植物区系学中特有现象的研究进展(Ⅱ)--中国植物区系、研究方法与任务

植物区系学中的特有现象是其研究的重点内容,对特有现象的概念、类型、起源及其研究意义作了详细的论述;其次,总结了中国植物区系的基本情况、生活型、分布区学、水平分布、垂直分布与起源等研究成果;第三,介绍了研究特有现象的形态-地理学方法、细胞地理学方法和等位酶分析方法;第四,指出了中国植物区系中特有现象研究所面临的困境,认为应该集中力量重点研究滇黔桂、横断山脉以及华中等3个地区的植物区系基本特征、组成、起源、演化与扩散等内容.     

装备环境工程及其管理体系的探讨

阐述了环境适应性与环境工程的概念,对国内外环境适应性领 域的现状作了介绍和分析。提出了建立环境工程及其管理体系的思 路和建议措施,以及装备研制周期各阶段的各项环境工程工作项目 及工作重点。     

Sensitivity evaluation of the visual,tactile, and auditory detection response task method while driving

Objectives: In this article, we evaluate the sensitivity to cognitive load of 3 versions of the Detection Response Task method (DRT), proposed in ISO Draft Standard DIS-17488.

Methods: We present a user study with 30 participants in which we compared the sensitivity to cognitive load of visual, audio, and tactile DRT in a simulated driving environment. The amount of cognitive load was manipulated with secondary n-back tasks at 2 levels of difficulty (0-back and 1-back). We also explored whether the DRT method is least sensitive to cognitive load when the stimuli and secondary task are of the same modality. For this purpose, we used 3 forms to present the n-back task stimuli: visual, audio, and tactile. Responses to the task were always vocal. The experiment was based on a between-subject design (the DRT modalities) with 2 levels of within-subject design study (modalities and difficulty of the secondary n-back tasks). The participants' primary task in the study was to drive safely, and a second priority was to answer to DRT stimuli and perform secondary tasks.

Results: The results indicate that all 3 versions of the DRT tested were sensitive to detecting the difference in cognitive load between the reference driving period and driving and engaging in the secondary tasks. Only the visual DRT discriminated between the 0-back and 1-back conditions on mean response time. Contrary to expectations, no interaction was observed between DRT modality and the stimuli modality used for presentation of the secondary tasks.

Conclusions: None of the 3 methods of presenting DRT stimuli showed a consistent advantage in sensitivity in differentiating multiple levels of cognitive load if all response times, hit rates, and secondary task performance are considered. If only response time is considered, the visual presentation of the DRT stimulus used in this study showed some advantages. In interpreting these data, it should be noted that the methods of DRT stimulus presentation varied somewhat from the currently proposed draft ISO standard and it is possible that the relative salience level of the visual DRT stimulus influenced the findings. It is further suggested that more than 2 levels of difficulty of the n-back task should be considered for further investigation of the relative sensitivity of different DRT stimuli modalities. Parameters that indicate change in cognitive load (response time, hit rate, task performance) should be analyzed together in assessing the overall impact on the driver and not individually, in order to obtain a fuller insight of the assessed cognitive load.     

延河流域降雨侵蚀力时空分布特征

降雨侵蚀力(R)反映了降水引起土壤水蚀的潜在能力,其时空分布规律定量研究是进行土壤侵蚀预报的基础.利用延河流域22个雨量站24a逐日降雨资料,分析了该区降雨侵蚀力的时空分布特征.结果表明,降雨侵蚀力与降雨量、侵蚀性降雨量具有一致的年内年际变化趋势.降雨侵蚀力年内变化为单峰型,集中分布在5～9月,占全年R值的91.61%.降雨侵蚀力多年平均值为1580.58MJ.mm.(hm2.h.a)-1,最高值(1981年)为2417.70MJ.mm.(hm2.h.a)-1,最低值(1999年)仅585.29MJ.mm.(hm2.h.a)-1,年际间变化为中等变异,变异系数为0.32.烧房砭站多年平均R值最大,为2190.33MJ.mm.(hm2.h.a)-1,镰刀湾和杨山站多年平均R值最小,分别为1151.37MJ.mm.(hm2.h.a)-1和1146.87MJ.mm.(hm2.h.a)-1.R值与侵蚀性降雨量具有一致的空间分布格局,北部雨量站R值年际变化呈现轻微的增加趋势,其它站点R值年际变化相对呈现出轻微的减少趋势,总体上延河流域降雨侵蚀力呈现下降趋势,趋势系数为-0.004.     

落实科学发展观 加速绿色景区创建

旅游业是社会经济的重要组成部分,但其发展过程中出现了严重的资源破坏、环境污染问题,甚至影响到它进一步发展。绿色景区创建是改变旅游业粗放经营现状、解决旅游环境问题、构建和谐社会的需要。本文阐述了绿色景区的基本内涵与创建意义,指出绿色景区创建的基本任务、方法程序和核心内容以及绿色景区创建的支撑条件与技术保障措施,为绿色景区创建提供基本思路,对旅游业持续发展具有积极意义。     

空气质量评价的参数化多元组合算子模型

传统的空气质量评价的参数化组合算子模型不具有可比性和普适性。在适当设定指标参照值cj0和指标规范变换式基础上,提出了一个对多项空气指标的规范值xj都适用的空气质量评价的参数化多元组合算子模型;采用混合蛙跳算法对模型中的参数进行优化,得到优化后对多项空气指标皆普遍适用的空气质量评价的参数化多元组合算子模型。该模型被应用于多个不同地区的不同组合指标的空气质量评价,其评价结果与用其它多种方法的评价结果相一致。结果表明:用指标规范值表示的参数化多元组合算子模型为空气质量评价提供了一种计算简便和普适通用的新方法。     

Evaluation of pliers’ grip spans in the maximum gripping task and sub-maximum cutting task

A total of 25 males participated to investigate the effects of the grip spans of pliers on the total grip force, individual finger forces and muscle activities in the maximum gripping task and wire-cutting tasks. In the maximum gripping task, results showed that the 50-mm grip span had significantly higher total grip strength than the other grip spans. In the cutting task, the 50-mm grip span also showed significantly higher grip strength than the 65-mm and 80-mm grip spans, whereas the muscle activities showed a higher value at 80-mm grip span. The ratios of cutting force to maximum grip strength were also investigated. Ratios of 30.3%, 31.3% and 41.3% were obtained by grip spans of 50-mm, 65-mm, and 80-mm, respectively. Thus, the 50-mm grip span for pliers might be recommended to provide maximum exertion in gripping tasks, as well as lower maximum-cutting force ratios in the cutting tasks.     

An empirical examination of personal learning within the context of teams

Using a sample of 588 employees in 59 work teams, we tested a model that situates personal learning within the context of teams, viewing it as a joint function of teams' leadership climate (i.e., transformational leadership) and task characteristics (i.e., task routineness and task interdependence). Consistent with our hypotheses, we found that the positive relationships between transformational leadership climate and the two dimensions of personal learning (relational job learning and personal skill development) were moderated by the nature of the teams' tasks. Specifically, transformational leadership climate was more strongly associated with personal learning for members of teams working on tasks that were less routine, rather than more routine. However, no significant moderation was found for leadership climate and task interdependence. Our findings underscore the importance of taking into account the contextual conditions within which leadership influence occurs while also demonstrating the potential role that leaders can play in promoting employees' personal learning. Overall, our study bolsters theories that conceptualize adult learning as a transaction between people and their social environments and points to a practical need to match leadership styles with team task characteristics to unleash transformational leadership effects. Copyright © 2015 John Wiley & Sons, Ltd.     

The undermining effect revisited: The salience of everyday verbal rewards and self‐determined motivation

Self‐determination theory suggests that some rewards can undermine autonomous motivation and related positive outcomes. Key to this undermining is the extent to which rewards are perceived as salient in a given situation; when this is the case, individuals tend to attribute their behavior to the incentive, and the intrinsic value of the task is undermined. The role of salience has yet to be explicitly tested with respect to work motivation; we know little about whether undermining occurs in relation to verbal rewards, which characterize everyday work. We examine this in a field‐based quantitative diary study of 58 employees reporting 287 critical incidents of motivated behavior. When considering simple direct effects, the undermining effect was not supported; highly salient verbal rewards associated positively with introjected and external motivation, but at no cost to autonomous motivation. However, moderator analysis found support for the undermining effect for complex tasks; highly salient verbal rewards associated positively with external motivation while associating negatively with intrinsic and identified motivation. The findings suggest that verbal reward salience is an important characteristic of verbal reward perceptions and that salient verbal rewards are not advisable for more complex tasks but can have a valuable motivational impact for simple tasks. Copyright © 2015 John Wiley & Sons, Ltd.     

Energy's role in the extraversion (dis)advantage: How energy ties and task conflict help clarify the relationship between extraversion and proactive performance

While academic and practitioner literatures have proposed that extraverts are at an advantage in team‐based work, it remains unclear exactly what that advantage might be, how extraverts attain such an advantage, and under which conditions. Theory highlighting the importance of energy in the coordination of team efforts helps to answer these questions. We propose that extraverted individuals are able to develop more energizing relationships with their teammates and as a result are seen as proactively contributing to their team. However, problems in coordination (i.e., team task conflict) can reverse this extraversion advantage. We studied 27 project‐based teams at their formation, peak performance, and after disbandment. Results suggest that when team task conflict is low, extraverts energize their teammates and are viewed by others as proactively contributing to the team. However, when team task conflict is high, extraverts develop energizing relationships with fewer of their teammates and are not viewed as proactively contributing to the team. Our findings regarding energizing relationships and team task conflict clarify why extraversion is related to proactive performance and in what way, how, and when extraverts may be at a (dis)advantage in team‐based work. Copyright © 2016 John Wiley & Sons, Ltd.