better explanations of diversity training effectiveness so that organizations can administer training programs that facilitate positive intergroup interactions. In this paper, we consider the unique predictive effect of organizational identification on diversity training outcomes beyond the effects of the traditional predictors of demographic-based identities and motivation to learn across two samples of employees involved in diversity-related training at their employing organizations. Organizational identification predicted unique variance in voluntary participation in diversity training, diversity training-related knowledge application, motivation to transfer diversity training, and diversity training-related organizational citizenship behavior intentions. Research and practitioner implications are discussed based on our findings.     

增强企业内安全培训能力对策研究

依据中日合作项目《加强中国安全生产科学技术能力计划》成果,对比分析了中日对企业安全培训相关法规要求,明确了各自的优点、缺点,提出通过开展企业内安全培训负责人培训可增强企业内安全培训能力,并在宁波进行了试点。提出应当重视企业内安全培训工作,对生产经营单位安全培训规定进行修改,制定配套实施细则和办法,开展企业内安全培训负责人培训、把班组长培训制度化、充分利用外部培训机构等增强企业内安全培训能力的对策和建议。     

A new look at the psychological contract during organizational socialization: The role of newcomers' obligations at entry

Previous studies have demonstrated that the psychological contract is largely shaped during socialization. This study adopts a complementary perspective and analyzes how the psychological contract at the start of employment shapes the subsequent socialization process. Drawing upon social exchange theory, we propose that newcomers with a higher sense of their personal obligations at entry will perceive orientation training as more useful and develop better relationships with their supervisors and peers, which in turn will facilitate their work adjustment. Results of a longitudinal survey on a sample of 144 recruits from a European Army show that newcomers with a higher initial sense of their employee obligations toward their employer report higher perceived training utility, higher leader–member exchange (LMX) with their instructors, and higher team–member exchange (TMX) with their platoon peers. Moreover, perceived training utility and LMX predict the fulfillment of employers' obligations; and training utility predicts the level of newcomers' employee obligations. Finally, training utility, LMX, and TMX predict some of three indicators of newcomers' adjustment, namely, role clarity (training utility and LMX), group integration (TMX), and organizational values understanding (training utility). These results highlight how newcomers' obligations at the start of employment contribute to the social exchange dynamic underlying organizational socialization. Copyright © 2015 John Wiley & Sons, Ltd.     

浅谈如何做好企业安全管理工作

从现代安全理论的角度,论述企业安全管理工作的主要内容、重点工作方面安全管理不到位可能发生的事故后果,以期达到保证企业的安全生产的目的。     

知识和经验对救援人员实战心理的影响分析

为了解影响救援人员实战心理的关键因素及其作用,采用走访、专家访谈和问卷调查的方法,对我国消防部队的人员组成、心理状况和实战心理进行调查和研究,重点分析消防队员掌握灾害知识和经验积累对实战中出现的恐惧、紧张、急躁等心理的影响。研究结果表明,灾害知识和救援经验的增加对大部分消防队员均能起到消除紧张情绪的作用,知识水平和实战中的紧张与恐惧心理呈现明显的负相关,且影响显著。笔者认为:将救援队伍和人员的灾害知识培训纳入日常工作,对提高救援部队的总体作战能力具有重要作用;对于高级指挥人员,理论知识水平的提高有助于更佳的指挥应对。     

The role of situation awareness in accidents of large-scale technological systems

In the last two decades, several serious accidents at large-scale technological systems that have had grave consequences, such as that at Bhopal, have primarily been attributed to human error. However, further investigations have revealed that humans are not the primary cause of these accidents, but have inherited the problems and difficulties of working with complex systems created by engineers. The operators have to comprehend malfunctions in real time, respond quickly, and make rapid decisions to return operational units to normal conditions, but under these circumstances, the mental workload of operators rises sharply, and a mental workload that is too high increases the rate of error. Therefore, cognivitive human features such as situation awareness (SA)—one of the most important prerequisite for decision-making—should be considered and analyzed appropriately. This paper applys the SA Error Taxonomy methodology to analyze the role of SA in three different accidents: (1) A runaway chemical reaction at Institute, West Virginia killing two employees, injuring eight people, and requiring the evacuation of more than 40,000 residents adjacent to the facility, (2) The ignition of a vapor cloud at Bellwood, Illinois that killed one person, injured two employees, and caused significant business interruption, and (3) An explosion at Ontario, California injuring four workers and caused extensive damage to the facility. In addition, the paper presents certain requirements for cognitive operator support system development and operator training under abnormal situations to promote operators’ SA in the process industry.     

Virtues and humanitarian ethics

This paper analyses the contribution of virtue ethics, the study of good character traits, to the humanitarian context. It argues that a virtue ethics perspective paints a realistic picture of the use of ethical standards in morally complex circumstances. Virtuous relief workers can employ standards in their thinking, but they are also committed to professional excellence that goes beyond any formal code. The concept of virtue ethics places a stress on moral development, which can be facilitated by role models that impart modest and feasible ideals. However, virtue ethics cannot provide simple guidelines on how to resolve difficult situations. It is possible that two virtuous persons can disagree on what should be done in a particular instance. In addition, a virtue ethics perspective emphasises the need for both individuals and organisations to discuss the actual purpose of relief work in order to pinpoint the virtues of a good relief professional.     

Counter-disaster training in developing countries

This paper discusses both the need for training within a wider context of community disaster preparedness and the major alternatives in methods of training. Emphasis is placed on the importance of compatibility between the resources within a given country and appropriate training programmes.     

固定化白地霉处理高硬度及高矿化度岩溶水的研究

为了使白地霉固定化小球处理太原市地下岩溶水达到最佳絮凝效果,分别研究了白地霉菌体的最佳扩大培养条件.同时,分别选用海藻酸钠(SA)、聚乙烯醇-海藻酸钠(PVA-SA)及聚乙烯醇-海藻酸钠-明胶(PVA-SA-明胶)作为固定化剂,固定化白地霉菌体,进行絮凝性能分析.最后,确定了固定化小球处理岩溶水的最佳搅拌时间及投加量,并与六水合氯化铝、自制三元复合吸附剂及壳聚糖的5%冰醋酸溶液的絮凝效果进行了比较.结果表明,将白地霉种子培养基按3%的接种量接入白地霉扩大培养基3中进行扩大培养,可在第2d获取活性较好的大量白地霉菌体进行固定化.处理岩溶水时应选用PVA-SA-明胶固定化的白地霉小球,并在其投加量为4g·L-1、搅拌时间为60min时,对岩溶水矿化度、硬度的最大絮凝率分别为96.88%、50.00%.经与化学混凝剂絮凝性能对比发现,微生物絮凝剂具有操作简便、无二次污染、絮凝效果较好的优点.