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报道在正常生产情况,用环境监测仪测定锆英石及锆英釉瓷砖的放射性水平,锆英石的总比放射性大于7.0*10^4Bq.kg^-1,属放射性物质;锆英釉料瓷砖的γ、β放射性污染致公众的附加年剂量当量为0.34mSv,相当于公众剂量限值的1/3。 相似文献
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北京市在奥运行动规划中,明确将放射性辐射作为环境治理的重点.在野外数据采集的基础上,运用地理信息系统(GIS)技术,对北京市重点地区(重点居民区、文物保护区、风景旅游区、奥运场馆区)环境的γ辐射水平进行了监测与评价.结果表明,所调查的4个地区,在总体上放射性辐射水平都不高,其人均年有效剂量当量最高为0.595 mSv,与国家对公众个人的标准(GB 8703-88)剂量值1 mSv比较,仅为限制剂量当量值的60%,均属于环境本底水平. 相似文献
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1 概述 铀矿山、水冶厂均为开放型放射性作业场所,工作人员同时受到放射性内、外照射的危害。国内外大量流行病学调查结果表明,氧子体诱发肺癌的几率与所受照射剂量呈正比。因此,测定或估算放射性职业人员的受照剂量是辐射防护的一项十分重要的工作。 铀矿冶工作人员受照剂量来自氡子体α潜能、铀粉尘内照射的剂量和γ外照射的剂 相似文献
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详尽阐述乙炔的特性、人体静电的产生、危害,说明在乙炔生产过程中人体静电是可能发生事故的一个重要因素,提出预防人体静电事故的安全对策和措施。 相似文献
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从档案馆与图书馆的主体性差异分析入手,阐述了档案馆与图书馆中因主体记载信息和形成渠道的不同,从而造成的利用者数量差异。并对如何提高档案馆的利用率提出具体的相关措施。 相似文献
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从档案馆与图书馆的主体性差异分析入手,阐述了档案馆与图书馆中因主体记载信息和形成渠道的不同,从而造成的利用者数量差异.并对如何提高档案馆的利用率提出具体的相关措施. 相似文献
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对自制的斯珀绿系列劳保用品类的美容美发产品的效果作了进一步研究,比较了斯珀绿系列用品与市售一般劳保用品的使用效果,说明在劳保用品的使用上,更具有其优越性。 相似文献
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1998年,我车间职工在接收碱液的过程中,违反了切换罐操作中“先开后关”的规程,造成管线憋压,碱液从阀门法兰处喷出而溅到职工身体上的事故,而且职工在耽搁了近20min后才对伤处进行处理,加重了伤势,住院治疗近2个月,给个人和单位造成了不必要的精神和物质损失. 相似文献
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易燃易爆危险物质泄漏扩散仿真及其应用的研究 总被引:14,自引:0,他引:14
以某轻烃厂泄漏事故为研究对象,研制并开发了一个事故后果仿真软件(PCIMS).针对仿真过程中存在的问题,如模型的复杂性、参数的不确定性等提出了处理方法.通过具体生产装置的泄漏扩散后果分析,演示了PCIMS的仿真结果 相似文献
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This study addresses spontaneous inferences about causes and consequences of performance‐related behavior of leaders and subordinates. Respondents (leaders and subordinates) completed sentences describing the behavior of leaders or subordinates. It was expected that behavior of leaders induces more causal analysis because it can more strongly affect others. This hypothesis was confirmed, suggesting that position labels can trigger control motivation. It was also found that leader behavior induced more inferences about the consequences for the environment than for the actor, supporting the assumption that leaders are seen as persons who affect their environment. In addition, the data indicate that subordinate respondents made more inferences about causes as well as consequences than leaders did, and have a more positive view of others. Copyright © 1999 John Wiley & Sons, Ltd. 相似文献
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To provide evidence of the relationship between expectations for the values that should be exhibited for effective performance by female and male managers and their actual values, data were used that had been collected as part of a leadership program conducted for managers of business organizations in the United States. From a pool of approximately 700 managers, samples were drawn of 130 male and 130 female managers. As part of leadership program, the managers had completed 26-item SYMLOG value questionnaires, rating themselves and the values they judged to be effective for a manager. Prior to their participation in the program, sets of ratings were made by the coworkers of each manager, rating the actual values of the manager and the coworkers' ideal profile for the manager. The questionnaire covers three dimensions of values: dominant versus submissive, friendly versus unfriendly, and accepting the task-orientation of established authority versus opposing it. Comparisons were made of self and coworkers' ratings on the observed (self/actual) and model (effective/ideal) values of female and male managers with ‘matched’ samples that include only female and male managers with similar ratings of actual values, as judged by their coworkers, by removing the ratings of ‘outliers’. The only significant difference in gender ratings that remains is that female managers rate themselves as more positive. There are more differences between observed and model ratings. Managers and their coworkers believe that model managers should be more dominant and friendly than they are rated to be. However the managers also believe that they should be more task-oriented while their coworkers believe that they should be less task-oriented. The majority of the female managers dropped from the matched sample because no matching male could be found were more dominant and positive and less task-oriented, thus closer to the stereotype role for females. © 1997 John Wiley & Sons, Ltd. 相似文献