炉渣轻质复合隔墙板

技术简介及推广状况1、项目应用领域:炉渣轻质复合隔墙板(简称炉渣板)是以炉渣和粉煤灰为主要材料,配以胶凝材料(硫铝酸盐水泥或普通水泥)、纤维增强材料、轻质骨料、外加剂等材料而成的新型内隔墙材料,主要用于住宅建筑的分户、分室的隔断、公共建筑的隔墙等。     

轻质复合条板隔墙在商业项目中的应用浅析

在双碳目标与绿色发展的要求之下,我国的主要填充墙体材料正经历着从蒸压加气混凝土砌块向轻质隔墙板的逐步过渡,朝着更为低碳环保的形态靠拢。而轻质复合条板隔墙作为轻质隔墙中综合性能更为优秀的选择,凭借其在隔音、防火、防水防潮、空间节约、绿色环保等方面的优秀性能,得到了愈加广泛的应用。本文结合轻质复合条板隔墙在长圳安居工程及其附属工程项目商业综合体（EPC+O）的实践应用,及与蒸压加气混凝土砌块隔墙综合对比,浅析其在现代商业项目中的应用前景。     

中空内模金属网水泥内隔墙施工技术

能源紧缺是全世界特别是我国面临的一个很严峻的问题。轻质墙板的使用,是建筑节能的一项重要内容,文章介绍了一种新型的轻质墙体材料——中空内模金属网水泥隔墙。     

中空内模金属网水泥内隔墙施工技术

能源紧缺是全世界特别是我国面临的一个很严峻的问题.轻质墙板的使用,是建筑节能的一项重要内容,文章介绍了一种新型的轻质墙体材料--中空内模金属网水泥隔墙.     

新产品新技术

1 耐水高强石膏轻质内隔墙材技术及成套生产线设备兰州交通大学材料工程研究所和湖南大学复合材料研究所联合攻关,研发出了生态环保、节能、耐水高强石膏轻质内隔墙板和砌块及全套生产线设备。经政府建设、科技等部门和专家鉴定,产品技术国内     

有外保温窗间墙采用轻质条板封堵的优越性

预制轻质条板具有质量轻、强度高,安装方便及节能环保等特点,被广泛用于建筑隔墙工程。安装后的条板牢固、垂直平整、无裂缝,方便外保温施工,可以满足抗震和使用功能要求。本文就预制轻质条板在上下层飘窗板窗间墙封堵中比常规加气块砌筑的优越性进行阐述,为以后类似工程提供依据和借鉴。     

浅析影响轻钢龙骨轻质板隔墙的隔声性能的因素

我们在设计轻质隔墙过程中,因考虑单层墙体受质量定律的限制,必须是承重墙才能获得良好的隔声性能。对于住宅分户墙,为达到国家最低标准rw=40db的要求,单层墙至少需要100kg/㎡以上的密度(面密度是没平方米墙体的重量)如果将墙体分成两层后多层,隔声量会显著提高。     

隔墙构造与施工方法介绍

隔墙是分隔室内空间的非承重构件。在现代建筑中,大量采用隔墙以适应建筑功能的变化。由于隔墙不承受任何外来荷载,且本身的重量还是由楼板或小梁来承受,因此要求隔墙具有自重轻、厚度薄、便于拆卸、有—定的隔声能力。卫生间、厨房隔墙还应具有防水、防潮、防火等性能。隔墙的类型很多,使其构造方式可分为块材隔墙、轻骨架隔墙、板材隔墙三大类。     

轻质隔墙板裂缝的产生原因及防治措施

轻质隔墙板是国家大力倡导的新型节能墙体材料,被广泛的应用在建筑工程中,但轻质隔墙板施工中的裂缝问题一直困扰着施工单位,本文依据中铁十四局西山梧桐项目分析了轻质隔墙板裂缝的产生原因及防治措施。     

四川乡村民居穿斗式木结构改良做法

四川乡村民居穿斗式木结构节点采用榫卯连接方式在地震中是有利于减震、耗能的,但结构中隔墙与主体木架构在水平力作用下变形不同步,且隔墙不能为主体木架构提供有效的侧向支撑,因此在地震作用下穿斗式木结构体系侧向柔软导致变形过大而容易发生严重破坏.本文用木剪力墙做法代替四川传统穿斗式木结构隔墙做法,墙体与主体木架构能有效连接,同为木制材料,又可保证墙体与主体木架构变形协调一致,从而可以大大提升穿斗式木结构民居抵抗地震的能力.     

The Geography of Innovation in China and India

The BRICS countries in general, and China and India in particular, are now widely regarded as the areas of the world likely to challenge the economic leadership of the United States (US) and the European Union (EU). A large part of this challenge will come from rapid technological catch‐up by China and India. Yet, despite a recent rise in interest, there is limited knowledge about how and where innovation takes place in these two leading emerging countries and to what extent the Chinese and Indian territorial systems of innovation differ from those in the EU or the US. In this article we explore the geography of innovation in China and India, concentrating on understanding key territorial‐level innovation trends by country, region and technology field, using the US and the EU as benchmarks. We find significant contrasts between the geography of innovation in China and India and that of the US and the EU. First, the degree of concentration of innovative activities in both countries is extremely high. Levels of agglomeration of innovation in the coastal provinces of China, as well as in Delhi and the South of India, significantly exceed the levels of agglomeration found in the USA and the EU. Secondly, China has witnessed a more rapid increase in the degree of concentration of innovation than India. We posit that the differences in the geography of innovation between, on the one hand, China and India and, on the other hand, between these countries and the developed world are rooted in different institutional settings, different systems of innovation and different national innovation strategies.     

Human resource management and industrial relations in multinational corporations in and from China: Challenges and new insights

The purpose of this article is to provide an overview on the state of research in the field in human resource management (HRM) issues in multinational corporations (MNCs) in and from China. We integrate previous studies from multiple disciplines to articulate the contextual importance of research on this topic, and suggest overarching themes to expand the field of research. HRM research in the intercultural, interinstitutional context of MNCs in and from China has the potential to provide contextualized insights for longstanding debates in the field such as HRM standardization versus localization and convergence versus divergence and contextual factors behind these patterns. To this end, we call for future research to center on the changing cultural, institutional, technological, and globalization context in understanding HRM and industrial relations issues in these MNCs. Practically, knowledge in this area can help global managers and top management teams in multinational organizations navigate various context complexity, foster more productive coordination and cooperation across borders, and gain legitimacy and MNCs in and from China additional competitive edge in the global marketplace.     

Managing AIDS in Africa: HRM challenges in Tanzania

The impact of the AIDS epidemic in developing countries, and in Africa in particular, is now a matter of great concern to policy makers, managers, and academics on a global scale. The magnitude of the potentially disastrous effects of the disease has severe implications for management in organizations, and, in particular, for HRM. The AIDS epidemic is imposing, and will continue to impose, in the foreseeable future, a significant burden on the way people are managed. Little has been written on HRM in Africa, and the present literature on AIDS and HRM in Western societies is inappropriate and insufficient in relation to African organizations. Fifteen organizations in Tanzania took part in this study, which is probably the first of its kind, to produce a picture of current developments and approaches in managing people under the threat of AIDS.     

Employment relations in small- and medium-sized enterprises: insights from Ghana

This study examines employment relations in small- and medium-sized enterprises (SMEs) in Ghana. This is done through in-depth case studies of three private firms in the service sector. A review of the extant literature on SMEs revealed a dearth of knowledge on employment relations in SMEs in Africa. Previous research into SMEs in developing countries – and Africa in particular – has focused on economic policy initiatives, problems in raising capital and obstacles to the development of SMEs. In an attempt to fill the gap in the literature, this study uses recruitment, selection and retention, remuneration, discipline and welfare practices to explore the nature of employment relations, the factors that influence and shape them, and the extent of informality involved. The findings cast doubt on the stereotype: small implies/equals informal employment relations in SMEs in Ghana. The study also identifies the factors that influence employment relations and, in addition, reveals that under competitive pressures, SMEs have developed employment relations systems that enable them to have a competitive advantage in their product market/service delivery.     

心理学知识在体育中的应用

在当代,各行各业都在飞速发展,体育运动科学技术也在不断的飞跃发展,人们已经开始在体育学中开始运用心理学。本文介绍了体育心理学在体育教学与在训练和竞技比赛中的应用,希望能够使体育心理学在体育教学与在训练和竞技比赛中的应用方面给读者以启发。     

城市灾害风险与中国城市减灾战略

社会管理和公共服务是现代城市的两大基本职能.保障城市公共安全,实施防灾减灾是城市履行管理与服务职能的重要内容.首先,综述国际城市防灾减灾的合作和研究的主要进展;其次,基于城市生态经济系统特征,探讨城市灾害系统的结构功能和形成机制,分析中国城市灾害风险的特征;再次,提出中国城市防灾减灾体系的建设战略,包括:确立城市安全发...     

Bridging the cultural divide: Trust formation in university–industry research collaborations in the US,Japan, and South Korea

Academia and industry increasingly work together, but this is not always an easy endeavor. In this article we investigate how relational mechanisms facilitate trust formation in university–industry research collaborations (UICs) in three countries and contribute to the understanding of international similarities and differences in UICs by considering institutional factors, specifically, the strength and maturity of UICs in each country. Analyzing survey data of 618 recent UICs in the US, Japan, and South Korea, we identify the activities of innovation champions as a critical trust building mechanism between firms and universities that complements initial trust formation through tie strength, partner reputation, and contractual safeguards. We find that partner reputation and champion behavior are more important for trust formation in South Korea than in the US and Japan, indicating that in ‘emerging UIC countries’ where most firms and universities have little collaboration experience, reputation and the leadership by innovation champions are more important for trust formation in UICs than in ‘advanced UIC countries’ with strong and mature UIC networks. From a public policy perspective, our findings suggest that networks between firms and universities should be generally strengthened and collaboration partners should be provided with effective contractual safeguards to enhance trust formation in UICs.     

A Conversation with James O. Ramsay

Jim Ramsay was born on September 5, 1942, in Prince George, British Columbia. He pursued undergraduate studies at the University of Alberta, where he completed a BEd in 1964 with a major in English and a minor in mathematics. He then specialized in statistics and psychometry, earning a PhD in psychology from Princeton University in 1966. After holding a temporary lectureship in the Department of Psychology at University College London for one year, he joined the Department of Psychology at McGill University, where he rose through the academic ranks. He was chair of his department from 1986 to 1989 and spent sabbatical leaves in Cambridge, Grenoble, and Toulouse. He was named professor emeritus upon his retirement in 2007. Jim is the author of four influential books and over 100 peer‐reviewed articles in statistical and psychometric journals. He developed much of the statistical theory behind multidimensional scaling and is widely recognized as the founder of functional data analysis. Three of his papers were read to the Royal Statistical Society, and another won The Canadian Journal of Statistics 2000 Best Paper Award. The Statistical Society of Canada (SSC) awarded him a Gold Medal for research in 1998 and an honorary membership in 2012. Jim was president of the Psychometric Society in 1981–82 and president of the SSC in 2002–03. The following conversation took place at Jim's home in Ottawa, Ontario, on March 14 and April 4, 2012.     

Recontextualising a strategic concept within a globalising company: a case study on Carlsberg's ‘Winning Behaviours’ strategy

A corporate strategy is often formulated on the executive floor at headquarters. However, in order to make it live in an organisation, middle management and employees must be involved and make sense of it. These actors thus contribute to, participate in and enact the strategy in processes where it may take on new meanings and forms. This article investigates how ‘Winning Behaviours’, a strategic concept developed on the initiative of top management at the Carlsberg Group in order to improve global integration in the multinational organisation, was recontextualised. It draws upon interviews and observations as well as documents collected at the company headquarters in Denmark and in its subsidiaries in China and Malaysia. Here, expatriate and local managers tried to give sense to the Winning Behaviours in various ways, and employees brought their own local leadership ideals into play when they tried to make sense of the preferred behaviours and turn them into daily practices. The process of creating a new strategic concept and making it live in other sociocultural contexts was facilitated by headquarters staff in the Human Resources and Communications departments, who thus played an important role as change agents in the ‘glocal’ strategy process.     

Similarities and differences in international and comparative human resource management: A review of 60 years of research

In this article, we review similarities and differences in articles in the research field of international and comparative human resource management (HRM), published in Human Resource Management over the past 60 years. The extensive review and analysis, based on 189 conceptual articles, reviews, and empirical studies, identified several trends. First, the two distinct research streams in this research field (HRM in MNEs and comparative HRM) have grown over the decades and moved from conceptual articles in the beginning to almost exclusively empirical studies in more recent years. Second, in addition to the two research streams, in more recent years we identified a third research stream that combines elements of HRM in MNEs and comparative HRM research. Third, the research field has become more feminized, with an increasing number of female (first) authors, and has become more international, with more authors affiliated with non‐US universities in the more recent time periods. Finally, while the research streams show some differences in the content of their research, we do not find evidence that the streams developed in isolation. Based on our analysis, we provide suggestions for future research on international and comparative HRM and identify current implications for HR practitioners.