四川省环境科技研究方向与任务

本文通过对四川省环境特点的分析与环境科技工作的回顾,提出四川省环境科技研究方向与任务的建议,与环境科技管理及研究人员共同研讨。     

基于资源场势的我国煤炭空间配置特征研究

论文将资源场势的理论运用到煤炭资源领域,利用相关公式计算全国可获得数据的30个省(区、市)的煤炭资源势、煤炭作业势和煤炭资源-作业势,分析了1986年以来我国煤炭资源空间配置的基本特征,并采用煤炭配置质量指数评价我国区域煤炭资源空间配置的合理性。研究表明:①随着时间的变化,我国煤炭资源场趋于集中,空间上呈现出以晋豫地区为中心,从东北向西北偏移的趋势;②各地区煤炭作业势在时间上变化幅度较小,空间上与煤炭资源势呈现总体相近的格局;③我国煤炭资源-作业场有向东部南部沿海地区和晋陕蒙地区集聚的趋势,目前基本形成了以东部南部沿海地区、环渤海地区为主的"S"形输入区和以晋陕蒙为主的"V"形输出区的空间格局;④可以将我国划分为三种煤炭空间配置类型区,即场源区(6个)、场汇区(19个)和基本平衡区(5个),煤炭资源空间配置具有显著的区域差异,空间极化现象突出;⑤我国煤炭资源空间配置总体是合理的,但是个别地区的配置方向或配置力度不尽合理,存在输出区过度输出和输入区过量输入等情况。     

员工能力对煤矿企业激励措施的影响关系研究

煤矿企业员工在生产和安全方面的能力决定了其产出水平与所需的成本,从而对企业的激励措施产生影响。因此,在考虑到员工能力的基础上,利用委托代理的相关理论分析员工在生产和安全方面的能力对企业激励措施的影响。研究发现:在最优的情况下,员工的产出水平与奖励系数成正相关关系,成本系数与奖励系数负相关。任务的高产出水平会使该任务具有较高的吸引力。员工某项任务的产出水平与员工在该项任务上付出的努力是同方向变化的。单纯依靠员工的能力对安全状况的改善是有限的,需要企业采取措施,提高安全的产出水平。     

On the origins of informal hierarchy: The interactive role of formal leadership and task complexity

Informal hierarchies are a common and important feature of many groups, yet we know little about the antecedent conditions that determine the strength of such hierarchies. Building on theory that has depicted hierarchy as a mechanism for reducing uncertainty and creating structure, we posit that informal hierarchies emerge most strongly in situations that are ambiguous, ill‐defined, and unstructured. Three independent studies confirm this notion, demonstrating that groups develop particularly strong informal hierarchies in situations characterized by both a lack of strong formal leadership and high task complexity. These findings support the theoretical notion that formal and informal hierarchies are closely related, but only under conditions of high task complexity in which the structuring functions of hierarchies are most crucial.     

Evaluation of Hook Handles in a Pulling Task

To evaluate the effect of handle design characteristics on subjective ratings and pulling forces, meat-hook handles with various handle shapes, sizes, and hook positions were tested in a pulling task. Finger and phalange force data measured by force sensitive resistors and subjective ratings of discomfort were also evaluated. Generally subjects preferred 37-mm double frustum, 30-mm oval handles followed by 30-mm double frustum handles, 37-mm oval, and 45-mm double frustum handles. In the analyses of total pulling force, 37- and 45-mm double frustum handles showed less required pulling force than the others. The averages of finger force contributions to the total pulling force were 27.2, 28.1, 23.9, and 20.8% in order from index to little fingers. The average of phalange force contributions were 28.8, 33.6, and 37.6% for the distal, middle, and proximal phalanges, respectively. The findings illustrate that the pulling finger forces and subjective discomfort ratings were related to the handle shape as well as handle size.     

Cooling Suits,Physiological Response,and Task Performance in Hot Environments for the Power Industry

Heat stress on workers working outdoors in the power industry may result in fatigue and deterioration in task performance. This research collected and analyzed data on task performance of workers working indoors and outdoors with and without a cooling suit. The task performance was compared on the basis of heart rate, oxygen consumption, tympanic temperature, subjective responses, productivity, and error rates. Based on One-Way Analysis Of Variance (ANOVA) results, a significantly lower estimated working oxygen consumption was observed (p < .001) when the cooling suit was worn. The productivity was higher while workers wore the cooling suit as compared to no cooling suit (p = .011) whereas the error rates were significantly lower(p < .001). Also a significantly lower self-reported discomfort was observed in the neck and shoulders while working wearing the cooling suit (p = .004). This study concluded that wearing a cooling suit while working outdoors was associated with physiological benefits as well as improved task performance of the study participants.     

Explaining task performance and creativity from perceived organizational support theory: Which mechanisms are more important?

Perceived organizational support (POS) theory specifies three mechanisms—felt obligation, group identification, and outcome expectancy—to explain the effects of organizational support on employee work outcomes. These mechanisms have usually been examined in isolation so that it is not possible to assess their relative explanatory power. The present study aims to remedy this problem by examining the three mechanisms simultaneously using structural equation modeling. On the basis of a sample of 206 bank employees in China, we focus on two types of employee performance—task performance and creativity—as dependent variables. Drawing on self‐determination theory and characteristics of the research context, we propose that task performance is more strongly predicted by felt obligation than by the other two mechanisms, whereas identification and expectancy more strongly predict creativity than felt obligation. We conclude by discussing our contribution to POS and creativity research, and highlight some important implications of our findings. Copyright © 2012 John Wiley & Sons, Ltd.     

Emotion regulation as a boundary condition of the relationship between team conflict and performance: A multi‐level examination

Although task conflict is widely believed to be beneficial whereas relationship conflict is destructive, evidence overall does not support this conclusion. This study develops the idea that the emotion regulation abilities of team members affect how they manage task and relationship conflict, both as individuals and as a team. Findings from a field study involving 39 teams support the argument that individuals skilled in emotion regulation can take advantage of task conflict to perform effectively and limit the negative impact of relationship conflict. Groups that have individuals highly skilled in emotion regulation were also found to make good use of team conflict. Results suggest that emotion regulation skills contribute to the effective management of task conflict and relationship conflict at both individual and group levels. Copyright © 2012 John Wiley & Sons, Ltd.     

Water for Sustainable Development in Africa

Water is a precious yet non-renewable resource. Yet in Africa, the same water can be a source of life and death. Water is not only the most basic of need but also at the centre of sustainable development and essential for poverty eradication. Water is intimately linked to health, agriculture, energy and biodiversity. Without progress on water, reaching other Millennium Development Goals (MDGs) will be difficult if not impossible. The fight against poverty will remain a pipe dream.A lot of activities have been undertaken with the aim of highlighting the importance of water, linking water with sustainable development and indeed developing strategies for resolving the ever-increasing problems of water. These include the adoption of the Africa Water Vision in The Hague, Netherlands in March, 2000.In order to address the many problems of water in Africa especially related to the coordination of the increasing number of initiatives in the Water sector in Africa, the African Water Task Force (AWTF) was established.As part of developing solutions to the African water crisis, the AWTF held a regional conference in Accra Ghana. Some of the emerging issues from the Accra Conference are highlighted in the Accra declaration.This paper highlights the linkages between water and sustainable development, water and poverty and the many facets that relate to water. It mainly addresses issues of water from the African perspective. A number of key events that have taken place and which have served as a basis for many policy pronouncements have been given.The last section concentrates on what happened to water at the World Summit for Sustainable Development (WSSD) held in Johannesburg in September 2002.