辐射热流作用下树叶样品的燃烧特征研究

研究植物叶样在外部热辐射和值班火源作用下的燃烧现象特征并探索其成因和物理及化学本质。采用锥形量热仪开展实验,热辐射强度分别设定为35kW m-2、55kW m-2、70kW m-2和85kW m-2。实验样品为针阔叶树种共13种,其含水率在45%至79%间变化。实验表明,样品表现出不同的着火模式,有的为明火,有的则为阴燃,取决于树种和设定的辐射强度。样品出现有焰燃烧现象的最低热释放速率峰值(PHRR)在22.3kW m-2至35.6kW m-2之间,反映了形成气相火焰所需最低挥发分质量流率。气相产物CO2产生速率的峰值与PHRR呈高度线性性,表明了不同样品间气相燃烧或固相表面氧化(阴燃燃烧)反应的相似性。进一步分析表明,出现的独特热释放速率尖锐峰形是样品分层特性以及树叶的物理属性和热物性共同作用的结果。具有热薄特性的样品表层,在实验初期是接受外部辐射热的主体,其热解的产物是形成气相火焰的物质来源;在其转变为焦炭层后,对辐射热流向内层的渗透具有阻挡作用。建立起来的认识对于评估分层样品的燃烧性有一定的指导意义。     

情绪对新手驾驶员视觉特性的影响研究

为构建基于驾驶员生理特性情绪识别系统,采用眼动仪等设备对20名新手驾驶员开展不同情绪状态下的模拟驾驶试验,采集高兴、悲伤、愤怒3种情绪状态和无情绪下新手驾驶员的视觉数据,利用Matlab、SPSS软件统计分析新手驾驶员瞳孔变化、眼球扫视、注视点视觉数据.结果 表明:悲伤、愤怒情绪对新手驾驶员瞳孔尺寸分布频率及其变化差异...     

造纸污泥的流变特性实验研究

造纸污泥是制浆造纸产生的废弃物,含有一定量的热值,将造纸污泥通过管道远距离输送到流化床锅炉焚烧是目前解决造纸污泥的最佳途径。造纸污泥作为高浓度黏稠物料进行管道远距离输送存在很多困难,其流变特性研究是管道输送的重要理论基础。从上述角度出发,介绍了造纸污泥的物理特性和实验仪器,通过对质量分数为28.84%~37.30%的造纸污泥进行系统地测试,绘制了黏度曲线和流变曲线,确定了造纸污泥的流变类型,得出了造纸污泥的流变方程。通过对造纸污泥的流变特性研究,为造纸污泥管道输送设备优化设计以及泵的吸入特性研究提供基本参数。     

The power of reflection for would-be leaders: Investigating individual work reflection and its impact on leadership in teams

This paper examines the key role that individual work reflection plays in facilitating individuals' leadership in teams. Consistent with the functional perspective on leadership, we argue that individual work reflection allows individuals to better understand their team's needs, and therefore enact higher levels of task-, relational-, and change-oriented leadership behaviors and be more effective leaders in their teams. We first conducted a series of measure development studies to validate a measure of individual work reflection comprising four dimensions of reflection at work: goals-, methods-, relationships-, and self-focused reflection. Then, across two independent studies assessing individuals in self-managing teams over time, we found support for our theoretical model linking individual work reflection to peer-rated leadership behaviors (Main Studies 1 and 2) and leadership effectiveness (Main Study 2). In further support of our theorizing, Main Study 2 also indicates that individual work reflection shapes leadership behaviors and effectiveness via understanding the team's needs, beyond a wide range of related constructs (e.g., feedback seeking, mindfulness, and rumination), as well as commonly studied predictors of leadership behaviors (i.e., the Big Five). Our theory and empirical findings help advance insights on the role of individual work reflection in improving leadership outcomes in organizations.     

分散剂对脱水污泥流动性能的影响

采用旋转粘度法研究了高速搅拌时间以及有机、无机分散剂对脱水污泥流动性能的影响,结果表明:采用高速机械搅拌的方法能够使污泥的表观粘度降低,经过30s后表观粘度可由8500mPa·s降低到2740mPa·s,流动性增大;在此基础上掺加1%的萘系磺酸盐或2%的酒石酸钾钠可使污泥的表观粘度由2740mPa·s分别降到1840mPa·s与1640mPa·s,并且将这两种分散剂复合后加入到脱水污泥中,可以使污泥的表观粘度由2740mPa·s降到1360mPa·s,表观粘度明显降低。此课题的研究为脱水污泥的处理与处置提供了有利的试验依据。     

降雨条件下岩溶碳汇的动态变化特征——以桂林毛村地下河为例

2010年6月13日至6月17日期间,对桂林毛村岩溶地下河出口HCO3-与流量对降雨的响应进行了高分辨率的监测,实时监测降雨量和地下河出口河水水位、水温、pH值、电导率、重碳酸根,结合计算地下河水方解石饱和指数(SIc)与二氧化碳分压(pCO2)的基础上,分析了降雨条件下岩溶碳汇的动态变化特征.相关数据表明,(1)岩溶...     

基于瑟利模型的社区火灾分析

随着我国城镇化速度的不断加快,我国城乡间社区的数量也不断提升,与此同时社区的消防安全隐患也开始逐渐显露。为了做好社区火灾的预防工作,本文有效的分析社区火灾发生发展过程中人的作用,把社区视为一个人、机和环境构成的完整系统,建立了社区火灾的瑟利模型,运用瑟利模型分析社区火灾发生、发展、防控过程中人的感知与响应因素,分析了社区火灾产生的部分原因,提出了针对火灾危险发生和释放阶段的预防措施和建议。     

煤矿员工的“知-能-行”不安全行为模式研究

从认知心理学视角,分析煤矿员工不安全行为的决策心理过程,构建煤矿员工不安全行为"知-能-行"模式模型,归纳该模式下煤矿员工不安全行为致因因素,为煤矿员工不安全行为管理工作提供了重要理论参考。研究表明:煤矿管理者的不尽职行为是一种重要的不安全行为,并成为导致我国煤矿事故频发的根本原因;安全管理规定和行为规范、员工的记忆状态、理解能力、行为认知能力、价值观及价值判断、行动能力均是影响煤矿员工作出不安全行为的重要心理因素;预防和控制煤矿员工不安全行为应从煤矿员工的外在规定性、"知"、"能"、"行"4个方面入手;对煤矿管理者和工人的不安全行为管理应具有差异性。     

Concerns, dispositions and behaviors of aggressive drivers: what do self-identified aggressive drivers believe about traffic safety?

INTRODUCTION: The purpose of this investigation was to identify beliefs, driving personality dispositions, and behaviors that distinguish self-defined aggressive drivers from non-aggressive drivers. METHOD: Telephone surveys were used to identify self-reported aggressive drivers (n=305) who were compared to non-aggressive drivers (n=1,715) concerning their beliefs, driving behaviors, and self-described driving dispositions. RESULTS: Aggressive drivers, compared to non-aggressive drivers, were less concerned about speeding, aggressive driving, and cell phone use while driving, yet were more likely to have had an encounter with another aggressive driver. They were also more likely to report that they had driven when they knew they had too much to drink, yet they felt less likely that they would be stopped by the police. CONCLUSION: Aggressive drivers display many dispositions that define them as high risk drivers and public information/motivational campaigns alone will likely be ineffective with this group of drivers. Strategies that combine visible enforcement with widespread publicity campaigns appear to be necessary.     

基于心理契约的煤炭企业员工安全感的培育

分析心理契约与安全感内涵,进一步探讨煤矿企业员工心理契约形成过程及其与安全感之间的关系模型,指出心理契约是影响员工安全感的重要因素。根据心理契约的动态发展特性,提出煤矿企业员工安全感3阶段培育策略。指出通过生产设备本质安全化、健全安全管理制度,安全行为矫正与安全心理培训等手段建立良性互动的心理契约,是培养煤炭企业员工安全感的重要途径。研究表明:在煤炭企业内部建立有效的沟通平台可以强化企业与员工之间的心理约束,提高员工的心理承受能力和风险干预能力,进而增强煤炭企业员工的安全感。研究的思路和方法为煤炭企业的安全管理提供了一种全新的视角,对遏止煤矿重大事故具有重要意义。