重视开发非粘土砖墙体建材的负面环境影响

开发非粘土砖墙体建材应重视它们的隔声、抗震、放射性及隔热等性能是否符合技术标准,避免产生新的社会和环境问题。同时应严格技术考核,政府的倾斜政策也应合理、适度。     

公路的环境美学与景观

公路建设作为人类实践创造活动之一，它为人们所提供的不仅仅是交通便捷与安全的享受，而且还应有视觉上的娱悦和满足。一条公路，可以吸引人们的视觉，也可以使人们熟视无睹。这取决于公路在周围风景中的实际布局及详细设计和维护保养的程度。和谐、连贯、稳定等公路景观评价和设计中常常使用的概念。公路对景观的影响是不可避免的，符合美学原则的减轻措施是公路景观恢复的有效手段。一条精心设计的公路应与周围环境和谐一致，应该充分利用地形和景色，包括一些当地最好的代表植物，使其融入自然。并且在可能的情况下，凭籍自己独到的设计和上乘的品质，使其成为一个旅游观赏景区。     

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.     

Transformations of particles, metal elements and natural organic matter in different water treatment processes

Characterizing natural organic matter （NOM）, particles and elements in different water treatment processes can give a useful information to optimize water treatment operations. In this article, transformations of particles, metal elements and NOM in a pilot-scale water treatment plant were investigated by laser light granularity system, particle counter, glass-fiber membrane filtration, inductively coupled plasma-optical emission spectroscopy, ultra filtration and resin absorbents fractionation. The results showed that particles, NOM and trihalomethane formation precursors were removed synergistically by sequential treatment of different processes. Preozonation markedly changed the polarity and molecular weight of NOM, and it could be conducive to the following coagulation process through destabilizing particles and colloids; mid-ozonation enhanced the subsequent granular activated carbon （GAC） filtration process by decreasing molecular weight of organic matters. Coagulation-flotation and GAC were more efficient in removing fixed suspended solids and larger particles; while sand-filtration was more efficient in removing volatile suspended solids and smaller particles. Flotation performed better than sedimentation in terms of particle and NOM removal. The type of coagulant could greatly affect the performance of coagulation-flotation. Pre-hydrolyzed composite coagulant （HPAC） was superior to FeCl3 concerning the removals of hydrophobic dissolved organic carbon and volatile suspended solids. The leakages of flocs from sand-filtration and microorganisms from GAC should be mitigated to ensure the reliability of the whole treatment system.     

建筑行业发展与低碳生活的推广探讨

低碳生活是一种自然地节约各种资源的习惯,是一种生活习惯。气候变化是本世纪最严重的全球问题之一,不断推进低碳生活是减少人类生活对气候影响的重要途径。低碳生活推广后,消费者对建筑的规划、环境影响以及节能等关注将增加,进而影响建筑行业的发展。在分析低碳生活对建筑影响的基础上,提出了包括人才培养、政策支持和扩大宣传的多级支持发展建议。     

Perceived prosocial impact,perceived situational constraints,and proactive work behavior: Looking at two distinct affective pathways

This paper examines the role of affect as a linking mechanism between experiences at work (perceived prosocial impact and situational constraints) and two distinct components of proactive work behavior (issue identification and implementation). Based on a dual‐tuning perspective, we argue that both positive affect and negative affect can be beneficial for proactive work behavior. Multi‐level path analysis using daily‐survey data from 153 employees showed that perceived prosocial impact predicted positive affect and that situational constraints as a typical hindrance stressor predicted negative affect. Negative affect, in turn, predicted issue identification, and positive affect predicted implementation. Overall, our study suggests that both positive and negative affects can be valuable in the organizational context by contributing to distinct components of proactive behavior. Copyright © 2015 John Wiley & Sons, Ltd.     

Can pride be a vice and virtue at work? Associations between authentic and hubristic pride and leadership behaviors

Pride, a discrete emotion that drives the pursuits of achievement and status, is crucial to consider in leadership contexts. Across three studies, we explored how leaders' experiences of authentic and hubristic pride were associated with their leadership behaviors. In Study 1, a field study of leader–follower dyads, leader trait authentic pride was associated with the use of more effective (i.e., consideration and initiating structure) and fewer ineffective (i.e., abusive supervision) leadership behaviors, and hubristic pride was associated with more abusive behaviors. In Study 2, a daily diary study, on days when leaders experienced more authentic pride than usual, they used more effective leadership behaviors than usual, whereas on days when leaders experienced more hubristic pride than typical, they were more likely to engage in abusive supervision than typical. In Study 3, a scenario‐based experiment, leaders who experienced more authentic pride in response to our experimental manipulation were more likely to intend to use effective leadership behaviors. In contrast, those who experienced more hubristic pride were less likely to use these behaviors and more likely to intend to be abusive. Overall, this work highlights the importance of pride for leadership processes and the utility of examining discrete and self‐conscious emotions within organizations.     

Exploring the activation dimension of affect in organizations: A focus on trait‐level activation,climate‐level activation,and work‐related outcomes

This study explores the activation dimension of affect in organizations by focusing on both individual employees and their work climate. Drawing on affect research and demands‐abilities fit perspective, I have developed a model predicting that climate‐level activation would deplete employees' emotional resources and trait‐level action would function as an inner resource helping employees buffer themselves from their work demands. The results of a cross‐level study, conducted in a sample of 257 employees and their supervisors within 40 work units across 11 organizations, supported all but one of the hypotheses. Employees whose trait‐level activation was lower than the activation level of their work climate experienced higher levels of emotional exhaustion and thus were more likely to disengage from their work in forms of increased surface acting with their coworkers and psychological withdrawal, and reduced affective commitment to and intention to remain in their organization. Copyright © 2016 John Wiley & Sons, Ltd.     

企业员工不安全行为影响因素量表的初步开发

本文通过大量资料的搜集,概括出了影响员工不安全行为的众多因素,并根据他们的可控性进行了分类.在此理论研究的基础上,用调查问卷的方法,构建了企业员工不安全行为的影响因素量表,并通过spss16.0软件包对其进行因素分析,检验量表的效度和信度,最终形成了四个企业员工不安全行为影响因素正式量表.其中包括:企业员工不安全行为个人安全素质影响因素量表、企业员工不安全行为领导影响因素量表、企业员工不安全行为组织影响因素量表和企业员工不安全行为工作内容和环境影响因素量表.此外,本文还对中交天航第五经理部的施工人员进行了实证研究,用spss16.0软件包对搜集到的数据进行分析,包括:各量表中包含的题项的内部分析、四个量表中所有题项的整体分析和每个量表中的群体差异性分析,并在以上分析的基础上,最终得出了该企业对员工不安全行为影响因素的管理现状.     

Feeling interrupted—Being responsive: How online messages relate to affect at work

Being constantly connected to others via e‐mail and other online messages is increasingly typical for many employees. In this paper, we develop and test a model that specifies how interruptions by online messages relate to negative and positive affect. We hypothesize that perceived interruptions by online messages predict state negative affect via time pressure and that perceived interruptions predict state positive affect via responsiveness to these online messages and perceived task accomplishment. A daily survey study with 174 employees (a total of 811 day‐level observations) provided support for our hypotheses at the between‐person and within‐person level. In addition, perceived interruptions showed a negative direct association with perceived task accomplishment. Our study highlights the importance of being responsive to online messages and shows that addressing only the negative effects of perceived interruptions does not suffice to understand the full impact of interruptions by online messages in modern jobs.