Who stays proactive after entrepreneurship training? Need for cognition,personal initiative maintenance,and well‐being

Personal initiative training is a promising way to increase entrepreneurial personal initiative, which is a key behavior for successful entrepreneurship. Although personal initiative training has been shown to promote personal initiative, little is known about how this proactive behavior can be maintained over time and what the consequences are. The training transfer literature suggests that training effects usually decline with time. It is not clear, however, which factors contribute to personal initiative maintenance and which benefits go along with it. In a randomized controlled field experiment with 912 microentrepreneurs in Lomé, Togo, we investigate the influence of need for cognition—a cognitive factor driving proactive behavior—on personal initiative maintenance after training. In addition, we examine the effect of need for cognition on the well‐being consequences of personal initiative maintenance. We show that people high in need for cognition tend to maintain posttraining personal initiative longer than those low in need for cognition. However, contrary to our predictions, need for cognition has no effect on the level of well‐being that results from personal initiative maintenance. Our findings contribute to a better understanding of personal initiative and its maintenance and could be used to increase training effectiveness.     

Two facets of conscientiousness and the knowledge sharing dilemmas in the workplace: Contrasting moderating functions of supervisor support and coworker support

This study adopts self‐ and other‐centered approaches to explain how the two facets of conscientiousness (i.e., dutifulness and achievement striving) distinctly resolve knowledge sharing dilemmas among employees. It also explores how the critical social surroundings of employees (i.e., supervisor support and coworker support) neutralize or activate the effects of dutifulness and achievement striving on knowledge‐sharing behavior. Our analysis of the data collected from 150 employee–supervisor dyads corroborates that the other‐centered facet of conscientiousness (dutifulness) is positively related to knowledge‐sharing behavior, whereas the self‐centered facet (achievement striving) is negatively related to the same behavior. The analysis also affirms that the positive effect of dutifulness and the negative effect of achievement striving on knowledge sharing are strengthened when supervisor support is low and coworker support is high. This study offers theoretical and practical implications relevant to knowledge management in organizations, distinct roles of facet‐specific personalities toward knowledge sharing, and contrasting personality–situation interactions by situation strength and trait activation in shaping employee behavior.     

基于地铁乘客个体特征的非适应性行为研究

为减少应急疏散时地铁乘客的非适应性行为,提高应急疏散效率,以知信行(KAP)理论为基础,构建地铁疏散乘客非适应性行为模型,在此基础上编制乘客非适应性行为调查问卷,运用SPSS软件中的T检验和方差分析方法分析乘客个体基础特征对非适应性行为的影响,并运用结构方程模型研究疏散乘客安全知识及安全态度与非适应性行为的关系。结果表明:疏散乘客的性别、年龄及火灾经历对非适应性行为具有显著影响,文化程度及乘车频次对非适应性行为无显著影响;疏散乘客的安全知识和安全态度对非适应性行为均具有显著的负向影响。     

基于班组安全氛围的建筑工人不安全行为预测

为拓展安全氛围在施工安全管理中的应用,提高建筑工人不安全行为可预测性,提出一种基于班组安全氛围预测建筑工人不安全行为的方法。通过文献研究获取班组安全氛围7个维度,并将其作为输入构建人工神经网络模型,利用问卷数据对模型进行训练、测试与仿真,最后通过实际案例验证模型实用性。研究结果表明:模型均方误差为0.015 4,目标输出与预测输出相关系数R大于0.9,该模型可有效用于建筑工人不安全行为预测,并在实际工程案例中准确识别出3个不安全行为因素。     

When perceived innovation job requirement increases employee innovative behavior: A sensemaking perspective

Building on the sensemaking perspective, we theorize and test conditions under which perceived innovation job requirement increases employee innovative behavior. Using data consisting of 311 employee–supervisor pairs from two companies in China, we found that perceived innovation job requirement had a more positive relation with innovative behavior for employees with low intrinsic interest in innovation than for those with high intrinsic interest. In addition, this positive effect for low‐intrinsic‐interest employees was achieved only when these employees interpreted the job requirement as important either because performance‐reward expectancy was high or because perceived value for the organization was high. We discuss the implications of these results for research and practice. Copyright © 2016 John Wiley & Sons, Ltd.     

基于多群组SEM的有感领导对群体不安全行为影响研究

为了研究有感领导对建筑施工不同经验工人群体不安全行为的影响,采用问卷调查方法,以群体安全氛围为中介变量,建立了多群组结构方程模型(SEM),并运用AMOS软件分析了有感领导核心四要素(能见度、关系、对工作团体的投入、主动管理)对群体不安全行为的影响及路径系数。结果表明:有感领导对经验缺乏的新工人群体的影响均大于老工人群体;对新工人群体,能见度和主动管理对其不安全行为影响较大,路径系数分别为0.654和0.639;而对老工人群体,关系和对工作团体的投入对其影响较大,路径系数分别为0.577和0.561。因此,在实施有感领导管理时,面对不同经验工人群体,应该因人而宜,以实现更加有效的管理。     

Analyzing the relationships between travel mode indicators and the number of passenger transport fatalities at the city level

Objective: A number of efforts have been conducted on travel behavior and transport fatalities at the neighborhood or street level, and they have identified different factors such as roadway characteristics, personal indicators, and design indicators related to transport safety. However, only a limited number of studies have considered the relationship between travel behavior indicators and the number of transport fatalities at the city level. Therefore, this study explores this relationship and how to fill the mentioned gap in current knowledge.

Method: A generalized linear model (GLM) estimates the relationships between different travel mode indicators (e.g., length of motorway per inhabitants, number of motorcycles per inhabitant, percentage of daily trips on foot and by bicycle, percentage of daily trips by public transport) and the number of passenger transport fatalities. Because this city-level model is developed using data sets from different cities all over the world, the impacts of gross domestic product (GDP) are also included in the model.

Conclusions: Overall, the results imply that the percentage of daily trips by public transport, the percentage of daily trips on foot and by bicycle, and the GDP per inhabitant have negative relationships with the number of passenger transport fatalities, whereas motorway length and the number of motorcycles have positive relationships with the number of passenger transport fatalities.     

鄱阳湖区PAHs的多介质迁移和归趋模拟

为分析鄱阳湖区PAHs(多环芳烃)的多介质迁移和归趋行为,以可获取模型验证数据的BaP(苯并芘)、BaA(苯并蒽)、Chr()、Pyr(芘)、Fla(荧蒽)、Phe(菲)6种典型PAHs为研究对象,采用逸度模型Level Ⅲ,预测和模拟鄱阳湖区环境多介质中PAHs的分布和归趋状况. 结果表明:鄱阳湖区水相中ρ(BaP)、ρ(BaA)、ρ(Chr)、ρ(Pyr)、ρ(Fla)、ρ(Phe)的计算值分别为0.043 3、0.050 9、0.021 4、0.149 0、0.122 0、0.295 0 μg/L,与实测值基本一致. 气相、土壤相及沉积物相中6种PAHs的计算值与实测值吻合较好,模型可靠. 土壤相和沉积物相中PAHs残留量(以n计)占该区总残留量的92.6%,远高于气相和水相. PAHs在鄱阳湖区多介质中的相间迁移通量以气相→土相、水相→沉积物相、沉积物相→水相为主. 鄱阳湖区各介质中高环PAHs主要源于外来污水和外来废气输入,外来污水输入量(以n计)和外来废气输入量分别占59.4%和33.6%. 中环和低环PAHs主要源于当地的废气排放和外来污水输入. 土壤相和沉积物相是鄱阳湖区PAHs主要的汇,由土壤和沉积物的内源释放而可能引起的二次污染应引起重视.      

大气中过氧化氢的生成、污染特征及其影响因素

过氧化氢(H₂O₂)是自由基的源和汇,是对流层大气中重要的氧化剂. 采用文献研究法对1990年以来H₂O₂的文献进行搜集整理,对其生成途径、污染特征及其影响因素进行了研究. 结果表明:H₂O₂在大气、云水和颗粒物中均有存在,大气中的H₂O₂主要通过O₃和甲醛光解、VOC同OH·/O₃等反应生成. 大气中φ(H₂O₂)一般在nd～8×10-9内波动,晴天φ(H₂O₂)呈早晚低、午后高的日变化特征;φ(H₂O₂)随φ(O₃)、太阳辐射和气温的增加而升高,随φ(NO_x)、φ(VOCs)和相对湿度的升高而降低;H₂O₂氧化SO₂为SO₄2-是液相化学中最重要的反应,可以导致酸沉降以及二次气溶胶浓度的升高. 在气相光化学反应中,H₂O₂/HNO₃(体积分数比)可以指示O₃生成是VOCs控制还是NO_x控制. 今后需对OH·浓度、NO₂和O₃的光解速率等影响H₂O₂关键因素开展监测研究,此外,还需对我国特殊大气环境下H₂O₂对SO₄2-生成的贡献、不同地区H₂O₂/HNO₃指示O₃生成对NO_x或VOCs敏感性等方面开展更多的研究.      

核电厂防人因失误管理有效性探讨

介绍了核电人因管理的发展历史,在国际核电业界防人因失误管理标准的基础上,结合部分国内外核电厂的防人因失误管理实践,探讨了影响核电厂人因管理的模型,对业界普遍存疑的概念进行了辨析,分析了影响人因管理有效性的关键因素,提出了提高核电厂防人因失误管理有效性的建议以及良好实践。