鸡蛋壳制备乙酸钙冰雪融化剂的研究

以鸡蛋壳为原料,对高温煅烧分解蛋壳、中和法制备乙酸钙(CA)的最佳反应条件进行了研究,试验结果表明:在所选参数下,其产量最大.即反应温度为50℃,配料摩尔比为CaO:HAc=1:2.8,乙酸浓度为15 mol/L,石灰乳浓度(以氧化钙计)为1.3 mol/L.产品融冰试验表明:CA在环境温度为-10℃以上使用时,其融冰效果较好.     

基于RFID的零售企业信息追溯与补库策略

提出了基于无线射频技术（RFID）的零售企业生鲜食品的信息追溯技术和持续补库计划（CRP）策略,集成了整合发货和库存补货,并构建了用以计算最高库存量和配送周期的供应商管理库存模式下的补货数学模型,模型中充分考虑了生鲜食品的特性（腐坏）,确保零售企业销售生鲜食品的质量安全.在通过采用RFID技术实时监控销售和库存数据的基础上,供应商能够依据模型在发货周期内确定最佳的货物配送时间和配送数量,主动补货,在保证食品安全的同时实现总的长期平均成本最小化.     

DS-optimal designs in one way ANOVA

Characterization and construction of optimal designs using the familiar optimality criteria, for example A-, D- and E-optimality are well studied in the literature. However the study of the Distance Optimality (DS-) criterion introduced by Sinha (1970) has very recently drawn attention of researchers. In the present article, we consider the singularly estimable full rank problem of estimating the full set of elementary treatment contrasts using the DS optimality criterion in the set up of a one way ANOVA model. Using a limit argument it turns out that a CRD in which difference between any two allocation numbers is at the most unity is uniquely DS-optimal. Acknowledgement. We are thankful to Prof. B. K. Sinha for suggesting the problem to us and many helpful discussions with him. We are also thankful to the referees for drawing our attention to the reference of Bischoff (1995) and many helpful comments.     

企业人力资源动态策略管理

从稀缺性、难以模仿性、不可替代性三个角度论述特殊人力资源是现代企业的核心战略资源,依高层管理者具备的不同管理理念及企业所处的不同发展模式指出对企业的人力资源必须实行动态策略管理,并有针对性地提出人力资源部门的具体设置与运作方式。     

Violations of Service Fairness and Legal Ramifications: The Case of the Managed Care Industry

Adapted from Chan's (2000) model depicting success of litigation, this paper argues that with the application of various legislation, health maintenance organizations' (HMOs') violations of service fairness to each group: enrollees, physicians, and hospitals give rise to each group's lawsuits against the HMOs. Various authors (Bowen et al., 1999; Seiders and Berry, 1998) indicate that justice concepts such as distributive, procedural, and interactional justice can be applied to the area of service fairness. The violation of these underlying justice principles with HMOs' service unfairness to enrollees, physicians, and hospitals is examined. A general synopsis of the ethical issues in the managed care industry is provided. The various lawsuits launched by each group: enrollees, physicians, and hospitals together with the key statutes used are discussed. This paper also highlights the provisions and ramifications of the 11 April 2000 landmark agreement that Aetna made with Texas Attorney General John Cornyn to settle the 1998 lawsuit brought against the company. Lastly, the current ethical issues in the managed care industry are further discussed. The value of this paper can be adapted to the study of organizations' service fairness violations in other industries or in the educational, governmental, and not-for-profit sectors both nationally and internationally.     

中国大中型造纸企业技术创新机制探讨

建立和健全大中型企业以技术创新为核心的技术进步的内在机制 ,保障提高技术创新的绩效是目前亟待解决的问题。本文根据 2 0 0 0年中国科技统计年鉴中的数据 ,对大中型造纸企业在技术创新方面存在的主要问题进行分析 ,就如何完善其动力机制和运行机制提出建议     

生态环境的恶化与乡村社会控制--以清代徽州的棚民活动为中心

从明后期开始进入徽州地区的外地棚民，利用当地丰富的自然资源，进行各种经济活动。在当时的社会条件制约下，此类经济活动耗费了大量的资源，破坏了徽州农村的生态环境，损害了地方和国家的利益。针对这一问题，清代徽州乡村社会各种民间力量和官方联合展开了一场声势浩大的驱禁棚民运动，取得了预期效果。     

混合拉曼/EDFA放大器及其在DWDM中的应用

本文综述了混合拉曼／掺饵光纤放大器（HFA）的工作原理，结构和特点，介绍了4类HFA基本结构及其实验结果，并通过介绍近年来各类HFA在密集波分复用（DWDM）系统中的应用表明了HFA在带宽，增益和噪声特性方面的优点。     

Employee involvement in American corporations

At the direction of the U.S. Senate subcommittee on Governmental Affairs, the general Accounting Office (GAO) conducted a survey of employee involvement practices within American companies. The population consisted of top management within Fortune's 500 largest manufacturing and 500 largest service companies. An analysis of the data examined three broad areas relating to employee involvement: (1) the existing organizational programs and processes such as personnel practices, information sharing, and training; (2) the degree of corporate participation in specific employee involvement programs including the reasons for undertaking employee involvement programs, and the perceived barriers to the implementation of employee involvement programs; and (3) the perceived effect of employee involvement on organizational operation as measured by changes in indicators of performance and activities within the internal business environment.     

走可持续发展的道路,必须树立科学的“资源优势”观

资源优势不等于经济优势,它不是固定不变的。其在现代经济中的作用已让位于科学技术,利用不当会转化为劣势。所以,走“可持续发展”道路,必须遵循开发资源坚持以科技为先导、以市场为导向、开采与保护并重的原则。