310乙字钢组织对低温冲击功的影响

通过检验310乙字钢不同部位钢的-40℃V型缺口冲击功,以及对应的金相组织,分析了310乙字钢组织对低温冲击功的影响,结果说明：同一支310乙字钢在不同部位的低温冲击功存在差异,主要因素在于铁素体的晶粒大小、形态及分布的差别。     

线能量对V-N-Ti和Nb-Ti船板焊接接头组织性能的影响

为了验证实验室研究结果,研究了100 kJ/cm线能量对V-N-Ti和Nb-Ti船板焊接接头组织和性能的影响规律.试验结果表明,2种船板钢屈服强度、抗拉强度和伸长率相当,V-N-Ti钢-40℃冲击功显著高于Nb-Ti钢;2种成分钢板焊接接头热影响区-20℃冲击功相当,而V-N-Ti钢焊缝金属冲击功显著低于Nb-Ti钢;...     

回火温度对改进型T23钢冲击吸收功的影响

 T23钢较高的再热裂纹敏感性严重危害了超超临界火电厂的安全运行。前期通过成分改进得到的改进型T23钢再热裂纹敏感性得到了较大的改善,但冲击吸收功较低。为了提高改进型T23钢的冲击吸收功,研究了回火温度对改进型T23钢显微组织、硬度和冲击吸收功的影响。测量改进型T23钢750~810 ℃回火后的硬度和冲击吸收功,并利用光学显微镜(OM)、扫描电镜(SEM)和透射电镜(TEM)分析显微组织。结果表明,随着回火温度升高,改进型T23钢硬度不断降低,冲击吸收功先升高后降低并在790 ℃回火后达到最大值。回火过程中基体组织软化、M-A组元分解和贝氏体板条宽化是造成改进型T23钢硬度不断下降的主要原因。与750 ℃回火相比,改进型T23钢790 ℃回火后的大尺寸M-A组元数量少且尺寸小,晶界仍存在一些尺寸较小的M₂₃C₆相,且贝氏体板条宽化程度较小,有效阻碍了裂纹的扩展,冲击吸收功最高。回火温度提高到810 ℃,小尺寸的M-A组元数量减少且M₂₃C₆相大量溶解,特别是贝氏体板条的严重宽化降低了对裂纹扩展的阻碍作用,冲击吸收功下降。     

稀土Ce对桥壳钢组织性能影响研究

采用中碳含量+微合金Nb、Ti设计以及控轧控冷工艺在实验室轧制出屈服强度550 MPa级热轧桥壳试验钢。研究结果表明,试验钢中加入适量稀土Ce元素,对钢的组织及强度影响不明显,稀土Ce降低了试验钢B类夹杂物的评级,加稀土试验钢低温冲击功明显优于不加稀土试验钢的冲击功,稀土Ce改善了桥壳试验钢的疲劳性能。     

DOE(试验设计)在提升30CrNiMo钢调质棒材冲击功的应用

针对30CrNiMo(/%:0.30C, 0.85Mn, 0.25Si, 0.015P, 0.008S, 0.96Cr, 0.43Mo, 0.78Ni, 0.025Al)高强度钢调质棒材冲击功不稳定的问题,根据DOE试验设计方法,对运用该钢正火温度(870～910℃)、奥氏体化温度(830～870℃)两项因子、三水平的试验方案快速寻找到提升冲击功的最佳工艺组合。对比检测结果发现30CrNiMo钢正火温度越高,淬火后组织晶粒度级别越小,对应冲击功越小。运用Minitab工具制作出冲击功响应晶粒度的拟合公式即：21℃纵向冲击功(J)=27.11+7.751×晶粒度(级)。30CrNiMo钢最佳工艺组合为870℃正火+850℃奥氏体化,其冲击功为106 J。     

混合稀土La-Ce对一种抗冲击防护钢组织与冲击性能的影响

为了研究不同混合稀土含量下一种抗冲击防护钢的冲击性能,对钢在室温和-40℃低温冲击性能进行测试,并对其冲击断口形貌及显微组织进行观察分析。结果表明,试验钢中加入混合稀土La-Ce后,改善了回火马氏体组织、细化了奥氏体晶粒,同时,变质了钢中的夹杂物,长条状的MnS夹杂物变质为球状复合稀土夹杂物,夹杂物尺寸由6μm减小到2μm;与不含稀土的试验钢相比,含混合稀土试验钢的室温冲击性能和-40℃低温冲击性能均有所提高,混合稀土La-Ce含量为102×10^-6时,防护钢的室温冲击功增加了24.5%,-40℃低温冲击功增加了17.4%。     

风力发电塔筒用钢Q345FTE/F的正火热处理试验

对采用真空感应炉冶炼,Nb、V、Ti、Ni单一或组合微合金化,控轧控冷工艺开发的风电塔筒用钢Q345FT进行正火处理,试验钢屈服强度均不低于360 MPa,抗拉强度在500 MPa以上,除Ti+Ni系钢的伸长率在27%,其余均在30%以上,符合技术指标要求;除Ti系钢在-60℃冲击功值低外,其余冲击功值均在100 J以上,并且Ti系钢、Ti+Ni系钢、Nb+Ti系钢经正火后,冲击功下降均较为明显,Nb、Nb+Ni、V+Ni系钢冲击功变化不大。应适当下调含Ti系列钢正火温度。     

热处理工艺和磨损冲击功对变质Mn8钢耐磨性的影响

研究了不同热处理工艺和磨损冲击功对变质Ｍｎ８钢耐磨性的影响。结果表明,在相同的热处理工艺条件下,变质Ｍｎ８钢的耐磨性随磨损冲击功的增大呈先增后减的规律,在１Ｊ磨损冲击功处出现耐磨性峰值;在１Ｊ磨损冲击功条件下,变质Ｍｎ８钢的耐磨性以弥散处理时最好,固溶处理时次之,时效处理时最差,且耐磨性随时效温度的提高而降低;在０．５Ｊ、１Ｊ和２Ｊ磨损冲击功时,变质Ｍｎ８钢的主要磨损机制分别为显微切削＋凿坑变形、显微切削＋浅小凿坑＋轻微剥落、累积变形疲劳剥落;最佳耐磨性时的磨损机制为显微切削＋浅小凿坑＋轻微剥落     

700 MPa级高强度磁轭钢冲击功波动的原因分析

采用金相检测等方法,对含Ti高强度磁轭钢冲击功波动的原因进行了研究,结果表明:终轧温度过高及通卷终轧温度不均而形成的混晶组织,是造成冲击功波动的主要原因。通过下调终轧温度及添加适量的Mo含量,得到了强度和冲击功均匀且富余量合理的高强度磁轭钢。     

硫含量对Q345E低温冲击吸收功影响的研究

研究了硫含量对风电法兰用钢Q345E低温冲击吸收功的影响。结果表明,控制硫含量在一个适当范围内,可以提高低温冲击吸收功值。     

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)     

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)     

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 conflict in work groups: Social information processing, support, and demographic dissimilarity.

We used social information processing theory to examine the effect of work–family conflict (WFC) at the work group level on individuals’ experience of WFC. Consistent with hypotheses, results suggest that WFC at the work group level influences individual WFC over and above the shared work environment and job demands. It was also observed that work group support and demographic dissimilarity moderate this relationship. Moderator analyses suggest that work group social support buffers WFC for individuals but is also associated with a stronger effect of work group WFC on individuals’ WFC. Moreover, the work group effect on individuals’ WFC was shown to be stronger for individuals who were demographically dissimilar to the work group in terms of sex and number of dependents. The interpretations and implications of these findings are discussed. (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)     

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)     

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)