安全发展,规划先导——编制地方安全生产“十一五”发展规划实证研究

以郑州市安全生产"十一五"发展规划的编制为例,以实证研究的方法,就地方政府编制安全生产"十一五"发展规划的总体思路、基本编制原则、主要任务、安全发展目标和指标体系的科学性、可行性、合理性,支撑工程的规划与建设、保障措施的制定等进行研究,着重论述在编制地方安全生产"十一五"发展规划时应着力把握的综合协调,有序衔接,突出重点,与时俱进及表达形式等问题,指出具体编制工作中的着力点是确定发展方向和目标,做实做深本地安全生产现状的调研和安全生产形势预测分析,加强对重大问题的研究。给出了编制地方安全生产"十一五"发展规划具体方法和步骤与程序。     

Development of analytical methods for polycyclic aromatic hydrocarbons （PAHs） in airborne particulates： A review

In the present work, the different sample collection, pretreatment and analytical methods for polycyclic aromatic hydrocarbons （PAHs） in airborne particulates is systematacially reviewed, and the applications of these pretreatment and analytical methods for PAHs are compared in detail. Some comments on the future expectation are also presented.     

Kinetics of selective catalytic reduction of NO by NH3 on Fe-Mo/ZSM-5 catalyst

The catalyst of Fe-Mo/ZSM-5 has been found to be more active than Fe-ZSM-5 and Mo/ZSM-5 separately for selective catalytic reduction (SCR) of nitric oxide (NO) with NH3. The kinetics of the SCR reaction in the presence of O2 was studied in this work. The results show that the observed reaction orders were 0.74-0.99, 0.01-0.13, and 0 for NO, O2 and NH3, respectively, at 350-450℃. And the apparent activation energy of the SCR was 65 kJ/mol on the Fe-Mo/ZSM-5 catalyst. The SCR mechanism was also deduced. Adsorbed NO species can react directly with adsorbed ammonia species on the active sites to form N2 and H2O. Gaseous O2 might serve as a reoxidizing agent for the active sites that have undergone reduction in the SCR process. It is also important to note that a certain amount of NO was decomposed directly over the Fe-Mo/ZSM-5 catalyst in the absence of NH3.     

安全利用火烧清理法进行脱硅器的清理

针对氧化铝生产中密闭性压力容器脱硅器清理作业环境差、清理难度大、危险性高等特点,结合中国铝业中州分公司脱硅器现场清理检修作业的实践经验,阐述了如何安全利用火烧法进行脱硅器现场清理工作.     

2004—2017年浙江省较大以上生产安全事故统计分析

为充分探究浙江省生产安全事故发生规律,以2004—2017年浙江省生产安全事故为研究对象,从事故发生的时间关系、区域分布、行业分布、事故类型分布等方面对全省总体、工矿商贸领域、化工领域、典型危险作业4个分类的较大以上事故特点进行了剖析研究;并从政府监管的角度,提出事故防范的措施和建议。     

构建中国特色非煤矿山安全生产标准体系

为进一步完善我国非煤矿山安全生产标准体系,基于中美非煤矿山标准体系现状研究,分析我国非煤矿山标准体系存在的问题,并基于我国国情探讨构建中国特色非煤矿山安全生产标准体系的重要意义;明确构建中国特色非煤矿山安全生产标准体系的总体思路,立足于顶层设计,全面阐述中国特色非煤矿山安全生产标准体系结构“横向”与“纵向”的要求。结果表明:从规划、管理、制度、投入等方面制定保障措施,可为我国非煤矿山标准体系建设的科学合理发展指明方向。     

我国安全生产行政执法统计指标体系研究与应用

我国安全生产行政执法统计指标体系自施行以来,一直存在统计指标体系过于繁杂、部分统计指标较笼统,未充分体现安全生产重点工作及其成效等问题,创新改革安全生产行政执法统计制度具有重要的理论意义和实用价值。通过梳理安全生产行政执法统计指标体系演变脉络,在实地调研和现场访谈的基础上,基于PDCA理论提出以执法人员-执法对象-执法行为“三位一体”的安全生产行政执法统计指标体系,明确包含执法力量、执法对象、执法检查和事故查处等方面的综合评价指标,并在实践中得以应用和检验,为全面分析安全生产执法效能拓展空间,统计制度的后续修订和安全生产综合分析工作奠定基础。     

加氢裂化REAC系统双相不锈钢管道焊缝铁素体含量的讨论

本文介绍了专利商对应用于加氢裂化REAC系统的双相不锈钢S32205焊接接头的要求,简要说明了双相不锈钢的焊接工艺评定;分析了填充金属化学成分、焊接线能量、焊接冷却速度对双相不锈钢焊缝铁素体含量的影响;分析了双相不锈钢焊缝铁素体含量达到专利商要求的能力,以及手工电弧焊焊缝铁素体含量达不到专利商35%~60%要求的原因是焊条化学成分设计的结果;分析了焊缝铁素体含量要求的合理性,介绍了AWS、API、NACE及国家行业标准对于双相不锈钢焊接接头铁素体含量的要求;介绍了现场的焊接工艺,以及使实际焊缝达到使用要求的方法.     

The moderating role of calling in the work–family interface: Buffering and substitution effects on employee satisfaction

This research seeks for improved understanding regarding the interaction of meaningful work and the work–family interface. Existing literature suggests that experiencing a sense of calling toward work makes the work domain particularly salient to employees compared to other life domains. In this article, we draw on this idea, rooted in identity theory, to hypothesize that a sense of calling toward work diminishes the effects of work–family conflict and work–family enrichment on employee's job and life satisfaction. We test these ideas in two studies. First, we surveyed an alumni sample of 598 employees from various jobs, industries, and job levels. Then, in a constructive replication, we surveyed 327 employees using a time-lagged design. Calling was found to significantly buffer the effect of work–family conflict on job satisfaction in Study 2, but not Study 1. Calling did not buffer the effect of conflict on life satisfaction in either study. However, both studies demonstrated that calling attenuated (substituted for) the effect of work–family enrichment on job satisfaction. Study 1 supported the idea that calling attenuates the effect of enrichment on life satisfaction; however, this interactive effect was reversed in Study 2, contrary to expectations. We discuss implications for theory and practice related to callings and career choices, as well as for the role of calling and work identity in the work–family interface.     

The passion bug: How and when do leaders inspire work passion?

Drawing from signaling theory, we propose a work passion transfer model where leaders' passion is transmitted to employees through the former's leadership style and is contingent on employees' perceived importance of performance to self-esteem (IPSE). Data from 201 supervisor–employee dyads from the health-care industry show that leaders' harmonious passion led to employees' harmonious passion through charismatic leadership, whereas contingent reward leadership accounted for the transfer of obsessive passion; IPSE did not play a moderating role for either form of passion. Results from a supplementary study further reveal that the link between leadership and employee passion operated through employees' perception of leader passion and that employees' IPSE accentuated for the relationship between perceived leader obsessive passion and employees' obsessive passion. This study advances research in work passion, leadership, and signaling theory and provides important implications for managerial practice.