鑫斌铁矿紧急避险系统建设方案

文章在对鑫斌铁矿实际开采条件和国内外有关安全避险"六大系统"建设情况进行调研的基础上,根据我国有关标准、规范的要求,对鑫斌铁矿紧急避险系统建设方案进行了研究。鑫斌铁矿紧急避险系统包括避灾设备、避灾设施、避灾路线、应急预案等。文章采用大直径钻孔通风的避灾硐室方案,并对避灾硐室进行了结构设计和配套系统设计。     

金属非金属地下矿山安全避险“六大系统”建设分析

简要介绍了金属非金属地下矿山安全生产现状及存在的问题,在此基础上,分别对监测监控、人员定位、通信联络、压风自救、供水施救和紧急避险六大系统的建设进行了分析,并结合实际案例提出了"六大系统"建设中应注意的问题及对策,对金属非金属地下矿山"六大系统"的建设具有一定的指导意义。     

半导体照明产品检测实验室建设及展望

基于半导体照明灯具的特点,结合目前半导体照明产品检测的实际情况,从光、色、电、寿命及安全性等方面介绍了半导体照明产品检测实验室的建设方案,包括系统的功能、组成、基本的检测原理和方法等。     

图书馆作为信息素养教育平台的发展研究

在城市文化理论研究中从公共图书馆发展与社会文化发展的关系看出,两者是成正比的。公共图书馆提升着一座城市的知识文化风韵,起着城市文化建设主阵地作用,为促进城市每个公民素质以及科学文化水平的提高起到积极的作用。因此,发展适应现代城市的图书馆也是公共图书馆服务于社会文化,是发展城市文化的重要元素,也是自身发展的需要。本文主要从图书馆是怎样一个媒体来面向公众的,以及来提高信息素养教育平台展开研究分析。     

基于数字化变电站的电力设备故障诊断研究

现今数字化变电站中的电力设备发挥着重要的作用。随着现今社会经济和科学技术的飞速发展,人们的生活有了很大程度的提高,同时人们对用电也提出了更高的要求。现今电力系统为了满足人们的需求,开始逐渐向自动化发展,都是为了能够满足人们在生产和生活中对电力的要求。电力系统因此在运行过程中会随着新技术和设备的运用,产生更多的新问题,因此现今对电力设备故障的深入研究具有十分重要的意义。     

基于MCS-51单片机的安全报警系统的设计

随着城市人口增加,住宅小区增多,小区居民的安全防范要求增强。目前,出现了智能住宅安全防范系统,本文对安全报警系统进行了研究,提高了防盗系统的智能化水平。     

The role of Spanish local development and employment officers in human resource management

The aim of this study is to contrast the existence of a significant relation between good human resource practices and business results. The empirical analysis is applied to strategies implemented by Local Development and Employment Officers (LDEOs) with regard to the management of social integration and job placement programs within the context of Local Development in Spain for both the universalist and contingent perspectives of Human Resource Management. The novelty of this study lies in the impact local development programs are having on social integration and job placement, and, in particular, the effects of project management.     

How do high-involvement work processes influence employee outcomes? An examination of the mediating roles of skill utilisation and intrinsic motivation

How do high-involvement work processes influence employee outcomes? In this paper, we use Vandenberg et al.'s [Vandenberg, R. J., Richardson, H. A., & Eastman, L. J. (1999). The impact of high involvement work processes on organisational effectiveness: A second order latent variable approach. Group and Organisational Management, 24, 300–339] elaboration of Lawler's [Lawler, E. E. (1986). High-involvement management: Participative strategies for improving organizational performance. San Francisco, CA: Jossey-Bass] model to test direct links and to explore skill utilisation and intrinsic motivation as mediators. Survey data were collected from a large New Zealand organisation providing distribution services and results were analysed through structural equation modelling. While there are important direct effects, the results demonstrate that both skill utilisation and intrinsic motivation transmit high-involvement processes into valuable outcomes for employees. The benefits to employees of such processes are direct but also lie in the way they make the work itself more motivating and enable them to deploy and grow their skills. This implies that forms of work organisation and supervision that offer workers greater opportunity for discretion, and involvement in the decisions that concern them, create the conditions for greater learning and, in turn, contribute to their well-being.     

HR practices and New Zealand firm performance: what matters and who does it?

We examine the impact of human resource practices, especially those considered as parts of high performance work systems, on firm performance. The analysis is unique in using data from an economy-wide official survey to determine whether firms that adopt high performance HR practices perform better than their rivals. We find that adoption of a suite of high performance practices (and adoption of specific practices pertaining to staff training and performance pay) has a causal impact on firm outcomes. The strength of the relationships differs by firm size and age. Firms that adopt high performance practices are predominantly young and in high-tech related sectors.     

Mentoring received by protégés: its relation to personality and mental ability in the Anglo-Saxon organizational environment

Dispositional characteristics, including personality and mental ability, play a substantial role in interpersonal relationships. However, their connection with mentoring, which is a form of interpersonal relationship, has received limited attention. The study empirically investigated the association of mentoring received with the Big-Five of personality and general mental ability in the Anglo-Saxon organizational environment. Furthermore, it integrated the relationship between dispositional traits, mentoring received and career success in a causal path model. Analysis of data collected from 272 white-collar workers suggested no relationships of logarithmic form between mentoring received and personality traits or general mental ability. Hierarchical linear regression indicated that scores on openness and agreeableness made significant contributions to scores on mentoring received over and above the contributions of the demographics and human capital controls. Causal path modelling suggested that the total effects of openness and agreeableness on extrinsic career success were negative while the corresponding effects on intrinsic career success were positive; largely due to the fact that the benefits of mentoring received were stronger for intrinsic than for extrinsic career success. The results were discussed with respect to their contribution to our understanding of the development of mentoring relationships, and their implications for practice and research across national cultural contexts.