Enough is Enough: Cognitive Antecedents of Workaholism and Its Aftermath

Workaholism is commonly conceptualized as a compulsive inner drive to work excessively hard. This study investigates to what extent rigid personal beliefs—i.e., performance‐based self‐esteem (self‐esteem that is contingent upon good performance) and an enough continuation rule (continuing with work until one feels one has done enough)—contribute to exhaustion through workaholism. To examine these potential antecedents and consequences of workaholism, data of a two‐wave longitudinal survey study with a six‐month time interval was used (n = 191). Results of structural equation modeling provided support for our hypotheses. Taken together, our findings show that rigid personal beliefs at T1 predicted primarily working compulsively at T2, and working compulsively at T1 influenced exhaustion at T2. Moreover, reciprocal relationships were found between applying the enough continuation rule and working compulsively, and between working compulsively and exhaustion. These results suggest partial mediation from cognitive antecedents (personal beliefs) through workaholism to exhaustion. In practical terms, the results indicate that cognitive antecedents may provide a good starting point for interventions for preventing exhaustion and workaholism. © 2014 Wiley Periodicals, Inc.     

事故致因理论的煤矿安全管理研究

完善煤矿生产安全管理工作,提高预警和事后搜救效率,确保矿工生命安全,是煤炭工业发展的重中之重.为了有效控制和预防煤矿事故的发生,改善内蒙古自治区煤矿安全生产状况,保证煤矿职工的生命安全,本文认为,我们有必要对煤矿事故的发生机理进行系统性研究,探讨充实适合内蒙古自治区煤炭工业发展的事故致因理论.     

煤炭资源勘探阶段对瓦斯的评价及研究

本文叙述了煤炭资源勘探阶段对瓦斯研究与评价的意义,以及研究的内容、方法及手段,为以后煤炭资源勘探过程中瓦斯研究工作的开展提供参考资料.     

哈拉沟煤矿矿井给排水系统设计

主要对哈拉沟煤矿的矿井给排水系统进行设计,为了使哈拉沟煤矿的矿井给排水系统能更好地利用并合理配置矿井资源,本文从哈拉沟煤矿矿井特有的生产作业环境以及地质水文特点进行考虑,分析煤矿矿井给排水系统可能存在的问题,讨论的技术重点问题主要包括煤矿矿井供水水源选择,矿井井下供水以及煤矿废水处理等,对哈拉沟煤矿矿井的生产生活给水系统,消防供水系统以及生产废水排水系统进行设计。     

How emotional labor affect hotel employees’ mental health: A longitudinal study

The current study aims to examine the longitudinal effects of emotional labor on the mental health of hotel employees based on the Allostatic Load and Conservation of Resources theories. Four waves of data were collected from 534 hotel interns in an eight-month period. Latent growth modeling and lagged path analysis were used to analyze the time-series data. The study results indicated that hotel employees experienced increased anxiety and depression within the first three months of their new jobs. Surface acting increased employees' anxiety and depression. Interestingly, deep acting decreased employees' anxiety and depression in the short run but increased their anxiety and depression in the long run. Emotional exhaustion explained the double-edged effect of deep acting on mental health. The study results provide meaningful implications for hotel managers in workplace stress management and employees’ mental health improvement.     

Who do we blame for abusive supervision?

Research has looked extensively at one side of abusive supervision (that is employee perceptions) and subsequently linked this phenomenon to supervisors' actual behaviour. We address this research gap by investigating the other side—employee characteristics as a factor related to the perception of abusive supervision (AS). Data collected from 443 employees within the Pakistani telecommunications industry revealed that employees' intimidation behaviours was positively related to their perceptions of AS, mediated by emotional exhaustion. In addition, recognition (from top management) was found to moderate the indirect effects of intimidation on AS via emotional exhaustion. Our findings challenge the assumption that supervisors are to blame for exhibiting abusive behaviour and identify a new, underlying factor related to AS.     

关于火力发电厂的煤炭管理的方法分析

煤炭是我国重要的能源,一旦煤炭供应紧张发电厂的生产就会受到影响。文中对于火力发电厂煤炭管理的意义进行了分析,并在此基础上提出了加强火力发电厂煤炭管理的相关策略。得出能够切实有效的解决当前火力发电厂煤炭管理相对不足的方案。     

Demands or Resources? The Relationship Between HR Practices,Employee Engagement,and Emotional Exhaustion Within a Hybrid Model of Employment Relations

This article explores the ways in which employees may experience and respond to tensions inherent in the mix of potentially conflicting human resource (HR) practices that compose hybrid models of employment relations. By drawing on the job demands–resources (JD‐R) literature and viewing HR practices as “demands” and “resources,” we explore the impact of performance management and employee voice practices on employee well‐being, as exemplified by engagement and emotional exhaustion, in a large public‐sector organization in Ireland. Our findings suggest that employee voice mechanisms may act as a resource in both enhancing engagement and in counterbalancing the demands presented by a performance management system, thus reducing the deleterious effects of emotional exhaustion. Our study extends understanding of hybrid models of human resource management (HRM) and of the ways in which employees manage the contradictory signals that such models may send in terms of performance expectations. © 2015 Wiley Periodicals, Inc.     

TRIZ矛盾分析法在内蒙古煤炭产业发展中的应用

针对内蒙古煤炭产业发展中的问题，结合TRIZ理论中的39个工程参数和矛盾分析法构建了相应的技术矛盾。查找矛盾矩阵找到相应的创新原理，对创新原理进行了新的解释。结合内蒙古煤炭产业发展的实际情况，提出了内蒙古煤炭产业发展建议。     

我国煤炭业构建跨国生产体系的新趋势——从技术进步视角分析

作为垄断资本主义高度发展的产物,跨国公司成为促进技术进步的主要承担者。在低碳经济这一大背景下,煤炭行业的发展更多将依赖煤炭深加工、先进技术输出、机械设备贸易等,技术进步的重要性不言而喻。但长期以来我国煤炭行业的发展杂乱无序,企业自身缺乏技术改进、研发的动力和资金。为适应新的发展要求,我国煤炭行业不断加快重组步伐,超大规模煤炭企业逐步形成,跨国发展的新趋势不断显现。未来我国应进一步加快大型煤炭产业集团的发展,鼓励大规模企业积极参与国际竞争,同时重视企业自主创新能力的培养,全面提升我国煤炭行业的国际竞争力。