静态应力降与动态应力降比值方法在东北地区震后趋势判定中的应用

计算静态应力降与动态应力降之比Y值,根据Y值的大小初步判定地震类型,是震后趋势判定的一种新方法,对震后趋势快速判定有一定意义。通过计算我省历年有影响地震的Y值,发现2005年以来黑龙江省及其周边地区中强地震静态应力降与动态应力降之比(Y值)在0.3~0.6之间,总体来说Y值较大,其地震类型以孤立型地震为主,吉林省前郭县地震Y值为0.37,与我省其他中强地震相比,Y值相对较低,初步判定为震群型地震。     

彗星试验技术在水生与土壤环境中的毒理学应用

彗星试验是一种检测真核细胞脱氧核糖核酸(DNA)损伤的技术,快速、低成本、适用于几乎所有真核细胞,因此常应用于遗传毒理学、辐射生物学、肿瘤细胞学、毒性检测等方面。尤其以灵敏度高、检测联合毒性的特点大量运用于环境研究中。主要介绍彗星试验方法学发展历程,彗星试验的原理及其在环境领域中的应用,并指出应用中的受限因素以及未来的发展前景,为今后进一步推广该试验技术提供理论上的指导与参考。     

黄姜皂素废酸液在均相离子膜中渗析规律的研究

为了研究皂素水解废液在离子交换膜中的渗析规律,实验考察了废液中电导率、含盐量、氢离子浓度、硫酸盐浓度、Ca离子浓度、Mg离子浓度和有机物浓度随渗析时间的关系。研究结果表明:渗析时间进行100 h后,处理效果达到稳定状态;废液与渗析液的电导率几乎相等;含盐量、H+浓度、SO2-4浓度的分离效率分别为71%、62%、78%;Ca去除效果优于Mg去除效果;大部分有机物无法通过离子交换膜。     

A time‐lagged investigation of the impact of coworker behavior on the effects of demographic dissimilarity

Although it is clear that coworker absenteeism, tardiness, and turnover can influence an employee's actions, scholars have yet to consider the impact of relational demography on the adoption of these behavioral norms. Inspired by social identity, situational strength, and attraction‐selection‐attrition theories, we proposed that individuals who differ from their coworkers in age, sex, or racioethnicity would feel threatened by their outnumbered status and subsequently motivated to be absent, tardy, or more likely to turnover. However, we expected coworker withdrawal behavior to moderate whether or not dissimilar personnel act on these desires. Results from hierarchical multilevel modeling analyses of data from 470 U.S. call center workers nested in 51 work groups revealed that racioethnic dissimilarity was positively related to time‐lagged changes in absenteeism and tardiness as well as heightened turnover likelihood. These effects emerged only among employees whose coworkers engaged in greater withdrawal behavior. Importantly, racioethnically dissimilar employees working in more permissive climates (i.e., those with high levels of coworker absenteeism, tardiness, or turnover) exhibited the greatest increases in absenteeism and tardiness over three months and had the highest supervisor‐rated turnover likelihood. Implications for diversity management are discussed. Copyright © 2015 John Wiley & Sons, Ltd.