[1]陈翰,栗继祖.智能化驱动下矿工变革支持行为的代际差异研究*[J].中国安全生产科学技术,2022,18(6):12-18.[doi:10.11731/j.issn.1673-193x.2022.06.002]
CHEN Han,LI Jizu.Research on intergenerational difference of miners’ change-supportive behavior driven by intelligence[J].JOURNAL OF SAFETY SCIENCE AND TECHNOLOGY,2022,18(6):12-18.[doi:10.11731/j.issn.1673-193x.2022.06.002]
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智能化驱动下矿工变革支持行为的代际差异研究*
CHEN Han,LI Jizu.Research on intergenerational difference of miners’ change-supportive behavior driven by intelligence[J].JOURNAL OF SAFETY SCIENCE AND TECHNOLOGY,2022,18(6):12-18.[doi:10.11731/j.issn.1673-193x.2022.06.002]
《中国安全生产科学技术》[ISSN:1673-193X/CN:11-5335/TB]
- 卷:
- 18
- 期数:
- 2022年6期
- 页码:
- 12-18
- 栏目:
- 学术论著
- 出版日期:
- 2022-06-30
文章信息/Info
- Title:
- Research on intergenerational difference of miners’ change-supportive behavior driven by intelligence
- 文章编号:
- 1673-193X(2022)-06-0012-07
- Keywords:
- intelligent mine; miners’ change-supportive behavior; intergenerational difference; safety value fit; job satisfaction
- 分类号:
- X911
- 文献标志码:
- A
- 摘要:
- 为促进煤矿智能化变革，提升安全生产水平，结合价值观匹配理论，建立安全价值观匹配、工作满意度和矿工变革支持行为的理论假设模型。基于567名智能化矿山矿工的有效数据，应用结构方程模型和Bootstrap方法进行路径检验及中介效应检验，并采用多群组分析方法检验代际差异的分类调节作用。研究结果表明：内部安全理念匹配和外部社会责任匹配均对矿工变革支持行为有显著正向影响；工作满意度对矿工变革支持行为具有显著正向影响，同时在安全价值观匹配与矿工变革支持行为的关系中起中介作用；内部安全理念匹配和外部社会责任匹配对新生代矿工变革支持行为的影响效用均大于老一代矿工。提高矿工与组织的安全价值观匹配程度和工作满意度，减少老一代矿工的变革阻力，有利智能化矿山建设。
- Abstract:
- In order to promote the intelligent transformation of coal mines and improve the level of work safety,combined with the value fit theory,a theoretical hypothesis model of safety value fit,job satisfaction and miners’ change-supportive behavior was established.Based on the effective data of 567 miners in the intelligent mine,the structural equation model and Bootstrap method were used to carry out the path test and mediating effect test,and the multi-group analysis method was used to test the classification adjustment effect of intergenerational difference.The results showed that both the internal safety concept fit and the external social responsibility fit had significant positive impact on the miners’ change-supportive behavior.The job satisfaction had significant positive impact on miners’ change-supportive behavior,and played an intermediary role in the relationship between safety value fit and miners’ change-supportive behavior.Both the impact effect of internal safety concept fit and external social responsibility fit on the change-supportive behavior of the new generation of miners were greater than those of the older generation of miners.Improving the degree of safety value fit and job satisfaction of the miners and organizations,and reducing the transformation resistance of the older generation of miners are conducive to the construction of intelligent mines.
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相似文献/References:
[1]崔淼,栗继祖.煤矿团队韧性的驱动机制*——基于智能化矿山矿工心理韧性的上行传递模型分析[J].中国安全生产科学技术,2024,20(2):132.[doi:10.11731/j.issn.1673-193x.2024.02.018]
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备注/Memo
- 备注/Memo:
-
收稿日期： 2021-10-01
* 基金项目： 国家杰出青年科学基金项目(51925402)；山西省软科学研究计划项目 (2019042012—3)
作者简介： 陈翰，硕士研究生，主要研究方向为行为安全管理。
通信作者： 栗继祖，博士，教授，主要研究方向为安全心理与安全行为。
