烯烃亲电加成中的几个问题

本文对烯烃亲电加成反应中关于违反马氏规则的特殊情况、共轭双稀亲电加成的规律及亲电加成的立体化学等问题进行了详细的探讨．     

桑蚕血液酸性磷酸酶活性和抗氟性关系的研究

本试验调查了10个抗氟性不同的桑蚕品种在进行氯化钠添毒后的血液酸性磷酸酶活性水平的变化情况，结果表明酶活性本身和抗氟性之间并不存在必然联系，而添毒后酶活性的变化情况却和抗氟性有非常明显的相关关系。抗氟性较低的品种在较低添氟浓度时酶活性即由下降转为上升，抗氟性较高的品种则在较高的浓度才由下降转为上升，而且酶活性水平上升的幅度也以抗氟性较低的品种为较大，抗氟性较高的品种较小。认为这种酶活性上升现象是由于桑蚕的组织细胞受到氟化物的攻击而被破坏，细胞中的酸性磷酸酶大量释放到血液所导致的。     

构建和谐社会合力论

在构建和谐社会过程中,要以历史合力论为指导,尊重社会历史发展的规律,充分发挥人的积极作用,在承认历史进程结果的基础上使社会历史进程向着健康、稳定、和谐的方向发展。构建和谐社会合力论宏观层次上要按照坚持科学发展观和提高党的执政能力的要求形成外部保障力,中观层次上要在经济、政治、文化、社会等方面形成内部整合力,微观层次上要按照个人行为符合社会合力方向的要求形成基础推动力。     

气功对人体保健作用的机理探讨

气功保健康复是目前广大体育科学工作者和生命科学研究者积极探讨和研究的课题。通过对六期中华养身益智功一部功培训班的120名学员进行气功治病健身方面的调查。并对60名学员进行心率和肺活量的测试对比，认为气功锻炼能提高人体心肺功能。     

塑料阳角基准条在抹灰工程中的应用

介绍塑料阳角基准条在抹灰工程施工中的应用技术,解决了传统阳角抹灰操作难度大的问题,展示了阳角抹灰工艺改革势在必行的趋势.     

列车编组对桥梁振动和乘坐舒适性的影响

利用三角级数法模拟了轨道的不平顺，采用列车编组和桥梁组合的模型，建立了车桥耦合振动方程。对不同列车编组作用下桥梁的竖向振动和车体加速度进行了研究，结果发现列车编组对桥梁的振动和乘坐舒适性影响很大。通过改善列车编组的方法可以提高车桥耦合振动中车辆的动态性能。     

社会工作话语中的孕妇受虐现象

孕妇受虐是中国和世界的常见现象,它不但对孕妇的生理健康和行为产生负面影响,而且对生育、婴儿、家庭乃至社会都有消极作用。人格、心理、社会、文化、效用等视角都可以对孕妇受虐现象作出理论解释。鉴于该现象的多元化原因,社会工作者应该整合微观和宏观工作技术,预防孕妇受虐现象的产生,舒缓和治疗其消极后果。当然,体现实践智慧是社会工作者在专业服务中获得成功的重要基础。     

甘油保护剂对冷冻干燥保存红细胞作用的实验研究

应用甘油作红细胞冷冻干燥保存的保护剂,研究甘油对红细胞的保护机制.红细胞用不同质量分数(0,20%,40%)的甘油前处理后,冻干保存前后分别检查红细胞的相关指标.结果显示,40%甘油前处理的红细胞冻干保存效果最佳,红细胞回收率和血红蛋白回收率分别达到55.3%和63.4%;红细胞渗透脆性和超氧化物歧化酶(SOD)活力与冻干保存前无明显差别.该研究为使用甘油作红细胞冻干保存的保护剂提供了实验基础.     

Staying safe and visible via message sharing in online social networks

As an imperative channel for fast information propagation, online social networks (OSNs) also have their defects. One of them is the information leakage, i.e., information could be spread via OSNs to the users whom we are not willing to share with. Thus the problem of constructing a circle of trust to share information with as many friends as possible without further spreading it to unwanted targets has become a challenging research topic but still remained open. Our work is the first attempt to study the Maximum Circle of Trust problem seeking to share the information with the maximum expected number of poster’s friends such that the information spread to the unwanted targets is brought to its knees. First, we consider a special and more practical case with the two-hop information propagation and a single unwanted target. In this case, we show that this problem is NP-hard, which denies the existence of an exact polynomial-time algorithm. We thus propose a Fully Polynomial-Time Approximation Scheme (FPTAS), which can not only adjust any allowable performance error bound but also run in polynomial time with both the input size and allowed error. FPTAS is the best approximation solution one can ever wish for an NP-hard problem. We next consider the number of unwanted targets is bounded and prove that there does not exist an FPTAS in this case. Instead, we design a Polynomial-Time Approximation Scheme (PTAS) in which the allowable error can also be controlled. When the number of unwanted targets are not bounded, we provide a randomized algorithm, along with the analytical theoretical bound and inapproximaibility result. Finally, we consider a general case with many hops information propagation and further show its #P-hardness and propose an effective Iterative Circle of Trust Detection (ICTD) algorithm based on a novel greedy function. An extensive experiment on various real-world OSNs has validated the effectiveness of our proposed approximation and ICTD algorithms. Such an extensive experiment also highlights several important observations on information leakage which help to sharpen the security of OSNs in the future.     

Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator

Perceived organizational support (POS) is viewed as an important explanatory framework for understanding the relationship between employees and the workplace, and is regarded by some researchers as central in understanding job-related attitudes and behaviors of employees. However, less research has taken into account the role of organizational identification, which reflects how individuals define the self with respect to their organization, as a potential influence on such relationships. Drawing on a cross-organizational sample of 238 subordinate-supervisor dyads from the People’s Republic of China, we examined whether organizational identification mediates the effect of perceived organizational support (POS) on work outcomes including turnover intentions, work performance, and organizational citizenship behavior (OCB). Results from the current study showed that organizational identification fully mediates the relation of POS to OCB-directed to individuals, and partially mediates relations between POS and other work outcomes (turnover intention, work performance, OCB-directed to organization). Implications for management theory and practice are discussed.