Applying real options in investment decisions relating to environmental pollution

This study focuses on how to assess the optimal environmental investment decisions under economic and ecological uncertainty, and establishes the continuous time model using the real option approach to optimize environmental pollution policy. Unlike traditional cost benefit analysis, this work extends the model of [Pindyck, R.S., 2002. Optimal timing problems in environmental economics. Journal of Economic Dynamics and Control 26(9–10), 1677–1697], and attempts to identify the storage threshold of pollution stocks and the optimal timing for implementing environmental pollution decisions.     

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。     

一体化工作站在大气污染监测系统的应用

介绍工业污染源大气污染物排放连续监测系统的系统结构和应用范围。重点讨论一体化工作站在此系统中实际应用和性能特点。     

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．     

浅谈贵溪冶炼厂岩土工程勘察的几点体会

总结了贵溪冶炼厂岩土工程勘察工作中的一些经验，提出了在勘察中容易出现的若干问题及其处理方法。     

Kinetic Study on Absorption of SO2 and NOX with Acidic NaClO2 Solutions Using the Spraying Column

The operating conditions of this study are close to the typical operating conditions of flue gas desulfurization system in coal-fired power plants. The aim of this study is to investigate the absorption kinetics of SO2 and NO from simulated flue gas into an aqueous solution of acidic sodium chlorite using a bench-scale spraying column. The range of absorption rates measured in this study is between 1.91×10?11 and 9.59×10?10?mol?s?1?cm?2. The range of rate constants measured in this study is between 1.32×107 and 1.21×108?(L?mol?1)1.9?s?1, and the average rate constant is 6.16×107?(L?mol?1)1.9?s?1. The activation energy and frequency factor are 129 Kcal/mol (53.97 KJ/mol) and 6.93×1016?[(L/mol)1.9/s], respectively.     

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)