FRP约束混凝土强弱约束判断准则

基于数值模拟和以往研究,分析了不同强弱约束状态下的FRP约束混凝土行为.分析结果表明:(1)约束混凝土应力-应变曲线根据强弱约束状态不同而发生变化,处于强约束条件下的混凝土,极限强度大于无约束混凝土强度,对于加固量较小的弱约束混凝土,破坏时的应力值等于或者小于无约束混凝土的强度;(2)计算非圆形截面的约束应力、约束刚度、极限约束应力时要考虑形状等效系数kse,约束混凝土极限状态下的FRP断裂应变小于FRP极限拉应变,对于混凝土圆柱,FRP断裂应变可等效为环形劈裂试验值,对于非圆形截面,需计入形状等效系数kse的影响;(3)定义极限约束应力与无约束混凝土强度比值为约束比,约束比决定混凝土强弱约束状态.通过对收集到的试验数据进行回归,提出了强弱约束判断准则.     

RV02E混料机混匀炼钢污泥等辅料的试验研究

借鉴高速粉碎机和强力混匀机高速、逆流的剪切、分散原理,采用RV02E高速、强力混料试验机对炼钢污泥、氧化铁皮、除尘粉等辅料进行了混料和球团试验,取得了良好的分散和混匀效果,生球和成品球质量明显好于普通混料球团。该工艺可解决目前炼钢污泥等辅料在球团生产使用过程中存在的一些问题,提高了炼钢污泥配比,有显著的经济、社会效益和推广价值。     

A comparative factorial analysis of job semantic structures of managers and workers.

How well will Osgood's Semantic Differential work on a restricted domain, in this case to show how managers and workers differ in the way they respond to attributes of jobs? "Forty-seven managers and 56 workers completed a 38 scale semantic differential with five jobs. The scales of the differential were selected by sampling lists of attributes of jobs obtained from 25 managers and 20 workers, with an adaptation of Kelly's Repertory Test." Factor analysis produced different factors compared to those by Osgood. "There were also certain differences between the factors obtained from the managers and those obtained from the workers." (16 ref.) (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Validation of a multiple-assessment procedure for managerial personnel.

Amultiple-assessment procedure—personal history form, intensive interview, 2 objective intellectual aptitude tests, a sentence-completion test, and a human relations problems test—was used to predict the performance of 31 industrial managers all having a similar job assignment. Predictions were made on the basis of a global, nonactuarial analysis of these objective and subjective data. 4 sets of criterion judgments were obtained on 4 variables—3 different sets of rankings and 1 set of ratings. A multitrait-multimethod matrix was used in the analysis of the intercorrelations. 9 of the 12 validity coefficients involving ranking-type criteria were statistically significant. Of the 4 coefficients involving rating-type criteria, none was significant. (18 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gradational adjectives in market surveys.

Out of a survey directed to 800 credit managers, usable responses were received from 69, giving in each case a risk rating (good, fair, poor) for 42 occupations, and a definition of "good," "fair," and "poor" in terms of percent of defaults. "… the adjectives were not found to have as much variation as one might expect, and surprisingly little overlap was found to exist between the areas over which these variations extended. The model points of the definition of g, f, and p in terms of percentage of default are well-defined irrespective of the basis on which the definitions are interpreted… (and)… combination of the respondents' replies yields over-all credit ratings for the various occupations, the order of which tends to be largely invariant of the method of combination used." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Differential perception of certain jobs and people by managers, clerks, and workers in industry.

"… describes the use of the semantic differential for the study of how certain jobs and certain people are perceived by various groups of industrial Ss… . Five jobs and 6 people were rated on 38 scales of corresponding semantic differentials by 156 Ss representing various groups in industry." Supervisors considered successful and unsuccessful by vice-presidents were both considered successful by subordinates. "… the most significant variable in the perception of jobs is the level of the job… . the managers make finer discriminations between jobs than do the workers… . The findings suggest that management ought to consider the tendency of workers to value their jobs more than management values them, in its communication to them." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Studies in the reliability and validity of the critical incident technique.

The critical incident technique was applied in analyzing the job of store managers in a Swedish grocery company. About 1800 incidents were collected, mainly by interviews and questionnaires. Several reliability and validity aspects of the method were studied. When ? of the incidents had been classified, 95% of the subcategories had appeared. The structure of the material was not influenced by the methods of collecting or by the interviewers. A repetition of the categorizing procedure was used to determine the stability of the subcategories. It was found that literature used in the training of personnel did not provide any additional, relevant information. Ratings of the subcategories support the assumption that the method covered the essential points in the job. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

X: Why Z?

Window management systems are now used extensively for user interfaces to computer systems. In particular, X11 has come to dominate the workstation market as a widely accepted industry standard on many different hardware platforms. However, no formal standard currently exists for this window system, both in terms of an international standards body (although this is being addressed), and in terms of a precise (mathematical) specification of what the interface is intended to do. This paper advocates the use of a formal notation to describe such an important system to avoid ambiguity and undesired or unintended variations between different implementations of the same system. Theformal notation used for demonstration purposes, Z, is based on set theory, and has been developed at the Programming Research Group in Oxford.     

正态总体均期一致最优无偏检验

设Ｘ１，Ｘ２，…，Ｘｎ是期望为μ，方差为１的正态总体的样本，μ未知。我们欲检验假设：本文研究了此检验问题的一致最优无偏检验。