声发射法在石膏矿原岩应力测试的应用

通过对邢隆石膏矿现场工程地质调查研究,运用工程地质力学方法确定了地应力方位。结合现场实际,在不同位置灵活设置测点,利用岩石声发射凯塞效应,采用超声波检测方法,测试地应力,测试技术比较简单、检测数据比较可靠。     

Supervisor and coworker support: a source congruence approach to buffering role conflict and physical stressors

The buffering effects of supervisor support on the stressor–strain relationship have proven elusive in prior research (Beehr, Farmer, Glazer, Gudanowski and Nair (2003), ‘The Enigma of Social Support and Occupational Stress: Source Congruence and Gender Role Effects,’ Journal of Occupational and Health Psychology, 8, 220–231). We built on emerging work on source congruence and conservation of resource theory to test a series of hypotheses intended to clarify these mixed findings. Using a sample of 768 employees from 45 organizations in North America, results from moderated regression analyses, showed that the effects of supervisor support on the stressor–strain relationship depended on source congruence. In accordance with our predictions, although we found buffering effects for the physical stressors–strain relationship, we found a reverse buffering effect for the role conflict–strain relationship. These differential buffering effects did not emerge when considering coworker support. We discuss the implications of our results for shedding light on the mixed evidence regarding buffering work stressors reported in prior research.     

农村大龄未婚男性家庭压力和应对策略研究——基于YC县访谈的发现

通过对中国中部农村的质性访谈,利用扎根理论的三级登录方法,探索性地利用家庭压力理论来解释大龄未婚男性家庭的压力以及可采取的应对策略。农村大龄未婚男性的失婚对家庭在经济上、家庭关系和成员的心理压力上都造成负面影响。研究为提高大龄未婚男性这一弱势群体及其家庭的生活福利,缓解婚姻挤压和促进社会稳定提供理论依据。     

北京市老年人心理压力状况分析

采用自编老年心理压力量表对随机抽取的北京市627位60岁以上老年人做了问卷调查。对老年人心理压力中的健康压力、经济压力、社交压力、家庭关系压力做了分析。国家要加强社会保障制度,社区要积极开展心理健康教育,老年人自身也要保持良好心态,积极应对压力。     

企业管理者工作压力的绩效属性——基于自我效能感的解释

工作压力是一个具有复杂构成特征的过程性框架概念.在明确压力结构要素的基础上,管理者的工作压力可进一步界分为内源压力和外源压力两类.文章通过相关分析发现,对于工作绩效效标而言,管理者内源、外源压力分别呈现良、劣压力属性;而基于回归分析的中介效应检验则表明,管理者的自我效能感在压力和绩效间起中介作用,这部分解释了压力绩效属性的成因和过程机制.文章的研究结论对企业开展管理者的压力管理工作具有重要的启示.     

岩石峰值应力前后声发射特性研究

采用TAW-2000D微机控制电液伺服岩石三轴试验机和SDAES型数字声发射仪组成的动态测试系统,对云南大红山铜矿白云岩进行了单轴压缩条件下的声发射试验,研究岩石在峰值应力前后声发射特性。试验结果表明:加载早期就有声发射活动,岩样在试验接近峰值强度时单位时间内的应力增长速度减小、声发射事件率出现明显下降,即出现相对平静期,峰值强度后的声发射现象仍然明显。     

High-Performance HR Practices,Work Stress and Quit Intentions in the Public Health Sector: Does person–organization fit matter?

Drawing on the attraction–selection–attrition (ASA) framework, this paper examines a mechanism, namely person–organization (P–O) fit, through which high-performance HR practices (HPHRPs) affect two negative employee outcomes: work-related stress and quit intentions. Using a sample of Egyptian public health sector workers, a mediation model is tested empirically using structural equation modelling. The study results show that HPHRPs positively affected P–O fit, which in turn had significant negative associations with work stress and quit intentions. P–O fit also explained a high proportion of mediation in the relationship between HPHRP and both outcomes.     

Employee performance,well‐being,and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes?

The human resource management (HRM) literature supports the idea that coherent systems of HRM practices can induce attitudinal effects when perceived subjectively by employees. Recently, scholars have proposed that subdimensions of HRM systems exist and account for variance in outcomes. This study explores differential effects of three subdimensions of HRM systems (skill‐, motivation‐, and opportunity‐enhancing HRM practices) on employee innovative behaviours and well‐being. Our predictions are based on the mutual gains perspective, which specifies positive relationships between HRM practices and employee performance, and the conflicting outcomes perspective that links HRM practices to higher job demands and stress. Using data from the Finnish 2012 Practices of Working Life Survey, we find support for both the mutual gains and conflicting outcomes perspectives; however, we also show that the effects of the subsets of HRM practices are heterogeneous.     

Stress and turnover intents in international organizations: social support and work–life balance as resources

Abstract

This study investigates whether work opportunities have an impact on stress and the related turnover intentions of employees working in intergovernmental international organizations (IOs). It contextualizes the job resources and demands model within IOs’ specific work conditions. The empirical test is based on original data from a survey administered in four major organizations of the United Nations system. Results demonstrate that social work opportunities and work–life balance are organizational levers reducing stress and willingness to quit for employees who are facing red tape or the stresses of being an expatriate. In this context, the relationships between these work opportunities and turnover intention are partially mediated by stress. Contextualized HR management propositions are made to help organizations coping with these management challenges.     

低应变反射波法在PHC管桩完整性检测中的应用分析

根据低应变反射波法检测高强度预应力混凝土管桩(PHC)桩身完整性的原理,通过具体工程实例对低应变反射波检测PHC管桩有关问题进行了分析探讨。