煤矿瓦斯爆炸主要原因的试验研究

利用长径比为7，横截面积为1m^2，一端开口的7m^3的爆炸试验装置，停放成下斜、水平和上倾状态，模拟一段煤巷道的走向。用和瓦斯气具有相同比重的天然气作为试验的可燃气体，在上述试验装置内进行了一系列爆炸试验。试验结果证明了：煤矿向下倾斜的巷道对瓦斯气的自洁作用可保证不集存大量瓦斯气，是安全的；水平走向的巷道在有合适的通风情况下也是安全的；向上倾斜的巷道有集存瓦斯气的自恶化作用，会造成较强的爆炸。     

加大加强通风量对防止煤矿瓦斯爆炸的副作用

分析产生瓦斯爆炸的基本条件,指出在绝对瓦斯涌出量为5～75m3/min或更大的轻度瓦斯突出的异常情况下,风筒送入的风与突出的瓦斯混合,会在较长巷道内形成大量的瓦斯浓度处于爆炸上限与下限之间的可爆混气.风量越大,形成的可爆混气体积越大,如400m3/min的风量在2 min内就可形成≥842 m3的可爆混气.遇火源可发生强烈的爆炸甚至爆轰,造成较大的伤亡甚至整个矿井内大部分人员死亡.这表明,加大加强的风量对防止煤矿瓦斯爆炸起副(反)作用.这种副作用已在试验巷道用天然气爆炸试验中得到证明.目前煤炭界采取的各种措施不能有效地消除加大加强风量引起的副(反)作用.提出了2种消除副作用的措施,即瓦斯传感器断电与复电方法和抽吸方法,并经试验证明是有效的.     

粉体云幕对瓦斯煤尘爆炸隔爆效果的试验研究

为了探索瓦斯煤尘爆炸的防治技术措施,在大尺度断面巷道开展粉体云幕的隔爆性能测试。运用直径2 m大尺度管道及其附属敞开空间,研究粉体云幕的形成过程及其动态分布特征;在此基础上,以爆炸压力、火焰速度为特征参数,在断面7. 2 m~2大型地下巷道内进行瓦斯煤尘爆炸及隔爆试验。研究结果表明:隔爆粉体在60 ms时可覆盖7. 4 m~2断面,在1 200 ms绝大部分粉体喷出,形成有效隔爆屏障;在试验条件下,粉体云幕面密度8. 1 kg/m~2时,爆炸火焰在13 m范围内被完全熄灭,最大爆炸压力由云幕前的0. 293 MPa降低至0. 126 MPa,下降了57. 0%,140 m位置的爆炸压力上升时间延迟了137 ms;随粉体云浓度的增加,隔爆效果增强,粉体云幕能在短距离范围内扑灭爆炸火焰,并大幅衰减爆炸冲击波压力。     

煤矿瓦斯爆炸事故特征与耦合规律研究

分析瓦斯爆炸事故的瓦斯积聚原因、引爆火源和引爆地点等事故特征及其分类,统计并分析1988—2008年发生的563次瓦斯爆炸事故的基本特征和耦合规律,结果表明:通风混乱等通风系统问题导致瓦斯缓慢积聚的瓦斯爆炸事故占90.6%;电火花和放炮火焰引爆瓦斯占事故的78.6%;发生在采掘工作面的瓦斯爆炸事故占69.4%;通风系统问题导致瓦斯积聚的瓦斯爆炸事故主要发生在采掘工作面和巷道,占81.3%;通风系统问题导致瓦斯积聚的事故其引爆火源主要是电火花,占72.8%;电火花和放炮火焰引爆瓦斯主要发生在采掘工作面和巷道,占73.2%。有效预防和控制煤矿瓦斯爆炸事故需切实加强通风管理、电气管理和严格放炮操作与程序。     

2008年1-12月全国发生死亡10人以上重大、特大事故点评回放

10月29日20时0分,陕西省渭南市澄城县尧头斜井煤矿上下山处发生特大瓦斯爆炸事故,当班下井36人,7人安全升井,此事故共造成死亡29人。该矿为国有地方煤矿,属低瓦斯矿井。该矿安全许可证已过期,瓦斯监控系统运行不正常,被陕西煤监局渭南监察分局责令停产整顿。经调查,事故发生原因是：29日,井下出水堵塞巷道,被水封堵的巷道排通,导致工作面瓦斯积聚,在进行抽水作业时造成巷道内瓦斯在矿井负压作用下大量涌出外泄,正好遇到途径此处的工人吸烟,     

瓦斯“二次爆炸”是如何形成的

<正>主持人:我是从事煤矿生产的一线人员,因我矿具有瓦斯危害,请问:一般发生瓦斯爆炸后,"二次爆炸"是如何形成的?矿井瓦斯连续爆炸的原因是什么?贵州立守义立守义先生:当发生瓦斯爆炸后,在爆炸地点,由于空气稀薄,温度急剧下降,水蒸气凝结成冰,在爆源附近迅速形成低压区,因而爆炸波又反向冲击。这对巷道的破坏性更大。在低压区迅速积聚瓦斯,如反向冲击的空气中含有足够的瓦斯和氧气,又有引爆火源,就形成二次爆炸。反向冲击又称回程冲击,遇难人员倒     

矿井瓦斯爆炸传播的尺寸效应研究

基于瓦斯爆炸传播过程的理论分析 ,确定了表征瓦斯爆炸传播过程的主要物理参数 ;通过在两条巷道中进行了瓦斯爆炸传播的对比实验 ,指出了瓦斯爆炸传播过程的尺寸效应存在的原因。笔者认为 :因为巷道支护设备使巷道有效面积的减少和壁面粗糙度的变化 ,尺寸效应使大断面巷道在可比条件下 ,发生瓦斯爆炸时 ,爆炸波的火焰、压力、冲量等在更大范围内形成破坏和伤害     

煤岩体巷道壁面钻孔减震吸能性能研究北大核心CSCD

为了掌握瓦斯爆炸冲击载荷在煤岩巷道壁面钻孔下的传播衰减规律,揭示煤岩巷道壁面钻孔减震吸能机理,提高巷道系统的安全稳定性能,基于一维平面应力波理论和节理刚度模型分析了煤矿井下巷道围岩钻孔的减震吸能机理,解释了煤岩壁面钻孔的存在对应力波传递的减弱和阻隔作用。为了深入研究巷道壁面钻孔的减震吸能性能,利用ANSYS/LS-DYNA建立方形巷道模型,模型壁面设置有钻孔,针对巷道右壁面和顶板布置相应监测点,对瓦斯爆炸冲击载荷作用下巷道壁面钻孔的减震吸能性能进行了数值模拟。结果表明:由于介质的非连续性和不同介质之间特性存在差异,煤岩体巷道壁面钻孔有效消减了钻孔后煤岩体质点中波的强度及速度,具有一定的减震吸能作用。研究煤岩巷道壁面钻孔在冲击载荷作用下的减震吸能性能,为研究瓦斯爆炸冲击载荷对巷道系统安全性和稳定性提供依据。     

基于AUTODYN、LS-DYNA的救生舱抗爆仿真试验

为了减少矿用可移动式救生舱抗瓦斯爆炸能力物理实验室的建设费用、试验成本,缩短试验周期,用AUTODYN模拟矿井瓦斯在巷道内的冲击压力波传播,用LS-DYNA模拟救生舱在冲击波超压作用下的动态响应,获得了作用时间为300 ms、救生舱迎爆面最大超压为0.6 MPa时,冲击压力波传播到救生舱各舱段相应基本单元面上的超压;将模拟所得超压作用到救生舱上,获得了在巷道内受瓦斯爆炸影响的救生舱的应力历程和变形历程。仿真结果表明,救生舱的强度、刚度和密封等满足标准要求。     

水平管道内障碍物数量对瓦斯爆炸过程的影响研究

为了研究水平管道内障碍物数量对瓦斯爆炸的影响,利用自制的水平管道式气体爆炸试验装置,选用阻塞率为60%的圆环型障碍物,在常温常压下对管道内障碍物数量分别为1片、3片、5片和7片时瓦斯(试验气体为甲烷与空气的混合物,下同)爆炸过程进行试验研究。结果表明:瓦斯的爆炸压力及其上升速率均随障碍物数量的增加呈先增后减的变化规律,而火焰传播速度则随着障碍物数量的增加单调递增,但递增幅度逐渐减小。在密闭置障管道内瓦斯的爆炸压力及其上升速率随测试位置长径比的增大先减小后增大,而火焰传播速度则随测试位置长径比的增大单调递减。     

The moral self: A review and integration of the literature

The role of the self in moral functioning has gained considerable theoretical and empirical attention over the last 25 years. A general consensus has emerged that the self plays a vital role in individuals' moral agency. This surge of research produced a proliferation of constructs related to the moral self, each grounded in diverse theoretical perspectives. Although this work has advanced our understanding of moral thought and behavior, there has also been a lack of clarity as to the nature and functioning of the moral self. We review and synthesize empirical research related to the moral self and provide an integrative framework to increase conceptual coherence among the various relevant constructs. We then discuss emerging opportunities and future directions for research on the moral self as well as implications for behavioral ethics in organizational contexts. Copyright © 2014 John Wiley & Sons, Ltd.     

Examining the effects of feeling trusted by supervisors in the workplace: A self‐evaluative perspective

Trusting and feeling trusted are related but unique components of a trusting relationship. However, we understand relatively little about the effects of felt trust on work performance and organizational citizenship behavior. From a self‐evaluative perspective, this study argued that when employees perceive that their supervisors trust them, their organization‐based self‐esteem is enhanced, leading them to perform better in the workplace. We tested our hypotheses on a sample of 497 teachers using two trust measures, that is, reliance and disclosure, and found support for them on the basis of the reliance (but not the disclosure) measure. The effect of felt trust especially reliance on the employees' work performances were mediated by their organization‐based self‐esteem. Copyright © 2013 John Wiley & Sons, Ltd.     

电缆表面粉尘自热行为数学模拟

建立了负载电缆表面粉尘自热过程的稳态传热数学模型,通过数值解讨论其自热行为。     

DDS系列煤炭自燃阻化剂实验研究

为寻找高效阻化剂以防止煤炭自热引燃，在控温炉中对ＤＤＳ系列煤自燃阻化剂的阻化效果进行了实验研究，并与经前的阻化剂做了比较。实验采用烟煤作为试样，借助于著名的Ｆｒａｎｋ－Ｋａｍｅｎｅｔｓｋｉｉ模型，利用４，６，８和１０厘米立方体阻化煤磁地６０－２２０℃温度范围估测其氧化反应的活化能。     

Rewards and employee creative performance: Moderating effects of creative self‐efficacy,reward importance,and locus of control

The effects of extrinsic rewards on creative performance have been controversial, and scholars have called for the examination of the boundary conditions of such effects. Drawing upon expectancy theory, we attend to both reinforcement and self‐determination pathways that reveal the informational and controlling functions of creativity‐related extrinsic rewards. We further identify the individual dispositions that moderate these two pathways. Specifically, we propose that extrinsic rewards for creativity positively predict creative performance only when employees have high creative self‐efficacy and regard such rewards as important. We likewise propose that extrinsic rewards positively affect the intrinsic motivation of employees with an internal locus of control, thus enhancing their creative performance. Results based on a sample of 181 employee–supervisor dyads largely supported these expectations. The current analysis enriches the creativity literature by combining different perspectives in a coherent framework, by demonstrating the positive effects of extrinsic rewards on intrinsic motivation, and by demonstrating that the rewards–creativity relationship varies across employees depending on their individual differences. Copyright © 2014 John Wiley & Sons, Ltd.     

Supervisors' emotional exhaustion and abusive supervision: The moderating roles of perceived subordinate performance and supervisor self‐monitoring

Drawing from conservation of resources theory, this study aims to create new knowledge on the antecedents of abusive supervision. Results across 2 independent field studies within a manufacturing context (Study 1) and a customer service context (Study 2) consistently demonstrated a 3‐way interaction pattern, such that supervisors' experiences of emotional exhaustion, perceived subordinate performance, and self‐monitoring were jointly associated with subordinates' abusive supervision perceptions. A supplementary scenario experiment further corroborated this pattern. Together, the present studies illustrate a contingency model of abusive supervision's origins, highlighting emotional exhaustion as an important risk factor that is particularly likely to trigger abusive behavior among supervisors with lower (rather than higher) self‐monitoring who are faced with a relatively underperforming subordinate. As such, this research advances the abusive supervision literature by offering new insights into the complex resource conservation processes that may give rise to subordinates' abuse perceptions.     

Serving one another: Are shared and self‐leadership the keys to service sustainability?

Service has received increasing attention in the management literature, yet sustainability of service is often overlooked. In this Incubator we examine the potential for client involvement through shared and self‐leadership to foster empathy enhanced service and reduced costs, both of which may support a more sustainable service delivery process. Copyright © 2015 John Wiley & Sons, Ltd.     

Self‐monitoring personality trait at work: An integrative narrative review and future research directions

In this narrative review, we provide an overview of the self‐monitoring literature as it applies to the workplace context. Our starting point to the review is a meta‐analysis of self‐monitoring literature published in 2002 by Day, Schleicher, Unckless, and Hiller. After providing an overview of the theoretical basis of self‐monitoring and its measurement, we present a summary of the broad literature on self‐monitoring to examine the implications of self‐monitoring for employees and organizations. Based on our review, we identify the main outcomes of self‐monitoring as well as findings of the literature treating self‐monitoring as a moderator. We provide evidence that self‐monitoring has potential downsides, which would benefit from further investigation. We conclude our review by identifying important potential future research directions.     

Evaluating the core: Critical assessment of core self‐evaluations theory

In 1997, Judge, Locke, and Durham published the core self‐evaluations (CSE) theory proposing that a multidimensional CSE construct, composed of emotional stability, self‐esteem, locus of control, and generalized self‐efficacy, accounts for individual differences in job satisfaction as well as in other organizational behavior outcomes. In this article, I argue that, despite ample evidence in support of the predictive validity of the CSE construct, the adequacy of including emotional stability, self‐esteem, locus of control, and generalized self‐efficacy as indicators of the CSE construct may be questionable, and I review evidence that points to limited convergent and discriminant validity of the CSE construct. I conclude the article with a few recommendations for advancing CSE theory and research. Copyright © 2011 John Wiley & Sons, Ltd.     

How do transformational leaders foster positive employee outcomes? A self‐determination‐based analysis of employees' needs as mediating links

Although followers' needs are a central aspect of transformational leadership theory, little is known about their role as mediating mechanisms for this leadership style. The present research thus seeks to integrate and extend theorizing on transformational leadership and self‐determination. In particular, we propose that the satisfaction of followers' basic needs (autonomy, competence, and relatedness) mediates the relationship between transformational leadership and employee outcomes (job satisfaction, self‐efficacy, and commitment to the leader). We tested this model in two studies involving employees from a broad spectrum of organizations in Germany (N = 410) and in Switzerland (N = 442). Results revealed largely consistent patterns across both studies. The need for competence fulfillment solely mediated the link between transformational leadership and occupational self‐efficacy; the need for relatedness fulfillment solely mediated the link between transformational leadership and commitment to the leader. The mediating pattern for the link between transformational leadership and job satisfaction varied slightly across studies. In Study 1, only the need for autonomy fulfillment was a significant mediator, whereas in Study 2, all three needs mediated this relationship. Taken together, our study integrates theorizing on transformational leadership and self‐determination by corroborating that need fulfillment indeed is a central mechanism behind transformational leadership. Copyright © 2012 John Wiley & Sons, Ltd.