石油野外施工作业OSH、HSE管理

长庆钻井野外施工作业队伍依据OSH，HSE管理体系的基本要求和国际通用做法，吸取与壳牌公司在长北区块的合作经验。学习国际上杜邦，阿莫科等石油公司的HSE合作案卷，翻阅了苏丹中国项目组HSE例卷，结合长庆钻井的实际情况。在野外施工作业队伍实施OSH，HSE管理，创新了17项管理技术。提升了作业队伍现场管理水平，步入与国际惯例接轨的行列，提高了经济效益。     

如何发挥高校图书馆在大学生诚信教育中的作用

诚信缺失的造成有政府、社会、学校、家庭方面的客观原因,也有大学生自身的主观原因.加强大学生诚信教育是高等教育不可或缺的重要组成部分,具有教育职能的高校图书馆应充分发挥其教育职能作用.图书馆员要塑造良好的诚信形象,营造诚信氛围,开展诚信服务,聘请专家作诚信教育讲座,建立读者诚信档案等.     

浅议21世纪数学教育的功能

在我国全面实施素质教育的新形势下，时代赋予了数学教育新的使命。数学教育，一方面具有逻辑严密性、结论可靠性及应用广泛性等科学功能；另一方面又具有陶冶情操、完善个性、培养学生理性思维和创造意识等文化功能。     

高等农业院校环境科学专业教学模式初探

中国农业院校环境科学专业起步较晚,硬件设施和专业名牌度略显薄弱。培养适应社会需求的高素质人才。建设有农业院校特色的环境科学专业是高等农业院校的当务之急。本文结合青岛农业大学环境科学专业教育的现状和经验,对高等农业院校环境科学专业的培养目标、教学规章制度及全新的教学模式等几方面内容进行了初步探讨,实践表明该培养目标明确,教学模式突出农业院校特色,教学效果良好。     

日本高校环境人才培养体制建设特征分析

本文对日本高校的环境人才培养目标,相关课程体系改革及教学方法创新和人才培养规模等环境人才培养体制建设的现状进行分析研究后,认为在为中国逐步实现由人力资源大国向人才强国转变过程中,日本高校环境人才培养体制建设的经验和做法值得我们学习和研究。     

复杂工业系统中班组人因失误分析

在复杂工业系统中 ,人因可靠性分析 (HRA)是预防和减少人因失误的有效方法。人在复杂工业系统中的生产活动 ,往往是由组织中班组成员集体完成的 ,完整的HRA必须充分考虑班组人误的产生。班组人误的产生有其自身的规律 ,如何合理地定义人员行为形成因子 (PSFs)是班组人因失误分析的难点 ,也是班组人因失误分析的重要手段 ,被广泛应用在核电厂 ,航空和造船工业领域的事故分析中。笔者详细分析和探讨了班组人因失误的定义、产生过程及相关的人的行为形成因子 ,以期能使大规模工业系统中的人因失误分析更加合理和完善。     

基于CiteSpace的高校教师职业心理健康文献计量分析

为系统把握高校教师职业心理健康领域近10年的主要研究内容和研究方向,以中国知网(CNKI)作为数据源,经过2次检索得到2011—2020年10年间的文献,统计分析发文量,使用CiteSpace软件可视化处理,得到关键词共现图谱。结果表明:高校教师职业心理健康的相关研究主要集中于职业倦怠和职业压力,研究热点是成因和对策,重点研究对象为体育教师、青年教师、英语教师和女教师;通过内容分析发现,职业压力和职业倦怠均对高校教师职业心理健康存在消极影响;从社会、学校、个人3个层面有效干预可改善教师职业压力和职业倦怠,进而提升其心理健康。     

Time perspective balance and team adaptation in dynamic task contexts

The concept of time perspective balance has attracted increased attention from scholars in the past decade, reflected in published evidence suggesting positive outcomes ranging from enhanced mood to life satisfaction for those individuals possessing balance among their past, present, and future time perspectives, and assumedly able to shift their time perspective to match situational demands. In this paper, we consider the notion of time perspective balance in an organizational setting within which much consequential adaptation often occurs—the team environment—and explore different configurations of time perspective balance in teams facing dynamic task contexts. Drawing from work on situational awareness, we first consider the mechanism by which time perspective balance likely influences individual adaptation in dynamic task-focused situations. Next, we postulate what types of team configurations—ones with more balanced time perspective uniformity or ones with more time perspective variety—might be more appropriate in dynamic contexts given key team conditions. We illustrate our analysis with examples from healthcare team settings and offer ideas for future research.     

Empirical analysis of shared leadership promotion and team creativity: An adaptive leadership perspective

Promoting shared leadership in teams and enhancing team creativity is aided by complementarity between leader and team member characteristics. We integrate insights from social learning theory and dominance complementarity perspective with the team leadership and creativity literature to explore the facilitating role of formal participative leadership for enhancing team creativity indirectly by promoting shared leadership. The relationships among formal participative leadership, shared leadership, and team creativity are bounded by team voice behavior and team creative efficacy. To test our theoretical model, we collected multisource and multiwave survey data from 382 members of 73 teams. Results revealed a significant positive relationship of participative leadership with shared leadership in teams, which in turn was positively associated with team creativity. Team voice behavior and team creative efficacy moderated these relationships, respectively, by strengthening the positive relationships. We discuss the theoretical contributions, practical implications, and future directions of our findings.     

A multilevel investigation of predictors and outcomes of shared leadership

For modern organizations, shared leadership becomes increasingly important. Knowledge on shared leadership may be limited, as past research often relies on cross-sectional data or student samples, and most studies neglect the multilevel nature of shared leadership. Our research model includes transformational leadership, trust, and organizational support as predictors of shared leadership. Furthermore, we analyze the influence of shared leadership on team performance and team creativity. In total, 160 teams with 697 employees participated in our field study. Data collection took place at three time points. To test our hypotheses, we used multilevel modeling with a Bayesian estimator. We found relationships of transformational leadership and trust with shared leadership at the team level and of transformational leadership, trust, and organizational support with shared leadership at the individual level. Furthermore, shared leadership fully mediated the effect of the three input factors on team performance and team creativity. This study contributes to the understanding of the antecedents and outcomes of shared leadership. Furthermore, the dynamic development of team processes based on an input–mediator–output model is explored. On the basis of the results, organizations can increase shared leadership behavior by focusing on transformational leadership and trust building.