静电除尘器的新应用及其发展方向

静电除尘器广泛应用于冶炼、水泥和电站锅炉等工业领域。在简单介绍传统静电除尘器的分类及结构的同时，列举了目前使用的一些新型的静电除尘器，对静电除尘器在除去气体污染物、异味等方面的新应用进行了概述，并对于使用电凝并、无电晕式等除尘新机理也作了原理性的介绍。     

从安全生产管理体制到安全生产运行机制

“企业负责 ,行业管理 ,国家监察 ,群众监督”的安全生产宏观管理体制的确定 ,对我国安全生产工作起到了积极的促进作用。但是 ,随着我国改革开放的不断深入和市场经济体制的建立 ,该管理体制的概念和内容已不能适应当前形势发展的需要。为此 ,笔者建议使用“安全生产运行机制”的概念代替“安全生产管理体制”的概念 ,并提出我国应该建立和完善“国家监督 ,部门负责 ,企业自律 ,职工维权 ,中介服务”的安全生产运行新机制。     

高磷沉积物有机磷形态分布及释放动力学特征——以宜昌西北口水库为例

为探究高磷背景水库沉积物中有机磷(OP)的空间分布及OP释放动力学特征, 本文采用Ivannoff法对西北口水库沉积物中的OP进行分级提取, 通过沉积物OP释放动力学模拟实验, 探讨了表层沉积物OP的释放特征, 以及沉积物理化性质对其响应.结果表明, 西北口水库沉积物OP含量为210.3~455.2mg/kg, 平均含量为322.9mg/kg, 占总磷(TP)的18.3%.OP含量空间分布呈现库中(363.2mg/kg)>库首(339.3mg/kg)>库尾(266.1mg/kg)的变化规律, 垂向上随深度的增加而减小.西北口水库不同形态OP的含量表现为: 非活性有机磷(NOP)>中活性有机磷(MLOP)>活性有机磷(LOP), 其中NOP含量占OP的65.3%, 是西北口水库沉积物OP的主要存在形式.准一级动力学模型是描述西北口水库库首、库中和库尾沉积物OP释放动力学曲线的最优方程(R²=0.98~0.99, P < 0.01), 在0~1h表征为快速释放过程, 所释放的OP含量占最大释放量(Q_max)的55.68%~79.55%, 随后进入慢速释放过程, 逐渐达到Q_max, Q_max在1.4~3.1mg/kg之间.该水库沉积物中LOP和MLOP是主要向上覆水体释放的磷形态.     

时尚科技

<正>井下救援机器人机器人上的拾音器可以捡拾呼救声音,红外热成像仪可以探测到人体,机器人还可以配载食品、水、急救包等物品,具有井下防爆抗水、生命探测和协助救援、环境监测及环境参数实时探测、无光线搜救、数据信号传输等功能,可以在第     

基于空间数据的土地抗震适宜性综合评价模型研究

对城市系统进行抗震减灾的前提,应为识别土地这一特殊的承灾体(同时又为整个城市系统的共同承载体)所潜在的地震灾害的风险,即为以地震危险性为输入,结合土地的基本属性,进行土地抗震适宜性评价。在界定土地抗震适宜性评价的定义、作用、以及范畴的基础上,研究基于空间数据的土地抗震适宜性综合评价模型。该模型综合考虑了地震危险性、液化态势、土地等效剪切波速和地面稳定性因素。     

Year-round film mulching system with monitored fertilization management improve grain yield and water and nitrogen use efficiencies of winter wheat in the dryland of the Loess Plateau,China

Environmental Science and Pollution Research - Year-round film mulching in winter wheat field facilitates rainwater storage in summer fallow period and reduces water evaporation in growing reason,...     

污泥掺烧对焚烧后固体废物污染物排放的影响

在佛山某生活垃圾焚烧发电厂开展生活垃圾掺烧市政污泥工业试验,分析5%、10%、15%的市政污泥掺烧对电厂焚烧后固体废物中重金属和二噁英排放的影响。结果表明,掺烧污泥使Cd在飞灰中的分布提高了40%以上,但其他重金属的分布特征仍主要受各自沸点的影响。焚烧固废中重金属含量受污泥的引入影响普遍不显著,飞灰中Cu浸出质量浓度上升20%,Ni、Pb、Hg、Cr的浸出质量浓度波动下降;炉渣中重金属浸出质量浓度波动较大。焚烧飞灰中总二噁英含量与污泥掺烧比例成负相关,且与投料中的Cl质量分数成正相关,与S质量分数成负相关。因此,低于15%的污泥掺烧比例不会显著提升焚烧固废中污染物排放浓度。     

泥磷液相催化氧化氮氧化物

采用磷化工行业的固体废物泥磷液相催化氧化氮氧化物。实验结果表明,该方法是可行且有效的。随着温度的升高,泥磷吸收液的脱硝效率提高,当温度达到泥磷熔点时脱硝效率最佳。泥磷吸收液的脱硝效率随固液比的增大而有所下降,而随着NO体积分数和气体流量的增大,泥磷吸收液的脱硝效率呈先升后降的趋势。各因素对脱硝率的影响大小顺序为：气体流量>反应温度>固液比>NO体积分数。在反应温度60 ℃、固液比1∶4、NO体积分数0.03%、气体流量0.3 L/min的最佳工艺条件下,反应160 min的平均脱硝率可达97.38%。     

From being diverse to becoming diverse: A dynamic team diversity theory

On the basis of the literature of open systems and team diversity, we present a new dynamic team diversity theory that explains the effect of change in team diversity on team functioning and performance in the context of dynamic team composition. Building upon the conceptualization of teams as open systems, we describe the enlargement and decline of team variety, separation, and disparity through member addition, subtraction, and substitution. Then, focusing on diversity enlargement, we theorize the contemporaneous and lasting effects of team diversity change on team performance change and on team processes and states leading to them. Dynamic team diversity theory expands the focus of team diversity research from teams' being more diverse than others to teams' becoming more diverse than before. It aims to advance team diversity research to be better aligned with the organizational reality of dynamic team composition. We also discuss methodological considerations in subsequent empirical testing of the theory and highlight how the theory and future research may help to guide organizational practice in recomposing work teams.     

Is being a leader a mixed blessing? A dual‐pathway model linking leadership role occupancy to well‐being

Recent leadership research has drawn greater attention to how the well‐being of leaders influences leadership behaviors, follower performance and well‐being, and overall leadership effectiveness. Yet little attention has been paid to the relationship between occupying leadership positions and job incumbents' well‐being. This research addresses this question by developing and testing a dual‐pathway model. Our model proposes that incumbency in leadership positions is positively related to high levels of both job demands and job control, whereas job demands and job control have offsetting effects on well‐being. Results based on a longitudinal sample revealed that employees who transitioned from nonleadership positions to leadership roles showed trajectories of increasing job demands and job control, whereas such trends were weaker among those who remained in nonleadership positions. Findings from three additional samples generally demonstrated that leadership role occupancy was indirectly related to various indices of psychological and physiological well‐being through job demands and job control. Because the signs of the indirect effects through job demands and job control differed in expected ways, the overall relationship between leadership role occupancy and the well‐being outcomes was generally small and nonsignificant. We discuss research and practical implications of our framework and findings for organizations, employees, and leaders.