Addressing identity-related barriers to collaboration for conservation through self-affirmation theory and moral foundations theory

The natural resource management literature documents many reasons for pursuing collaborative processes, offering useful insights on how to manage conflict and facilitate productive deliberation in complex multistakeholder collaborative efforts. Moral foundations theory and self-affirmation theory can further help collaborative efforts mitigate conflicts caused by identity threats and the identity-protective reasoning these threats provoke. Moral foundations theory suggests an approach to increase collaboration by minimizing triggering language and helping people appreciate opposing viewpoints. Self-affirmation theory suggests a practical intervention that could be used to increase collaboration by desensitizing people to identity threats and reducing defensiveness. Taken together, these theories can contribute substantially to the understanding and practice of collaboration and conflict management for conservation.     

Financial incentives,professional values and performance: A study of pay‐for‐performance in a professional organization

We investigated the effect of financial incentives on performance in a professional organization. Whereas agency theory treats tangible rewards such as money as a potentially powerful motivator for improving performance, the professional control perspective posits that the motivational effects of financial incentives will depend on the intended recipients attitudes toward the incentives relative to their professional values. The study setting was a large network of physician practices that adopted a financial incentive program to improve physician performance in the management of diabetic patients. Consistent with agency theory, performance did improve following the introduction of the incentive. However, consistent with the professional control perspective, physicians' psychologically based attitudes toward the incentive program regarding its impact on their own work autonomy and the importance of the performance goals moderated the effect of the incentive on performance. Study findings indicate that agency theory and professional control are complementary theoretical perspectives for understanding how professionals will respond to the imposition of performance‐related financial incentives. In terms of practice, pay‐for‐performance programs aimed at professional organizations should be designed to take into account the values and goals of an organization's professionals to maximize the effect of financial incentives on performance. Copyright © 2012 John Wiley & Sons, Ltd.     

Applying models of employee identity management across cultures: Christianity in the USA and South Korea

Identity management refers to the decisions individuals make about how they present their social identities to others. We examined cross‐cultural differences in distancing and affirming identity management strategies of Christian‐identified employees utilizing samples from the USA and South Korea. Religious centrality, risks of disclosure, pressure to assimilate to organizational norms, and nation were key antecedents of chosen identity management strategies. Risks of disclosure and pressure to assimilate related to more distancing and less affirming strategies when religious centrality was low, but nation served as a boundary condition for the moderating effects of religious centrality. Distancing strategies related to negative outcomes regardless of religious centrality, but affirming strategies only related to positive outcomes when religious centrality was low. We discuss how this work contributes to theoretical and practical understanding of identity management in the workplace and across cultures. Copyright © 2014 John Wiley & Sons, Ltd.     

安全工程专业人才培养模式及课程体系探讨

安全工程高等教育是培养安全专业人才的最主要途径,而人才培养必须首先确立人才培养目标、人才培养模式以及与此相对应的课程体系。安全工程专业的培养目标应该足培养能适应现代科学技术飞速发展和社会经济日益变化的高级安全专门人才。为此必须进行宽口径、重基础、淡专业的通才教育模式。在课程体系的设置上必须根据自身的实际情况,扬长避短,制定出具有自身特色的专业培养计划,同时要考虑到新时期人才市场的要求和高等教育的人才培养规律,只有这样才能将安全工程专业办出特色,在激烈的人才市场竞争中立于不败之地。     

基于扩展STIRPAT模型LMDI分解的碳排放脱钩因素

为研究经济发展与碳排放的脱钩情况,常用对数平均迪式指数分解法（LMDI）结合Kaya恒等式和Tapio脱钩模型计算碳变化量和弹性脱钩指数.借鉴上述方法,将STIRPAT模型与LMDI分解法相结合,建立STIRPAT模型的回归系数与碳变化量和脱钩弹性指数之间的数量关系,研究影响碳排放各因素的脱钩状态.结果表明：(1)STIRPAT模型LMDI分解法能够避免满足Kaya恒等式的IPAT模型中使用LMDI分解法时增加新变量的情况,部分新增变量往往缺乏明确的经济学含义;(2)LMDI分解将STIRPAT模型中的统计回归系数的含义,由变量的变动引起碳排放量变动的弹性系数,扩展到变量的变动引起碳变化量的倍数;(3)STIRPAT模型LMDI分解法,将数据的统计结果通过统计回归系数纳入到各因素的碳变化量和弹性脱钩指数之中,使弹性脱钩指数能够反映数据的统计信息;(4)以重庆市2001～2019年碳排放数据为例,来说明STIRPAT模型LMDI分解法可以用于判定碳排放变量的脱钩状态,能够体现数据本身所包含的统计信息,更能反映研究对象的实际情况.     

战略环境影响识别研究

环境影响因子识别是战略环境评价的基础内容之一.本文通过分析战略环境影响发生的2个战略根源和3类环境影响受体,提出战略环境影响发生机理.2个战略根源分别是战略缺陷和战略的"超域效应和外部性";3类环境影响受体包括全球可持续性因子、自然资源因子和当地环境质量因子.对环境影响因子识别、影响范围识别和时间跨度识别等3个方面的战略环境影响识别内容进行了研究,并对战略环境影响识别依据进行了分析,给出了可应用于战略环境评价的识别方法.同时,以上海市能源专项规划为例,进行战略环境影响因子与影响范围的识别,建立了能源专项规划的战略环境评价指标体系.     

地震灾害紧急救援问题综述

防震减灾包括三大工作体系，即监测预报，震灾预防和紧急救援，本文根据地震灾害的特点和成灾规律，对目前国内外紧急救援工作中的组织机构，人力物力及专业技术等问题进行了综合论述。     

安全工程专业课教学中的创新教育与素质教育

基于创新教育与素质教育的视角,客观地分析当前我国大学生素质教育的背景与面临形势;阐述安全工程本科专业大学生人才的素质结构和培养目标;同时,结合中国劳动关系学院(CIIR)的具体情况,针对学院在安全工程专业课教学中遇到的实际问题,提出了提升安全工程专业课教学中大学生创新能力与素质培养的基本对策。该对策包括:切实开展教学改革,增强教学效果;课内教学与课外实践相结合;专业课教学中要广泛运用现代教育技术;利用课堂开展教书育人活动;"以人为本",突出课堂教学的互动性;在课堂教学中要综合运用各种教学法。     

Disclosure of stigmatized identities at work: An interdisciplinary review and agenda for future research

This review focuses on the disclosure decisions faced by employees with concealable stigmatized identities—one of the most challenging decisions these individuals must make on a day-to-day basis. Indeed, multiple theoretical frameworks have provided a foundation for understanding the antecedents and outcomes associated with the decision to disclose or not to disclose a stigmatized identity. What is less clear, however, is the extent to which these frameworks have been empirically supported. This systematic review serves to unify the extant literature and prompt continued research related to employees with concealable stigmatized identities. Specifically, we draw upon multiple fields of study, including applied psychology, management, social psychology, and occupational health as a means to systematically synthesize the existing empirical research related to disclosure of stigmatized identities at work. In addition to advancing the scholarly knowledge of disclosure, this review also provides practical utility to organizations as they continue to create work environments that foster inclusion of all stigmatized and nonstigmatized employees.     

Work as good‐minded undertakings and effortless assignments: Chinese meaning of working for hospitality workers and its motivational implications

Meaning of working (MOW) or the understanding of the purpose of working is a cornerstone in organizational behavior. This study answers the call to explain the MOW in Eastern contexts characterized by interdependent identities. We collect our data from hospitality workers in Taiwan, where Chinese Confucian and Taoist cultural precepts are strong. Our findings reveal that our informants use 25 typical vocabularies of motive in establishing and maintaining five salient identities that gain significance through two Chinese work meanings (i.e., good‐minded undertakings and effortless assignments). These meanings demonstrate the theoretical contributions of our findings to the MOW literature. We also explore the interplay between our emic findings (grounded in Taoism and Confucianism Chinese cultures) with etic motivation theory to advance understanding of prevention and promotion foci.