无线异构网络接入技术的研究

未来的无线网络应该是当前各种成熟的无线接入技术的异构网络的融合网络,可以为用户提供各种不同的业务。本文首先介绍了无线网接入的三种技术,研究了3G和WLAN这两种异构网络的接入融合问题,最后分析了整合WLAN和3G系统需要解决的一些认证及安全方面的问题。     

3G智能手机技术服务人员管理模式探索

国内ODM／OEM运作模式已经日趋成熟,智能手机生产的进入门槛越来越低,再加上3G业务的快速发展,近两年各大手机厂商纷纷投向智能手机的业务。但是智能手机的服务却没有跟上,智能手机技术专业型服务人才流动性大的问题尤为突出。笔者深入剖析了国内3G智能手机技术服务人才管理中存在的问题,并借助联想3G智能手机的技术服务的详实案例和客观数据,创造性地提出了以厂家和授权服务渠道合作共赢的形式设立服务支持专员岗位的管理模式,针对性解决了3G智能手机技术服务人员流动性大的问题。     

基于4G网络的物流实时视频监控系统的构建

现代化的物流技术涉及到自动化技术、网络技术及管理技术等。当前的行业发展对其自身提出了一些新要求,如通过视频监控系统,采集现场视频信息,然后经过4G视频服务器,并通过4G网络技术将数据传输至客户端进行远程实时监控成为当前广大用户的一种需求。实现4G网络应用与物流行业相结合,将使得物流业提供更高品质的服务,其应用必然能够为物流产业带来一定的社会效益和经济效益。     

3G技术及其在通信中的应用

目前3G还处于初期阶段,其发展前景十分看好。文章介绍了3G（第三代移动通信系统）的含义及3G技术的基本特点,分析了3G技术在通信中的应用。     

浅析3G通信在应急指挥车系统中的应用

突发事件是具有不确定性和不可提前预料性.每当事故或灾难发生时,应急指挥车辆应立即赶赴事故现场,传播现场的视频,音频和数据信息,并及时、准确地传送到应急指挥中心,为指挥所的指挥人员做出实现监测,分析和决策即将展开的活动.本文通过介绍3G (第三代移动通信系统)的含义及3G技术的基本特点,分析了3G技术在应急指挥车系统中的应用.     

浅谈3G视频通信中容错技术的应用

随着第三代数字无线移动通信网络以及多媒体信息服务的迅猛发展，3G视频通信的高可用性已成为业界关注的一个新的焦点。作为一个新型的通信技术，3G视频通信有很多新的特点，所有这些新的特点对传统容错技术带来新的挑战。H264／AVC视频编码标准本身提供了许多容错工具，可以很好的解决易差错信道的视频容错传输。本文以如何提高3G视频通信的可用性为目标，对3G视频通信中关键的容错技术（包括错误隐藏技术，Slice结构及参数集等）的应用进行了初步探讨。     

3G时代的先进国家信息化运营——3G与信息化建设

随着通信网络和技术的不断发展,3G技术环境下电信增值业务进入了高速发展阶段,业务范围持续扩大,经营主体趋向多元化,经营模式日益创新。本文介绍了3G（第三代移动通信系统）的含义及3G技术的基本特点,分析了3G技术在通信中的应用。     

3G技术及其在通信中的应用

目前3G还处于起步阶段,但其发展前景十分看好。随着通信网络和技术的不断发展,3G技术环境下电信增值业务进入了高速发展,业务范围持续扩大,经营主体趋向多元,经营模式日益创新的新阶段。文章介绍了3G(第三代移动通信系统)的含义及3G技术的基本特点,分析了3G技术在通信中的应用。     

对3G视频通信中容错技术的几点思考

随着第三代数字无线移动通信网络以及多媒体信息服务的迅猛发展，3G视频通信的高可用性已成为业界关注的一个新的焦点。作为一个新型的通信技术，3G视频通信有很多新的特点，所有这些新的特点对传统容错技术带来新的挑战。H．264／AVC视频编码标准本身提供了许多容错工具，可以很好的解决易差错信道的视频客错传输。现以如何提高3G视频通信的可用性为目标，对3G视频通信中关键的容错技术（包括错误隐藏技术，Slice结构及参数集等）的应用进行了初步探讨。     

5G+区块链技术在图书馆智慧服务中的应用探讨

继云计算、大数据、人工智能之后,当下信息技术中最热门就是5G+区块链技术,其有利于推动公共图书馆服务业态的创新,并在促进图书馆服务效能提升方面意义重大。5G和区块链二者互补共生,这两项技术备受图书馆领域的重视,想要实现图书馆由传统模式转变为智慧模式就必须将两种技术相互结合。在此基础上,本文主要探究5G+区块链技术相互结合互补之下在图书馆智慧服务中的应用。     

MSTP技术在实际应用中的研究

MSTP是基于SDH的多业务传送平台技术,是对SDH技术功能的发展和扩充,可同时支持语音和分组数据业务,在大客户建设方案中已渐渐得到广泛应用。文章结合传输网和大客户电路的具体接入方案,探讨MSTP提供的业务及组网方式。     

The effective voice mail message

When used effectively, voice mail is an indispensable and powerful tool for the busy health services manager. On the other hand, misused or abused, voice mail can handicap the manager and cause frustration to all individuals involved in the communication interaction. By following guidelines for effective use of voice mail, the manager can maximize this important communication modality and enhance business finesse.     

User voice and complaints as drivers of innovation in public services

User voice and complaints can serve as important inputs to innovation in public services. User knowledge can be harnessed to provide insights and ideas that prompt more effective service responses and add value to service delivery. However, the mechanisms for harnessing user voice and complaints are often not fully understood, and their potential is often underdeveloped. This paper elaborates a conceptual framework which maps the processes by which user voice and complaints might prompt effective public service innovation. Six practical real-world examples are then presented and analysed to illuminate discussion of some critical success factors for consumer-knowledge-enabled innovation.     

Employee voice and regulation in the residential aged care sector

This article examines the interaction of regulation and employee voice in the residential aged care sector. In particular, it considers the regulatory forces shaping the expression of voice in the human services sector through the examination of three aged care providers. It suggests that in a sector characterised by low levels of unionisation and a preponderance of non‐union workplaces, employee voice does not act as a significant regulator of managerial decision‐making, rather a combination of external and internal constraints that regulates the expression of voice. This study identifies the regulatory role of location, labour law and social norms. It also highlights that the importance of these constraints will vary in different organisational contexts and as a consequence of interaction with internal regulation. Such internal regulation is most commonly expressed through the exercise of managerial prerogative.     

新时代三网融合背景下运营商发展策略探讨

三网融合是指电信网、计算机网和有线电视网三大网络通过技术改造,能够提供包括语音、数据、图像等综合多媒体的通信业务。本文作者结合自己对行业的理解从三网融合的发展阶段出发,分析了国外相关国家三网融合的特点及经验,对广电及通信运营商的未来发展提出了几点建议。     

Representation at Suncorp – what do the employees want?

It is apparent from existing research that little is known about the effectiveness of non‐union employee representation (NER) voice arrangements in Australian firms. This article examines both the non‐union Suncorp‐Metway Employee Council (SMEC) and union voice arrangements at an Australian financial services firm, Suncorp, and assesses their effectiveness in representing the needs of employees. This study is unique because it is one of the few examples of dual representation channels at a single firm. Overall the findings suggest that the effectiveness of union and NER arrangements is dependent on the union and NER voice channels being perceived by the workforce as both representative and able to act effectively or independently. However, while trade unions may provide greater voice than non‐union arrangements, the strength of voice is dependent on the legitimacy and effectiveness of trade unions in representing employees' interests at the workplace. The findings also suggest that the marginalisation strategy used by the union in excluding SMEC from its industrial campaigns, coupled with employees' perception of a lack of effective union voice, could impact negatively on the influence that unions may have on management decision‐making. This could also be perceived by employees as an inappropriate response by the union to management substitution strategies. As a consequence, any changes to industrial relations policy or trade union strategies regarding NER should be considered in the light of these findings.     

Individual employee voice: renegotiation and performance management in public services

Periodically, the ‘zone of acceptance’ within which management may use its authority to direct employees' work needs to be adapted to the changing needs of organizations. This paper focuses especially on the non-codified elements of employees' work, such as those commonly the subject of ‘psychological contracts’, and considers the role of individual employee voice in the process of adaptation, and how it relates to more familiar forms of collective employee voice. It is argued that the process can be analysed as a form of integrative bargaining, and applies the framework from Walton and McKersie. Employee voice enters into this process by virtue of consideration of the respective goals and preferences of both parties. The element of employee voice may be very weak when new work goals and priorities are imposed unilaterally by management, and they may be strong when full consideration is given to the changing needs of both parties. Two examples from work on performance management in the public services are used to illustrate these processes. The paper concludes with a discussion of the ways in which collective employee voice may help to reinforce individual-level integrative negotiation. The paper seeks to contribute to the recent work on why employers choose employee voice mechanisms by broadening the range of policies that should be taken into account, and in particular looking at the potential of performance management as one such form.     

靶向式域隔离测试技术的移动全业务仿真拨测系统

随着移动通信技术的不断发展,国家3G网络建设的竣工,在原有基础业务支撑的基础上,更多丰富的数据增值业务被电信运营商推出。在提高产业效益的同时,相关的网络、业务维护优化,特别是数据业务的维护日益加重。而传统的数据业务拨测方法在实时性、准确性、稳定性等方面无法满足电信运维人员的工作需求,所以一种新的移动全业务仿真拨测系统被推出,受到广大运维人员的欢迎。     

3G通信网络的H.264标准问题的若干思考

无线通信领域的技术和应用也在迅速发展,移动终端传输视频流将成为3G网络成功的一个重要应用之一。移动终端的最新视频应用为3G应用提供了很好的铺垫。如:应用于视频电话和视频会议的电路交换和包交换会话服务(PCS),应用于直播和视频录象的包交换流媒体服务(PSS)和多媒体信息服务(MMS)等。因此,如何把流媒体算法更好地切入进移动通信领域,是当今最受关注的热点之一,本文将分析把H.264应用在基于IP的3G网络时的性能。     

The cross‐cultural study of LMX and individual employee voice: The moderating role of conflict avoidance

This article examines the role of national culture, measured by conflict avoidance, on the relationship between leader–member exchange (LMX) and individual employee voice. Using data collected from automotive industry employees in the United States and Korea, the findings show that conflict avoidance is negatively related to employee voice and also moderates the relationship between LMX and employee voice in the Korean sample. In particular, the relationship between LMX and voice becomes less positive when conflict avoidance is high. On the other hand, conflict avoidance does not have a direct effect on employee voice as well as an interactive effect with LMX on employee voice in the U.S. sample. This study, therefore, highlights the importance of the national culture in the comparative study of employee voice.