黄土高原小流域土地类型分类及制图研究——以固原市上黄试区为例

文章以固原市上黄试区为研究对象,在综合性、主导性和实用性分类原则的指导下,建立了黄土高原小流域尺度上的土地类型分类体系,并借助Arcview/Arcinfo/Erdas等地理信息系统软件对分类结果进行了制图。以期为今后相同地貌类型和尺度下的土地类型分类研究奠定工作基础,同时为上黄试区水土流失治理与土地资源的合理配置提供科学依据。

基于遗传算法的单机提前/拖期调度方法研究

针对对工件有不同交货期要求 ,并对提前 /拖期工件进行惩罚的一类单机调度问题 ,提出了基于遗传算法的优化方法 .提出一种基于“非”一致次序交叉算子的遗传算法 ,用于排序优化 ;在分析了惩罚函数性质的基础上 ,给出了最优开工时间算法 .对不同规模的调度问题 ,应用本文提出的算法与其它算法进行了比较 ,结果表明该方法具有优良的性能 .

单元重构问题探讨

在 CIMS 环境下,采用虚拟单元技术可以解决使用成组单元的结构中出现的过量跨单元加工和加工负荷不平衡问题.本文对实现虚拟单元的关键技术——单元重构的可行性进行了分析,对单元重构的两个主要过程,即任务的时间分解过程和任务的空间分解过程进行了详细的讨论,并对所涉及到的时间划分、计划调度、工件、机器成组等问题给出了相应的策略和算法.从而证明了在 CIMS 环境下实现虚拟单元的可行性.

VSP克希霍夫法多波联合成像

Geophones being inside the well, VSP can record upgoing and downgoing P waves, upgoing and downgoing S waves simultaneously.Aiming at overcoming the shortages of the known VSP velocity tomography , attenuation tomography , inverse Q filtering and VSP image method , this article mainly do the following jobs:CD; I do the common-source-point raytracing by soving the raytracing equations with Runge-Kutta method, which can provide traveltime , raypath and amplitude for VSP velocity tomography , attenuation tomography and VSP multiwave migration.(D. The velocity distribution can be inversed from the difference between the computed traveltime and the observed traveltime of the VSP downgoing waves. I put forward two methods: A. VSP building-velocity tomography method that doesn't lie on the layered model from which we can derive the slowness of the grids' crunodes . B. deformable layer tomography method from which we can get the location of the interface if the layer's velocity is known..(3). On the basis of the velocity tomography , using the attenuation information shown by the VSP seismic wave , we can derive the attenuation distribution of the subsurface. I also present an algorithm to solve the inverse Q filtering problem directly and accurately from the Q modeling equation . Numerical results presented have shown that our algorithm gives reliable results . ?. According to the theory that the transformed point is the point where the four kinds of wave come into being , and where the stacked energy will be the largest than at other points . This article presents a VSP multiwave Kirchhoff migration method . Application on synthetic examples and field seismic records have shown that the algorithm gives reliable results . (5). When the location of the interface is determined and the velocity of the P wave and S wave is known , we can obtain the transmittivity and reflection coefficient 5 thereby we can gain the elastic parameters . This method is also put into use derive good result.Above all, application on models and field seismic records show that the method mentioned above is efficient and accurate .

任职者工作分析评价结果影响因素的多水平探讨

As the foundation of other human resource practices, job analysis plays an essential role in HR management. Exploring sources of variance in job analysis ratings given by incumbents from the same job is of much significance to HRM practices. It can also shed lights on employee motivation in organizations. But previous studies in job analysis field have usually been conducted at individual level and take variance in job analysis ratings given by incumbents of the same job as error or bias. This dissertation takes the position that the variance may be meaningful based on role theory and other relevant theories. It first reviewed pervious studies on factors which may influence job analysis ratings provided by incumbents of the same job, and then investigated individual, interpersonal and organizational level variables which may exert impacts on these job analysis ratings, using multilevel data from 8 jobs of 1124 incumbents. The major findings are as follows: 1) Level of job performance and job attitudes affect incumbents’ job analysis ratings by incumbents of the same job at individual level. Specifically, incumbents with high level of job performance rated their job require higher levels of technical skills (power plant designers), and regarded information processing activities as more important to their job (book editors). Regarding the effects of job attitudes, incumbents of the four jobs with high level of job satisfaction gave higher importance and level ratings on organizational and cognitive skills, as well as higher level ratings on technical skills. Further, incumbents with higher affective commitment provided higher importance and level ratings of cognitive skills. Lastly, more involved job incumbents perceived organizational skills and cognitive skills as more important, and required at higher levels, for their job. 2) Leader-Member Exchange and goal structure also have effects on job analysis ratings by incumbents of the same job at interpersonal level. In good quality LMX relationship, news reporters rated decision-making activities and interpersonal activities as more important to their job. On the other side, when book editors structured their goals as cooperative with others’, they provided higher importance ratings on reasoning and interpersonal skills, and related personality requirements, as well as higher level ratings on reasoning abilities. 3) Worker requirements for the identical job are distinct from one organization to another. Specifically, there were between-organization differences in achievement orientation and conscientiousness related personality requirements. In addition, two dimensions of organizational culture, achievement-oriented culture and integrity-oriented culture in particular, were significantly associated with importance ratings of achievement orientation and conscientiousness related personality requirements respectively. Furthermore, achievement-oriented culture both directly and indirect (through job involvement) influenced achievement orientation related personality requirements. The results indicate that variation in job analysis ratings provided by incumbents of the same job may be meaningful. Future job analysis studies and practices should consider the impacts of these individual, interpersonal and organizational level factors on job analysis information. The results also have important implications for employee motivation concerning how organizational demands can be transformed into specific job and worker requirements.