在用汽油车瞬态排放测试工况的相关性

介绍了国内外典型在用车排放检测工况特点,运用解析方法研究了美国IM 240、欧洲TüV-A,以及我国将实行的IM 195瞬态检测工况,分别比较了与之对应的新车型式认证工况和排放检测方法相关性评价指标,指出美国IM 240与FTP-75标准、欧洲TüV-A与NEDC工况的相关性较好。通过对本田雅阁样车排放水平的测试,得出了IM 195与城市工况、短工况的相关性。     

徐庄煤矿主要通风机性能测定及分析研究

系统介绍矿井主要通风机的测试过程及相关方法,并以徐庄煤矿的风机测定为例,应用合理的测试及计算方法,进行相关参数的计算并绘制风机性能曲线图;同时,对主通风机出厂曲线和风机初始安装性能曲线进行对比,得出徐庄煤矿主要通风机的运行变化规律,为保证其安全高效运行和风量调节提供可靠的理论依据。对测定结果进行总结、对比和分析的同时,还提出应注意的问题。     

The interplay of career involvement and goal conflicts: An eight-wave study with STEM professionals

Based on a “whole-life”-perspective and integrating theories of self-identity and resource management, the present longitudinal study examines the dynamic relationship between career involvement and conflicts between work and nonwork goals in a sample of 3095 German-speaking doctoral students and doctorate holders (37.0% women) from various STEM fields. We expected increases in goal conflicts to decrease career involvement, and simultaneously tested reciprocal relationships, that is, from involvement on conflicts. The random intercept cross-lagged panel model (RI-CLPM) was used to analyze within-person associations across eight measurement occasions (6-month time intervals) while controlling for between-person effects. At the between-person level, career involvement and goal conflicts were negatively correlated. At the within-person level, results showed negative cross-lagged effects from goal conflicts to career involvement as well as negative cross-lagged effects from career involvement to goal conflicts. This indicates that the interplay of goal conflicts and career involvement can result in either an upward or a downward spiral. Theoretical and practical implications are discussed.     

填海工程对海水入侵影响的数值模拟研究

在系统分析研究区地质及水文地质条件的基础上,运用地下水模型FEFLOW建立了研究区垂向二维非均质流体的对流-弥散数学模型,并通过水位和水质的动态观测资料对模型进行了识别和校正.运用识别后的模型模拟了有填海和无填海两种工况下的海水入侵过程.结果表明:地下水开采是海水入侵的主要原因;在开采地下水条件下,研究区有无填海工程对海水入侵的影响不大,研究区填海工程对海水入侵有一定的阻挡作用,但作用不是很显著.     

Five approaches to producing actionable science in conservation

The knowledge produced by conservation scientists must be actionable in order to address urgent conservation challenges. To understand the process of creating actionable science, we interviewed 71 conservation scientists who had participated in 1 of 3 fellowship programs focused on training scientists to become agents of change. Using a grounded theory approach, we identified 16 activities that these researchers employed to make their scientific products more actionable. Some activities were more common than others and, arguably, more foundational. We organized these activities into 3 nested categories (motivations, strategies, and tactics). Using a co-occurrence matrix, we found that most activities were positively correlated. These correlations allowed us to identify 5 approaches, framed as profiles, to actionable science: the discloser, focused on open access; the educator, focused on science communication; the networker, focused on user needs and building relationships; the collaborator, focused on boundary spanning; and the pluralist, focused on knowledge coproduction resulting in valuable outcomes for all parties. These profiles build on one another in a hierarchy determined by their complexity and level of engagement, their potential to support actionable science, and their proximity to ideal coproduction with knowledge users. Our results provide clear guidance for conservation scientists to generate actionable science to address the global biodiversity conservation challenge.     

镇海炼化公司作业场所健康促进效果评价

对镇海炼化公司所采取的石油化工作业场所作业人员健康促进措施进行了效果评价.评价结果发现,职工职业安全卫生知识知晓率、正确态度和行为形成率有所提高,健康促进工作初见成效.     

石化工业园区恶臭环境影响评价工作程序探讨

系统地提出了区域恶臭环境影响评价工作程序,引入了重大恶臭风险源的概念,并以石化工业园区为例,从公众参与、恶臭现状监测、区域恶臭源调查、恶臭环境影响预测及分析、区域恶臭容量及控制措施等方面分析了区域恶臭环评的工作内容。     

Significant work events and counterproductive work behavior: The role of fairness,emotions, and emotion regulation

In this diary study, we investigated multi‐level predictors of daily counterproductive work behavior (CWB) relying on the theoretical frameworks of affective events theory and the emotion‐centered model of CWB. We assessed significant work events, event‐based fairness perceptions, negative emotional reactions to work events, and employee CWB over a 10‐day period. We tested within‐person relations predicting CWB, and cross‐level moderating effects of two emotion regulation strategies (suppression and reappraisal). Results from a multi‐level path analysis revealed that significant work events had both direct and indirect effects on negative emotional reactions. Further, negative emotional reactions in turn mediated the relationships between significant work events and all forms of daily CWB as well as the relationship between event‐based fairness perceptions and daily CWB‐O. Results also supported the moderating role of reappraisal emotion regulation strategy on relations between significant work events and negative emotional reactions. Less support, however, was found for the moderating influence of suppression on the link between negative emotional reactions and CWB. Among the broad work event categories we identified, our supplemental analyses revealed that negative work events involving interactions with supervisors elicited the highest levels of employee negative emotional reactions. We discuss the theoretical and practical implications of these findings. Copyright © 2014 John Wiley & Sons, Ltd.     

Strategic alignment with organizational priorities and work engagement: A multi‐wave analysis

This study advances the limited research on work alignment and work engagement by investigating how perceived alignment of job tasks and organizational strategic priorities (strategic alignment) influences work engagement. Measures of job control and work social support were also included to enable comparisons between strategic alignment and other well‐established job resources. A total of 1011 employees of an Australian state police service responded to three electronic, self‐report surveys. A reciprocal model was assessed over three waves of data, with varying time lags: 18 (Time 1 to Time 2), 12 (Time 2 to Time 3), and 30 months (Time 1 to Time 3). Longitudinal, reciprocal relationships were observed for work engagement and job control, strategic alignment, and colleague support. Work engagement also predicted supervisor support over time (reverse effect). This study demonstrated that, in addition to job resources, perceived alignment of job tasks and organizational priorities plays an important role in maintaining high levels of work engagement over time. Copyright © 2013 John Wiley & Sons, Ltd.     

Developing a passion for work passion: Future directions on an emerging construct

Although the passion that people demonstrate at work would appear to be a topic of considerable interest and importance to organizational scholars and practitioners, we know virtually nothing about it. In response, we introduce the work passion construct, discuss what we currently understand, and provide needed directions for future research. Copyright © 2013 John Wiley & Sons, Ltd.