活化后钾改性正硅酸锂吸附CO2的性能评价及动力学研究

制备了钾改性正硅酸锂(K-Li4SiO4),并对其进行了自活化,考察了活化后K-Li4SiO4吸附剂在不同温度和CO2浓度气氛中吸附CO2的性能及动力学行为。总体而言,吸附剂的CO2吸附能力随着温度的升高、CO2浓度的增加而提升。在700℃、100%体积分数CO2气氛中吸附剂的吸附量最大,可达7.9 mmol/g,吸附剂的利用率为95.2%。利用双指数模型能够很好地描述吸附剂在各个温度以及各个CO2浓度气氛下的CO2吸附过程。吸附活化能随着CO2气氛浓度的升高而降低,CO2体积分数为20%,50%,100%时的吸附活化能分别为26448,14035,6178 J/mol。     

过一硫酸盐的活化及其降解水中有机污染物机理的研究进展

基于活化过一硫酸盐（PMS）产生SO₄^-·的新型高级氧化技术,在芬顿和类芬顿催化降解水中有机污染物的研究中占有重要地位。本文从活化PMS方法的特点和用途出发,对目前活化PMS的主要方法进行了论述,并对活化PMS降解水中有机污染物的机理进行了探讨,最后对该领域研究中存在的问题进行了分析。指出,开发高效的协同活化PMS的方法将成为该领域研究的必然趋势。     

西太平洋海域海水和雨水的化学特征

本工作测定了西太平洋海域中海水、海水悬浮物和海面上雨水的元素组成和浓度。通过富集因子的计算,探讨海面上雨水中微量元素的富集程度及其来源,讨论了海面上气溶胶粒子大小与洗出因子的关系,结果表明不同质量粒径大小的微量元素在公海上具有相似的洗出因子。     

沈阳市区大气颗粒物元素组分及其分布

本研究采用美国安德逊五段冲击式采样器进行大气颗粒物采样，用中子活化法进行分析，获得４３种元素质量浓度，并求得各种元素的质量中值直径和几何标准差。     

用于干式脱污的CaO蒸汽活化实验研究

利用小型活化转炉实验台对以CaO为主要成分的钙基脱污剂在300～650℃的温度范围内进行蒸汽活化处理,结合X射线衍射和压汞仪的分析结果,初步探讨了蒸汽活化的机理.研究表明,蒸汽活化温度在600℃以上时,脱污剂孔隙结构有显著的改善,比孔容积和比表面积有着显著的增加,微孔(＜100nm)的数量大量增加,而低温下蒸汽活化的效果不是十分明显;研究还发现高温下延长活化时间有利于改善脱污剂的孔隙结构.     

不同活化条件下粉煤灰中锂的酸碱溶出特性

粉煤灰提取氧化铝作为其资源高值利用的重要途径之一引起广泛关注.由于粉煤灰中还含有一定丰度Li（锂）元素,在提取氧化铝的同时实现Li的协同提取对于进一步提高粉煤灰的资源利用效益意义重大.为认识粉煤灰中Li的溶出特性,分别考察了原粉煤灰、CaO煅烧活化粉煤灰和Na₂CO₃煅烧活化粉煤灰中Li在酸性溶液和碱性溶液中的溶出特性,并采用XRD（X-射线衍射）分析了粉煤灰浸取前后的物相变化,结合Li溶出率的变化,阐释了Li在不同浸出条件下溶出率差异的原因.结果表明:在相同浸出温度（100℃）下粉煤灰直接在酸性溶液和碱性溶液中的溶出率相对较低,分别仅为28%和36%;而经CaO和Na₂CO₃活化后粉煤灰中Li的溶出率显著提高,活化后粉煤灰中Li在酸性溶液中的溶出率可达到98%和86%,均高于碱性溶液中Li的溶出率（86%和67%）.XRD的分析结果进一步表明,部分Li可能赋存于非晶相或晶相表面,这部分Li易于被酸或碱直接浸出;部分Li可能镶嵌在莫来石、石英等晶相内部,不易被溶出,经CaO和Na₂CO₃助剂活化后,部分Li又重新嵌入到钙黄长石、霞石等新生成物相的晶格中,而这些物相更易于与酸反应,因而酸性溶液中Li的溶出率普遍高于碱性溶液中的结果.      

盐酸羟胺强化Fe(Ⅲ)-EDDS/过硫酸盐处理水溶液中TCE

采用盐酸羟胺（HAH）强化Fe（Ⅲ）-EDDS（乙二胺二琥珀酸）活化过硫酸盐（PS）体系降解水溶液中的三氯乙烯（TCE）.结果表明,Fe（Ⅲ）-EDDS/PS体系中加入HAH能够强化TCE去除效率,TCE降解效率随PS或HAH初始浓度增大而增强,但实验条件下存在最佳投加量.当溶液初始pH值为3~7时,Fe（Ⅲ）-EDDS/PS/HAH降解TCE基本没有影响,但碱性条件会抑制TCE去除,HAH强化工艺能够有效缓解Cl^-（1~100mmol/L）和低浓度HCO₃^-（1~10mmol/L）对TCE降解的抑制作用.与Fe（Ⅲ）-EDDS/PS相似,加入HAH后反应体系中存在SO₄^·-、^·OH和O₂^·-,但降解TCE的主导自由基由^·OH转变为SO₄^·-.     

Exploring the activation dimension of affect in organizations: A focus on trait‐level activation,climate‐level activation,and work‐related outcomes

This study explores the activation dimension of affect in organizations by focusing on both individual employees and their work climate. Drawing on affect research and demands‐abilities fit perspective, I have developed a model predicting that climate‐level activation would deplete employees' emotional resources and trait‐level action would function as an inner resource helping employees buffer themselves from their work demands. The results of a cross‐level study, conducted in a sample of 257 employees and their supervisors within 40 work units across 11 organizations, supported all but one of the hypotheses. Employees whose trait‐level activation was lower than the activation level of their work climate experienced higher levels of emotional exhaustion and thus were more likely to disengage from their work in forms of increased surface acting with their coworkers and psychological withdrawal, and reduced affective commitment to and intention to remain in their organization. Copyright © 2016 John Wiley & Sons, Ltd.     

Representativity and univocity of traffic signs and their effect on trajectory movement in a driving simulation task: Warning signs

Objective: The effect of traffic signs on the behavior of drivers is not completely understood. Knowing about how humans process the meaning of signs (not just by learning but instinctively) will improve reaction time and decision making when traveling. The economic, social, and psychological consequences of car accidents are well known.

Methods: This study sounds out which traffic signs are more ergonomic for participants, from a cognitive point of view, and determines, at the same time, their effect in participants' movement trajectories in a driving simulation task.

Results: Results point out that the signs least representative of their meaning produce a greater deviation from the center of the road than the most representative ones.

Conclusions: This study encourages both an in-depth analysis of the effect on movement of roadside signs and the study of how this effect can be modified by the context in which these signs are presented (with the aim to move the research closer to and analyze the data in real contexts). The goal is to achieve clarity of meaning and lack of counterproductive effects on the trajectory of representative signs (those that provoke fewer mistakes in the decision task).     

Social identity and applicant attraction: Exploring the role of multiple levels of self

Applicant attraction is a critical objective of recruitment. Common predictor variables of applicant attraction are limited in that they do not provide a comprehensive understanding of the process that shapes the perceptions and beliefs of job applicants about the firms for which they aspire to work for. Because individuals have the inherent desire to expand and enhance their social identities (e.g., personal, relational, and collective identities), they are likely to be attracted to organizations that allow them to do so. Building on recent work on levels of self, our paper suggests that social identities mediate the relation between currently established predictor variables of applicant attraction (e.g., compensation, type of work, and organizational image) and important applicant attraction outcomes. Common predictor variables of applicant attraction can lead to the activation, evaluation, and identification processes described by social identity theory. A theoretical framework is presented that illustrates the mediating influence of social identity on the relations between common predictor variables and applicant attraction outcomes. This framework may lead to more effective recruitment strategies. Copyright © 2015 John Wiley & Sons, Ltd.