生态土工格栅加筋挡土墙在实际工程中的应用

文章通过对生态土工格栅加筋挡土墙的介绍,结合工程实例,对加筋挡土墙进行了结构计算及稳定性验算,说明格栅挡墙结构简单、施工方便、外形美观及造价低等优点,值得应用到更多的工程实际中。     

土工格栅加筋土挡墙变形机理分析

土工格栅作为新型柔性支挡结构,在路基适当位置铺设可以有效地降低差异沉降和水平位移,在岩土工程界得到广泛的应用。文章通过土工格栅的加筋机理和挡墙的变形模式及机理分析,以期解决加筋土挡墙施工中存在的问题,为今后类似工程提供参考与借鉴。     

土工格栅加筋土挡墙变形机理分析

土工格栅作为新型柔性支挡结构，在路基适当位置铺设可以有效地降低差异沉降和水平位移，在岩土工程界得到广泛的应用。文章通过土工格栅的加筋机理和挡墙的变形模式及机理分析，以期解决加筋土挡墙施工中存在的问题，为今后类似工程提供参考与借鉴。     

土工格栅加筋沥青路面作用机理及若干问题的讨论

土工格栅加筋沥青路面作为一种新型路面结构正逐渐得到广泛的应用.结合国内外研究,总结了土工格栅加筋沥青路面作用机理.探讨了土工格栅加筋沥青路面研究中有关加筋有效影响范围、土工格栅选择、土工格栅刚度有效范围、自愈合补偿以及有限元分析等问题.针对目前土工格栅加筋沥青路面研究的局限性提出一些建议.     

浅谈土工格栅柔性挡墙在膨胀土路堑边坡防护加固中的应用

土工格栅柔性挡墙应用于膨胀土路堑边坡防护在我国是一种新型的路堑边坡加固防护支挡结构。文章结合工程实例，介绍土工格栅柔性挡墙的试验研究及施工工艺，为同类工程提供参考。     

三种土工格栅的性能比较与应用

随着加筋技术的发展和土工合成材料加筋理论的不断完善,新型的土工加筋材料不断涌现。目前,有塑料土工格栅、经编土工格栅及玻纤土工格栅。现就这三种土工格栅的性能进行分析。     

加筋路堤的数值模拟分析

本文采用非线性有限元方法来分析加筋土坡的位移场,建立了3种计算模型,通过有限元分析,对一般土质地基上土工格栅加筋路堤的工作性能进行了研究,不同布筋方式的土工格栅加筋路堤及不加筋路堤进行了计算与分析,研究了各种工况下路堤整体变形情况以及路堤内位移分布、坡面侧移情况。结果表明:加筋能较大幅度地提高路堤的整体刚度和内部稳定性,对地基均匀性和抗变形能力的要求有所提高;加筋路堤边坡的水平位移随着路堤加筋位置的上移而增大。     

公路路堤施工中土工格栅加筋挡土墙技术分析

我国公路至2010年底大致有400万公里,与建国初期的8.07万公里相比,增长了47倍。新型的公路施工技术也随着我国公路事业的磅礴发展被广泛使用,尤其是一种新型的路基柔性支挡结构—土工格栅加筋挡土墙技术在公路工程领域被广泛应用。该技术具有施工速度快、抗变形能力强、抗震性能好、稳定性高等特点,对于提高公路施工技术、保证施工质量、减少施工用地、降低施工成本等方面有着显著的效果。     

自锚式生态挡土墙在施工中的运用

自锚式生态挡土墙是利用挡土墙自身的构造通过土工格栅将回填土体内部与挡土墙稳固拉结,达到挡土支护的效果。文章结合北海大都·金沙湾工程的自锚式生态挡土墙施工方法,介绍了自锚式生态挡土墙的施工工艺流程和经济效益。生态挡土墙既可以支护作为永久性支护结构,又可以在其结构间隙内种植绿色植物,起到美化环境的作用,是园林建筑的首选挡土墙。     

高填路堤使用土工格栅进行边坡加固的实例

土工格栅是一种抗拉强度高、延伸率低的土工格网材料,近年来越来越多的被用于高填路堤的加筋,通过实例阐述土工格栅在高填路堤上的应用情况。     

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.