信息技术专业人员角色压力的前因分析

信息技术的发展和应用使得信息技术专业人员角色压力问题日益突出,并对其心理、生理和行为都产生了不良的影响。本文采用实证研究方法,分析了授权与沟通这两个组织环境因素对信息技术员工角色压力的影响,并根据研究结论得出了一些缓解角色压力的管理启示。     

大学生足球裁判员心理压力成因及对策研究

大学生初步担任足球裁判员,面临较大的心理压力,这种心理压力产生的外在因素有来自比赛球员、教练员、观众、天气状况、场地等因素的压力;内在因素有业务水平、体能、职业道德、思想动机气质与性格等因素的压力.过大的心理压力不得于大学生做好足球执法工作,就当通过提高理论水平、实践能力、心理素质和身体素质,以消除大学生足球裁判员的心...     

SH93型气流式叶丝气流干燥设备的出口水分稳定性改进

文章主要针对漯河卷烟厂制丝生产线SH 93型叶丝高速膨胀装置烟丝出口水分波动偏大、水分过程能力控制指数较低等问题,通过修改程序和加装机械改进等方法,提高了气流式叶丝干燥机出口水分稳定性。     

Job stress and well-being of female employees in hospitality: The role of regulatory leisure coping styles

The job stress and coping behavior of female employees has become a key issue in the hospitality industry. This study investigates the moderating role of regulatory leisure coping styles on the effect of job stress on female employees’ well-being. Specifically, this study extends Patry et al.’s (2007) findings to further confirm the direct and moderating role of regulatory leisure coping styles in the relationship between job stress and well-being. Data were collected from the female employees of 22 tourist hotels in Taiwan. The results showed that the Planned-Breather Leisure Coping Style (PBLCS) was positively and significantly associated with well-being, whereas the Avoidant Leisure Coping Style (ALCS) had a negative and significant effect on it. In addition, the results also revealed that the PBLCS plays a buffering role, but that the ALCS plays an amplifying role. Based on these findings, the implications and research suggestions are then discussed.     

预制桩填土复合地基的设计与施工

论述了小预制方桩与压实填土复合地基在大型污水处理池中的设计与施工应用情况，提出了粘性填土分层压实、具有不小于80kPa承载能力的观点，如桩端土层良好，则可大幅度提高复合地基的强度。     

页岩的地震属性分析综述

在最近几年里,非常规页岩气和页岩油勘探已经进入公众的视线里,引起大家的注意。这些新的成藏是地球物理学许多新发展的催化剂,尤其是新地震属性的应用。近来,三维地震数据和地震属性技术已经在断层、裂缝方位和密度、储层富集带,可能的水力压裂障碍,孔隙压力,岩石力学以及增产的有效性和优化提供信息。下面介绍的是从三维地面地震资料中获得的信息,这些信息是怎样影响非常规页岩发展的。     

Job stress,coping strategies,and burnout among hotel industry supervisors in Taiwan

The complex and changing environment of the hospitality industry presents a never ending array of stimuli, pressures and demands which can become sources of stress for hotel supervisors. A focus on the identification of current and potential stressors in organizations, and the development of strategies which individuals and management may use to manage and reduce stress effectively, is imperative. This study is to investigate the perceived level of stress of hotel supervisors, to establish frequency of the use of various coping strategies, and to determine the burnout rate. This study also empirically examines the relationships among stress, coping strategies, and job burnout. A convenient sample of hotel supervisors of large hotels in Taiwan was selected. The return of 298 questionnaires represented 74.5% of the total supervisors surveyed. The study findings suggest that the major job stress of hotel supervisors originates from task characteristic and workload. Moreover, a direct action coping strategy may allow one to perceive the situations as opportunities and may, in turn, contribute to reduce job stress. Furthermore, hotel supervisors experience a lower level of burnout if they apply more direct action strategies in coping with the pressures of their job. The results of this study can be used as part of guidelines including what should be considered to reduce job stress and burnout in the work environment.     

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.     

港口起重机械金属结构寿命评估

起重机金属结构的寿命评估对于港口起重机管理工作具有重要意义,通过现场应力测试采集得到的数据导入自主研发的《起重机金属结构寿命评估系统》,利用Miner线性累积损伤理论可对起重机构件的疲劳裂纹萌生寿命进行评估计算,运用断裂力学和损伤容限设计理论则可得到裂纹的扩展寿命,并以此为根据制定出裂纹巡检方案。