发酵制药废水二级出水中溶解性有机物特性分析

溶解性有机物（DOM）是发酵制药废水二级生化尾水深度处理工艺的主要去除对象,深入解析废水中DOM的特性是将其有效去除的前提和关键.本研究采集氨基酸类、头孢类、抗生素类、维生素类、阿维菌素类5种发酵制药废水二级出水,通过XAD-8树脂亲疏水性分离、凝胶色谱分子量分级、傅里叶变换红外光谱和三维荧光表征对二级出水中的DOM进行特性分析.结果表明,5种发酵制药废水二级出水的盐度和色度高,废水中有机物浓度高、波动大（48.60~245.40 mg·L^-1）.DOM大多数以疏水性组分为主,分子量分布广泛（210~10000 Da）.二级出水DOM均含有大量的不饱和双键、苯环结构,同时含有—OH、—NH₂和C=O等发色团和助色基团,造成废水色度较高.通过对发酵制药废水二级出水进行EEM-PARAFAC分析确定了4种荧光组分特征峰,包括3种腐殖质类（C1、C3、C4）和1种类蛋白类组分（C2）.发酵制药废水二级出水中DOM主要是以类腐殖质有机物为主（C1、C3）.全方面识别和解析发酵制药废水DOM的组成,可为废水深度处理工艺的优化提供指导.     

电化学氧化杀灭水库原水中藻类的研究

由Ti/RuO2棒为阳极、不锈钢管为阴极组成电氧化管式反应装置,对电氧化杀灭水库含藻原水中的藻类进行了研究。结果显示:处理累积停留时间20 min后,叶绿素a去除率达100%,对浓缩10倍水样,藻毒素MCLR的去除率达98%以上。细胞的死亡及胞内物质的损失,导致溶液DOC值从32 mg/L上升至50 mg/L,但在电氧化作用下,可下降至12 mg/L。氧化降解产物使溶液UV254值上升,从0.09 cm-1上升至0.14 cm-1,溶液UV410值没有太大变化。处理过程中pH值从8.4迅速下降至7.4后,基本维持稳定,电导率以21μS/(cm.min)速率呈线性下降趋势,溶液离子浓度改变较大。     

制药废水生化出水的强化混凝—高级氧化深度处理组合工艺比较

采用强化混凝和高级氧化法对制药废水生化出水进行深度处理,比较了不同混凝剂、不同氧化方法（包括Na₂S₂O₈氧化、电化学氧化、Fenton/类Fenton氧化）的处理效果。实验结果表明：经聚合硫酸铁与聚丙烯酰胺强化混凝处理后,废水的COD去除率达18.5%;强化混凝与不同氧化方法联用均可使废水脱色至无色,COD去除率达70.1%~92.4%。强化混凝—电化学氧化组合工艺的出水COD为27.1 mg/L,达到GB 8978—1996《污水综合排放标准》一级标准限值要求,且成本较低,适于实际应用。     

Human Performance Cognitive-Behavioral Modeling: A Benefit for Occupational Safety

Human Performance Modeling (HPM) is a computer-aided job analysis software methodology used to generate predictions of complex humanautomation integration and system flow patterns with the goal of improving operator and system safety. The use of HPM tools has recently been increasing due to reductions in computational cost, augmentations in the tool’s fidelity, and usefulness in the generated output. An examination of an Air Man-machine Integration Design and Analysis System (Air MIDAS) model evaluating complex human-automation integration currently underway at NASA Ames Research Center will highlight the importance to occupational safety of considering both cognitive and physical aspects of performance when researching human error.     

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%).     

The Influence of Anchor Devices on the Performance of Retractable Type Fall Arresters Protecting Against Falls From a Height

Retractable type fall arresters are part of the equipment used for protecting people against falls from a height. They are an intermediate part between full body harness worn by a man and the structural anchor at the worksite. The most important task of retractable type fall arresters is to arrest people’s falls and to reduce their harmful consequences. Information received from users as well as laboratories testing protective equipment indicates that the performance of such equipment is incorrect under specific conditions. The paper is concerned with an analysis of the conditions in which retractable type fall arresters demonstrate intermittent performance and with an explanation of that phenomenon. The results of tests investigating anchor devices and the performance of retractable type fall arresters are presented. External and internal factors contributing to intermittent performance have been determined and guidelines for safer use of these devices have been developed.     

Participative Versus Assigned Production Standard Setting in a Repetitive Industrial Task: A Strategy for Improving Worker Productivity

Abstract

The participative standard with feedback condition was superior to the assigned difficult (140% of normal) standard with feedback condition in terms of worker productivity. The percentage increase in worker productivity with the participative standard and feedback condition was 46%, whereas the increase in the assigned difficult standard with feedback was 23%, compared to the control group (no standard, no feedback). Worker productivity also Improved significantly as a result of assigning a normal (100%) production standard with feedback, compared to the control group, and the increase was 12%. The participative standard with feedback condition emerges as the optimum strategy for improving worker productivity in a repetitive industrial production task.     

When does centrality matter? Scientific productivity and the moderating role of research specialization and cross‐community ties

The present study addresses the ongoing debate concerning academic scientific productivity. Specifically, given the increasing number of collaborations in academia and the crucial role networks play in knowledge creation, we investigate the extent to which building social capital within the academic community represents a valuable resource for a scientist's knowledge‐creation process. We measure the social capital in terms of structural position within the academic collaborative network. Furthermore, we analyse the extent to which an academic scientist's research specialization and ties that cross‐community boundaries act as moderators of the aforementioned relationship. Empirical results derived from an analysis of an Italian academic community from 2001 to 2008 suggest academic scientists that build social capital by occupying central positions in the community outperform their more isolated colleagues. However, scientific productivity declines beyond a certain threshold value of centrality, hence revealing the existence of an inverted U‐shaped relationship. This relationship is negatively moderated by the extent to which an academic focuses research activities in few scientific knowledge domains, whereas it is positively moderated by the number of cross‐community ties established. Copyright © 2012 John Wiley & Sons, Ltd.     

Positive affectivity neutralizes transformational leadership's influence on creative performance and organizational citizenship behaviors

This study uses an interactionist approach to examine the moderating effect of follower trait positive affectivity (trait PA) on the relation between transformational leadership and both follower creative performance and organizational citizenship behaviors (OCB). On the basis of responses from 212 employees and their direct supervisors from the research and development department of a company in Mainland China, results support the hypothesized moderation effect. Specifically, the positive influence of transformational leadership on creative performance was significantly reduced for followers who were higher on trait PA (ΔR² = .02, p < .05). The same pattern, in which followers' trait PA appeared to substitute for the influence of transformational leadership, generalized to the outcome of follower OCB as well (ΔR² = .04, p < .01). We discussed theoretical and practical implications of these findings. 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.