湿热海洋环境下接插件带电腐蚀行为研究

目的针对湿热海洋环境下接插件带电腐蚀行为进行研究,为接插件材料的选材设计、维护和更换等提供科学依据。方法采用温湿度记录仪以及无氧铜测试片等对三亚自然环境试验站的腐蚀环境进行监测,分析环境条件的变化规律,同时通过湿热海洋自然环境暴露试验对电路板贴片式和插针式接插件的带电和不带电的腐蚀行为进行研究,分析接插件在两种工况下的腐蚀行为规律及差异。结果三亚湿热海洋大气环境1—3月份呈干湿交替循环,每天至少发生1次循环,每天平均潮湿时间分别为6.0,7.4,11.6 h。1—3月份的环境腐蚀性均为GX级,其中3月份腐蚀环境较1月2月更加严酷。贴片式数据通信接插件在带电和不带电工况下湿热海洋环境自然暴露3个月后,腐蚀行为基本相似,无明显差异,接触电阻没有发生变化,绝缘电阻均降为107?,金属元器件均未发生明显腐蚀。插针式接线端子在带电和不带电工况下湿热海洋环境自然暴露3个月后,接触电阻未发生变化,但腐蚀行为存在明显差异,在不通电流工况下,螺钉发生严重腐蚀,绝缘电阻下降为106?,而在3 A电流通电工况下,螺钉未发生腐蚀,绝缘电阻均大于109?。结论湿热海洋环境下电流对不同接插件腐蚀行为影响存在差异,对贴片式数据通信接插件腐蚀行为基本不影响,对插针式接线端子腐蚀行为存在一定的保护作用。     

环境态度及其与环境行为关系的文献评述与元分析

为总结梳理环境态度定义、测量方法、影响因素及其对环境行为的影响,采用文献综述与元分析（meta-analysis）的方法,检索Elsevier ScienceDirect数据库、Web of Science Core Collection数据库、中国人民大学中文学术资源发现平台和中国知网（CNKI）中有关环境态度的文献,并从检索出的652篇相关文献中筛选出202篇核心文献、提取出43篇实证文献,对环境态度与4类环境行为之间的关系进行定量分析.结果表明,从环境态度定义和测量方式来看,国内外研究者对环境态度有着诸多定义,但都集中在“情感”“信念”“行为意图与倾向”等心理学方面;环境态度的测量方式也较多,诸多测量量表被开发,其中新环境范式量表和新生态范式量表在该领域占据着重要地位.从环境态度的影响因素来看,众多研究者从心理学和社会人口学方面进行研究,国外研究者对这两大方面有着广泛研究,价值观和道德、性别、年龄、收入、教育和知识皆为研究热点,而国内研究者比较注重环境知识这一影响因素.环境态度与环境行为之间综合相关系数为0.309（P < 0.001）,环境态度与环境行为之间呈显著正相关关系.分别考察环境态度与回收行为、能源消费行为、绿色购买行为以及出行行为等4类环境行为间的关系发现,环境态度与绿色购买行为综合相关系数为0.334（P < 0.001）,高于回收行为、能源消费行为和出行行为.研究还显示,在4类环境行为中,绿色购买行为与环境态度的相关性最强:一方面,环境态度有利于促进环境行为,因此可以通过教育、宣传等干预手段提高公众的环保态度,从而促进各类环保行为.另一方面,环境态度对于不同类型环保行为的促进效果是不同的,因此为促进公众的绿色购买行为,可以考虑增加对环境态度的教育和宣传,提高公众的环境态度;而对于促进节约用水、用电等能源消费行为,则不仅需要提高公众的环境态度,还需要结合其他更有效的干预手段（如价格干预、提示标志等）.      

三峡水库蓄水对消落带土壤Cu、Zn、Cr、Cd含量的影响

为揭示水位涨落形成系列淹水梯度对消落带土壤重金属含量的影响,论文采集三峡水库忠县消落带土壤,分析了不同淹水深度土壤Cu、Zn、Cr、Cd含量,并探讨了这些重金属元素物质来源及其与三峡水库水位涨落关系。结果表明：1）不同淹水深度下消落带土壤重金属含量差异较大,长期淹水土壤Cu、Zn、Cd含量远远高于短期淹水和未淹水土壤,Cr则在不同淹水深度略有变化;2）除Cr相对独立外,不同淹水深度下土壤SOM、pH与土壤Cu、Zn、Cd含量密切相关,但pH、SOM间仅有微弱的相关关系;3）因子分析中因子1和因子2对Cu、Zn、Cr、Cd的累计贡献率为93.47%,Cu、Zn、Cd在第一轴载荷值为0.962、0.967、0.925,Cr在第二轴载荷值为0.998。研究发现：1）重金属输入来源和流向异质性是决定不同淹水深度Cu、Zn、Cr、Cd含量差异的重要原因,长期淹水显著增加了土壤Cu、Zn、Cd含量,但对Cr效应并不明显;2）区域土壤内Cr主要来源为自然源的土壤侵蚀和母岩风化,Cu、Zn、Cd来源于人为输入的库岸输入和长江上游来水悬浮颗粒沉积,应引起足够重视。     

Speaking up and moving up: How voice can enhance employees' social status

A central argument in the literature on employee voice is that speaking up at work carries image risk. Challenging this assumption, we propose that voice can in fact positively affect how employees are viewed by others, thereby enhancing their social status. Using theory on status attainment and the fundamental social perception dimensions of agency and communion, we suggest that employee voice will result in higher status evaluations by increasing the extent to which an employee is judged as confident/competent (agency) and other‐oriented/helpful (communion). We conducted a survey study and two experiments to test these hypotheses. The results supported our predictions. Employees who voiced were ascribed higher status than those who did not, and this effect was mediated by judgments of agency (in all three studies) and communion (in two studies). These results highlight the implications of voice behavior for status enhancement within organizations.     

Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review

Two dominant perspectives of job crafting—the original theory from Wrzesniewski and Dutton ( 2001 ) and the job demands resources perspective from Tims, Bakker, and Derks ( 2012 )—remain separate in research. To synthesize these perspectives, we propose a three‐level hierarchical structure of job crafting, and we identify the aggregate/superordinate nature of each major job crafting construct. The first level of the structure is job crafting orientation, or approach versus avoidance crafting, which we argue is an essential yet often neglected distinction in the literature. We address the debate surrounding cognitive crafting and identify crafting form (behavioral versus cognitive crafting) as the next hierarchical level of constructs. Finally, we concur that job resources and job demands, or crafting content, capture different ways that individuals craft their jobs. Using this integrated hierarchical structure, we were able to review antecedents and outcomes from both perspectives. We show, for example, that approach crafting in its behavioral form is very similar to other proactive behaviors in the way it functions, suggesting a need for closer synthesis with the broader proactive literature, whereas avoidance crafting appears to be less proactive and often dysfunctional. On the basis of our review, we develop a road map for future research.     

How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis

The role of social context (e.g., leadership, team climate, and organizational support) in shaping employee proactive behavior has received considerable attention and has been investigated across multiple forms of proactive behavior. However, the research has not been well integrated. In this review, we adopt a multilevel approach to synthesize what is known about how social context factors influence employees' proactive behavior, as well as what mechanisms underpin these effects. Our analyses show that leader‐, team‐, and organization‐related social context factors mainly influence employee proactivity through shaping “reason to,” “can do,” and “energized to” states (i.e., proactive motivational states) via individual‐, team‐, and cross‐level processes. That has been most frequently investigated is the effect of the discretionary social context, particularly leadership, on proactive behavior. We also review the interaction effects between social context factors and other factors on employee proactive behavior and found inconsistent support for the motivational‐fit perspective that stimuli with the same directions enhance each other's effect. We offer a research agenda to advance theoretical insights on this important topic.     

矿工工作压力对心理社会安全行为的影响机理及实证研究

为研究工作压力对矿工心理社会安全行为的影响机理,探讨安全心理资本的中介作用以及心理社会安全氛围的调节作用,从积极心理学视角出发,对203名一线矿工进行实证分析。研究结果表明:矿工的安全心理资本在其工作压力与心理社会安全行为的负向关系中起中介作用;心理社会安全氛围能调节工作压力与安全心理资本之间的关系;心理社会安全氛围能够调节安全心理资本在工作压力与心理社会安全行为关系间的中介作用。     

基于机器学习方法的安全帽佩戴行为检测

施工现场作业人员是否佩戴安全帽主要依靠人工检查,存在监管效率低、时效性差等问题,为了实时自动监管作业人员是否佩戴安全帽,提出1种基于机器学习的安全帽佩戴行为检测方法。首先利用深度学习YOLOv3算法检测出现场视频中的施工人员脸部位置,根据安全帽与人脸的关系估算出安全帽潜在区域;然后对安全帽潜在区域图像进行增强处理,使用HOG（方向梯度直方图）提取样本的特征向量;再利用SVM（机器学习的支持向量机）分类器对脸部上方是否有安全帽进行判断,进而实现对施工人员安全帽佩戴行为的实时检测与预警。以某高铁站施工现场为例进行验证,研究数据表明在施工通道和塔吊作业区域,该方法可实时有效检测出工人未佩戴安全帽的行为,识别率达90%。     

山区高速公路空间郁闭度对驾驶员视觉及生理指标的影响

为了解高速公路空间郁闭度对驾驶员视觉行为和心理状态的影响规律,在山区高速公路开展室外实车试验,采用Dikablis眼镜式眼动仪和Varioport生理记录仪记录了驾驶员的眼动和生理数据,包括注视时间百分比、平均注视时间、扫视幅度、眨眼率、心电、心率、皮电等。结果表明,随空间郁闭度增加,驾驶员皮电和扫视幅度增大,眨眼率和平均注视持续时间减小,视点越来越集中。随着驾驶员的逐渐适应,空间环境对驾驶员的心理影响逐渐减弱。驾驶员主要关注中间靠左区域,目标物为中央分隔带和前方道路。开敞空间下驾驶员对右侧区域有少量关注。半郁闭空间下驾驶员皮电呈现规律性的波动,对于左侧区域的关注明显增多,对右侧区域的注视持续时间较长,视点集中点更远。     

The reaction times of drivers aged 20 to 80 during a divided attention driving

Objective: Many studies addressing age-related changes in driving performance focus on comparing young vs. older drivers, which might lead to the biased conclusion that driving performance decreases only after the age of 65. The main aim of the study was to show that changes in driving performance are progressive throughout the adult years.

Methods: A sample of 351 drivers aged 20 to 80 was assessed for their reaction times while driving between road cones. The drivers were exposed to 2 conditions varying according to task complexity. In single task conditions, the drivers performed a full stopping maneuver at a given signal; in dual task conditions, the drivers were distracted before the signal for stopping maneuver was triggered. Reaction times were compared across conditions and age groups.

Results: The results showed that both reaction times and variability of driving performance increased progressively between the ages of 20 and 80. The increase in both reaction times and variability was greater in the complex task condition. The high-performing quarter of elderly drivers performed equally well or better than younger drivers did.

Conclusions: The data clearly supported the claim that driving performance changes steadily across age groups: both mean reaction time and interindividual variability progressively increase with age. In addition, a significant group of older drivers was identified who did not show the expected age-related decrease in performance. The findings have important implications, suggesting that in relation to driving, aging is a progressive phenomenon and may lead to variety of driving performance; age-related studies of driving performance should put more emphasis on investigating changes across the whole driver age range rather than only comparing younger and older drivers.