机立窑水泥生产工人体力劳动强度分析

对５ 家机立窑水泥厂２４ 个工种的１２９ 名工人进行劳动强度分析调查。结果表明： 体力劳动强度Ⅰ级的工种占５４．１７ ％ ; Ⅱ级的工种占２９．１７ ％ ; Ⅲ级的工种占１２．５０ ％ ; Ⅳ级的工种占４．１７ ％ 。     

某小煤矿工人体力劳动强度分级调查

对某县办小煤矿工人进行了体力劳动强度分级调查。结果18个工种中Ⅰ级体力劳动强度工种6个,占33．3％;Ⅱ级体力劳动强度工种7个,占38．9％;Ⅲ级体力劳动强度工种1个,占5．6％;Ⅳ级体力劳动强度工种4个,占22．2％。井下工种的体力劳动强度大于井上工种。     

鞍钢工人体力劳动强度分级调查研究

对鞍钢23个工厂、7个矿山的212个工种进行了体力劳动强度分级调查。结果表明,Ⅰ级体力劳动强度占52.4％,Ⅱ级体力劳动强度占17.9％,Ⅲ级体力劳动强度占17.5％;Ⅳ级体力劳动强度占12.2％。     

对热轧系统部分工种岗位劳动的评价与分析

本文对某厂热轧系统部分工种的岗位进行了岗位劳动评价。结果表明,综合评价Ⅰ级的岗位有11个,占55％;Ⅱ级有4个,占20％;Ⅲ级有4个,占20％;Ⅳ级有1个,占5％,所有岗位的体力劳动强度均未超过卫生学限度,多数岗位的劳动环境状况比较好。     

西安石棉制品厂主要工种体力劳动强度分级调查

本文对西安石棉制品厂石棉作业的6个车间16个工种的工人进行了体力劳动强度分级调查。结果表明,有13个工种劳动时间率小于60％;有15个工种能量代谢率低于8kJ/(min·m~2);除热压工种属Ⅱ级体力劳动强度外,其余均为Ⅰ级体力劳动强度。同时,笔者对体力劳动强度分级标准提出了几点建议。     

冶金工业高温作业分级调查

我们对冶金系统19个企业,8个生产系统,95个工厂,571个工种进行了高温作业分级的调查研究。对车间内主要气象条件测定了3844点次,室外测定1996点次,工时记录3331人次,主要生理指标调查850人次,结果表明,高温作业级别分布:Ⅰ级工种占12.26%;Ⅱ级工种占29.07% ;Ⅲ级工种占29.42%;Ⅳ级工种占29.25％。     

造船工人体力劳动强度分级调查研究

本文对船厂主体工种90个生产岗位518各工人,按GB3869—83国家标准进行了体力劳动强度分级调查研究,调查结果表明,体力劳动强度Ⅰ级的岗位占25.56％;Ⅱ级岗位占41.11％;;Ⅲ级岗位占28.89％,Ⅳ级岗位占4.44％,平均劳动时间率为77.55％,净劳动时间为372.23分钟,相当于6.204小时,不超过我国8小时工作净劳动时间为400分钟的卫生限度。平均能量代谢率为9.63KJ/m~2,min即工作日耗能值为4617.47KJ,其中有8.08％的岗位超过6276KJ的卫生学限度。通过调查总体说明造船工人体力劳动强度属中,重度水平。     

上海耐火作业工人体力劳动强度分级调查研究

本文调查了上海耐火材料厂制砖成型、焙烧等14个工种21个岗位的96人。其平均身高175cm,体重60kg,体表面积1.63m~2,劳动时间率为56.41％,平均能量代谢率为9.13KJ/min·m~2。调查结果表明,耐火材料主要制砖成型工劳动强度为Ⅰ～Ⅱ级,焙烧工种为Ⅲ级。     

农垦工人体力劳动强度及能量消耗调查

本文报告了广东农垦的橡胶、剑麻、茶叶、甘蔗等行业进行大田及加工工种的劳动时间率及工作日平均劳动能量代谢的测定结果。并根据我国体力劳动强度分级标准进行劳动强度评价。结果表明,广东农垦主要作业工作日净劳动时间率平均男:93.49±3.88%,女:92.36±13.05%,较国内其它行业工种高。劳动强度结果Ⅰ级占68%,Ⅱ级占20%,Ⅲ级占8%,Ⅳ级占4%。Ⅳ级很重工种仅女甘蔗工。轻、中工种占比重较高。     

我国体力劳动强度分级标准使用状况分析—体力劳动负荷的评价

搜集已发表的有关资料、数据（８４０个工种，１９个行业），分析了我国体力劳动强度分级标准的使用状况。结果表明，砖瓦、建筑和造船在行业平均劳动强度序位中排位最高，天然橡胶、矿山和冶炼等居中，汽车装配和运输等行业较低。各行业内劳动强度差别甚大。劳动强度分级结果在总体（８４０个工种）呈偏态分布，属Ｉ级劳动强度的工种占４０％而无法进一步区分。仅在建筑和矿山作业劳动强度级别为正态分布。男女从事同一劳动任务，女     

人机工程学工作分析方法在体力劳动负荷评价中的应用

对鞍钢耐火厂、炼钢厂22个工种分别进行体力劳动负荷的人机工程学分析及劳动强度测定。调查表明,两种方法所得结果基本一致,但人机工程学分析方法简便,易于基层单位推广应用。     

石棉作业单项体力劳动强度分级中几种不同心率指标的探讨

对西安石棉厂五个车间、十个岗位工种、25个工人的40个动作,通过能消耗量、心率绝对值、心率增值和心率增值百分比测定,进行劳动强度分级标准和相互关系的研究。结果表明,心率增值较心率增值百分比、心率绝对值作为以能消耗量为依据的单项体力劳动强度分级标准更为理想,值得进一步探讨。     

“DO I STAY OR DO I GO?”—JOB CHANGE AND LABOR MARKET EXIT INTENTIONS OF EMPLOYEES PROVIDING INFORMAL CARE TO OLDER ADULTS

This article examines whether providing informal eldercare to an older dependent person predicts employees' intentions to change jobs or exit the labor market and, if so, which particular aspects of both caregiving (e.g. time demands, physical/cognitive care burden) and their current work environment shape these intentions. We used data from a sample of 471 caring and 431 noncaring employees in Austria and split the analyses by gender. We found different aspects of informal caregiving to be associated with the intention to change jobs and with the anticipated labor market withdrawal of male and female workers. A time‐based conflict between informal eldercare and paid work was significantly and positively related to the intended job change of female workers but not of their male counterparts. Flexible work arrangements were found to facilitate the attachment of female workers to their jobs and the labor market. Intentions to exit the labor market of male workers appeared to be triggered by a physical care burden rather than time demands. Copyright © 2012 John Wiley & Sons, Ltd. HIGHLIGHTS

• We studied the effects of providing informal eldercare on the turnover intention of men and women in a group of workers who were also the main carers providing support to a dependent older person with substantial care needs.
• The intention of male and female workers to change jobs and exit the labor market is shaped by the different characteristics of informal caregiving.
• Time‐based conflicts between informal care and paid work are associated with a higher relative risk of anticipating job changes for female workers. Flextime facilitates the job and labor market attachment of female workers with eldercare responsibilities.
• The intensity of personal care provided to an older relative is significantly positively related to male workers' relative risk of anticipated labor market exit.
• Care to an older person in need of supervision makes the labor market exit of female workers less likely, lending thus support to the idea of the respite effect of work.

     

家庭关系、劳动强度对女性月经规律的影响分析

目的:分析泸州市女性家庭关系及劳动强度对其月经情况的影响,进一步了解女性月经规律的影响因素。方法:采用自行设计的问卷对泸州市30~50岁女性的一般情况、月经史、婚姻史等进行调查。结果:调查对象的月经不规律发生率为20.95%,月经不规律发生率存在城乡差异,且有随其平常体力劳动强度增加而增加的趋势,女性月经不规律的发生率有随其家庭关系的和谐程度升高而降低的趋势。结论:泸州市女性月经不规律发生率较高,情绪状态、体力劳动等心理、社会因素对女性月经规律有影响,对经期女性加强关心、减少劳动负担有利于促进其身心健康。     

Nurses wanted: Is the job too harsh or is the wage too low?

When entering the job market, nurses choose among different kind of jobs. Each of these jobs is characterized by wage, sector (primary care or hospital) and shift (daytime work or shift). This paper estimates a multi-sector-job-type random utility model of labor supply on data for Norwegian registered nurses (RNs) in 2000. The empirical model implies that labor supply is rather inelastic; 10% increase in the wage rates for all nurses is estimated to yield 3.3% increase in overall labor supply. This modest response shadows for much stronger inter-job-type responses. Our approach differs from previous studies in two ways: First, to our knowledge, it is the first time that a model of labor supply for nurses is estimated taking explicitly into account the choices that RN's have regarding work place and type of job. Second, it differs from previous studies with respect to the measurement of the compensations for different types of work. So far, it has been focused on wage differentials. But there are more attributes of a job than the wage. Based on the estimated random utility model we therefore calculate the expected value of compensation that makes a utility maximizing agent indifferent between types of jobs, here between shift work and daytime work. It turns out that Norwegian nurses working shifts may be willing to work shift relative to daytime work for a lower wage than the current one.     

心率在评价高原体力劳动强度中的应用

目的 心率可反映体力劳动强度,但应用于评价高原体力劳动强度的研究不多。本文探讨将心率指标用于高原体力劳动强度评价的可行性。方法 在不同海拔高度,使用功率车模拟阶梯式递增劳动负荷,运动心肺功能测试仪收集某电力公司共计73名男性工人在不同负荷的心率指标,包括心率绝对值、心率增加值、心率储备百分比（%HRR）。比较不同海拔递增负荷的心率指标变化,及达第一通气无氧阈（VT1）、第二通气无氧阈（VT2）时的心率。结果 心率绝对值、心率增加值、%HRR都随着运动负荷的增加而增加,差异有统计学意义（F分别为 和666.053,P值均＜0.001）,海拔之间差异无统计学意义（F=2.593,P=0.061;F=0.248,P=0.862;F=0.478, P=0.699）。在达到VT1和VT2时,各项心率指标都随海拔升高而下降,在VT2时下降更加明显;从平原到高原,各心率指标随海拔增高而下降幅度缩小。%HRR随海拔增加而下降。达到VT1时,平原的%HRR约40%,至4000~5000m时约33%;达到VT2时,平原的%HRR约75%,在4000~5000m时约60%。结论 心率用于评价高原体力劳动强度时,需考虑海拔、个体差异及年龄的影响,用%HRR并结合VT1、VT2进行体力劳动分级效果最好。     

居民职业和劳动强度对肥胖及高血压患病的影响

目的了解南京市居民肥胖、高血压患病率情况以及分析居民职业、劳动强度等因素对肥胖、高血压患病率的影响。方法选择南京市1个农村地区,1个郊区及城区,共随机抽取18周岁以上居民1983名作为调查对象,内容包括问卷调查和体格检查。结果调查对象肥胖率为14．3％,高血压患病率为33．6％。单因素logistic回归分析结果表明,居民高血压患病率与年龄、职业、文化程度、劳动强度及每周劳动时间有关（P〈0．05）;居民肥胖率和性别、职业、劳动强度及每周劳动时间有关（P〈0．05）。多因素logistic回归分析结果表明,年龄增高是高血压患病的危险因素,女性是肥胖的危险因素。结论肥胖及高血压患病率城乡差距明显缩小。年龄是高血压患病的影响因素;性别是肥胖的影响因素。     

体力劳动间歇时间的人机工程学研究

对鞍钢6个冶金工厂的28个工种分别进行了劳动时间率和能量代谢率的调查。重点测定了部分岗位的主要动作劳动代谢率恢复到休息代谢率所需要的时间,并对20名受试者进行了实验室的生理测定研究,得出体力劳动间歇时间的公式:T=0.02(M-3)~(1.3.t~(1.1))     

分娩镇痛在产程中的应用价值

目的:探讨持续硬膜外麻醉分娩镇痛在产程中缩短产程时间、提高自然分娩率的应用价值。方法:选取400例无产科合并症、麻醉科禁忌的初产妇,按自愿要求实施分娩镇痛选取200例为分娩镇痛观察组,并于宫口开大2～4 cm施行持续硬膜外麻醉,对整个过程实施观察和监护;200例未实施分娩镇痛的初产妇做对照组。结果:观察组200例产妇经分娩镇痛,第一产程明显缩短;因无明显疼痛,保存体力,加快第二产程,提高阴道分娩率。结论:应用持续硬膜外麻醉分娩镇痛能达到理想的镇痛效果,促进产程顺利发展,提高产科质量。