提高防冻液加注机加注质量的解决方案

文章从实践经验出发，在通过生产验证的基础上，对影响防冻液加注质量的要因进行了分析，并提出最终的解决方案。通过对解决方案的实施效果进行比较，验证了方案的有效性和可行性，为同类设备的维护和设计工作提供了借鉴。     

基于Synchro的信号交叉口优化仿真研究

通过对西安市某信号控制交叉口进行大量实际观测,分析了该交叉口存在的问题并提出解决方案,运用Synchro仿真系统中信号配时优化模型、用于延误计算的百分比延误模型和服务水平模型,对解决方案进行了优化仿真分析,交叉口各项评价指标均得到明显改善,验证了改善方案的可行性。     

低压电力线载波模块测试研究

为了解决低压电力线载波（PLC）现场抄表的不稳定性，提高低压电力线载波模块的产品质量，需要对低压电力线载波模块进行测试研究，从产品的设计一直到应用进行质量控制。本文提出了目前低压电力线载波模块测试的现状和主要问题，提出了改善低压电力线载波模块测试的具体解决方案。目前，该具体解决方案在许继仪表有限公司验证通过。     

某微车尾门装饰板变形问题分析及改进

文章对某微型车尾门装饰板变形问题的原因进行分析,制订解决方案并通过MoldFlow软件分析方案的可行性,验证方案的有效性,提出内饰塑料产品设计应注意的事项。     

仪表板异响分析与解决方案

文章介绍了异响的定义及分类,着重介绍了仪表板异响产生的原因、位置,提供了解决方案,并对解决方案的效果进行了实车验证,为仪表板异响的预防及消除提供了实践说明。     

某微车尾门装饰板变形问题分析及改进

文章对某微型车尾门装饰板变形问题的原因进行分析,制订解决方案并通过MoldFlow软件分析方案的可行性,验证方案的有效性,提出内饰塑料产品设计应注意的事项。     

RNC双联MGW入POOL的结构性隐患及解决方案探讨

文章论述了RNC双联MGW入POOL的一种结构性隐患,从协议角度分析了这种结构性隐患产生的根本原因,针对性地给出了几种解决方案,并通过现网验证了解决方案的有效性和可行性,探讨了IU-CS IP化之后网络的演进方向。     

基于模型预测控制车辆动力传输系统的研究

首先对采用多项式方程结构的模型预测控制(Model P redictive Control,MP C)理论进行探讨,并提出了应用的解决方案,在此基础上进一步提出了广义预测控制(Generalized Predictive Control,GPC)解决方案。本研究使用机电一体化软件进行模拟仿真以说明MP C解决方案是如何实现的。本研究提供具有无极变速器的车辆动力传输系统模拟仿真数据,主要对系统的各个部分进行分析。经济驾驶情景下的数字仿真结果验证了MPC解决方案的有效性。     

GM(1,1)预测遗传算法及其应用

本文概括了对遗传算法进行优化的主要策略和采用GM(1,1)模型进行灰色预测的基本方法;提出了采用GM(1,1)模型对遗传进化过程中的染色体适应度值进行预测,以该预测值作为选择操作依据之一的遗传算法改进策略;通过一个资源分配问题的实例,验证了该改进策略的有效性。实验证明,使用该方法进行较少代数的遗传进化即可得到较为充分优化的解决方案。     

汽车左前门中控锁失效问题分析与解决方案

针对上汽通用五菱汽车股份有限公司某车型(简称A车型)在量产阶段出现的中控锁失效故障,结合中控锁工作原理和相关工作零件,逐一分析可能产生故障的因素,确定故障产生的原因,制订解决方案。通过供应商对方案实施验证及批量生产验证,有效地解决了A车型左前门中控锁失效的问题。     

Investigating the psychometric properties and assessment capabilities of the short version of the Health and Safety Executive’s Management Standards Indicator Tool

Abstract

Policies on psychosocial hazards at work are gaining importance. Subsequently, a number of indicators have been proposed to assess the phenomenon such as the Management Standards Indicator Tool (MSIT). This study focuses on the short-version of the MSIT and aims to evaluate the convergent and discriminant validities of the measures, explore whether these measures can be represented by a higher-order factor of work-related stress and to contribute towards better understanding of its concurrent validity. Data were obtained from 452 full-time managerial-grade employees working in a multinational manufacturing plant in Malta. The study shows that the original 25-item MSIT measures have convergent and discriminant validity issues. Following the removal of five items, the revised indicator demonstrated good construct validity and was well-represented by a higher order factor. Additionally, the second-order factor of the modified MSIT mediated the relationship between psychosocial safety climate and psychological well-being and slightly interacted with engagement to explain improved well-being in the mediational pathway. This study suggests that the modified MSIT is effective in assessing psychosocial factors in stress-management interventions. The MSIT has good prospects to be further adopted in the process of developing better policy and standards for the improvement of psychological conditions at work.     

Test development and use: New twists on old questions

Over the past several decades, there have been some significant advances in psychological science, specifically in our knowledge about important questions to address with respect to the development and use of assessment tools. This article focuses on developments in research and guidelines for practice in five selected areas that, if applied, will lead to more informed use of assessment tools. The five areas that we discuss are validity generalization, statistical significance testing, criterion measures, cutoff scores, and cross‐validation. © 2005 Wiley Periodicals, Inc.     

Quality and Quantity in Test Validity: How can we be Sure that Psychological Tests Measure what they have to?

During the twentieth century, many authors have offered their contributions to the controversial subject of test validity. Thus, the concept of validity seems to be quite a simple idea until one looks at the literature on the subject. Validity can be defined as “the degree to which the test actually measures what it purports to measure,” but the question of how to define validity and how to test it is both an old question and a never-ending story. We have to deal with it every time we are asked to use a test that already exists or to construct a new one. Therefore, the article aims at dealing with test validity in order to point out the different (qualitative and quantitative) aspects of validity, which have emerged from empirical research and theoretical reflections. It is thought as a critical review which can be useful both to theoretically oriented and practically inclined psychologists.     

A theory of formal conceptual definitions: developing theory-building measurement instruments

This study develops the need for formal conceptual definitions (sometimes called nominal definitions) and how to develop better measurement instruments for theory-building. It develops the underlying theory for ‘good’ formal conceptual definitions by defining terms, demonstrating that formal conceptual definitions are needed for all theory-building empirical research, explains how and why ‘good’ formal conceptual definitions are used to develop properties and their measures, and last, it logically explains that good formal conceptual definitions are necessary conditions for construct validity (content validity, criterion validity, convergent validity, and discriminant validity) while statistical tests are sufficient conditions for validity. This theory development explains why formal conceptual definitions are necessary before any traditional statistical empirical validity tests are performed. This study suggests that any statistical validity tests are not meaningful if the concept is not formally defined.In short, the theory of formal conceptual definitions provides a structure to develop ‘good’ measures of the formal theory that leads to ‘good’ empirical theory-building.     

From market to hierarchy: An empirical assessment of a supply chain governance typology

This study performs an empirical assessment of the highly influential supply chain governance typology put forth in Gereffi et al. (2005). In spite of the influence this Global Value Chain (or GVC) Typology has had, there have been few (if any) attempts to empirically assess its alignment with real-world supply chain structures and to establish a baseline for its predictive utility. The GVC Typology is assessed for face and nomological validity through testing of its key dimensions in relation to purchasing-logistics integration and supplier performance measures, using an information-processing theory framework. The GVC Typology appears to have considerable face validity as actual supply chain governance structures aligned well with those it proposes. It also has reasonable predictive power with regards to governance dimensions and integration, and in some connections between governance types, integration, and supplier performance. This study provides researchers with the tools to move this typology beyond the “conceptual” stage in their work, allowing for holistic and higher-level assessments of supply chain governance structures and changes. It may also help researchers and managers to consider when and to what extent purchasing-logistics integration should be fostered.     

Cognitive interviewing and factor-analytic techniques: a mixed method approach to validity of survey items measuring national identity

This paper explores the possibilities of method triangulation between two methodological approaches for assessing the validity performance of survey items: cognitive interviewing and factor analytic techniques. Although their means of approaching validity differ, both methods attempt to prove whether a measure corresponds to a theoretical (latent) concept (e.g. patriotism vs. nationalism), thus both are concerned with the question, whether an indicator measures what it is supposed to measure. Based on two representative samples for Austria [data gathered within the framework of the International Social Survey Program (ISSP) on National Identity in 1995 and 2003] and 18 cognitive interviews conducted between 2003 and 2005, the paper shows the considerable advantages of using a multi-method approach for ensuring the quality of survey items. On the one hand, we apply exploratory and confirmatory factor analysis in order to identify poorly performing indicators with regard to validity and reliability. On the other hand, the analysis of the cognitive interviews reveals the substantial sources of response error. Results show that to a large extent, respondents do not understand the items that have been defined to measure national identification and related concepts in Austria the way intended by the drafting group of this ISSP Module, a fact that has considerable implications on the scales’ predictive power.     

Workplace performance: a comparison of subjective and objective measures in the 2004 Workplace Employment Relations Survey

Understanding what determines workplace performance is important for a variety of reasons. In the first place, it can inform the debate about the UK's low productivity growth. It also enables researchers to determine the efficacy of different organisational practices, policies and payment systems. In this article, we examine not the determinants of performance but how it is measured. Specifically, we assess the alternative measures of productivity and profitability that are available in the 2004 Workplace Employment Relations Survey (WERS). Previous WERS have been an important source of data in research into workplace performance. However, the subjective nature of the performance measures available in WERS prior to 2004 has attracted criticism. In the 2004 WERS, data were again collected on the subjective measure but, in addition, objective data on profitability and productivity were also collected. This allows a comparison to be made between the two types of measures. A number of validity tests are undertaken and the main conclusion is that subjective and objective measures of performance are weakly equivalent but that differences are also evident. Our findings suggest that it would be prudent to give most weight to results supported by both types of measure.