我国民事诉讼中的司法鉴定制度之立法缺陷及其完善

由于立法的简略,致使司法鉴定在民事诉讼的实际操作中存在许多问题.拟在对我国民事诉讼中司法鉴定制度存在的立法缺陷和司法鉴定在司法实践中存在的诸多问题进行分析的基础上,提出完善我国民事诉讼司法鉴定制度的相关设想.     

天铁热力风机升级改造方案设计

通过对天铁集团高炉现状、风机现状的分析,提出了对热力厂风机升级改造的规划,确定了实施方案.该方案实施后将彻底改变风机渐进式改造的现象,使新高炉的备用机组发挥更大的作用,可增加现有高炉的风压、风量,使现有高炉的产量、冶炼强度进一步提高.     

干熄焦生产操作方法的分析及优化

结合干熄焦的实际生产操作,对干熄焦工艺中焦炭物流、气体循环及锅炉系统中一些容易忽视的问题进行探讨,对一些不规范的操作方法的危害性进行分析,并提出改进的措施.     

包覆焊接铜包铝线铜带成形研究

铜包铝线已广泛应用于同轴电缆,但目前对铜包铝的研究主要集中在铜包铝设备的使用和机理上,而忽略了铜带的成形对其质量的影响.本文在介绍了包覆焊接法生产铜包铝线的优点和它的工艺流程的同时,分析了在铜包铝线的包覆焊接前铜带的成形的影响因素.     

滚动卫板在冷轧带钢生产中的使用

随着现代冷轧带钢轧机线速度的加快,传统的球墨铸铁卫板不能适应冷轧机的需要,设计的滚动卫板解决了传统卫板的缺陷.通过生产实践的检验,产品质量有所提高,成本大幅降低,效益明显增加,同时减轻操作工劳动强度,设备利用率大大提高.     

有机锗的研究现状和发展趋势

主要介绍了有机锗的活性,总结了有机锗的作用及其机理,并对它的应用也做了简要的说明.同时根据它的研究现状对其发展趋势作了分析.     

韩国钢铁工业的现状及发展趋势

主要介绍了韩国钢铁工业在韩国经济发展中所处的地位和发挥的作用,阐述以浦项为代表的韩国钢铁工业近年来的生产状况、供需状况、对外贸易、产业竞争力和产品结构特点,分析其优、劣势以及未来的发展趋势.     

Access数据库在采购管理中的应用

介绍了Access数据库的特点和优点,在采购管理中应用的意义.使用Access编写了<供应仓储管理系统>,论述了该系统的设计思想、程序结构及应用效果.该系统的应用,减轻了工作人员劳动强度、提高了工作效率、确保了物资及时供应、减少了资金的占压.     

《建筑工程造价》课程教学内容改革探析

编制建筑工程造价的能力是高职建筑工程技术专业学生必须具备的一项非常重要的核心职业能力,<建筑工程造价>课程正是针对这一能力而开发的一门专业方向主干课程.文章通过对传统的<建筑工程造价>课程在教学内容上存在的缺陷和本门课程自身特点的分析,就如何改革<建筑工程造价>课程教学内容进行了一些探析.     

我国勘探业和矿业改革的问题、方向和措施（续）

4矿业的主要矛盾和管理重点上面简单地阐述了我国矿业一些带有根本性的问题。这些问题的根源和关键是没有把握住矿业的主要矛盾,没有把握住矿业主要矛盾方面的方向和改革。如果简单描述,矿业的生产关系就是“地主”(国家和地区政府)、“财主”(投资者)、“业主”(矿业经营者)之间的关系,简称“三组矛盾”。我国传统的国有矿业模式是把三者合为一体,把矿业的“三组矛盾”转化到企业的管理中去,形成了特殊的行业行为和模式。而我国在把勘探和矿业推向市场的同时,没有改变原有的宏观管理体系和办法,没有解决“三组矛盾”利益载体的分离,造成了…     

The Relationship Between Employees' Personal Work Standards and Perceived Work Stress.

Although it is recognized that employees with higher job demands imposed by organizations perceive higher work stress, how employees' personal work demands relate to their perception of work stress remains unclear. Two competing hypotheses have been proposed concerning the relationship between employees' personal work standards (personal work demands) and perceived work stress. Data from a survey of MBA degree holders in Taiwan supported the hypothesis that employees with higher personal work standards perceive lower work stress. This finding expands knowledge of the link between person variables and work stress. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Adaptation and readaptation to different shift work schedules measured with sleep diary and actigraphy.

In this study we examine sleep during adaptation and readaptation to different shift work schedules in the offshore oil industry. The sleep of 19 offshore workers was assessed daily for 1 week before, during the work period, and for 1 week after 3 different work schedules: (1) day (14 consecutive days of work), (2) night (14 consecutive nights of work), and (3) swing shift work (first 7 nights with night work then 7 days of day work). The workers' sleep was assessed for 84 days. Actigraphy and sleep diary estimates of sleep was applied assessing: (1) adaptation to offshore shift work, (2) sleep across the 2 offshore work weeks, and (3) readaptation after the work period. Regarding adaptation, sleep efficiency was higher when working day than night and swing shift the first week of work. Sleep quality was better during swing than regular day/night shifts the first week of work. Total sleep time was longer during day and night shift than swing shift across the 2 work weeks. Sleep efficiency, based on sleep diaries, was higher during day than night and swing shift during the 2 work weeks. There were no significant differences between the shifts in readaptation in terms of sleep. To conclude, adaptation to swing shift was more difficult than adaptation to regular day and night shifts in terms of sleep. Readaptation to day work after 1 week of night work affected sleep negatively. There were no differences between the shift schedules the week after the work period. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Does competitive employment improve nonvocational outcomes for people with severe mental illness?

The authors examined the cumulative effects of work on symptoms, quality of life, and self-esteem for 149 unemployed clients with severe mental illness receiving vocational rehabilitation. Nonvocational measures were assessed at 6-month intervals throughout the 18-month study period, and vocational activity was tracked continuously. On the basis of their predominant work activity over the study period, participants were classified into 4 groups: competitive work, sheltered work, minimal work, and no work. The groups did not differ at baseline on any of the nonvocational measures. Using mixed effects regression analysis to examine rates of change over time, the authors found that the competitive work group showed higher rates of improvement in symptoms; in satisfaction with vocational services, leisure, and finances; and in self-esteem than did participants in a combined minimal work–no work group. The sheltered work group showed no such advantage. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work/family demands, work flexibility, work/family conflict, and their consequences at work: A national probability sample in Taiwan.

The aim of this research was to explore relations between work/family demands, work flexibility, work/family conflict, and work-related outcomes in the cultural context of Chinese society, using a national probability sample. For Taiwanese employees, work demands were positively related to work/family conflict, whereas both work and family demands were positively related to family/work conflict. Work/family conflict was negatively related to job satisfaction and family/work conflict to organizational commitment. More importantly, the authors found that organizational policies and practices such as work flexibility could alleviate feelings of work interfering with family, further enhancing job satisfaction and organizational commitment. It is recommended that various family-friendly company policies be reformulated taking into account core cultural values such as individualism-collectivism. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work-based resources as moderators of the relationship between work hours and satisfaction with work-family balance.

This study reports an investigation of the relationships of work hours, job complexity, and control over work time to satisfaction with work-family balance. Based on data from a sample of 570 telephone call center representatives, a moderated hierarchical regression analysis revealed that work hours were negatively related to satisfaction with work-family balance, consistent with the resource drain perspective. Job complexity and control over work time were positively associated with satisfaction with work-family balance. Control over work time moderated the relationship such that as work hours rose, workers with low control experienced a decline in work-family balance satisfaction, while workers with high control did not. Results encourage greater research attention to work characteristics, such as job complexity and control over work time, and skills that represent resources useful to the successful integration of work and family demands. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Beyond work and family: A measure of work/nonwork interference and enhancement.

Though early research on the work/nonwork interface was broader in scope, most recent research has focused on the interface between work and family. There is a need for an inclusive, validated measure of work/nonwork interference and enhancement that is appropriate for all workers regardless of their marital or family life status. The authors report here on 3 studies in which they develop a theoretically grounded and empirically validated multidimensional, bidirectional measure of work/nonwork interference and enhancement. All scale items refer to work/nonwork, whereas previous measures have mixed work/family and work/nonwork items or emphasize family roles in the nonwork domain. Quantitative analysis of the scale items yielded 17 items to measure work interference with personal life, personal life interference with work, work enhancement of personal life, and personal life enhancement of work. Confirmatory factor analyses and structural equation modeling results provide evidence for convergent, discriminant, and criterion-related validity for the scale from 2 large samples of workers (N = 540, N = 384) across multiple job types and organizations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Strategies for coping with work-family conflict: The distinctive relationships of gender role ideology.

Study 1, with 266 employed parents, identified 8 coping strategies: super at home, good enough at home, delegation at home, priorities at home, super at work, good enough at work, delegation at work, and priorities at work. Study 2, with 679 employed parents, demonstrated a moderating effect of sex and gender role ideology in the relationship between coping strategy and work-family conflict. Specifically, the relationships between coping strategies (i.e., good enough at home, good enough at work, and delegation at work) and work interference with family were moderated by sex and gender role ideology. Regarding family interference with work, the relationships between coping strategies (i.e., good enough at home and good enough at work, delegation at home and delegation at work, and priorities at home) and family interference with work were moderated by sex and gender role ideology. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Bringing work home: The emotional experiences of mothers and fathers.

Given the salience of work in our society, this study investigated how intrinsic work motivation, work hours, and taking time for self influenced the interplay between the emotional climates of work and home. The authors examined day-to-day emotional transmission between work and home (spillover) for 143 families using the experience sampling method and interview data from the Sloan Center's 500 Family Study (L. J. Waite & B. Schneider, 1997). Intrinsic work motivation, work hours, and taking time for self were used as predictors of spillover. There was evidence of emotional transmission from work to home for mothers' happiness, anger, and anxiety as well as for father's anxiety. Also, fathers scoring higher on intrinsic work motivation tended to report greater overall anxiety at home after the workday. Anxiety from work was less likely to spill over to the home when fathers reported working longer hours. These findings have practice implications for improving worker productivity and the well-being of two-working-parent families. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Daily Affect and Daily Beliefs.

Human resource directorate employees of a large United Kingdom public hospital (N=36) completed an initial questionnaire and then participated in a daily diary study. The questionnaire included measures of affect and beliefs about high work demands' influence on affect and work performance. The diary included measures of affect, extent of high work demands, and daily beliefs, corresponding to those measured in the questionnaire. Participants were required to complete the diary twice daily, before and after work over a 2-week period. Measures of affect after work were associated with beliefs concerning work demands' influence on work performance and on affect measured after work. Beliefs about work demands measured in the questionnaire were associated with subsequent daily assessments of beliefs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work pressure, workplace social resources, and work–family conflict: The tale of two sectors.

Although research has extensively examined work–family issues in the private sector, little is known about sector-related differences. Here, we used data from the 2002 National Study of the Changing Workforce and multiple-group structural equation modeling to compare the levels and mechanisms through which work pressure and 3 workplace social resources (i.e., work–family culture, supervisor support, and coworker support) are related to work–family conflict in the public and private sectors. First, work–family culture affected work–family conflict directly in the private sector and indirectly, through reduced work pressure, in the public sector. Moreover, work–family culture had a much stronger impact on supervisor support in the private sector. Second, public sector employees perceived higher levels of supervisor and organizational support while experiencing higher levels of work pressure. The study illustrates the necessity of differentiating between the 2 sectors of employment when studying work–family relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)