利用废弃物煅烧水泥时重金属Pb、Cd的逸放污染

利用废弃物作为代替原料煅烧水泥已广泛应用于水泥生产,但其带来的环境污染问题不容忽视。以利用废弃物生产水泥的厂家为研究对象,采用原子吸收分光光度法检测所采集样品中重金属Pb、Cd的含量,对水泥生产过程中重金属Pb、Cd的逸放及其对周围土壤的污染进行研究。研究结果表明：利用废弃物煅烧水泥的过程中,重金属Pb、Cd的逸放率很高,其中立窑的Pb、Cd逸放率高达84％～90％。湿法回转窑的Pb、Cd逸放率达到63％～74％;在水泥厂上下风向500m、1000m和2000m处采集土壤样品,工厂周围的土壤均已受到不同程度的重金属污染,位于工厂下风向的土壤受到的污染更为严重,距离工厂500m处土壤中重金属Pb、Cd的含量均超过了国家标准的最大限量;对几家工厂员工的头发进行随机取样,头发样品中Pb含量均超过正常限量：     

木薯渣堆肥及其对难溶性磷的活化试验研究

试验以干鸡粪、米糠、堆肥返料作调理剂,同时加入不同含量的磷矿粉,对木薯渣进行好氧堆肥,研究木薯渣堆肥过程中堆肥理化性质的变化及木薯渣堆肥对难溶性磷的活化作用。试验设置磷矿粉加入量10％（T1）、15％（T2）、20％（T3）和不加磷矿粉（CK）四个处理,干鸡粪、米糠、堆肥返料的添加量均为10％、15％和20％。在堆肥过程中,四个处理均在55℃以上高温持续了25d,超过了国家规定的标准。在堆肥结束时,各处理水分含量均降至30％左右,pH升高至弱碱性,淀粉降解率均在90％以上,水溶性碳（DOC）含量均降至10g.kg。以下,达到了基本腐熟的标准。证明木薯渣通过堆肥能达到稳定无害化状态。在堆肥结束时,T1、T2、T3有效磷增加量分别为12．58、12．81、12．96g.kg-1,对磷矿粉的活化率分别为23．53％、17．07％、14．50％,T1活化效果最好。研究结果表明木薯渣堆肥对难溶性磷有一定的活化作用,可为解决堆肥资源化产品中植物可利用磷含量偏低的难题开拓一条生物学途径：     

Human Performance Cognitive-Behavioral Modeling: A Benefit for Occupational Safety

Human Performance Modeling (HPM) is a computer-aided job analysis software methodology used to generate predictions of complex humanautomation integration and system flow patterns with the goal of improving operator and system safety. The use of HPM tools has recently been increasing due to reductions in computational cost, augmentations in the tool’s fidelity, and usefulness in the generated output. An examination of an Air Man-machine Integration Design and Analysis System (Air MIDAS) model evaluating complex human-automation integration currently underway at NASA Ames Research Center will highlight the importance to occupational safety of considering both cognitive and physical aspects of performance when researching human error.     

A Study of Computer-Based Task Performance Under Thermal Stress

A visual-visual dual computer task was designed to test the effect of the thermal environment on dual task performance. The temperatures selected for testing were 20 and 35 °C Wet Bulb Globe Temperature (WBGT). 34 volunteers were randomly assigned to 1 of the 2 temperature conditions. Individual differences in single task performance were controlled by equating the baselines of single task performance. Once individual differences in single task capacity were controlled, statistically significant differences in performance were demonstrated. Mean accuracy was computed over a 1-hr testing period in each temperature condition. Participants’ mean accuracy in the 35° condition (38.18%) was substantially lower than in the 20° condition (50.88%).     

The Influence of Anchor Devices on the Performance of Retractable Type Fall Arresters Protecting Against Falls From a Height

Retractable type fall arresters are part of the equipment used for protecting people against falls from a height. They are an intermediate part between full body harness worn by a man and the structural anchor at the worksite. The most important task of retractable type fall arresters is to arrest people’s falls and to reduce their harmful consequences. Information received from users as well as laboratories testing protective equipment indicates that the performance of such equipment is incorrect under specific conditions. The paper is concerned with an analysis of the conditions in which retractable type fall arresters demonstrate intermittent performance and with an explanation of that phenomenon. The results of tests investigating anchor devices and the performance of retractable type fall arresters are presented. External and internal factors contributing to intermittent performance have been determined and guidelines for safer use of these devices have been developed.     

Participative Versus Assigned Production Standard Setting in a Repetitive Industrial Task: A Strategy for Improving Worker Productivity

Abstract

The participative standard with feedback condition was superior to the assigned difficult (140% of normal) standard with feedback condition in terms of worker productivity. The percentage increase in worker productivity with the participative standard and feedback condition was 46%, whereas the increase in the assigned difficult standard with feedback was 23%, compared to the control group (no standard, no feedback). Worker productivity also Improved significantly as a result of assigning a normal (100%) production standard with feedback, compared to the control group, and the increase was 12%. The participative standard with feedback condition emerges as the optimum strategy for improving worker productivity in a repetitive industrial production task.     

When does centrality matter? Scientific productivity and the moderating role of research specialization and cross‐community ties

The present study addresses the ongoing debate concerning academic scientific productivity. Specifically, given the increasing number of collaborations in academia and the crucial role networks play in knowledge creation, we investigate the extent to which building social capital within the academic community represents a valuable resource for a scientist's knowledge‐creation process. We measure the social capital in terms of structural position within the academic collaborative network. Furthermore, we analyse the extent to which an academic scientist's research specialization and ties that cross‐community boundaries act as moderators of the aforementioned relationship. Empirical results derived from an analysis of an Italian academic community from 2001 to 2008 suggest academic scientists that build social capital by occupying central positions in the community outperform their more isolated colleagues. However, scientific productivity declines beyond a certain threshold value of centrality, hence revealing the existence of an inverted U‐shaped relationship. This relationship is negatively moderated by the extent to which an academic focuses research activities in few scientific knowledge domains, whereas it is positively moderated by the number of cross‐community ties established. Copyright © 2012 John Wiley & Sons, Ltd.     

Positive affectivity neutralizes transformational leadership's influence on creative performance and organizational citizenship behaviors

This study uses an interactionist approach to examine the moderating effect of follower trait positive affectivity (trait PA) on the relation between transformational leadership and both follower creative performance and organizational citizenship behaviors (OCB). On the basis of responses from 212 employees and their direct supervisors from the research and development department of a company in Mainland China, results support the hypothesized moderation effect. Specifically, the positive influence of transformational leadership on creative performance was significantly reduced for followers who were higher on trait PA (ΔR² = .02, p < .05). The same pattern, in which followers' trait PA appeared to substitute for the influence of transformational leadership, generalized to the outcome of follower OCB as well (ΔR² = .04, p < .01). We discussed theoretical and practical implications of these findings. Copyright © 2012 John Wiley & Sons, Ltd.     

The interactive effects of conscientiousness,openness to experience,and political skill on job performance in complex jobs: The importance of context

Caveats concerning the ability of personality to predict job performance have been raised because of seemingly modest criterion‐related validity. The goal of the present research was to test whether narrowing the context via the type of job (i.e., jobs with complex task demands) and adding a social skill‐related moderator (i.e., political skill) would improve performance prediction. Further, along with political skill, the broad factor of personality demonstrated in prior research to have the strongest criterion validity (i.e., conscientiousness) was joined with a narrow construct closely related to openness to experience (i.e., learning approach) in a three‐way interactive prediction of supervisor‐rated task performance. With the employee–supervisor dyads among professionals, but not with the control group of non‐professional employees, task performance was predicted by the three‐way interaction, such that those high on all three received the highest performance ratings. Implications, strengths and limitations, and directions for future research are discussed. Copyright © 2012 John Wiley & Sons, Ltd.     

Introducing the construct curiosity for predicting job performance

The present paper provides a conceptual and empirical examination regarding the relevance of the construct curiosity for work‐related outcomes. On the basis of a review and integration of the literature regarding the construct itself, the construct is conceptually linked with performance in the work context. In line with a confirmatory research strategy, the sample of the present study (N = 320) has requirements which reflect this conceptual link. Results from a concurrent validation study confirmed the hypothesis regarding the significance of curiosity for job performance (r = .34). Furthermore, incremental validity of curiosity above 12 cognitive and non‐cognitive predictors for job performance suggests that curiosity captures variance in the criterion that is not explained by predictors traditionally used in organizational psychology. It is concluded that curiosity is an important variable for the prediction and explanation of work‐related behavior. Furthermore, given the dramatic changes in the world of work, the importance is likely to rise, rather than to decline, which has important implications for organizational theories and applied purposes, such as personnel selection. Copyright © 2012 John Wiley & Sons, Ltd.