When does adaptive performance lead to higher task performance?

Adaptive performance is a facet of performance that reflects acquiring enhanced competencies in response to change. Micro‐level researchers have assumed that adaptive performance is beneficial for task performance. Similarly, macro‐level researchers have suggested that organizations need to attend to, monitor, and respond to contingencies in their environments for adaptive performance to be beneficial for firm performance. Drawing from the attention‐based theory of the firm and resource theory, we suggest that perceptions of organizational politics and individual differences in conscientiousness constitute contingencies of the adaptive performance–task performance relationship. In a sample of 92 call center employees, we found that adaptive performance is positively associated with task performance but that conscientiousness and organizational politics jointly influence the adaptive performance–task performance relationship. Copyright © 2011 John Wiley & Sons, Ltd.     

石油类污染地下水中挥发性有机物低温生物降解性能的研究

针对地下水石油类污染的问题,从某污染场地土壤中筛选驯化出了适用于处理挥发性有机物的3株低温高效降解菌,并以苯和萘作为特征组分考察了pH、DO、温度、氮磷等因素对降解效果的影响;实验结果表明,在8℃左右的地下环境中,DO和氮磷的含量对污染物的降解影响较大;在pH 7.5、DO＞4 mg/L和投加氮磷的条件下,18 d内降...     

基于数据包络分析的水污染物排放指标初始分配方法与案例研究

基于数据包络分析(DEA)的点源水污染物排放指标初始分配方法,是将基于DEA的线性规划评价方法进行改进,从而使其适用于评价企业的水环境绩效,并依此进行排污指标初始分配。将非期望产出作为投入指标处理,构造了5输入1输出的规模可变DEA模型,并以南京市280家企业的COD排放指标初始分配为例进行了分析。结果表明,方法的模拟分配结果在公平的基础上,反映了企业的环境效率,效率越高,可得到的COD排放指标也越高,这将对企业治污起到激励作用,分配方法具有一定的可操作性;对案例企业进行分组并实行组内参评,基本可以避免部分极值原始数据对评价结果的影响,得到的COD排放指标分配结果也更为合理。     

污水厂生物处理单元工艺状态下曝气性能测定与评价

以上海竹园第二污水处理厂2号生物好氧处理单元为研究对象,采用工艺状态曝气充氧性能测定仪对曝气器性能进行现场测定,通过核算氧利用率、曝气均匀性指数、曝气效率综合影响因子等指标,评价该厂曝气器日常运行状态,分析曝气系统在控制上的不足,并针对性地提出优化方案。结果表明,工艺状态下曝气器氧利用率与清水条件下相比下降19.22%~23.78%,曝气均匀性指数在0.80~1.34的范围内,曝气效率综合影响因子偏低,充分表明2号生物好氧处理单元部分曝气器存在污染或老化的问题。该厂的曝气系统具有较大的优化潜力,性能评价结果可以为曝气器科学管理维护及水厂的运行优化提供指导。     

重金属污染土壤旋流洗脱设备的设计及性能评估

针对高浓度重金属污染土壤,尤其是污染负荷较高的黏土土壤,传统的物化方法难以实现其高效的洗脱。利用旋流场中土壤颗粒高速自转/公转,实现土壤颗粒污染物的强化快速脱附。土壤旋流洗脱实验分为旋流器的分离性能和单一/复合污染物的脱附性能2部分。在土壤-水体系下,旋流器的最优操作条件为：进口流量0.7 m3·h-1,分流比0.12,固液比为1:20。对于Pb污染物,底流脱附效率均能达到近85%,溢流也能够达到70%。对于Cu污染物,底流和溢流脱附均能达到90%左右。对于Cr(VI)污染物,底流脱附最高能达到60%左右,但溢流洗脱效率极低。复合污染能够在单次通过后脱除Pb、Cu、Cr(VI)等多种重金属污染,且洗脱效果与单一污染洗脱时基本一致。对实际的场地修复具有指导意义。     

降温方式对厌氧氨氧化脱氮性能的影响

考察一次性降温和阶梯式降温对厌氧氨氧化反应器(ASBR)脱氮性能的影响。一次性降温方式（30 ℃降至15 ℃）,阶梯式降温方式（30 ℃降至25 ℃,再降至20 ℃,最后降至15 ℃）。温度30 ℃时,NH4+-N和NO2--N的去除率分别为97.3%和98.5%,总氮去除速率为5.12 mg·(g·h)-1,ΔNO2--N/ΔNH4+-N为1.33,厌氧氨氧化活性(SAA)为0.139 g·(g·d)-1。一次性降温至15 ℃时,NH4+-N和NO2--N的去除率分别降至47.9%和55.1%,总氮去除速率降至2.74 mg·(g·h)-1,ΔNO2--N/ΔNH4+-N升至1.51,SAA降至0.071 g·(g·d)-1。阶梯式降温至15 ℃时,NH4+-N和NO2--N的去除率降至51.6%和61.2%,总氮去除速率降至3.22 mg·(g·h)-1,ΔNO2--N/ΔNH4+-N升至1.48,SAA降为0.083 g·(g·d)-1。阶梯式降温方式脱氮性能更佳。     

What happens when you trust your supervisor? Mediators of individual performance in trust relationships

To understand how trust in supervisor translates into individual job performance, we hypothesize that trust in supervisor facilitates positive psychological conditions of meaningfulness, safety, and availability, which in turn predict individual job performance. We assert that each of the three mediating paths in our model represents a distinct mechanism by which trust in supervisor contributes to individual job performance. We test our hypotheses with 206 supervisor–subordinate dyads and find that trust in supervisor contributes to job performance through psychological availability and psychological safety but not psychological meaningfulness. By examining three different psychological mechanisms within the same frame, we provide a test that compares and contrasts the uniqueness of the three pathways. Our findings suggest practical ways for managers to build trust with subordinates and guidance for the design of productive work conditions. Copyright © 2012 John Wiley & Sons, Ltd.     

The interactive effects of conscientiousness,openness to experience,and political skill on job performance in complex jobs: The importance of context

Caveats concerning the ability of personality to predict job performance have been raised because of seemingly modest criterion‐related validity. The goal of the present research was to test whether narrowing the context via the type of job (i.e., jobs with complex task demands) and adding a social skill‐related moderator (i.e., political skill) would improve performance prediction. Further, along with political skill, the broad factor of personality demonstrated in prior research to have the strongest criterion validity (i.e., conscientiousness) was joined with a narrow construct closely related to openness to experience (i.e., learning approach) in a three‐way interactive prediction of supervisor‐rated task performance. With the employee–supervisor dyads among professionals, but not with the control group of non‐professional employees, task performance was predicted by the three‐way interaction, such that those high on all three received the highest performance ratings. Implications, strengths and limitations, and directions for future research are discussed. Copyright © 2012 John Wiley & Sons, Ltd.     

A Study of Computer-Based Task Performance Under Thermal Stress

A visual-visual dual computer task was designed to test the effect of the thermal environment on dual task performance. The temperatures selected for testing were 20 and 35 °C Wet Bulb Globe Temperature (WBGT). 34 volunteers were randomly assigned to 1 of the 2 temperature conditions. Individual differences in single task performance were controlled by equating the baselines of single task performance. Once individual differences in single task capacity were controlled, statistically significant differences in performance were demonstrated. Mean accuracy was computed over a 1-hr testing period in each temperature condition. Participants’ mean accuracy in the 35° condition (38.18%) was substantially lower than in the 20° condition (50.88%).     

撇油器的原理及性能

溢油回收装置的有效使用是降低和消除溢油污染的重要手段。比较了撇油器的各种原理、性能及操作条件。