K2S2O8氧化吸收NO的热力学与传质分析

一氧化氮（NO）是燃煤锅炉烟气中的主要污染物,因其是酸雨和光化学烟雾的前体物而受到广泛关注。采用K2S2O8作为氧化剂开展了其对模拟烟气中NO的氧化去除研究,并分析了K2S2O8氧化脱硝反应的热力学过程以及NO从气相主体到液相主体的传质过程。结果显示：以K2S2O8为氧化剂氧化NO的总反应吉布斯自由能为-659.69 kJ·mol-1,小于零,说明该反应是自发过程;气液传质分析表明NO气体的吸收传质速率主要由液膜控制。实验采用添加Fe （Ⅱ） EDTA的方法增大化学反应对液相传质速率的放大系数,致使液膜传质阻力减小,从而使NO的去除率从30%提高至91.6%。该结果为K2S2O8湿法氧化脱硝工艺的后续研究和应用提供了理论参考和技术支持。     

曝气生物滤池去除有机物与反应常数及膜厚的关系

推导了BAF前置反硝化工艺简化动力学模型,揭示了BAF去除有机物与反应速率常数与膜厚的关系。同时以生物膜中活性物质与非活性物质增长生物数学模型体系为基础,从理论上推导了BAF最佳膜厚的范围。     

When the dark ones become darker: How promotion focus moderates the effects of the dark triad on supervisor performance ratings

The current study adds to a growing body of research on dark personality traits by investigating the moderating role of promotion focus on the relationships among dark triad traits and facets of job performance. Specifically, we investigated the effects of the dark triad (i.e., Machiavellianism, narcissism, and psychopathy) on supervisor ratings of performance, and the moderating effect promotion focus has on those effects. Using field data, we surveyed 549 employees from a manufacturing company in the USA and obtained supervisor ratings of task performance and helping behavior for each employee. We found support for multiple hypotheses, which suggests that managers rated narcissistic and psychopathic employees as having poorer task performance and psychopathic employees as engaging in fewer helping behaviors than employees low in those traits. Furthermore, promotion focus strengthened these negative relationships. We did not find these effects for Machiavellianism. Implications of these findings for future dark personality research as well as the practical implications for managers and organizations are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

环境影响评价中公众参与绩效考核指标体系构建与实证研究

本文构建了公众参与绩效考核指标体系,通过专家咨询法确定各指标权重,然后以湘潭垃圾焚烧发电厂环境影响评价中公众参与为例,运用模糊综合评判法进行实证研究。研究结论对提高环境影响评价中公众参与力度,考核公众参与的绩效水平提供科学依据。     

二次电池电极材料环境影响计算系统

以生命周期评价理论为基础,建立了电极材料电化学性能与环境影响的内在量化关联关系分析方法。基于Java语言,设计和编写了二次电池电极材料环境影响综合计算系统,协调考虑了二次电池的循环特性、电化学特征等,实现了环境影响评价过程中对材料质量需求的便捷计算,进而实现了整个评价操作过程的综合化、软件化和信息化,提高了评价效率。选用LiFePO_4/C,LiFe_(0.98)Ti_(0.02)PO_4/C,LiFe_(0.98)Mn_(0.02)PO_4/C和FeF_3(H_2O)_3/C 4种正极材料基于此系统进行了实例应用。     

The passion bug: How and when do leaders inspire work passion?

Drawing from signaling theory, we propose a work passion transfer model where leaders' passion is transmitted to employees through the former's leadership style and is contingent on employees' perceived importance of performance to self-esteem (IPSE). Data from 201 supervisor–employee dyads from the health-care industry show that leaders' harmonious passion led to employees' harmonious passion through charismatic leadership, whereas contingent reward leadership accounted for the transfer of obsessive passion; IPSE did not play a moderating role for either form of passion. Results from a supplementary study further reveal that the link between leadership and employee passion operated through employees' perception of leader passion and that employees' IPSE accentuated for the relationship between perceived leader obsessive passion and employees' obsessive passion. This study advances research in work passion, leadership, and signaling theory and provides important implications for managerial practice.     

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.     

A multilevel investigation of predictors and outcomes of shared leadership

For modern organizations, shared leadership becomes increasingly important. Knowledge on shared leadership may be limited, as past research often relies on cross-sectional data or student samples, and most studies neglect the multilevel nature of shared leadership. Our research model includes transformational leadership, trust, and organizational support as predictors of shared leadership. Furthermore, we analyze the influence of shared leadership on team performance and team creativity. In total, 160 teams with 697 employees participated in our field study. Data collection took place at three time points. To test our hypotheses, we used multilevel modeling with a Bayesian estimator. We found relationships of transformational leadership and trust with shared leadership at the team level and of transformational leadership, trust, and organizational support with shared leadership at the individual level. Furthermore, shared leadership fully mediated the effect of the three input factors on team performance and team creativity. This study contributes to the understanding of the antecedents and outcomes of shared leadership. Furthermore, the dynamic development of team processes based on an input–mediator–output model is explored. On the basis of the results, organizations can increase shared leadership behavior by focusing on transformational leadership and trust building.     

Effects of EGR on performance and emissions of a diesel engine fuelled with balanites aegyptiaca/diesel blends

In this study, balanites Aegyptiaca (L.) Del biodiesel was blended in proportions of 10% and 20% on the volume basis with diesel fuel and tested in a single cylinder, VCR diesel engine under measured load conditions with varied EGR rates (0, 10 and 20%). The results showed that B10 and B20 blends shown a significant reduction rate in terms of NO_x emissions that were familiar with biodiesel blends. At peak load conditions, BTE increased slightly for test fuel blends compared with pure diesel fuel while the BSFC rate and EGT suffered from increasing and decreasing nature with respect to blending percentage. From the emissions point of view, with the increase in blends percentage, a significant reduction rate is observed in terms of CO and HC concentrations (up to 12.34 and 17.5%, respectively) while NOx emissions decreased at peak load conditions (up to 24.34%). HC and CO emissions decreased with increase in blends percentage. However, lower levels of NO_x and EGT (up to 21.37 and 8.47%, respectively) and the average increase in terms of BTE and BSFC (up to 2.83 and 2.9%, respectively) can be realised with B20 test fuel blend under 20% EGR rate.     

中国企业社会责任财务绩效评价模型研究

2003年,英国政府出台了<我们能源的未来-创建低碳经济>能源白皮书,其中首次引入了"低碳经济"的概念,随后越来越多的学者开始探讨这种经济发展模式及其技术和政策的可行性,并展开了一系列实证研究.而在这种新的经济发展趋势下,作为经济主体的企业所要承担的社会责任也就被赋予了新的内窖.那么在向低碳经济转型的过程中,如何对企业的社会责任进行客观、有效的评价将对于企业更好履行其社会责任起到重要作用.基于我国国情,本文通过对低碳经济发展模式下中国企业社会责任财务绩效进行模型研究,提出了在传统指标分析模型基础上进行数据包络分析(DEA)和可持续计量的双重模型修正,以期弥补传统财务绩效模型在企业有效投入分析和动态性评价方面的缺陷和不足.