导电聚苯胺在微波场中的升温特性

本文研究了微波辐照下导电聚苯胺的升温特性。研究表明 ,导电聚苯胺在微波场中具有快速升温的特点 ,升温速度与掺杂剂的种类、掺杂酸的浓度、聚苯胺的导电率、合成聚苯胺的温度等因素有关。盐酸掺杂聚苯胺热稳定性较差 ,在微波场中不能反复升温 ,而热稳定性较好的DBSA掺杂的聚苯胺具有一定的反复升温能力     

隔河岩水电厂220 kV线路保护配置及运行分析

介绍了隔河岩电厂220kV线路保护的原理设计及运行情况，以及采用了双重微机化继电保护装置后带来的优越性，简要描述了CSL-101A高频保护和RCS-931A光纤保护的应用特点。     

Characteristics of a typical lifting symmetric supercritical airfoil

The theoretical aerodynamic characteristics of a typical lifting symmetric supercritical airfoil demonstrating its superiority over thenaca 0012 airfoil from which it was derived are presented in this paper. Further, limited experimental results confirming the theoretical inference are also presented. Invited Lecture given at the 3rd Asian Congress on Fluid Mechanics, held in Tokyo during 1–5 September, 1986     

Scanning electron microscope electron detector with a radial type discrete dynode electron multiplier

A discrete dynode electron multiplier with radial flux of electrons was built and tested in the range of low‐voltage scanning electron microscopy as a backscattered electron detector of topographic contrast. The multiplier collects backscattered electron emitted in a specific range of take‐off angles and over the whole azimuth angular range enabling large solid collection angle. Multipliers with different dynode shapes were studied theoretically with the use of the software for particle optics and three assemblies were built and tested experimentally. The gain estimation, assessment of the type of detected electrons (secondary electron or backscattered electron), imaging the spatial collection efficiency and signal‐to‐noise measurements were performed.     

三维有限元法分析频率对接地电阻的影响

提出了用涡流场的A-V有限元分析方法计算接地系统接地电阻的方法,分析了入地电流频率的变化对接地电阻的影响。计算结果表明,频率对接地体自身电阻的影响较大,但对散流电阻的影响很小。     

埕东油田埕913断块沙三段砂砾岩油藏储层特征研究

以井点分析为基础，利用棱磁共振测井等资料，对埕东油田埕913断块沙三段储层岩石进行分类；应用岩石铸体薄片、扫描电镜、压汞、CT等资料，以砂砾岩储层孔隙结构特征为重点，对其储层特征进行了研究。通过CT分析，确定了储层孔隙度，为落实储量规模提供了依据。     

枣35断块沙三段玄武岩储层特征及成藏条件分析

从地质、地震、测井及试油试采等方面入手，并采用新技术，对自来屯构造枣35断块沙三段玄武岩储层特征及成藏条件进行了分析。其结果为该区下一步勘探、开发及进一步研究奠定了基础。     

NiTi形状记忆合金激光气体氮化层表面特征

为改善NiTi合金的表面性能，利用2kW连续波Nd：YAG对NiTi合金进行激光气体氮化处理。采用SEM、TEM、XRD、XPS和纳米压痕研究了氮化层的显微组织及表面特征．结果表明：激光气体氮化可以在NiTi合金表面制备连续、无裂纹、厚度为2μm的TiN表面层，该表面层中基本不合有Ni元素且具有很高的硬度，其纳米压痕硬度为29．28GPa．     

Peer responses to a team's weakest link: A test and extension of LePine and Van Dyne's model.

This article reports research intended to assess and extend a recent theory of peer responses to low-performing team members (J. A. LePine & L. Van Dyne, 2001a). An instrument that assesses 4 types of peer responses to low performers (compensating for, training, motivating, and rejecting) was developed and then cross-validated in a subsequent study. Results of the study supported the validity of the peer responses measure and were generally consistent with the attributional theory of peer responses. Low-performer characteristics influenced the peer responses. These effects were mediated in part by peer attributions, affect, and cognitions, which explained variance in the peer responses over and above the variance explained by respondents' personality characteristics (i.e., The Big Five). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does whom you work with matter? Effects of referent group gender and age composition on managers' compensation.

Much research has examined gender and age effects on compensation, concluding that a wage gap exists favoring men and negative stereotypes against older workers persist. Although the effect of an employee's gender or age has been widely studied, little work has examined the impact of the demographic characteristics of a focal employee's immediate referent groups (e.g., subordinates, peers, or supervisors) on pay. The effect of the gender and age composition of a focal manager's subordinates, peers, and supervisor on the manager's compensation levels was investigated in a sample of 2,178 managers across a wide range of organizations and functional areas. After controlling for a number of human capital variables, results indicated that not only does a wage gap favoring men exist, but also managerial pay is lower when managers' referent groups are largely female, when subordinates are outside the prime age group, and when peers and supervisors are younger. (PsycINFO Database Record (c) 2010 APA, all rights reserved)