鞍钢冷轧厂制造执行系统研究

鞍钢新轧钢股份有限公司冷轧厂制造执行系统(MES)覆盖了从接收用户合同到产品发货的整个生产经营活动。接收用户合同后,系统自动生成优化的主生产计划、要料计划和机组作业计划,在生产过程中,系统对生产状况进行全面跟踪,对出现的异常情况进行合理调度,并且,冷轧MES与上游厂、公司ERP、过程控制系统和厂级管理系统连成一体,协同工作。该软件在实际应用中取得了令人满意的效果。

基于CAN总线的分布式数据采集与控制系统

随着电子技术和计算机技术的不断发展，工业生产过程的控制系统正在向着智能化、数字化和网络化的方向发展。传统的集散控制方式和计算机分层控制方式已经开始让位于智能终端与网络结合的总线网络控制方式。当今，在工厂中过程控制环境下的分布式自动化系统变得越来越复杂，尤其系统内部的各设备之间需要快速交换大量的信息，以便实现对被控系统更为精确的控制和提供一些辅助的评价函数。这就意味着要不断增加带宽和提高通信速率以满足网络通信的需要。在现有的多种可利用网络设备中，CAN总线以其清晰的定义、极高的可靠性及其独特的设计，被认为是最能有效地解决这一问题的途径之一。而且市场上基于通信技术的产品中，就实时性考虑，由于CAN总线采用的非表意性的通信方式，因此其结构更为简单，实时性更好。基于此背景，我们以CAN总线作为通信媒介，将分布于各控制现场的传感器、执行器和控制器有序地连接起来，构成了一个基于CAN总线的分布式局域网络控制系统。本文首先介绍了基于CAN总线的分布式数据采集与控制系统的总体结构。然后从硬件方面描述了基于CAN总线的通信协议转换单元、数据采集单元和输出控制单元的功能、硬件配置及各单元功能的具体实现过程，给出了各单元的性能指标。软件方面，以C语言作为平台，开发了基于CAN总线的上位计算机管理与监控软件，实现了对整个网络设备的系统管理和系统控制功能。对于该总线系统，作者运用了PID控制和模糊控制算法实现了对水箱液位的控制，达到了理想的效果。基于CAN总线的控制系统很好地解决了集散控制系统难以解决的难题，模糊控制的应用能很好地把总线控制系统应用到具有非线性、大时滞和难于获得精确模型的控制系统中。

Mesoporous spinel MgAl2O4 prepared by in situ modification of boehmite sol particle surface: I Synthesis and characterization of the unsupported membranes

Mesoporous spinel membranes as ultrafiltration membranes were prepared through a novel sol-gel technique. By in situ modification of the sol particle surface during the sol-gel process, control of the material structure on a nanometer scale from the earliest stages of processing was realized. Nano-particles with a chocolate-nut-like morphology, i.e. spinel MgAl2O4 as a shell and gamma -Al2O3 as a core, were first revealed by HRTEM results. The formation of the spinel phase was confirmed by X-ray diffraction (XRD). N-2 adsorption-desorption results showed that the mesoporous membranes had a narrow pore size distribution. (C) 2001 Elsevier Science B.V. All rights reserved.

影响生育价值观因素的研究－传统回归分析与多层线性模型分析结果的比较

Based on the research of predictors of VOC, this study explores the predictive effect of factors, such as generation, urban/rural context, collectivism/individualism orientation, family value, independent/interdependent self, adult attachment, on the Emotional and Traditional factors of VOC. Considering the hierarchical data structure of the VOC study, which resulted from the original research design, this dissertation applies Hierarchical Linear Model (HLM) after using traditional regression. A comparison between the results from the tow statistical methods is made, and the results are as follows: 1) Reliability coefficients of questionnaires used in this study are satisfactory, and most of them can be used in further research. 2) Samples from different generation and urban/rural context show significant differences on the score of collectivism/individualism orientation, family value, independent/interdependent self, adult attachment, and VOC. 3) Regression equations with VOC as outcome variable differ from each other when using data from sample with restricted generation or urban/rural context. 4) Results by HLM shows that interdependent self and mother identity have positive effect on emotional factor of VOC. Emotional factor’s variation on family level is not significant. 5) Results by HLM shows that Individualism, Interdependent Self and Grandmother Identity can predict Traditional factor of VOC. Traditional factor’s variation is significant on family level, which can be explained by family income and it’s area-urban or rural. Based on the results above, the researcher concludes that a) generation identity and urban/rural context have important effect on VOC; b) Interdependent Self is an important predictive factor of VOC’s Emotional factor, which is nearly subjective to other factors; d) VOC’s traditional factor varies with other factors, which show its strong relation with culture and tradition; e) more exact results can be gotten from HLM analysis, which beyond tradition regression.

中国企业员工组织承诺研究

The research objectives were to investigate the psychological structure of employees' organizational commitments(OCs), and its antecedents, and to examine the relative effects of employees' OCs to their performances. In order to deeply uncover the nature of OCs, some standard methods, such as in-depth interview, focus-group, semi-open questionnaire, standard questionnaire etc., were employed. In data analysis, not only some common statistical methods, such as multivariate analysis of variance, cross-table analysis, factor analysis, but also some forefront ones, such as confirmatory factor analysis and path analysis of SEM, were used. The paper covers six chapters: 1) In the first chapter, Firstly some previous empirical studies, which examined structures, antecedents, correlates, and/or consequences of organizational commitment in China and Western countries, were summarized. This summary covers most of the respectable researchers' works of this field, such as H.S.Becker, B.Buchanan, L.W.Porter, G. Ritzer, H.M.Trice, J.A.Alutto, L.G.Hrebiniak, R.T.Mowday, J.P.Meyer, N.J.Allen, G.W.McGee, R.C.Ford, R.Eisenberger, etc. Then three theoretical hypothesis were put forward as following: ① In China, OCs should be multidimensional psychological structures, which means there should exist more than one type of OCs; ② There should be some different antecedents to different OCs; ③ Employees with different types of OC should perform differently in their works. Finally the theoretical and practical significance were discussed. 2) In the second chapter, great efforts were made to investigate the OC types. Firstly, in-depth interview with managers and employees, semi-open questionnaire, and some other methods were used in the pilot research to gather much qualitative material. Then OC questionnaire was designed to get quantitative data in about 20 enterprises, including state-owned, collective-owned, wholly foreign-funded, and joint-ventures. During revising of this questionnaire, there were about 5000 samples surveyed. after factor analysis, the data shows that there should be 5 types of OCs in China, which were respectively named as Affective Commitment, Normative commitment, Ideal Commitment, Economic Commitment, Choice Commitment. Thirdly, confirmatory factor analysis method was used to successfully confirm this 5-factor model. Finally, Cronbach a and test-retest correlate indicate that this questionnaire is reliable. Since factor analysis result has show its construct validity, a simple criterion-related validity research was conducted. 3) In order to investigate the correlation between different OC and employee performance and different antecedents of OC, 5 other questionnaires, such as Employee Satisfaction Questionnaire, Perceived Organizational Support Questionnaire, Social Exchange Questionnaire, Altruism Scale, and Leader Confidence Scale were revised in the third chapter. 4)In the fourth chapter, a lot of correlates, cross-table analysis were conducted to show the correlation between different OCs and 10 performances, which indicate employees with different OCs will show different performance in 10 variables, such as altruism, etc. 5) In the fifth chapter, correlate analysis, multivariate of analysis, and path analysis of SEM were used to investigate the antecedents of OC. A satisfactory model showing the correlation between OC and their antecedents was confirmed. 6) In the last chapter, all researches about OC, and its limitations were summarized.