结构连续梁桥临时支座设置的几种施工方法

简支梁桥的伸缩缝设置越少越好，因为伸缩缝的损坏维修率较高，所以目前我国简支梁桥一般100～160m左右设置一道伸缩缝，钢筋砼梁桥一般60m以内可以不设伸缩缝。先简支后连续的设计施工方法是目前较为普遍的一种施工方法，临时支座的设计和施工是牵涉到先简支后结构连续体系转换的关键工作，如何做到既安全又经济、既方便又确保质量，是临时支座制作的首选问题。隆百高速公路No.10～No.13标T梁先简支后连续施工的临时支座采用钢砂箱和原木制作的施工成功经验，给大型桥梁临时支座制作和施工提供了很好的经验。     

早强、高强支座灌浆砂浆施工工艺研究

本文通过总结京沪高铁、津秦客专、吉图珲客专箱梁架设过程灌浆工艺中早强、高强支座砂浆的使用方法,介绍了简支箱梁支座砂浆灌注施工的过程控制、工艺流程、施工工艺等。     

浅谈东河大桥临时支座设计

文章以中山市东河大桥工程为例,对桥梁工程中常用的几种临时支座进行了比较叙述,并总结了沙箱式临时支座的优越性。     

浅谈箱梁防止预埋支座板空鼓施工技术

通过对预制32m后张法预应力混凝土简支箱梁的混凝土浇筑施工,结合现场条件和实际情况,浅谈一下对支座板空鼓的质量控制及解决方法,为今后类似的混凝土箱梁预制提供一定的借鉴。     

高墩简支梁桥的非线性时程分析

文章研究了高墩简支桥梁在高烈度地震作用下的位移反应和橡胶支座对墩顶位移的影响,对不同高度的桥墩进行非线性时程分析,分析表明高墩简支桥梁整体呈现出柔性结构特点,在高烈度地震作用下会产生较大的墩顶位移。随着墩高的增加,起隔震作用的橡胶支座的变形在墩顶总位移中的比例越来越小,其隔震效果随墩高增加而降低。     

桥梁支座更换施工方法及安全技术措施

一、工程概况。某扩建工程有14座中小桥需要更换支座．更换支座个数为228个,支座类型主要为球冠橡胶支座。桥的上部构造均为预应力混凝土简支空心板梁,跨径分别为8m、10m、13m、16m,桥墩结构彤式主要为柱式墩。     

桥梁结构体系转换有限元分析

利用大型有限元软件Ansys,对简支转连续的桥梁上部结构进行三维仿真计算与分析,并以某桥梁工程为例,对先简支后连续桥梁分别进行计算分析,然后对比桥梁跨中的应力值和支座处的负弯矩,表明体系转换对提高桥梁的承载力作用明显,同时体系转换施工简单、经济,是一种很好加固桥梁的方法,但是结构的抗剪承载力是否满足要求需要引起重视。     

如何用挂篮法进行连续梁的施工

预应力钢筋混凝土连续梁桥能充分发挥高强材料的特性,使结构轻型化,具有很大的跨越能力,而且它可以有效地避免混凝土的开裂,特别是处于负弯矩区的桥面板的开裂。本文结合实践中的体会着重对预应力钢筋混凝土连续梁桥在采用挂篮施工悬臂浇筑时0#节段托架施工、墩梁临时固结、挂篮设计、挂篮安装、挂篮悬浇施工、体系转换、临时支座设置永久支座安装等方面进行了介绍。     

桥梁工程先简支后连续T梁施工管理

先简支后连续桥梁结构就是将T梁或箱梁一段一段以简支梁的形式放置在桥墩支座上,然后再把梁连接成整体连续梁。这种结构的桥梁具有变形小、刚度大以及伸缩缝少等优点,因此,在桥梁中得到广泛的运用,本文就桥梁工程先简支后连续T梁施工管理进行研究,以供同仁参考。     

CRTSⅡ型无砟轨道简支箱梁桥面控制

通过对石武铁路客运专线预应力混凝土简支箱梁桥面平整度的控制情况,介绍了CRTSⅡ型无砟轨道简支箱梁的桥面平整度控制采用的施工设备、人员配置、施工方法,为同类工程提供了施工经验。     

掘进机机载液压泵站的设计

针对井下实际需求,设计了一种掘进机机载液压泵站。文中详细介绍了该机载液压泵站的技术参数、结构组成以及应用情况,该泵站可以方便地为掘进工作面锚杆钻机、探水钻机、临时支护等移动设备提供液压动力,同时具有体积小、成本低、移动方便、操作简单、可靠性高等特点,应用效果良好。     

The impact of Greek labour market regulation on temporary employment – evidence from a survey in Thessaly,Greece

This paper uses an original data-set for 186 workplaces in Thessaly (central Greece), to study consequences of Greece's strict employment protection law (EPL) and national minimum wage for temporary employment. We find higher temporary work contract rates among workplaces that pay low wages close to the minimum. We also find that EPL ‘matters’, in particular, managers who prefer temporary contracts because temporary workers are less protected definitely employ more. Our findings thus support the view that a firm's HRM decisions regarding internal versus external allocation of tasks are influenced by labour regulation.     

Temporary Liaisons: The Commitment of ‘Temps’ Towards Their Agencies*

abstract The majority of research on organizational commitment has focused on commitment in traditional, ongoing and open‐ended relationships. The commitment of employees in non‐standard work arrangements such as temporary employment has been subject to much less theoretical and empirical investigation. In this study, we examine the affective and continuance commitment of temporary workers towards their agency and its determinants. We distinguish two groups of determinants: the process by which the temporary worker chose a particular agency and the support provided by the agency. The findings can be summarized as follows: (1) affective commitment among temps is generally higher than their continuance commitment; (2) having more alternative agencies to choose from (i.e., volition) does not enhance the commitment of temporary workers; (3) a public choice for a particular agency raises both types of commitment, whereas the perceived agency dependence created by the choice increases continuance, but not affective commitment; and (4) both types of commitment are positively influenced by agency supportiveness, reflected in the way the agency deals with problems, the career support it provides, and the way it keeps in close contact with its temporary workers. Finally, the results suggest that factors raising affective commitment may ‘spill over’ to increase continuance commitment.     

The organization of Human Resource Management in temporary work agencies—towards a comprehensive research agenda on temporary agency work in Germany,the Netherlands and the US

While many studies suggest that companies use temporary agency work only as a short-term instrument to adjust the workforce in line with demand, recent research has pointed to new developments in employers' use of temporary agency work. Studies have highlighted the development of increasing long-term contractual relationships between temporary work agencies and client companies in countries such as Germany, the Netherlands and the US. What is missing in the current debate so far are insights on how temporary work agencies are responding to new expectations by client companies. Therefore, possible strategies are analyzed with special regard to the design of Human Resource Management instruments in temporary work agencies. Although the Human Resource Management is the core competency of temporary work agencies, surprisingly little attention in the academic literature has been paid to the question how Human Resource Management should be structured in order to support the adopted strategies by the agencies. This will be analyzed in the paper with a special focus on the situation in Germany, the Netherlands and the US, developing propositions for further research and a comprehensive research agenda for international comparative studies.     

焦化厂深化厂务公开工作情况的调研报告

厂务公开是企业民主管理工作的重要组成部分。近年来,焦化厂通过推行厂务公开民主管理工作,实现了从厂部到车间及至班组的三级网络公开体系,形成了常规性工作定期公开,长期性、阶段性工作分阶段公开,短期、临时性工作随时公开的良好态势。使职工的知情权、参与权和监督得到有效的落实,为现代企业发展提供了强有力的支撑。     

浅谈沈阳富水砂层条件下地铁车站盖挖施工技术

沈阳地铁保工街站为保证地铁施工期间上部道路的正常行车,在施工此车站中采用盖挖顺作法施工,并采用军便梁作为临时路面支撑系统。     

浅谈先简支后结构连续桥梁施工技术

近几年我国公路上修建的高等级的大、中桥梁发现,大多采用先简支后连续结构体系。文章阐述了先简支后连续结构体系在实际工程中的优点和施工工艺,探讨了施工过程中简便易行的施工技术,最后提出先简支后连续桥梁施工的质量控制。     

八三军用杆件门式支架技术在市政桥梁施工中的应用

军用八三式杆件具有施工的快速性,良好的机动性,施工的简便性,良好的互换性,组装成一个矩形方阵,提供了一个稳定的临时支墩,保证了梁体在预制过程中的施工质量,克服了沉降变形对梁体的危害。     

The influences of new employee development practices upon role stressors and work-related attitudes of temporary employees

Understanding what influences temporary employee attitudes toward their work is becoming an increasingly significant managerial concern in organizations employing temporary workers. In this empirical study, we examine the relationship between new employee development (NED) practices, role stressors and employee work-related attitudes. It was hypothesized that NED practices will be negatively related to the role stressor variables and that the role stressor variables will be related to employee work-related attitudes. It was further hypothesized that role stressors will mediate the relationship between NED practices and temporary employee work-related attitudes. Since temporary employees receive new employment practices at both the client organization and the temporary agency, the relationships were hypothesized to exist for both the client organization and temporary agency. Data were collected from temporary employees (N = 1,261) across the United States. Results indicate that NED practices at the temporary agency and client organization were both negatively related to role ambiguity and role conflict. Role stressors were positively related to intention to quit and negatively related to job satisfaction and organizational commitment in relation to both client organization and temporary agency. Role ambiguity and role conflict partially mediated the relationship between NED practices and temporary employee work-related attitudes for both the client organization and temporary agency. Theoretical and practical implications for managing temporary employees are discussed.     

论资产负债项目的性质与暂时性差异的形成

资产负债项目的性质对其暂时性差异的形成有着直接的影响。一般而言,货币性资产、负债项目不形成暂时性差异,而非货币性项目则有可能形成暂时性差异。在有些情况下,这一结论似乎并不成立,如应收账款等项目有时也会产生暂时性差异,事实上,该资产项目此时已不再是严格意义上的货币性项目。弄清这一规律,不论在理论上还是在实践中均有重要意义。