石油长输管道工程对生态环境的影响

分析石油长输管道工程对生态环境要素,即天然植被、人工林地、牧场、农田、绿洲、土壤和野生动物的影响,并提出工程对７种生态类型损失量的计算模型。在环境保护对策方面,提出生态恢复能力的３种指标值,用以表示施工后地表生态环境恢复的程度,并以此提出降低工程损失和加快生态环境恢复的措施。     

内蒙古自治区发展有机食品规划方案

制定我区发展有机 (生态 )食品的工作方案 ,对于推动自治区经济发展 ,保护农村生态环境有着重要意义。本文从有机生态食品发展的趋势 ,我区的实际情况出发 ,提出了我区为了防范或减轻进出口农畜产品的冲击 ,有效地控制农村牧区生态环境污染 ,改善生态环境恶化状况 ,保障食品安全 ,发展有机食品的工作方案 ,提出了工作思路 ,对于指导全区有机生态产业发展具有重要意义     

基于ASP的生产经营单位人员安全生产培训考核管理系统的设计

系统基于B／S模式并结合ASP技术,实现安全生产监督管理部门对生产经营单位主要负责人和安全生产管理人员进行安全生产培训、考核以及资格认证的高效管理。受培训用户能够浏览和查询信息、注册、培训、考核、在线缴费,以及实现网上答疑与考核等;安全生产监督管理部门能够对受培训用户的培训、考核以及资格认证信息进行在线管理。     

青藏高原基础研究中基础性工作与科学数据库建设

随着信息技术的发展 ,青藏高原科学研究的手段不断更新 ,研究周期逐渐缩短 ,相对来说支持研究的基础性工作比较薄弱 ,特别是科学数据库的建设。结合青藏高原信息方面的工作 ,文中阐述了基础性工作的内涵、意义和发展趋势 ,分析了青藏高原基础性工作的现状 ,近两年来科学数据库建设的情况 ,指出国家和目前在研的青藏项目要重视基础性工作。对在研项目 ,应从当前研究任务出发 ,强化数据的收集、整理、数字化和汇集方面的工作 ,为争取新的项目和深入研究奠定基础。     

我国安全生产发展趋势的计量分析

在分析我国1990—2005年安全生产指标变动规律的基础上,建立了安全生产指标的长期趋势模型,并对安全生产指标进行了预测。同时,分别以人均GDP指标为解释变量、安全生产指标为被解释变量建立了计量关系模型,以此反映我国安全生产随经济发展的变动规律。研究表明,从业人员10万人死亡率呈波动上升趋势,与人均GDP指标存在显著二次关系;亿元GDP死亡率指标呈现持续下降趋势。这表明在我国经济总量快速增长的过程中安全负担水平得到了较好控制。     

基于Internet的大气分布式实时在线可控监测网的应用

主要论述了分布式实时在线可控大气监测网的总体设计、技术要点及解决途径。通过软件的设计策略和数据流图阐明了当前大气监测控制技术向网络化、分布性和互操作性方向发展的特点，结合开发的实例介绍了网络监测技术的应用效果。     

把握环境监测工作的三个层次——学习《关于进一步加强环境监测工作的决定》的体会

本文在学习领会《决定》精神的基础上联系实际,论述了环境监测工作存在三个不同层次,实践中必须注意把握。这对开展环境监测工作时确定指导思想具有参考价值。     

A multilevel review of stressor research in teams

The contemporary work environment is characterized by an ongoing trend to embed employees in teams because of their expected abilities for handling complex tasks and integrating diverse sets of knowledge and skills. However, leveraging this potential is endangered by stimuli within and outside of teams that take a toll on cohesion and teamwork among team members. Understanding the role that stressors and demands play in the work-related functioning of teams and their members is therefore an increasingly important challenge in the organizational behavior literature. Whereas research on stressors and demands has primarily focused on the individual level, we expand the research scope by considering these phenomena to be multilevel. We perform an interdisciplinary review of the literature on these stimuli in teams and show how related research, such as that on destructive leadership, may benefit from a more balanced account and integration of frameworks on stressors. Our multilevel review is informative for the literature on stressors and demands at the individual and team levels, as it offers an important conceptual grounding for how and why various stimuli in this social environment differentially influence both the collective entity and its individual team members.     

Assessment of urinary protein composition in response to consecutive days of wildland firefighting

The purpose of this study was to examine the pattern of urinary protein excretion induced by 3 consecutive days of wildland firefighting. Eighteen male active-duty military personnel served as the participants. All testing on the 3 consecutive days was conducted at a Northwestern USA fire camp. All participants consumed military-based foods containing 2620–2864?kcal/day. The work activity was evaluated with an accelerometer in association with body weight and hydration markers over the experimental period. Urinary samples were collected pre and post workshift on days 1 and 3 to assess glomerular and tubular protein excretion (total protein, albumin, β₂-microglobulin, N-acetyl-β-d-glucosaminidase and creatinine). The urinary levels of glomerular and tubular protein were not significantly different. The main findings of the present study indicate that similar alterations of urinary protein composition can be observed over consecutive days of wildland firefighting, which appears to be dependent on intensity rather than total work output.     

Workforce engagement: What it is,what drives it,and why it matters for organizational performance

Based on a review of the history of the employee engagement construct and its measurement, we define workforce engagement as the aggregate of the work engagement experiences of individual employees in an organization. In contrast to most research on employee engagement, we study companies rather than individuals and the companies represent a diverse set of industries. We hypothesize and demonstrate on a sample of (up to) 102 publicly traded companies that workforce engagement significantly predicts organizational financial (adjusting for industry: Return on Assets, Net Margin but not Tobin's q) and customer metrics (the American Customer Satisfaction Index and the Harris Reputation Quotient) 1 and 2 years after the workforce engagement data were collected. In addition, using a split‐sample approach to avoid method bias, we hypothesize and show that (a) company organizational practices (the strongest correlate), supervisory support, and work attributes are significant correlates of workforce engagement and (b) that workforce engagement mediates the relationship between these correlates of engagement and the organizational performance metrics. Implications of the findings for research and practice are discussed.