营业线交叉渡线施工技术

结合郑徐客专徐州枢纽营业线站场改造施工,对陇海联络线、大湖站改造施工技术展开研究,阐述了营业线点内拆除道岔、插铺交叉渡线的施工作业方法,为今后站场改造施工提供了一些可借鉴的经验。     

客专铁路通信工程传输系统的施工探讨

客专铁路传输系统具有相当重要的地位,现通过针对客专铁路传输系统的主要功能以及信息内容进行了简单介绍,也分析了客专铁路通信工程光缆传输线路,以及设备施工,同时还将以秦沈客运专线通信工程的传输系统施工为例进行相关问题的探讨。     

分析客专铁路通信工程光缆传输线路和设备的施工

通信传输系统在客专铁路通信工程中占据着重要的位置,直接关乎铁路交通系统的语音、图像等各种信息的传输和管理工作,它在列车运行安全管理工作中发挥着不可替代的作用。本文旨在通过对客专铁路通信工程光缆传输线路和设备施工的具体分析,希望能为客专铁路通信工程传输系统施工提供一定的参考。     

岔区大跨度隧道双侧壁导坑超前施工技术

双侧壁导坑法施工工艺繁杂,交叉施工多,开挖和初期支护的进度受施工工法、劳动力配置、设备选型等因素的影响,与CRD法和台阶法相比,施工进度慢、效率低、成本高。而隧道岔区大跨段的开挖方法往往包括台阶法、CD或CRD法和双侧壁导坑法或其组合方法,因此,施工过程中如何合理组织施工就是需要解决的实际问题。本文以成渝客专新中梁山隧道大跨段施工为例,介绍双侧壁导坑超前施工工艺的优化,为类似工程提供借鉴。     

浅析沪昆客专连续梁施工线性监控技术

沪昆客专跨焦柳铁路特大桥主跨为1-(80.6+128+80.6)m大跨连续梁,介绍沪昆客专100m以上大跨连续梁线性监控施工的成功经验。同时在施工过程采用了全过程有效的线性监控方法,是保证大跨度连续梁成功施工的关键。     

铁路客专高性能混凝土梁桥施工裂缝控制技术

全面总结了铁路客运专线混凝土梁桥施工中裂缝产生的原因,针对客专之特点提出了相应的施工防裂控制技术,针对模板安装拆除,钢筋的绑扎,混凝土的制备、浇注、养护等环节提出了具体的防裂措施,确保铁路客专高性能混凝土及其结构的质量和耐久性。     

战地党旗分外红——中国中铁九局集团有限公司党委项目党建标准化建设纪实

在喜迎中国共产党90华诞前夕,笔者专程观摩考察了中国中铁九局集团有限公司(以下简称中铁九局)承担施工的哈大客专、沈阳枢纽、杭长客专、盘营客专、兰新客专、吉林站改、兰州枢纽等11个工地,无论在风沙走石的大西北、冰天雪地的大东北,还是在花红柳绿的大江南,     

客专桥梁上跨高速公路轻型挂篮施工防护技术

结合成渝客专CYSG-6标段重庆高架特大桥34#墩~37#墩连续梁主跨上跨重庆内环高速公路施工,阐述了"挂篮全封闭防护技术"在客专桥梁上跨既有高速公路施工中的防护优点,成功解决了棚架防护工期长、成本高的缺点,保证了既有公路的安全,提高了工效,降低了施工及管理成本,具有良好的推广应用前景。     

浅论大型综合性客专铁路项目成本管理——以成绵乐客专8标项目部成本管理为例

在项目推进中实行成本管理,是施工企业生存和发展的基础和核心;施工生产中强化成本控制,则是夯实项目成本控制、提高项目经济效益的关键和根本。以成绵乐客专铁路建设为例,本文系统总结快速推进施工生产的项目管理经验,探索大型综合性客专铁路项目成本管理规律性要素,具有较强的理论和现实意义。     

倒焊法在无缝线路施工中的应用与推广

在宁杭客专铺轨工程施工期间,存在长轨运输与线路应力放散及锁定施工之间的工序衔接矛盾,相互间干扰大,施工效率低。宁杭客专铺架项目采用优化无缝线路应力放散及锁定过程的施工组织方式,现场焊接采用单元加锁定的"倒焊法"来避免干扰,取得了良好的效果,加快了施工进度。     

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.