西畴县新田寨铅锌矿矿体特征及成矿地质条件

新田寨铅锌矿具有较好成矿地质条件，与六位厂、凉水井铅锌矿构成了东西向花岗岩体外缘铅锌多金属成矿带，矿带长近10km。通过对矿区地质、矿床地质主要特征和成矿地质条件分析及成矿机理的分析，可以得出矿床明显受地层、岩性、构造条件的控制；矿体往深部有变厚变富的趋势，8号勘探线以西深部和F3断裂深部是今后的重要找矿方向。     

云南省公路隧道塌方原因及对策分析

云南省公路隧道相当部分需要穿越滑坡、断裂破碎带等不良地质,隧道塌方情况时有发生,塌方处治加大了工程资金投入,影响工期,同时对施工人员的生命安全也构成了巨大威胁。隧道塌方的原因较为复杂,只有掌握工程地质条件,充分了解设计意图,严格控制施工方法、施工程序,才能有效地规避隧道塌方的发生。     

漳平市横坑口矿区萤石矿地质特征及其矿床成因分析

通过对矿区开展地质勘查工作,在深部控制了萤石矿体的规模、产状、形态和空间位置。矿区萤石矿体主要产于F2构造破碎带内,矿体形态、产状受断裂构造所控制。矿石类型主要有萤石型、石英—萤石型、角砾岩—萤石型,多呈网脉状、角砾状、块状矿石构造。文章根据矿体产出特点及围岩蚀变特征,结合国内类似矿床的成矿地质特征,认为矿床成因类型为中—低温热液裂隙充填型。     

鄂西北地区软岩隧道微台阶上下同步施工方法介绍

目前隧道施工的地质条件越来越复杂,安全风险也越来越大。近年来隧道施工过程中发生多起由围岩失稳导致坍塌事故,主要原因是隧道开挖台阶长度过长、初支未及时成环和二衬跟进不及时。为此《公路施工安全技术规范》(JTG F90-2015)制定严格的安全步距,但受制于施工场地的限制,无法高效的利用机械和人员进行施工,工序衔接不紧密,成本加大。鉴于此,本文介绍一种软岩地区隧道施工的方法,此方法可以加快施工进度,保障安全步距,降低施工风险。     

定向断裂爆破在金佳矿井的应用

在盘江集团松河公司金佳矿井＋1721m水平运输大巷F=4-6的围岩中，采用定向断裂爆破施工，取得良好效果。     

锦屏一级电站左岸1670m层F2断层化学灌浆现场质量管理与控制

化学灌浆现场质量管理与控制是水电站施工的难点，文章以锦屏一级水电站为例针对F2断层及层间挤压错动带地质缺陷，提出加强现场质量管理控制的方法，以便为与锦屏一级电站同等或近似地质条件下的电站施工提供参考。     

浅谈高速公路边坡防护的施工技术

本文结合河(源)龙(川)高速公路边坡防护的施工技术实践,对高速公路边坡综合防护工程的施工技术措施进行了探讨,对各种防护方案在不同的地质、地形条件下的应用及施工质量的控制进行了分析。     

隧道超前地质预报综述

在长大公路隧道施工中进行超前地质预报,是减少施工地质灾害、顺利进行施工的关键。文章通过对超前地质预报的方法和步骤进行分析,宏观地对超前地质预报的工作方法和实施步骤进行了探讨,为隧道超前地质预报提供参考。     

金沙萨市630大道装配式涵洞设计与施工

通过对刚果民主共和国首都金沙萨市630大道(B Boulevard du 30 juin A KINSHASA)索西马特(SOCIMAT)广场装配式涵洞的选型设计和施工组织,对在繁忙的交通干线和复杂的地质条件下采用装配式涵洞的各种优越性以及其施工的难度和经济性进行了分析总结,为在今后类似工程中的推广应用提供了参考。     

成兰铁路杨家坪隧道活动断裂软岩大变形处治设计施工技术

随着中国铁路建设的如火如荼,铁路隧道已经不再受地域和地质条件的过多限制,进而在实际施工中也遇到了各类问题。如,成兰铁路"四极三高"的特殊地质,致使隧道施工中遇到了普遍的支护大变形、开裂,杨家坪隧道3#横洞工区的支护变形率竟高达70.5%。文章结合实际案例,对该隧道支护变形进行了深入的原因分析,提出了合理的处治措施,成功地处治了支护大变形段落和顺利地渡过了活动断裂、软岩大变形段。并对此隧道活动断裂、软岩大变形进行了系统总结,此隧道大变形的处治设计施工经验,对类似隧道项目有着较好的借鉴和参考价值。     

Incumplimiento del salario mínimo en Europa central y oriental

En este estudio se analiza el incumplimiento del salario mínimo durante el periodo 2003–2012 en diez países de Europa central y oriental con salario mínimo obligatorio nacional. A partir de los datos de EU‐SILC y la metodología propuesta por Bhorat, Kanbur y Mayet (2013), se cuantifica la incidencia y magnitud del incumplimiento. Se realizan análisis de regresión sobre determinantes individuales, laborales y macroeconómicos. Aunque la incidencia permanece relativamente baja, los trabajadores a los que se dirigen las políticas de salario mínimo parecen los más expuestos a su incumplimiento. Con el tiempo, una mayor incidencia se asocia a una razón más alta entre salario mínimo y salario medio.     

Value at Risk in the Suburbs: Eminent Domain and the Geographical Politics of the US Foreclosure Crisis

Several US counties and local governments have recently considered a novel solution to the foreclosure crisis. They plan to use eminent domain to compel the owners of mortgage debt—and specifically of private‐label mortgage‐backed securities—to sell the debt to the government at a price reflecting the loan's market value. The government would then restructure the debt and resell it to new investors. The plans are striking because—in contrast to both development‐driven eminent domain and the federal subprime bank bailout—they would force investors to assume asset devaluation and increased long‐term risk. Notably, the plans have emerged as an instance of financialization‐focused politics in suburbs and suburban cities of color, specifically majority‐black and ‐Latino/a suburbs. Local support for the plans, we argue, is rooted in the long‐term disinvestment of these ‘suburbs of exception', which became targets of subprime lending and eventually sites where the ‘financial exception' has been localized. But these demographic shifts, fragmentation and fiscal pressures have at the same time created a suburban political terrain in which the plans have gained their strongest political support.     

Towards a Theory of Serendipity: A Systematic Review and Conceptualization

Serendipity – the notion of making surprising and valuable discoveries – plays a major role in the success of individuals and organizations alike. Previous research has established the importance of serendipity and identified important individual- and organizational-level antecedents. However, the literature has been dispersed and the boundaries of the concept have been blurry, leading to a lack of conceptual clarity and structure, and thus limiting validity and managerial actionability. Based on a systematic literature review, I synthesize existing management-related research on serendipity and explicate the emergence and composition of serendipity in the organizational context. I first identify three necessary conditions that differentiate serendipity from related concepts such as luck or targeted innovation: agency, surprise, and value. Then, I draw from the literature on sensemaking, event-based theorizing, and quantum-based approaches to management to conceptualize the process of cultivating serendipity in the organizational context as a process of enabling potentiality and materialization, and develop a multi-level theory of (cultivating) serendipity. This conceptualization contributes to our collective understanding of how, why, and when (i.e., under what conditions) organizations can leverage the value in the unexpected, which opens up fruitful avenues for further research.     

Accountability of NGOs in Bangladesh A critical overview

NGOs in Bangladesh have been recognized as effective change agents in the socio-economic arena throughout the world. Their contributions in micro credit, non-formal education and primary health care are widely known. NGOs play a significant role in society. NGO accountability, as a result, has become a critical issue. NGO accountability in Bangladesh has been examined here in relation to patrons, clients and themselves. Of the three relationships only accountability to patrons is in a near satisfactory state. Accountability to clients is handicapped by lack of opportunities of beneficiaries to participate meaningfully in NGO policy making. Accountability to themselves is adversely affected due to the adherence to a strictly hierarchical system and the influence of founding and charismatic NGO leaders.     

Towards an Asian model of human resource management? A comparative analysis of China,Japan and South Korea

There has been much discussion regarding the possible decline and weakening of national systems of human resource management (HRM). Yet, culture and institutions are often cited as the major stumbling blocks to this outcome. Such constraints may dissipate in the analysis, particularly if ‘regional clusters’ are considered where geographic and cultural closeness and ‘openness’ to similar economic pressures exist. In such cases, it might be postulated that convergence in HRM will occur. We argue that China, Japan and South Korea represent such a cluster. This article examines these countries, to see if a degree of convergence is taking place and if it is towards an identifiable ‘Asian’ model of HRM. A model of change is presented that distinguishes between levels of occurrence and acceptance. Details of the development and practice of HRM in each country are then set out. The article ends with a discussion and implications section and a brief conclusion.     

Ansätze und Ergebnisse anglo-amerikanischer M&A-Forschung

Based on a review of established U.S. management journals (1995–2003), six schools of thought are identified within the Anglo-American M&;A research: “Capital Market”, “Principal/Agent”, “Industrial Organization”, “Organizational Behavior”, “Human Resources” and “Strategic Management”. The literature review shows that the definition of M&;A success, the methods applied, and insights from empirical research differ according to the respective school of thought. Empirical studies focus on the resource combinations of merger partners, the specific circumstances of merger negotiations, and on integration management as antecedents of merger performance. Unfortunately, empirical findings have not yet provided reliable explanations for M&;A success. Based on the current state of Anglo-American M&;A research, the authors discuss implications for business practice, identify research gaps, and propose areas for future research.     

Cultural Economy Planning in Creative Cities: Discourse and Practice

While a growing body of research analyses the functional mechanisms of the cultural or creative economy, there has been little attention devoted to understanding how local governments translate this work into policy. Moreover, research in this vein focuses predominately on Richard Florida's creative class thesis rather than considering the wider body of work that may influence policy. This article seeks to develop a deeper understanding of how municipalities conceptualize and plan for the cultural economy through the lens of two cities held up as model ‘creative cities’ — Austin, Texas and Toronto, Ontario. The work pays particular attention to how the cities adopt and adapt leading theories, strategies and discourses of the cultural economy. While policy documents indicate that the cities embrace the creative city model, in practice agencies tend to adapt conventional economic development strategies for cultural economy activity and appropriate the language of the creative city for multiple purposes.     

Introduction of New Technology with a Sound Transition of the Input-Output Structure

We examine the general equilibrium repercussions associated with the introduction of new technologies, using the generalized Leontief system that allows technological substitutions. We show that an untested introduction of cost-increasing technologies in any industry may result in creating a non-productive technological structure that does not satisfy the Hawkins-Simon condition, following the autonomous dynamic adjustment process with structural transitions in the economic system. Therefore, we propose a practicable control scheme of introducing cost-increasing technologies that strictly avoids the creation of non-productive structures in all periods of structural transition, using the available information on the ex ante technological structure.     

Input/output ranges and performance: an examination of US machine tool producers

Despite the establishment of high-tech multinational enterprises (MNEs) in Ireland since the late 1950s, the country did not succeed in closing the technological gap with most of its EU counterparts. The weak National System of Innovation (NSI), and in particular low business and government R&D levels, combined with a lack of research and technology linkages between MNEs and indigenous firms, explain these poor results. However, the Shannon region in the West of the country presents some specific institutional characteristics that could theoretically make the region a strong technological enclave. The various actors in the region - i.e. the administrative, financial, political and research institutions, as well as the business organizations - have indeed infused a new type of economic development. After a brief review of the available concepts and models articulated around these actors and their interrelationships, the paper analyses whether the Shannon region, taken as an illustrative example, mirrors a specific economic and technological localized setting. The study is based on a survey of indigenous and foreign firms.     

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

This article reviews discrimination and diversity research published in Human Resource Management (HRM) over the past 60 years. While discrimination and diversity are very different constructs, it is often informative to study them together, because when people recognize each other's diversity, this can result in bias, stereotyping, and discrimination. We conducted bibliographic searches for terms related to discrimination and diversity as well as a manual search through every title and abstract published in HRM over the last 60 years to assess article relevance. The search resulted in 135 research articles with 136 unique studies (i.e., samples) which are reviewed in this article. Sex and race are the demographics that have been examined the most in HRM, while religion has been examined the least. Moreover, the number of studies examining lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees in the workplace in HRM has grown quickly within the past 10 years, culminating in a recent meta‐analysis. Our review looks at some of the earliest research published, the most recent research published, and the overall trends we identified in the research over the years for both discrimination and diversity articles. We then make future research suggestions and recommendations to advance the study of discrimination and diversity in the coming years.