某型机前轮转弯操纵系统“双座”控制探索与研究

飞机前轮转弯电传操纵系统是将驾驶员的手操纵或者脚操纵位移通过指令传感器转换为电气指令信号,该电气指令信号控制电、液伺服阀动作,驱动转弯作动筒活塞杆伸缩,带动转弯机构运动,从而实现飞机转弯操纵;本文通过某型机前轮转弯电传操纵系统"双座"控制系统的研究,为今后飞机的设计改型奠定基础。     

道路曲线超高设计初探

道路线路超高率及缓和段值的选取是道路平面及横断面设计的重要内容。道路曲线处合理的设置超高,可以抵消汽车转弯时产生的离心力,提高汽车行驶的稳定性和舒适性。文章以工程实例为主线,结合道路横断面与平曲线设计,阐述了超高值的计算过程。     

如何避免离心力

进弯时尽量将车靠内侧行驶，出弯道时尽量将车靠外侧行驶。在高速公路或坡度比较缓、路面宽阔的道路，要抄近道转弯。即进弯时尽量要将车靠内侧行驶，     

等概率条件下的直道型和转弯型堆垛机作业效率的对比研究

对直道型和转弯型两种堆垛机效率问题进行研究.在假定堆垛机等概率拣取货物的条件下,分别推求直道型和转弯型两种堆垛机的平均单一作业和复合作业循环周期和作业效率的计算公式,并利用华南理工大学仓储综合实验室的基奉数据进行了作业效率的计算,最后进行对比研究,结果表明:基于性价比优势,转弯型堆垛机也是自动化立体库系统的一个好选择.     

等概率条件下的转弯型堆垛机作业效率的计算研究

转弯型堆垛机是自动化立体仓库中实现货物自动存取的关键设备,文中对转弯型堆垛机效率问题进行研究。在假定等概率拣取货物的条件下,分别推求转弯型堆垛机的平均单一作业和复合作业循环周期和作业效率的计算公式,并利用华南理工大学仓储综合实验室的基本数据进行了作业效率的实证计算,从而为自动化立体仓库系统的建设设计和有效管理提供依据。     

等概率条件下的直道型和转弯型堆垛村作业效率的对比研究

对直道型和转弯型两种堆垛机效率问题进行研究。在假定堆垛机等概率拣取货物的条件下，分别推求直道型和转弯型两种堆垛机的平均单一作业和复合作业循环周期和作业效率的计算公式，并利用华南理工大学仓储综合实验室的基本数据进行了作业效率的计算，最后进行对比研究，结果表明：基于性价比优势，转弯型堆垛机也是自动化立体库系统的一个好选择。     

圆管带式输送机的关键技术研究

圆管带式输送机是在槽型带式输送机基础上发展的一种输送机,通过摩擦传动原理使输送带转动达到对物料连续输送的设备。它具有输送倾角大、可空间转弯、密封无环境污染、节约空间及双向输送等特点。在矿山、电力、冶金、水泥等多种工业中广泛应用。本文对圆管带式输送机国内外发展水平和研究现状进行了分析,并讨论了圆管带式输送机的设计方法、管径的确定、转弯及过渡段设计要点等关键技术。     

轮胎的锥度和残留转弯力对汽车直线跑偏的影响

轮胎作为汽车行驶时影响其行驶状况的重要部件之一,因为与路面直接接触,对汽车的行驶性能具有极大的影响。这种影响是通过轮胎锥度和残留转弯力作用于汽车而产生的。文章对轮胎锥度和残留转弯力的产生原因进行了分析和探索,并探讨了降低汽车直线跑偏几率的可能性。     

基于3D打印技术的智能控制小车的设计与制作

设计一种以STC89C52单片机为核心的智能小车,利用蓝牙遥控实现小车的启停和转弯;利用超声波传感器检测道路上的障碍,实现壁障行驶功能;采用3D打印技术为小车设计框架、外形等基本结构。整个系统的电路结构简单、可靠性高、功耗低、性价比高,测试结果满足功能要求。     

“地面滑行时前轮跑偏”故障的分析

本文通过对737NG系列飞机前轮转弯系统原理介绍为出发点,结合作者在国航重庆维修基地工作多年的排故经验,针对经常出现的"地面滑行时前轮跑偏"这一故障信息,总结出了一套切实可行的快速排故方法,供大家研究讨论。     

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.