迁西县金厂峪镇榆木岭村北山坡小型崩塌稳定性与运动计算分析

<正>金厂峪镇榆木岭村北山坡小型崩塌位于榆木岭村村口北山坡,为小型崩塌,威胁对象为榆木岭村居民19户77人。该崩塌处于丘陵区,海拔高度302.1 m~380.3 m,属侵蚀构造地形。危岩体所处斜坡坡向135°~192°,上部较陡,坡度一般45°~55°;斜坡下部局部较缓,坡度一般30°~40°,坡脚为人工开挖形成的陡坎,坎高1.0 m~3.5 m。     

基于DEM的湖南崀山丹霞地貌地形因子分析

崀山丹霞地貌区,位于湖南新宁县县城之南,是中国丹霞地貌成员之一。通过构建崀山地区的数字高程模型(DEM),对比可见,TIN模型比GRD模型拥有更好的拓扑结构,能更好的显示山脉的细节。数据显示,崀山地区300-400m高程区间占30.70%,在研究区有绝对优势。选择两个微观地形因子进行数据提取,制作坡度图和坡向图,分别统计了研究区的优势坡度区间与优势坡向区间。     

TM影像在矿区土地复垦与特征分析的应用——以淮南丁集、顾桥矿为例

目前各矿常采用建立地表移动观测站及区域测绘地形的方法,对矿区的塌陷范围进行监测,实地调查土地利用情况。随着遥感技术的进步,淮南矿区对采煤塌陷区域进行了基于合成孔径雷达干涉(In SAR)、TM影像技术研究,获取地表土地利用特征,为淮南矿区土地分析与复垦提供技术依据。论文主要研究淮南丁集、顾桥矿区土地利用信息的提取方法,在此基础上分析2005年~2015年土地利用/土地覆盖变化信息,提取矿区土地利用信息。     

基于GIS的建设用地适宜性评价——以成都市中心五城区为例

以成都市中心五城区为研究区,结合研究区实际情况,选取坡度、坡向、高程、铁路、土地利用类型、距水体距离六个评价因子建立建设用地适宜性评价指标体系,运用层次分析法建立评价模型,再利用GIS技术进行处理,将其划分为适宜区、较适宜区、普通适宜区、勉强适宜区和不适宜区。结果表明:①适宜区在五城区内分布总体较为均匀;②较适宜区和普通适宜区主要分布在青羊区和金牛区;③勉强适宜区和不适宜区主要分布在锦江区和金牛区。     

土地利用变化及其驱动因素分析——以绵阳市为例

土地利用/土地覆被变化（LUCC）是人类活动对自然环境施加影响的显著表现形式。本丈以四川省绵阳市为例,基于不同时期土地变更调查数据,对土地利用的数量、程度变化进行分析,构建了该区域土地利用变化驱动因素的指标体系。在综合分析的基础上,运用相关分析和因子分析法,探讨了绵阳市土地利用变化的驱动机制。     

1992—2012年北京市土地利用变化区际差异分析

基于1992、2012年土地利用矢量数据,利用GIS和数理统计方法,引入“土地利用流量”的新概念来分析北京市土地利用变化区际差异。结果表明:(1)土地利用流量能很好地分析土地利用类型变化的数量、方向,以及转化程度、方向;(2)从土地利用流量来看,北京市近20年来耕地减少最为严重,流出面积为2408.97km2,而城镇村及工矿用地是流入面积最大的土地类型;(3)从土地利用流量比的角度分析,耕地和其他土地均为负值,而其他类型均为正值;(4)从土地利用变化速度来看,北京市土地利用年均变化速度达到1.15%;(5)根据土地利用变化区际差异,将北京市16个区县分为三个区域,分别为迅速变化区、较慢变化区和轻微变化区。     

基于DEM地形因子的铜陵地区铜矿有利区预测

选取高程、坡度、地形起伏度、高程残差值等四个地形因子,尝试从地貌学角度来预测铜矿。根据已有矿点在地形因子中的分布规律,确定权重值,并绘制了矿区概率图,大多数已知矿点的概率值都在0.30以上。据此图,在铜陵地区圈出了6个成矿远景区。Ⅰ铜官山区、Ⅴ铜官山背斜东南翼、Ⅵ铜官山背斜西北翼,三者从属于铜官山背斜;Ⅱ狮子山区、Ⅲ虎形山区、Ⅳ大尖山区,三个区域从属于大通-顺安复向斜中的次级背斜青山背斜。Ⅰ区见铜官山矿床,Ⅱ区有狮子山矿床,Ⅲ、Ⅳ、Ⅵ区值得进一步勘探、查证。     

区域土地利用/土地覆盖的遥感调查

土地利用/土地覆盖是区域规划和管理所要掌握的重要内容,同时也是开展其他遥感研究的基础信息.在我国已开展的众多区域与城市遥感调查中,土地利用/土地覆盖调查总是不可缺少的,土地利用/土地覆盖信息提取方法也一直是国内外遥感研究的重点.     

典型花岗岩斜坡切坡稳定性影响研究

本文在对研究区地质灾害规律分析的基础上，通过简化边坡要素，建立了自然坡度为35°、45°、55°的边坡模型，并分别以切坡高度为2.5m、5.0m、7.5m，切坡坡度为60°、70°、80°进行模拟切坡。结果表明切坡时坡体稳定性均呈下降趋势，且其稳定性随切坡高度、坡度增大呈规律性地减小，并获得其减小的幅度。这对花岗岩区域的边坡切坡具有重要的理论作用和工程意义。     

快速城市化进程中城郊土地利用变化特征分析——以增城区为例

快速城市化引起土地利用/覆盖的剧烈变化,从而影响区域生态环境并产生由生态环境变化引起的各种社会经济问题。进一步的土地利用/覆盖变化的研究有助于减缓或改善这种影响。文章以增城区两个时相的遥感影像为基础,从数量结构、空间分布等方面,分析了增城区土地利用的变化特征。     

A Cost Indirect Evaluation of Productivity Change in UK Universities

The study provides an empirical analysis of productivity change in publicly-funded UK universities, against a background of government policy specifically designed to enhance the productive efficiency of universities in the provision of teaching and research. The nonparametric analysis employs a cost indirect approach to measuring productivity change, taking explicit account of the quality of research output and decomposing productivity change into technical change and efficiency change. The latter is also decomposed into changes in pure technical efficiency, scale efficiency and output congestion. Changes in size efficiency are also computed. On average, productivity declined by 4% over 1989–92, mainly as a result of regressive technical change. Evidence of biased technological change was found, with the frontier shifting out in favour of the teaching outputs and in relative to the research output.     

Measurement of Productivity Changes: Two Malmquist Index Approaches

The adjacent Malmquist productivity index is compared to the more recently suggested base period Malmquist productivity index. The two index approaches are evaluated with respect to base period dependency, the circular test, and with respect to a set of additional classical index tests. In addition it is shown that the base period index is independent of base period if and only if the marginal rate of substitution of inputs is independent of time. Finally, the adjacent and the base period indexes are put through a Monte Carlo (bootstrap) test to see if they yield similar results when applied to a panel of Swedish pharmacy data.     

A new, transitive productivity index

The Malmquist productivity index is not transitive. This paper argues that, instead of trying to accommodate this two-period concept to a multi-period setting, it is preferable to look at the measurement of productivity, efficiency, and technical change in a multi-period setting from the outset. A new, transitive productivity index is developed with as by-product a measure of the non-neutrality of technical change. The various indices are illustrated on panel data of Swedish pharmacies.At the time of writing, R. Althin was employed by The Swedish Institute for Health Economics. The views expressed in this paper are those of the authors and do not necessarily reflect the policies of Statistics Netherlands or The Swedish Institute for Health Economics.     

Scale Efficiency and Productivity Change

Thefirst objective of this paper is to develop a generic measureof scale efficiency for a multiple-input multiple-output firm,using basic principles of modern production theory. The secondobjective is to combine measures of technological change, technicalefficiency change, and scale efficiency change into an encompassing(primal) measure of productivity change. This measure and itsdecomposition is compared to a number of recent proposals inorder to shed light on what seems to have become a controversialissue. The paper proceeds by developing an encompassing dualmeasure of productivity change. This dual measure is then appliedto panel data of a set of Dutch firms, continuing the empiricalwork of Balk (1998). It turns out that extending the Malmquistproductivity index with factors measuring scale efficiency changeand input mix change leads to appreciably different outcomes.     

Reframing resistance to organizational change

We examine the literature on resistance to organizational change and identify two dominant yet contrasting approaches: the demonizing versus the celebrating of resistance to change. We show that both of these approaches fail to address power relations adequately and, in so doing, raise practical, ethical and theoretical problems in understanding and managing change. We propose an alternative, more critical approach, which shows how both power and resistance constitute organizational change. We highlight how power-resistance relations lie at the heart of organizational change.     

Rethinking ‘Top‐Down’ and ‘Bottom‐Up’ Roles of Top and Middle Managers in Organizational Change: Implications for Employee Support

In this study we integrate insights from ‘top‐down’ and ‘bottom‐up’ traditions in organizational change research to understand employees’ varying dispositions to support change. We distinguish between change initiation and change execution roles and identify four possible role configurations in which top managers (TMs) and middle managers (MMs) can feature in change. We contend that both TMs and MMs can play change initiation and/or change execution roles, TMs and MMs have different strengths and limitations for taking on different change roles, and their relative strengths and limitations are compounded or attenuated based on the specific configuration of change roles. We subsequently hypothesize employee support for change in relation to different TM‐MM change role configurations. Our findings show that change initiated by TMs does not engender above‐average level of employee support. However, change initiated by MMs engenders above‐average level of employee support, and even more so, if TMs handle the change execution.     

Employees' concerns about change and commitment to change among Italian organizations: the moderating role of innovative work behavior

Despite being regarded as a critical psychological process influencing the effectiveness of change initiatives, concerns about change have not received empirical attention in the organizational change literature. The present study addresses this issue by examining the relationships among employees' concerns about change (conceptualized as including concerns about the contents and benefits of change, and concerns about mastering the change), commitment to change and innovative work behavior. First, in a hospital undergoing a major administrative change (N = 435), concerns about change were generally found to be negatively related to affective and normative commitment to change and positively related to continuance commitment to change. These results were replicated in a chemical and pharmaceutical company undergoing a technological change (N = 113), except that concerns about change were unrelated to normative commitment to change. In addition, employees' innovative work behavior moderated the relationship of concerns about change to affective commitment to change such that the relationship was negative when innovative behavior was low but nonsignificant when innovative behavior was high. This study provides scholars and practitioners with a theoretically and empirically grounded framework for assessing employees' concerns about change, and moves research a step forward into identifying the behaviors that organizations should support to counteract this psychological threat.     

Legitimating change in the public sector: the introduction of (rational?) accounting practices in the United Kingdom,Italy and Austria

This paper explores the deployment of rhetorical legitimation strategies during public-sector accounting reforms by investigating how organizational actors justify related changes in the central governments of the United Kingdom (UK), Italy and Austria. The study shows that changes are largely legitimated (and rarely delegitimated) by key actors, with authorization strategies dominating. Country differences and actors’ professional backgrounds also impact upon the use of legitimation strategies, with those from an accounting background and working in the UK being more likely to justify change in terms of rationalization and normalization. Italian and Austrian actors more frequently resort to authorization strategies to explain accounting change.