镀膜高色温灯泡在机动车前照灯上的危害性研究

目前,机动车售后更换机动车前照灯普遍采用镀膜高色温灯泡。本文借助现有的国家标准,对该类灯泡的安全性开展研究,并将其测试结果与采用的标准卤素灯泡的数据进行比对分析。让人们认识到在机动车前照灯上采用此类高色温灯泡可能带来安全隐患,也为相关部门规范机动车光源售后市场提供技术依据。     

参与和治理:中国社会安全网建设的战略选择

中国正处在社会经济转型时期，在此期间，社会安全网的建设完善与否不仅是保证经济持续增长的内在要求。更是保证社会稳定的关键。分析中国社会安全网的建设过程，评估社会安全网的状况，本文认为，中国社会安全网的未来走向或者战略选择应该以政府为主导力量，通过多元主体的互动逐步迈向善治，实现从政府管理到治理的转变，建立责任分担的社会风险防御机制，提升弱势群体的社会参与机会与能力，消除社会隔阂、实现社会整合。     

Employees' concerns about change and commitment to change among Italian organizations: the moderating role of innovative work behavior

Despite being regarded as a critical psychological process influencing the effectiveness of change initiatives, concerns about change have not received empirical attention in the organizational change literature. The present study addresses this issue by examining the relationships among employees' concerns about change (conceptualized as including concerns about the contents and benefits of change, and concerns about mastering the change), commitment to change and innovative work behavior. First, in a hospital undergoing a major administrative change (N = 435), concerns about change were generally found to be negatively related to affective and normative commitment to change and positively related to continuance commitment to change. These results were replicated in a chemical and pharmaceutical company undergoing a technological change (N = 113), except that concerns about change were unrelated to normative commitment to change. In addition, employees' innovative work behavior moderated the relationship of concerns about change to affective commitment to change such that the relationship was negative when innovative behavior was low but nonsignificant when innovative behavior was high. This study provides scholars and practitioners with a theoretically and empirically grounded framework for assessing employees' concerns about change, and moves research a step forward into identifying the behaviors that organizations should support to counteract this psychological threat.     

公平关切下闭环供应链差别定价决策

针对零售商和第三方回收商具有公平关切的情形,研究由制造商主导的三级供应链成员及整个系统的差别定价最优决策。分析了零售商以及第三方回收商公平中性和公平关切两种情形的决策模型。研究发现:零售商以及第三方回收商的公平关切行为最终会造成各自利润的损失,并且对整条供应链利润也是不利的,而这样的公平关切行为对制造商来说却是有利的。同时当公平关切程度较弱时,对整条闭环供应链系统是不利的;而当公平关切程度较强时,对整条闭环供应链系统是有利的。     

Towards an integrated model for the transference of environmental responsibility

This research explores how environmental responsibility transfers to others. Although environmental responsibility is one of the most debated topics in environmental management literature, a framework describing how a teacher's environmental responsibility shapes the student's environmental responsibility is still lacking. Adopting emotional contagion theory as a lens, the paper addresses this issue via the mediation of emotional contagion and the moderation of a teacher's environmental concern. Based on a survey of teachers and students (N = 283) conducted in Pakistan, our findings provide evidence that a teacher's environmental responsibility can better transfer to students via emotional contagion. Additionally, our data establish that the transference of environmental responsibility from teachers to students via emotional contagion is more effective when the teacher has a high level of environmental concern than when he or she has a low level of environmental concern. Finally, the authors discuss the implications for policy in detail.     

群体心理资本对员工创造力的跨层次影响

员工创造力是团队/组织创新的重要推动力,从多个层次综合考察员工创造力的影响因素具有重要意义。基于创造力成分模型、社会感染理论与组织管理领域的多层次理论,构建了群体心理资本影响员工创造力的关系模型,以103个工作团队（103名团队主管,365名成员）为样本,对研究假设及影响路径进行了实证检验。研究结果表明：①群体心理资本对员工创造力具有显著的正向预测效果;②群体心理资本对团队反思具有显著的正向预测效果,且团队反思在群体心理资本与员工创造力关系间起到了跨层次中介作用;③团队心理安全跨层次调节团队反思与员工创造力之间的正向关系,即团队心理安全越高,团队反思与员工创造力之间的正向关系越强。     

个体目标取向与团队心理安全交互对个体知识共享的影响

知识经济和“互联网+”快速发展,知识共享成为组织获取前进动力的主要方式以及组织竞争优势的重要来源。结合目标取向理论与特征激活理论,将团队心理安全纳入到个体目标取向对个体知识共享影响的研究中。对120个研发团队（含485个团队成员）样本的调查分析结果表明,个体学习目标取向与证明取向都显著正向影响个体知识共享,且团队心理安全在两者关系间具有显著的正向调节作用;个体回避取向显著负向影响个体知识共享,团队心理安全在两者关系间具有显著负向调节作用。     

Team production,endogenous learning about abilities and career concerns

This paper studies career concerns in teams where the support a worker receives depends on fellow team members׳ efforts and abilities. In this setting, by exerting effort and providing support, a worker can influence her own and her teammates׳ project outputs in order to bias the learning process in her favor. To manipulate the market׳s assessment, we argue that in equilibrium, a worker has incentives to help or even sabotage her colleagues in order to signal that she is of higher ability. In a multiperiod stationary framework, we show that the stationary level of work effort is above and help effort is below their efficient levels.     

HSE走进中国石油

企业管理水平的好坏直接影响着企业的经济效益,运用HSE管理能提高企业管理水平,HSE管理模式将健康,安全,环境三者视为一个有机的整体。HSE管理认为人的安全是第一位的,人是创造财富的原动力,是企业的最大财产,HSE管理体系强调的是“蝴蝶效应”。