二氯异氰脲酸钠和二氯异氰脲酸对棕囊藻细胞去除的研究

研究了二氯异氰脲酸钠和三氯异氰脲酸对球形棕囊藻的灭杀和控制作用,及其投药时间对除藻效果的影响,并比较2种药剂的除藻效果,初步探讨了除藻机理.结果表明,这2种除藻剂可以缓释次氯酸,提高其稳定性,有较长的药效期.当有效氯浓度达到4.5mg/L时,2种药剂均能有效地控制和灭杀球形棕囊藻,具有高效、低毒的优点.有效氯浓度为5.0mg/L,藻细胞去除率在24h可达到90%以上.在等于和大于5.0mg/L有效氯浓度时,三氯异氰脲酸的除藻效果优于二氯异氰脲酸钠,通过对2种药剂除藻率的t检验进一步证实了这一结论.     

港口规划环境影响评价指标体系的研究

介绍了规划环境影响评价的发展及应用,根据规划环境影响评价及港口规划的特点,对港口规划环境影响评价的内容、技术路线和指标体系的建立进行了研究,并提出港口规划的环境目标和评价指标,为我国港口规划环境影响评价技术的完善提供借鉴。     

Changes in the Distribution of Broadleaf Tree Species in the Central Part of the Southern Urals since the 1970s

Russian Journal of Ecology - Changes in the distribution of broadleaf tree species—Tilia cordata Mill., Quercus robur L., Acer platanoides L., and Ulmus glabra Huds.—in the central part...     

Effect of Anthropogenic Factors on the Ability of Narrow-skulled Voles (Lasiopodomys gregalis) to Adapt to Captive Conditions

Russian Journal of Ecology - To test the hypothesis that animals from habitats exposed to high anthropogenic pressure are more successful in adapting to captivity, immature narrow-skulled voles...     

Dynamics of Tree and Shrub Vegetation in the Eastern Sayan Mountain Tundra

Russian Journal of Ecology - Climate change entails shifts in the ranges of woody plants along both latitudinal and altitudinal gradients in the boreal forest biome. In this study,...     

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。     

Drivers of carbon dioxide emissions: an empirical investigation using hierarchical and non-hierarchical clustering methods

The mitigation of CO2 emissions requires a global effort with common but differentiated responsibilities. In this paper, we identify clusters of CO2 emissions across 72 countries. First, using the stochastic version of the IPAT and employing the dynamic common correlated effects technique, we identify three key determinants affecting CO2 emissions (non-renewables, population, and real GDP). In the second step, both hierarchical and non-hierarchical clustering methods are considered to identify the optimal number of clusters. We identify two to four clusters with different member countries, and in particular establish that in most cases, a 2-cluster solution appears to be optimal. The contents of clusters vary slightly according to the clustering methods for each period. The clustering results from using only the overall CO2 emissions indicate that the countries we consider form three clusters, with China and the USA each within a single member cluster. The remaining 70 countries form the third cluster. Our findings reflect the prominent roles of China and the USA in overall CO2 emissions. Analyses with sub-period and largest emitters reflect a different clustering structure. Some policy recommendations in setting emission reductions are made, considering different clusters across countries.     

The moderating role of calling in the work–family interface: Buffering and substitution effects on employee satisfaction

This research seeks for improved understanding regarding the interaction of meaningful work and the work–family interface. Existing literature suggests that experiencing a sense of calling toward work makes the work domain particularly salient to employees compared to other life domains. In this article, we draw on this idea, rooted in identity theory, to hypothesize that a sense of calling toward work diminishes the effects of work–family conflict and work–family enrichment on employee's job and life satisfaction. We test these ideas in two studies. First, we surveyed an alumni sample of 598 employees from various jobs, industries, and job levels. Then, in a constructive replication, we surveyed 327 employees using a time-lagged design. Calling was found to significantly buffer the effect of work–family conflict on job satisfaction in Study 2, but not Study 1. Calling did not buffer the effect of conflict on life satisfaction in either study. However, both studies demonstrated that calling attenuated (substituted for) the effect of work–family enrichment on job satisfaction. Study 1 supported the idea that calling attenuates the effect of enrichment on life satisfaction; however, this interactive effect was reversed in Study 2, contrary to expectations. We discuss implications for theory and practice related to callings and career choices, as well as for the role of calling and work identity in the work–family interface.     

Abusive according to whom? Manager and subordinate perceptions of abusive supervision and supervisors' performance

Recognizing that supervisor–subordinate dyads exist within a broader organizational hierarchy, we examine how the individual's role within the organizational hierarchy influences perceptions of abusive supervision. Specifically, we examine how supervisors' abusive behaviors are perceived by abusive supervisors' managers as well as abusive supervisors' subordinates. Drawing on role theory, we propose that these perceptions will differ. Further, we suggest that these differences will be reflected in different relationships between manager-rated abusive supervision and subordinate-rated abusive supervision and managers' evaluations of supervisor performance. Results from manager–supervisor–subordinate triads indicate differences between managers' and subordinates' view of abusive supervision. Further, managers' perceptions of abuse were related to supervisors' in-role performance, whereas subordinates' perceptions of abuse were related to workgroup performance. In Study 2, we replicate these findings and expand our investigation to an examination of supervisors' contextual performance. Additionally, we examine another contextual characteristic—aggressive climate—and demonstrate it influences how abusive supervision relates to managerial evaluations of supervisor performance. Future research and managerial implications are discussed.