建筑企业安全文化对安全绩效影响的实证研究

基于安全文化在建筑业安全管理中的重要性越来越突出,因此安全文化对于提高安全绩效,减少建筑业事故发生率的作用日益得到重视。文中进行实证研究,探讨建筑企业安全文化对安全绩效的影响。安全文化的维度为安全制度文化、安全物质文化和安全观念文化,研究结果表明,安全制度文化、安全物质文化和安全观念文化均有助于安全绩效提高,研究结果可在一定程度上促使建筑企业重视并自觉改善安全文化,有助于减少建筑业安全事故发生率,提升安全绩效。     

形变马氏体对奥氏体不锈钢封头性能的影响

奥氏体不锈钢因其优异的性能,被广泛应用于石油化工特种设备领域。本文针对常见的形变马氏体致奥氏体不锈钢封头泄露这一失效现象,阐述形变马氏体的产生机理、影响因素以及其对封头性能的影响,并提出相应的预防措施,旨在为不锈钢封头的制造和安全稳定运行提供参考,以减少失效事故的发生。     

加速溶剂萃取(ASE)-固相萃取(SPE)-高效液相色谱法(HPLC)测定土壤中青霉素钠

建立了一种加速溶剂萃取(ASE)-固相萃取(SPE)-高效液相色谱(HPLC)测定土壤中青霉素钠的简单、快速的方法.样品以超纯水为提取溶剂,50℃提取温度为ASE提取条件参数;HLB型固相萃取柱富集净化:6.0mL 5%甲醇淋洗、4.0mL乙腈-甲醇(1∶1)洗脱;高效液相色谱-紫外检测器(HPLC-PDA)测定,检测波长λ=191.1nm,柱温30℃,流动相为乙腈-0.1%甲酸/水(1∶1),采用等梯度洗脱程序,取得较好的检测分离效果.对0.5、2.0、8.0mg·kg-1等3个不同添加浓度水平的青霉素钠平均加标回收率范围为73.1%—89.7%,回收率相对标准偏差RSD范围为1.1%—2.9%(n=5),检出限可达235.0μg·L-1.结果表明,该方法操作简单,快速,准确度和精密度均符合质量控制要求,能够满足环境土壤样本中痕量青霉素钠检测分析的要求.     

Employee responses to employment‐relationship practices: The role of psychological empowerment and traditionality

In studying the effect of employment‐relationship practices on employees, research has largely ignored individual differences, both cross‐culturally and within cultures. In this study, the authors examine the moderating effect of middle managers' traditionality, a within‐culture value orientation regarding submission to authority and endorsement of hierarchical role relationships, on their responses to an organization's employee–organization relationship practices. Based on social learning and social exchange theories, the authors expect the more traditional middle managers to respond less positively in terms of their performance and commitment to high levels of expected contributions and the associated psychological empowerment but respond more positively to high levels of offered inducements. Using a sample of 535 middle managers from 40 companies in China, the authors find support for all hypotheses except the moderating effect of traditionality on the relationship between offered inducements and performance. Additional analysis reveals that less‐traditional managers responded to economic rewards (but not developmental rewards) with higher job performance. The paper concludes with a discussion of implications for research and the practice of employment relationships. Copyright © 2014 John Wiley & Sons, Ltd.     

Experimental evidence for the effects of task repetitiveness on mental strain and objective work performance

People frequently have to work in high repetitive jobs. Previous research has focused exclusively on the effects of task repetitiveness on well‐being, while neglecting effects on work performance. In the present study, we aimed to fill this void by conducting two workplace simulations with experimental manipulations of task repetitiveness. Participants worked for about 5 hours at either a computer workstation, compiling computer hardware packages according to customer requests (Experiment 1, N = 160), or at an assembly line, piecing together equipment sets for furniture (Experiment 2, N = 213). Both experiments provide consistent evidence that high repetitiveness has a detrimental effect on well‐being, whereas work performance increases under conditions of high repetitiveness. On a practical level, our study hence shows that high task repetitiveness is a double‐edged sword for both employees and organizations. On a conceptual level, our findings emphasize the necessity to account for both mental strain and work performance when examining the effects of task repetitiveness. Copyright © 2014 John Wiley & Sons, Ltd.     

Parsing organizational culture: How the norm for adaptability influences the relationship between culture consensus and financial performance in high‐technology firms

The relationship between organizational culture and financial performance remains elusive even though researchers have studied it for some time. Early research suggested that a strong culture that aligns members' behavior with organizational objectives boosts financial performance. A more recent view is that, because strong cultures promote adherence to routines and behavioral uniformity, they are less effective in dynamic environments. We suggest that the relationship between culture and performance can be reconciled by recognizing that culture encompasses three components: (1) the content of norms (norm content); (2) how widely members agree about norms (culture consensus); and (3) how intensely organizational members hold particular norms (norm intensity). We hypothesize that “strong cultures”—where a high consensus exists among members across a broad set of culture norms—can contribute to better financial performance even in dynamic environments if norm content intensely emphasizes adaptability. We test this hypothesis in a sample of large firms in the high‐technology industry. Firms characterized by higher culture consensus and intensity about adaptability performed better three years later than did those characterized by lower consensus, lower intensity about adaptability, or both. We discuss how parsing culture into content, consensus, and intensity advances theoretical and empirical understanding of the culture–performance relationship. Copyright © 2014 John Wiley & Sons, Ltd.     

Collective fit perceptions: A multilevel investigation of person–group fit with individual‐level and team‐level outcomes

This study describes a multilevel examination of person–group (PG) fit perceptions in a sample of 1023 individuals working in 92 teams at a private sector R&D firm. Using confirmatory factor analysis and multilevel random coefficient modeling, we provide evidence that perceptions of team‐level collective fit are unique from aggregated individual‐level PG fit perceptions at the individual and team levels. We demonstrate that collective values‐based and abilities‐based fit perceptions showed unique and positive relationships with team cohesion, team efficacy, and team performance, after accounting for aggregated individual perceptions of PG fit. Results also demonstrate that cohesion partially mediates the relationship between collective fit and team performance. Cross‐level effects were also supported, indicating that collective fit explains additional variance in individual‐level outcomes, beyond individual‐level PG fit perceptions. The usefulness of employing a multilevel approach to studying PG fit is discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Family–work conflict and job performance: A diary study of boundary conditions and mechanisms

In this study, we used a within‐person daily research paradigm to examine the relationship between daily family–work conflict (FWC) and daily job performance. On the basis of theory on dynamic behavior, we hypothesized that concentration serves as a mechanism through which daily FWC impairs daily job performance. We further predicted that psychological detachment from work during time‐off (i.e., mentally switching off) buffers the negative relationship between daily FWC and daily job performance. Ninety‐five employees completed daily surveys over one workweek. Multilevel modeling results showed that daily FWC was negatively associated with daily job performance and that concentration mediated this relationship. Furthermore, general psychological detachment, but not daily psychological detachment, buffered the negative relationship between daily FWC and daily job performance. The current findings suggest that daily FWC has negative performance implications and that the general level rather than the daily level of psychological detachment from work helps alleviate the negative implications. Copyright © 2013 John Wiley & Sons, Ltd.     

几种捕集高比电阻粉尘的电收尘器的机理

详细论述了影响电收尘器收尘效率的主要因素,指出常规电收尘器在捕集高比电阻粉尘时产生反晕现象,从而使收尘效率大大降低,并且提出几种适用于捕集高比电阻粉尘的电除尘结构,对开发新型电收尘器有一定的指导作用。     

厚软场地上大跨径桥梁设计反应谱研究

大跨径桥梁塔高、跨径大、自振周期长,深厚、软弱场地的长周期地震动对桥体结构影响较大。我国《公路工程抗震设计规范(JT J004-89)》也只适用主跨不超过150 m的梁桥和拱桥,国内长期以来没有一个适用于大跨径桥梁的抗震设计规范或指南。本文结合大跨径桥梁工程实例,根据场地土层静、动力性能参数的原位测试和动三轴试验结果,进行厚软场地土层地震反应分析,研究厚软场地的地震动效应,讨论了不同地震动强度时厚软场地的设计反应谱特征,分析了现行规范设计反应谱应用的局限性,成果对相关工程有重要指导意义,对大跨径桥梁抗震设计规范的制定也有借鉴作用。