A novel method to measure coma aberration of projection system

A novel method to measure coma aberration by pattern displacements at different defocus positions is proposed in this paper. The effect of defocus on coma-induced pattern displacement is analyzed. The measuring principle of the method is described in detail. Using the simulation program PROLITH, the proportionality factors between pattern displacement and coma aberration at different defocus positions are calculated. It is proved that the method is simple to perform and the measurement accuracy of coma can increase approximately by 25% by this novel method. (c) 2006 Elsevier GmbH. All rights reserved.

A 5GHz low power WLAN transceiver SiGe RFIC for personal communication terminal applications

A low-cost low-power single chip WLAN 802.11a transceiver is designed for personal communication terminal and local multimedia data transmission. It has less than 130mA current dissipation, maximal 67dB gain and can be programmed to be 20dB minimal gain. The receiver system noise figure is 6.4dB in hige-gain mode.

Chemical environment code and measure of molecular similarity

A new scheme for the code of chemical environments of compounds is described in this paper, and three molecular similarity methods have been used to select nearest neighbors from four different types of probe compounds. One of the methods is based on the C-13 NMR spectra. The second method is based on the code of chemical environments and molecular topological index A(x). The third approach, i.e. the Tanimoto coefficient, is also based on the code of chemical environments, but not to use the topological index. Five nearest neighbors for each probe compound using these three molecular similarity methods were determined and taken from the database of 7309 structures. The results indicate that the scheme of the chemical environment code and the method for similarity measure of intermolecules suggested in this study are reasonable. (C) 1998 Published by Elsevier Science Ltd. All rights reserved.

Transporting nutrients from sediments: nitrogen and carbon as indicators to measure scavenging ability of a detritivorous fish, Liza haematocheila

The redlip mullet, Liza haematocheila, is a common species in polyculture as a scavenger in China. Feeding on detritus, redlip mullet transports nutrients from sediments up into the water column and converts them into forms that can be utilized by phytoplankton and affects the relative abundance of detritus and dissolved inorganic nutrients to phytoplankton, zooplankton and other fishes. We used nitrogen and carbon as the indicators in this study to measure the scavenging ability, which means intake of nitrogen or carbon by redlip mullet, and the loss of nutrients. Temperature and body weight significantly affected growth nitrogen, faecal nitrogen and faecal carbon. At a certain temperature, the proportion of growth nitrogen or growth carbon increased while the proportion of excretion nitrogen or respiration carbon decreased with increasing body weight.

西藏高原护士工作倦怠特点及组织干预

Studies on job burnout have drawn more and more attentions for clinical nurses, however, investigations on specific nurse sample, those working in the Tibet Plateau, are few. In this study, we evaluated the job burnout of the nurses working in the Tibet Plateau and investigated the influence of organization intervention on the job burnout of nurses. The questionnaires applied in this study included MBI-General Survey and Distributive，Procedural and interactive Justice . The results were as follows, First, certain degree of job burnout undoubtedly exists in the nurse sample working in the Tibet Plateau, although it was not serious in general. The factors, such as age, being soldier or not , weekly working hours and the professional titles, had significant influence on the levels of job burnout in the nurse sample of this study; Secondly, emotional exhaustion was at a higher level for the nurses working in the Tibet Plateau,a high altitude area than in those working in the low altitude area, while it was easier for nurses in the low altitude area to achieve personal accomplishment; Thirdly, a correlation was observed in the organizational justice and job burnout. Organization intervention can alleviate or prevent from the feelings of job burnout by improving the organization justice; Finally, taken together, we thus suggest that prevention is the most effective measure to prevent the onset of job burnout, and an improvement in the social organization and personal skills and attitudes simultaneously are much appreciated.

工作幸福感的结构、测量及作用机制

With the emergence and development of positive psychology, happiness has been the focus of academia and business. However, there is no uniform measure of happiness, because of many different theories of happiness, which are not compatible with others. It bounds the further development of happiness theory. It is also the same with the research of work well-being, which refers to the emotional experience and quality of psychological functioning of employee in the workplace. Subjective well-being (SWB) and psychological well-being (PWB) are two major theories of happiness. Prior research has demonstrated the integration of these two theories theoretically, but still needs more empirical support. Besides, in line with the development of positive psychology, a body of knowledge about positive leadership is advocated. Transformational leadership is treated as one kind of positive leadership, since it emphasizes the leader’s motivational and elevating effect on followers. But the extent to which the transformational leadership can enhance work well-being, and what the mechanism is, these are the questions need to be explored. Based on the integration of SWB and PWB, this research tried to investigate the structure, measurement and mechanism of work well-being, and combining with the theory of transformational leadership, this study also tried to investigate the relationship between transformational leadership and work well-being. The structure and measurement of work well-being, the relationships between work well-being and job characteristics (including job resources and job demands), the relationships among transformational leadership, job resources, work well-being and corresponding outcomes, the relationships among transformational leadership, job demands, work well-being and corresponding outcomes, and the relationships among transformational leadership, group job characteristics, group work well-being and corresponding group outcomes were explored by using content analysis, Subject Matter Experts (SMEs) discussion, and structural questionnaire surveys. More than 7000 subjects were surveyed, and Explore Factor Analysis (EFA), Confirm Factor Analysis (CFA), Structural Equation Modeling (SEM), Hierarchical Linear Modeling (HLM) and other statistics methods were used. The following is the major conclusions. Firstly, work well-being is a two high-order factors structure, which includes affective well-being (AWB) and cognitive well-being (CWB). AWB is similar to SWB, and CWB is similar to PWB. Besides, the construct of AWB includes sub-dimensions of positive emotional experience and negative emotional experience. And the construct of CWB consists of work autonomy, personal growth, work competent, and work significance. Secondly, the relationships between job characteristics and AWB and CWB are different. On one hand job demands are directly related to AWB, and are indirectly related to CWB through the full mediation of AWB, on the other job resources are directly related to CWB, and are indirectly related to AWB through the full mediation of CWB, which means AWB and CWB reciprocally influences each other in the model of job demands-resources. These results were concluded as the process model of work well-being. Thirdly, AWB and CWB are positively related to many workplace outcomes, including job satisfaction, group satisfaction, organizational commitment, turnover intention, job performance, organizational citizenship behavior (OCB), and general psychological health and general physiological health. Fourthly, transformational leadership is indirectly related to CWB through the full mediation of job resources, and is related to AWB through the partial mediation of job demands. Meanwhile, transformational leadership is related to many workplace outcomes through the mediation of job characteristics and work well-being. These results implied that transformational leadership is indeed one kind of positive leadership. Fifthly, in the group level, transformational leadership is indirectly related to group CWB through the full mediation of group job resources, and is related to group AWB through the full mediation of group job demands. Group AWB has positive influence on group CWB, but not vice versa. Group job characteristics and group work well-being fully mediate the relationships between transformational leadership and intragroup cooperation and group performance.