苏州市电子废弃物回收处理现状与对策研究

通过对苏州市电子废弃物产生、流通、回收、处理处置现状的调查,分析了苏州市电子废弃物回收处理中存在的主要问题,如回收渠道不规范、二手市场缺乏相应的监管等,提出相应的对策及建议,如完善电子废弃物有关法规政策、建立完善的电子废弃物回收体系、提高公众环保意识等。     

电子废弃物污染现状及改善对策研究

从环境保护的角度和资源再生利用的角度看,电子废弃物的处理处置已经成为我国面临的一项全新挑战。而且,国内电子废弃物的处理处置正向产业化方向稳步推进。本文介绍了我国目前电子废弃物的特点和处理电子废弃物污染的现状,并且结合我国国情相应地提出了我国在电子废弃物处理处置过程中的预防措施和改善对策。     

NIOSH强调电子废弃物回收场所的职业暴露问题

<正>为了更好地了解电子产品回收处理人员所面临的职业危害,美国职业安全与卫生研究所(NIOSH)对美国数个电子产品回收场所进行了暴露评估。2012年,该研究所对一个电子废弃物回收场所的职业暴露情况进行了评估,2014年9月,发布了相关的健康危害评估报告。"该回收场所处理的很多电子产品都是废旧的阴极射线管(CRTs)     

武汉市家用电器理论报废量测算方法

大量电子废弃物的回收处理,不仅是环境问题,更是对资源与发展的战略挑战。武汉市尚未对电子废弃物的报废量进行统计。采取两种方法分别测算武汉市家用电器中"四机一脑"的理论报废量,并对两种算法进行比较与分析,对预测结果进行趋势分析。研究结果有助于政府定量了解"四机一脑"的报废情况,为其制定相关专项发展规划提供技术支撑。     

矿浆电解法废弃CPU插槽的资源化回收

随着电子废弃物拆解技术的进步,其资源化向分类精细化方向发展,特别是某些稀贵金属含量高的电子元器件。以废弃CPU插槽为研究对象,采用矿浆电解法在盐酸体系中回收废弃CPU插槽中的金属,探究矿浆浓度、电流密度、盐酸浓度和电解时间对总金属分离率的影响。结果表明,当电流密度、矿浆浓度和电解时间逐渐增加时,总金属分离率呈现先增大后减小;当盐酸浓度增加时,总金属分离率不断增大。当电流密度为80 mA/cm2,矿浆浓度为75 g/L,盐酸浓度为4 mol/L和电解时间为4 h,总金属分离率最佳,为93. 49%。因此,采用矿浆电解法可以成功地将金属从废弃CPU插槽中分离回收出来,实现废弃CPU插槽中金属与非金属的分离。     

变电站废弃物管理模式与对策

文章针对变电站废变压器油、退运铅酸蓄电池和退役复合绝缘子等主要废弃物,通过调查研究提出了变电站废弃物在报废、回收、资源化及无害化处理、贮存、运输等过程中的相关监督管理模式,并确定了变电站废弃物处理技术路线图。     

电子废弃物资源化及其环境污染研究进展——多溴二苯醚的检测技术、浓度分布及环境效应

电子废弃物中的多溴二苯醚(PBDEs)因其环境持久性、可远距离传输、生物累积性及内分泌干扰等特性,已成为环境中一类广泛存在的有毒有害物质.综述了电子废弃物中PBDEs的分析技术及浓度分布最新研究,揭示了中国原始粗放型电子废弃物处理方式所导致的PBDEs环境污染,并对该领域未来研究的重点进行了展望.     

新建电子废弃物拆解厂附近土壤重金属污染评价及其来源分析

为了探究新建电子废弃物拆解厂附近土壤重金属污染水平与同源相关性,对上海某新建(2012年)电子废弃物处理厂附近土壤中的重金属进行了分析,通过电感耦合等离子体原子发射光谱法(ICP-AES)对土壤中As、Cd、Pb、Cu、Zn 5种重金属元素进行了测定,采用潜在生态风险指数法和地累积污染指数法对污染程度进行了评价。结果表明,除Zn外,该场区附近土壤As、Cd、Cu、Pb质量比的最小值均大于当地化工区土壤的背景值,其中As和Cd的质量比更高,分别为国家二级标准(GB 15618—1995)的1.7倍和1.68倍。评价区土壤重金属的风险指数为392,属于强生态风险,其中Cd的潜在风险指数达到了285,具有很强的生态风险;As的风险指数为83,具有强生态风险;Pb、Cu和Zn具有轻微生态风险,应用地累积污染指数法得到了相似的结果。通过重金属相关性分析得出,5种重金属相互间具有显著相关性,可初步判断均来自电子废弃物拆解生产过程中产生的污染,因此,必须进一步加强电子废弃物拆解过程的污染控制。     

试论构建新能源汽车废旧锂电池回收利用体系

基于我国废旧锂电池回收现状,从政策、技术标准、回收流程和回收模式等方面探讨建立废旧锂电池回收利用体系,结果表明：废旧锂电池回收利用体系可由政府监管部门、回收利用溯源公共平台和产业联盟构成;政府部门组成监管体系,维持回收利用体系的运转;回收利用溯源公共平台实现体系内数据信息的畅通;产业联盟作为回收主体,保证回收链条完整性,降低回收利用行业风险。     

施工现场建筑废弃物减量化管理及效果的实证分析

从现场管理角度出发,以调动项目管理者的积极性为落脚点,探讨了影响建筑废弃物减量化效果的管理方法.基于行业调查,识别现有施工现场建筑废弃物减量化的管理方法.运用因子分析法,按照评价指标体系提取人员管理、物流管理、现场分类与回收利用以及合同管理4个建筑废弃物减量化管理主因子,并在此基础上进行Logistic回归分析.结果表明:4个主因子对施工现场建筑废弃物减量化管理皆有显著影响.此外,建立废弃物管理绩效考核机制、制定建筑废弃物控制计划、重复使用现场可回收材料、组织减量化知识技能培训以及制定采购计划5个措施能够有效调动工作人员的减排积极性.为提升国内施工现场建筑废弃物减量化管理效果提出具体措施与建议,为项目利益相关方进行现场管理方法的优选提供理论依据与支持.     

Attachment,decay, and social network

To study decay in attachment to an organization, I analyse data on women who obtained an MBA from the University of Chicago's Graduate School of Business (GSB). I measure attachment in terms of network embedding: an alumna is attached to the GSB to the extent that people close to her graduated from the GSB. Behavioral data corroborate the network data in that alumnae measured to be more attached are more likely to have joined an alumni club and made a financial contribution to the school. The hypothesis is that alumnae attachment will decay over time, more slowly when the school is deeply embedded in an alumna's network, more quickly when disruptive events compete for the alumna's time and energy. As expected, attachment declines across the years after graduation (linearly for the first 20 years to about half its initial level), and decay is inhibited when connections with GSB graduates are embedded in stable relations of family, work, or long-term friendship. Decay is remarkably robust to events after graduation (which account for only 2 per cent of explained variance in attachment). In other words, an alumna's attachment today was largely determined while she was in school. The results should be of practical value to people who design programmes to build personal attachment to organizations, and of theoretical interest to scholars who study such connections. Copyright © 2001 John Wiley & Sons, Ltd.     

Underemployment,job attitudes,and turnover intentions

We surveyed three distinct samples of employees (Ns of 238, 102, and 981) in order to examine relations among various types of underemployment, job satisfaction, organizational commitment, and turnover intentions. Each dimension of underemployment is explored as a case of poor person‐job fit, and the fit literature is used to produce hypotheses about these relations. We also developed and validated the 9‐item Scale of Perceived Overqualification (SPOQ) to tap employee perceptions of surplus education, experience, and KSAs (knowledge, skills, and abilities). In general, perceptions of underemployment were associated with poor job satisfaction, particularly for facets with a direct causal relationship with the specific dimension of underemployment, such as overqualification and satisfaction with work. Perceived overqualification was also related to lower affective commitment, and higher intentions to turnover. For part‐time work, negative attitudes were only found when employees expressed a preference for full‐time work; a similar trend was not found for temporary workers, however. Implications for theory, research, and practice are delineated. Copyright © 2006 John Wiley & Sons, Ltd.     

Integrated manufacturing,empowerment, and company performance

There is controversy over whether integrated manufacturing (IM), comprising advanced manufacturing technology, just‐in‐time inventory control and total quality management, empowers or deskills shop floor work. Moreover, both IM and empowerment are promoted on the assumption that they enhance competitiveness. We examine these issues in a study of 80 manufacturing companies. The extent of use of IM was positively associated with empowerment (i.e., job enrichment and employee skill enhancement), but, with the minor exception of AMT, bore little relationship with subsequent company performance. In contrast, the extent of empowerment within companies predicted the subsequent level of company performance controlling for prior performance, with the effect on productivity mediating that on profit. Copyright © 2004 John Wiley & Sons, Ltd.     

Construction safety in Kuwait: issues, procedures, problems, and recommendations

The building construction industry plays a major role in the economy of the state of Kuwait. This paper evaluates existing safety regulations, describes safety procedures adopted by owners, designers, contractors and insurance companies, and assesses the suitability of these regulations and procedures for Kuwait's environment and workforce. It also discusses problems associated with enforcing safety regulations at construction sites. Furthermore, the study identifies the role played by different construction parties in safety programs and policies, taking into consideration cost and time effectiveness. Management in government, owners, and contractors are all aware of the importance of safety in construction, but do not actively pursue effective ways to maximize the achievement of the safety goal. It was observed that the problems arise due to: (1) disorganized labor; (2) poor accident record keeping and reporting system; (3) extensive use of foreign labors; (4) extensive use of subcontractors; (5) lack of safety regulations and legislation; (6) the low priority given to safety; (7) the small size of most construction firms; (8) competitive tendering; and (9) severe weather conditions during summer.     

Political will,political skill,and political behavior

The current study used Mintzberg's (1983) conceptualization of political will and political skill to evaluate the predictors and consequences of political behavior at work. As elements of political will, we hypothesized that need for achievement and intrinsic motivation would predict the use of political behavior at work. Furthermore, we argued that political skill would moderate the relationship between political behavior and emotional labor. Data gathered from employees (N = 193) representing a wide array of organizations substantiated the proposed relationships. Specifically, need for achievement and intrinsic motivation were positively associated with political behavior. In turn, those opting to employ political behavior at work experienced a higher degree of emotional labor, but this relationship was found to operate differently at low and high levels of political skill. Specifically, emotional labor was a consequence of political behavior for those low in political skill, but emotional labor reactions from political behavior were neutralized for individuals high in political skill. Implications of these results, strengths and limitations, and directions for future research are discussed. Copyright © 2005 John Wiley & Sons, Ltd.     

Goal striving,idiosyncratic deals,and job behavior

Two important gaps remain to be filled in the idiosyncratic deals (i‐deals) literature. First, it is unclear which employees are predisposed to seek and receive i‐deals. Second, it is unclear how employees' perceptions of whether their coworkers are receiving i‐deals affect their own i‐deal experiences. This study proposed a theoretical model suggesting that (a) three key motivational goals identified in human development research, that is, achievement, status, and communion striving, predispose employees to seek and receive i‐deals; (b) employees' perceptions of whether their coworkers are receiving i‐deals moderate these relationships; and (c) employees' i‐deals are related to their job behavior. Data collected from more than 400 working adults in Italy showed that employees' motivational goals (particularly achievement and status striving) were positively related to the levels of i‐deals they received, and that these i‐deals were in turn positively related to supervisors' assessments of their in‐role job performance, voice behavior, and interpersonal citizenship behavior. High perceptions of the extent to which coworkers received i‐deals further strengthened the relationship between status striving and employees' perceptions of their own i‐deals, highlighting a trait‐situation interactionist perspective on employees' i‐deal experiences. Copyright © 2015 John Wiley & Sons, Ltd.