谈高墩大跨度曲线桥悬臂施工阶段非线性分析

以高墩大跨径曲线桥为研究对象，以非线性稳定理论为基础，利用有限元法对其在悬臂施工阶段荷载状态进行计算分析；以理论计算与实桥分析为基础，研究连续刚构桥施工控制系统，分析影响悬臂施工线形的因素，用现场实测数据修正计算模型参数，更好的控制桥面的线形。通过对不同曲率半径、墩高、系梁个数的非线性计算，对荷载比例系数和悬臂端计算结果进行比较分析，施工监控中充分考虑各种因素影响，采用现场实测数据修正计算参数，达到理论计算模型与实桥相吻合，保证了桥梁施工的安全。另外，连续刚构桥的施工控制对主梁标高控制而言，应按“宁高勿低”的原则进行。     

省道S220线祥云至宁蒗公路鲁地拉水电站淹没段复建工程四合同段金沙江大桥上报部结构施工技术探讨

在施工阶段随着桥梁结构和荷载状态的不断变化,结构内力和变形随之不断发生变化。因此,需对桥梁的每一施工阶段进行详尽的分析和实测验证,并采用一定的方法对结构变形、应力加以控制,以确保设计的施工过程得以准确实现。     

高速铁路连续梁施工监控应力监控研究

以郑徐客运专线民权特大桥为工程背景,通过理论预测与实测反馈分析研究了高速铁路悬浇连续梁桥施工监控中梁体应力控制技术,探讨了施工过程中影响梁体应力的主要因素。为今后同类型桥梁施工监控提供了技术借鉴。     

基于大数据的换流站工程安全问题智能化管理

本文利用大数据思路设计了换流站工程施工过程中安全问题数据的管理和应用平台,实现利用工程现场多源安全问题数据进行安全施工的综合化统计、自动化计算分析、智能化应用管理。通过该平台的建设,实时动态整合了施工过程中的各类安全问题数据,快速完成复杂数据的统计计算和可视化呈现,满足对安全施工及时、精准管理的需求,辅助管理者高效开展安全施工管理。     

工业厂房建筑结构优化设计与施工

钢结构厂房普遍应用于工业企业之中,替代传统混凝土结构厂房,成为不可或缺的重要角色。钢结构工业厂房建筑结构的设计牵涉诸多的专业,内容相对复杂。因此要重点关注钢结构工业厂房建筑的结构设计和优化,把握和分析钢结构工业厂房建筑施工过程,提高钢结构工业厂房建筑结构设计和施工的质量。     

水电站计算机监控模式与结构功能研究

随着计算机和网络技术的发展并深入工业生产过程的各个领域，同时由于越来越多、越来越大的水电工程开发，迫切需要更为先进和可靠的控制系统去操作日趋复杂的控制设备。由此便产生了当代的水电厂计算机监控系统。本文对其计算机监控模式与结构功能进行了研究与分析。     

跨座式单轨车受电弓有限元受力分析

本文应用CAD／CAM／CAE集成软件UG建立该受电弓的三维实体模型和有限元模型，针对受电弓在不同工作高度位置下承受不同接触压力进行有限元分析计算，得出受电弓的最大等效应力、最大剪切应力、最大变形量与接触压力、工作高度之间的关系以及应力集中部位，为单轨车受电弓断裂失效分析及国产化提供了结构优化依据。     

ANFIS在中兴隧道围岩力学参数反演中的应用

本文采用自适应神经模糊推理系统(ANFIS)对公路隧道施工过程中围岩的内聚力、内摩擦角、围岩侧压力系数等力学参数的反演进行了研究;通过数据正交试验以及FLAC3D正演计算得到数据样本,建立围岩力学参数的ANFIS结构,同时,对现场围岩位移进行监测,最后将模拟计算结果与检测结果进行比较,结果表明,模拟计算结果与实测数据吻合良好,说明该反演分析方法具有良好的工程适用性,可在工程实践中推广应用。     

基于显式有限元法的地下铲运机ROPS研究

为了研究地下铲运机ROPS的抗冲击性能,采用显式有限元法仿真模拟了ROPS冲击试验过程。以某地下铲运机为例,首先建立了ROPS有限元模型,确定了有限元模型的边界条件及加载方法,然后分析ROPS在各种工况下的变形以及应力分布情况。仿真结果表明,ROPS的抗冲击性能满足标准ISO 3471的要求;同时指出了冲击过程中ROPS的高应力部位集中在零部件连接处,建议在设计制造时避免应力集中,制造过程中需要保证焊接质量。     

跨座式单轨车受电弓有限元受力分析

本文应用CAD/CAM/CAE集成软件UG建立该受电弓的三维实体模型和有限元模型,针对受电弓在不同工作高度位置下承受不同接触压力进行有限元分析计算,得出受电弓的最大等效应力、最大剪切应力、最大变形量与接触压力、工作高度之间的关系以及应力集中部位,为单轨车受电弓断裂失效分析及国产化提供了结构优化依据.     

CAPITAL,LABOR, AND THE FIRM: A STUDY OF GERMAN CODETERMINATION

Under the German corporate governance system of codetermination, employees are legally allocated control rights over corporate assets through seats on the supervisory board—that is, the board of nonexecutive directors. The supervisory board oversees the management board—the board of executive directors—approves or rejects its decisions, and appoints its members and sets their salaries. We empirically investigate the implications of this sort of labor participation in corporate decision making. We find that companies with equal representation of employees and shareholders on the supervisory board trade at a 31% stock market discount as compared with companies where employee representatives fill only one‐third of the supervisory board seats. We show that under equal representation, management board compensation provides incentives that are not conducive to furthering shareholders' interests, possibly because labor maximizes a different objective function than shareholders. We document that, under equal representation, companies have longer payrolls than their one‐third representation peers have. Finally, we provide evidence that shareholders respond to the allocation of control rights to labor by linking supervisory board compensation to firm performance and by leveraging up the firm. (JEL: G32, G34)     

Wie unabh?ngig sind deutsche Aufsichtsr?te?

Within the German corporate governance system, the supervisory board fulfills several functions: monitoring and consultation of the management board, as well as reconciliation of interests. These divergent tasks might lead to conflicting demands. The agency theory focuses on the control function of the supervisory board and postulates a sufficient degree of independence from management. Following behavioral theories, the same requirement holds for the consultation function. In addition, on the basis of stakeholder theory, the reconciliation of interests emphasizes on the supervisory board’s independence from interests of individual stakeholder groups. Although in sum, the requirement of independence is one of the central corporate governance measures, the results of our empirical study indicate that only 5.9?% of the analyzed 527 DAX supervisory board members meet the examined independence criteria of the German Corporate Governance Code. Nevertheless, a comparison with Italian control committees shows that German supervisory board members fulfill the European Recommendations at a higher rate.     

Public sector managers: the decision to leave or remain in a job

The public sector faces a grave problem as far as managerial retention as the result of the increasing number of retirements and of voluntary resignations. Despite the vital interest in managerial turnover in the public sector, research is scarce. This study, which increases our understanding of why public sector managers leave their positions, takes a qualitative and narrative research approach in examining voluntary turnover. Interviews were conducted with operations managers (in education, social care, and technical activities) at three Swedish municipalities. We identify a multitude of environment push and pull factors with a focus on administrative support, supervisory support and illegitimate tasks. The narratives of managerial turnover reveal the complexity of the decision to leave or remain in a job, containing a mixture of push and pull factors, negative feelings, unmet expectations and extraordinary events. Three possible HRD actions to decrease undesirable managerial turnover are identified: re-work organizational structures; re-model job characteristics; and re-examine managerial turnover decisions as a long and complex process. Our hope is that the findings are used for ultimately create healthy organizations.     

When labor representatives join supervisory boards: empirical evidence of the relationship between the change to parity codetermination and working capital and operating cash flows

We examine how the change to 50% labor representation on German supervisory boards is related to working capital and operating cash flows, since both are proxies for short-term financial policies. We expect the change to be associated with reduced working capital and increased operating cash flows. Using a difference-in-differences model, we compare a sample of listed and non-listed firms that changed to parity codetermination between 1987 and 2014 with two different groups of control firms that did not change their level of codetermination. In line with our hypotheses, the results suggest that a change to parity codetermination is related to lower working capital and higher operating cash flows compared to our control firms. We conclude that firms begin to engage in more efficient working capital management due to the change to parity codetermination on supervisory boards. We also conclude that the positive short-term effects on the firms’ operating performance imply that labor representatives do not bear just the interests of employees in mind, but also those of other stakeholders.     

中国上市公司监事会治理绩效评价与实证研究

本文在对现有监事会评价理论与实践回顾基础上,结合中国自身环境条件及改革进程,设计了中国上市公司监事会治理绩效评价指标体系,并且利用调研数据,对上市公司监事会治理水平进行了评价与实证研究。结果显示,监事会治理总体水平较低,不同行业、不同企业性质之间的治理水平存在着很大差别,大股东的持股比例亦对监事会治理的有效性具有显著影响。     

Preliminary Validation and Training of Supervisory Interactional Skills

Employee job satisfaction and performance are critical to the effectiveness of an organization. Although satisfaction and performance are not determined in total by a supervisor's interactional skills, it appears that interactional skills can significantly influence employee satisfaction and productivity. This research was conducted to further validate the types of interpersonal skills important in supervisory interactions, and then to evaluate the effectiveness of a supervisory training workshop in improving these aspects of managers' repertoires. In the first study social validation and survey procedures were used to identify supervisory behavior that employees judge to either facilitate or inhibit their job satisfaction and performance. Based on these results, the workshop training program was developed and tested in a second study which revealed a significant improvement in the group of supervisors who underwent training versus a no-training control group. This study provided a preliminary demonstration of the efficacy of using a behavioral training program to improve supervisors' interactional skills judged to be related to an organization's level of satisfaction and performance.     

中国上市企业外籍高管的监督作用研究

中国企业吸引外籍人士加入到管理团队中,是因为外籍高管在国内没有复杂的人际关系,可以避开很多人情干扰,不折不扣地执行各项规定,从而更好地监督企业的运营。本文以2003-2007年所有A股上市企业为研究样本,实证结果显示,引进外籍高管,可以减少企业股权冻结的事件,降低大股东占款比例,提高企业的审计质量。外籍高管发挥了人们期望的监督作用,外来的和尚可以念好中国的经。本文的研究结论有助于认识外籍高管在中国企业的治理结构中所发挥的作用。     

Supervisory procedural justice effects: The mediating roles of cognitive and affective trust

We tested a model in which two bases of trust mediated the effects of supervisory procedural justice. Two conceptually distinct mechanisms were proposed to explain how different procedural justice effects are manifested. Structural equation modeling results using 203 individuals with matched supervisory ratings from a cross-section of organizations located in Taiwan supported our model. Cognitive trust mediated the relations of supervisory procedural justice with performance and job satisfaction, whereas affective trust mediated relations between supervisory procedural justice and helping behavior at work.     

Role stress among Canadian white-collar workers

The incidence of various stressors at work and outside work was examined in a group of public service workers with a large Canadian federal government department. Workers were either in clerical, technical and supervisory ('officers'), or management positions. Measures of work stress included role stressors (load, insufficiency, conflict ambiguity and responsibility), as well as stress due to the physical environment. Both life events and daily hassles were included as measures of non-work stress. The consequences of stress were considered in terms of vocational, psychological, interpersonal, and physical strain, as well as in terms of job satisfaction and organizational commitment. Potential moderators of stress included social support and self-esteem. Among work stressors conflict, ambiguity and insufficiency were the more closely associated with vocational outcomes. MANCOVA followed by discriminant function analysis showed that clerical workers were distinguished by higher levels of insufficiency, officers by higher levels of conflict and the lowest levels of job satisfaction and organizational commitment, and managers by higher levels of perceived responsibility for others. The results are discussed in terms of social role theory.     

All on board? New evidence on board gender diversity from a large panel of European firms

Using a unique database of over 20 million firms over two decades, we examine industry sector and national institution drivers of the prevalence of women directors on supervisory and management boards in both public and private firms across 41 advanced and emerging European economies. We demonstrate that gender board diversity has generally increased, yet women remain rare in both boards of firms in Europe: approximately 70% have no women directors on their supervisory boards, and 60% have no women directors on management boards. We leverage institutional and resource dependency theoretical frameworks to demonstrate that few systematic factors are associated with greater gender diversity for both supervisory and management boards among both private and public firms: the same factor may exhibit a positive correlation to a management board, and a negative correlation to a supervisory board, or vice versa. We interpret these findings as evidence that country-level gender equality and cultural institutions exhibit differentiated correlations with the presence of women directors in management and supervisory boards. We also find little evidence that sector-level competition and innovativeness are systematically associated with the presence of women on either board in either group of firms.