新冠肺炎疫情期间我国居民佩戴口罩防护行为研究

口罩作为阻隔病毒传染的物理方式之一,其能阻断病原体经飞沫传播,同时具有双向隔离保护作用.佩戴口罩对于公众防范新型冠状病毒（2019-nCoV）感染的风险和维持人体基本健康具有重要意义.为了解新型冠状病毒肺炎（COVID-19,简称“新冠肺炎”）疫情期间我国居民佩戴口罩的行为模式特征,基于新冠肺炎疫情期间我国人群环境暴露行为模式调查,分析全国31个省（自治区、直辖市）居民在新冠肺炎疫情期间佩戴口罩的行为特征,并探讨不同潜在风险人群佩戴口罩行为模式的差异性.结果表明:①在新冠肺炎疫情期间,我国人群外出佩戴口罩的比例在99%以上,显著高于非疫情期间的口罩佩戴率（16.05%）,其中,医务人员以及与人群广泛接触群体的口罩佩戴率最高（100%）.②居民以仅佩戴医用外科口罩、仅佩戴一次性使用医用口罩以及佩戴医用外科口罩和一次性使用医用口罩3种模式为主,占31种口罩佩戴模式的60%以上.③新冠肺炎疫情期间,不同职业人群、不同所属人群以及不同疫情地区人群佩戴口罩的比例均存在显著差异.④新冠肺炎疫情期间,我国居民佩戴口罩的更换频次多为累计使用时长4 h更换一次和累计使用时长24 h更换一次.⑤人群外出佩戴口罩的比例随新冠肺炎疫情严重程度的升高而增加.尽管新冠肺炎疫情分布特征和管控措施存在差异,但居民佩戴口罩行为均表现良好,其中居住地不存在疑似病例的人群比居住地存在疑似病例的人群的口罩佩戴率更高,说明人群佩戴口罩行为与疫情的发展可能存在一定的相互作用.研究显示,新冠肺炎疫情期间我国人群佩戴口罩这一防护行为总体执行较好.      

基于成本收益理论的井场作业人员不安全行为决策分析

为有效制定油气田井场作业人员不安全行为的防范措施,降低事故发生可能性,基于成本收益理论建立油气田井场作业人员的行为决策模型,通过仿真计算定量分析了不同影响因素对不安全行为产生的影响程度。结果表明:正向激励和负向激励对不安全行为的降低幅度为21.8%,17.2%,负向激励和监督力度共同作用下不安全行为可降低44.8%。油田企业在保证利润的前提下应优先提升HSE奖励水平,合理控制罚金水平的同时加大管理监督力度,从而有效减少作业人员不安全行为的发生,保障企业的安全生产。     

Motivated to disengage: The ethical consequences of goal commitment and moral disengagement in goal setting

A growing literature has suggested that high performance goals can have unintended consequences within organizations as employees engage in unethical behavior to achieve outcomes associated with goal attainment. Extending research on the dark side of goal setting, we suggest that high performance goals not only create a desire to achieve a particular outcome but also alter moral reasoning processes related to goal attainment. Integrating goal-setting theory with motivated moral reasoning, we hypothesize an indirect effect of high performance goals on unethical behavior via state moral disengagement. We also examine goal commitment—which tends to amplify the relationship between high goals and performance—as a key boundary condition associated with this indirect effect. We build this conditional indirect effect model across three studies conducted in the field and the laboratory. Our results provide new insight into both when and why high goals can facilitate moral disengagement and unethical behavior within organizations.     

Moral emotions: A review and research agenda for management scholarship

By discussing “families” of moral emotions, we synthesize and review the moral emotions literature in an effort to advance organizational scholarship. First, we broadly discuss “what constitutes a moral emotion?” Second, we critically examine each family of moral emotions. We discuss key controversies and debates, particularly in terms of construct overlap, and provide recommendations. Third, we review scholarly work on each family of moral emotions in the workplace and offer ideas for future research. Finally, in our general future directions, we discuss a range of theoretical perspectives that can be used to advance the moral emotions literature in the management field.     

公众灾害风险可接受性与避灾意愿的初探——以川渝地区旱灾风险为例

在综述前人研究的基础上,以川渝地区旱灾为例,通过实地调查与访谈,从公众可接受的旱灾损失与频率、假定旱灾风险情景下的避险意愿等角度,对公众旱灾风险可接受性进行了初步探讨。结果表明,公众合理可接受的旱灾损失与频率分别在26.5%~52.8%与32.0%~64.3%区间范围内;并以一般旱灾、严重旱灾风险情景为限制线,确定了公众合理可接受风险区域;随着灾害损失风险增加,公众规避风险投资意愿呈现出中间高两头低的趋势,当灾害损失达到约50%~70%时,公众避险投资意愿达到最高,意愿避险投资占可能损失的比重约为62%。鉴于川渝地区的旱灾形势,今后旱灾风险管理的关键,一是加强对旱灾的监测与预警预报;二是完善旱灾风险的常规化管理,发展高效灌溉农业,充分利用客水资源,完善提高现有农田水网建设;三是积极探索公众-企业-政府多方共同参与的高效风险管理模式。     

Supervisor expediency to employee expediency: The moderating role of leader–member exchange and the mediating role of employee unethical tolerance

We utilize social learning theory to test the role‐modeling effect of supervisor expediency (i.e., a supervisor's use of unethical practices to expedite work for self‐serving purposes). In particular, we examine the relationship between supervisor expediency and employee expediency, as moderated by leader–member exchange (LMX) and mediated by employee unethical tolerance. We predict that employees are more likely to model their supervisors' expedient behaviors when their relationship is characterized by high‐LMX (a high‐quality exchange relationship that is rich in socioemotional support). Furthermore, we argue that supervisor expediency, especially when LMX is high, influences employees' attitudes of unethical tolerance, which then affects employees' expedient behaviors. Across 2 multisource field studies and a third time‐lagged field study, we found general support for our theoretical predictions. Theoretical and practical implications are discussed.     

An assessment of safety climate,job satisfaction and turnover intention relationships using a national sample of workers from the USA

The association between safety climate, job satisfaction and turnover intention has not been thoroughly researched. This research is needed so that safety researchers and practitioners can begin to delineate the impact of safety on organizational and business outcomes. A path analysis was completed using data from a national sample of workers from the USA (n?=?1525). The overall fit of the model was excellent and analyses determined that both training and resource adequacy positively affected safety climate and job satisfaction. Safety climate also positively influenced job satisfaction. Both safety climate and job satisfaction were negatively associated with respondents’ turnover intention. In the study, the relationship between job satisfaction and turnover intention is reiterated in a sample of workers across many industries. This study is novel because it is one of the first studies to confirm that turnover intention is reduced with increased safety climate in a diverse sample of workers.     

行为经济学视角下矿工不安全行为仿真分析

为了分析影响矿工不安全行为决策的成本收益因素,扩展不安全行为的研究方向,基于行为经济学,构建矿工不安全行为决策模型,模型包括矿工属性、管理者属性以及矿工之间的交互影响规则。利用Netlogo工具进行仿真模拟,探讨不同影响因素对不安全行为产生的影响程度。结果表明:正向激励水平对抑制不安全行为效果显著,同时,维持合理的工作时间对保障安全生产意义重大,从而为煤矿企业控制不安全行为提供思路。     

Comparative acute toxicity of two phytosanitary molecules,lambda-cyhalothrin and acetamiprid,on Nile Tilapia (Oreochromis Niloticus) juveniles

Abstract

This study aimed to compare the toxicity for fish of two active ingredients (lambda-cyhalothrin-20?g L^?1, a pyrethroid, and acetamiprid-15?g L^?1, a neonicotinoid) which are components of a commercial insecticide (Acer 35 EC) used in cotton crop in many West African countries. The juveniles of Oreochromis niloticus (4.01?±?0.34?g, mean body weight) were exposed for 96?h to increasing concentrations of active ingredients (lambda-cyhalothrin and acetamiprid) or a mixture similar to Acer 35 EC (composed by 20?g of chemical compound lambda-cyhalothrin and 15?g of acetamiprid dissolved in 1?L of acetone). The experiments were carried out under controlled conditions in aquaria according to OECD Guidelines. During the experiments, the behavioral responses (loss of balance, color change, hyperactivity, etc.) that usually precede death were observed in exposed fish. Mortalities were recorded in each aquarium and the LC₅₀-96h of each chemical was determined. The LC₅₀-96h obtained were respectively 0.1268, 0.0029, 182.9 and 0.5685?ppm for Acer 35 EC, lambda-cyhalothrin, acetamiprid and mixture. All insecticides used in this study had profound impact on Nile tilapia behavior which may confirm the neurotoxicity of each single active compound as well as of their mixture.     

Bridging the gap between green behavioral intentions and employee green behavior: The role of green psychological climate

How do employees' perceptions and interpretations of organizational policies, practices, and procedures affect the enactment of their behavioral intentions? In a daily diary study, we examined the between‐persons relationship of corporate environmental strategy and pro‐environmental or “green” psychological climate; and whether green psychological climate moderates the within‐person relationship of employees' daily green behavioral intentions and their green behavior on the following day. To test our hypotheses, we collected survey data from 74 employees across 10 workdays. Results showed that corporate environmental strategy is positively related to green psychological climate that, in turn, moderates the relationship between green behavioral intentions and next‐day employee green behavior. Specifically, we found the relationship to be positive only when employees perceive a positive green psychological climate. We discuss implications of our findings for future research on employee green behavior and for organizations interested in encouraging employee green behavior. Copyright © 2017 John Wiley & Sons, Ltd.