Selection of organic Rankine cycle working fluid based on unit-heat-exchange-area net power

To improve energy conversion efficiency, optimization of the working fluids in organic Rankine cycles(ORCs) was explored in the range of low-temperature heat sources. The concept of unit-heat-exchange-area(UHEA) net power, embodying the cost/performance ratio of an ORC system, was proposed as a new indicator to judge the suitability of ORC working fluids on a given condition. The heat exchange area was computed by an improved evaporator model without fixing the minimum temperature difference between working fluid and hot fluid, and the flow pattern transition during heat exchange was also taken into account. The maximum UHEA net powers obtained show that dry organic fluids are more suitable for ORCs than wet organic fluids to recover low-temperature heat. The organic fluid 1-butene is recommended if the inlet temperature of hot fluid is 353.15-363.15 K or443.15-453.15 K, heptane is more suitable at 373.15-423.15 K, and R245 ca is a good option at 483.15-503.15 K.

Chinese Scientists Working on Diseases of Cultured Organisms in Seawater

Considerable research efforts are being made in China to understand the pathogeny of major marine cultured organisms and their resistance to diseases, which has been listed in the national development program for major basic research projects. The program, also called "973," is in effect a national plan focused on the leading basic

How Work Organization Affects the Prevalence of WMSDs: A Case-control Study

Objective In this study, we aimed at exploring the association between work-related musculoskeletal disorders（WMSDs） and work organization based on a case-control study. Methods A total of 1938 workers who claimed to suffer from WMSDs were selected from Beijing, Henan, Hubei, and the Guangdong province. The control group consisted of 2009 workers employed in similar industries without severe disease or musculoskeletal discomforts. We used a modified version of the questionnaire developed by the NMQ and the DMQ to investigate individual and work-related factors. Results A total of 13 variables（P〈0.1） were selected by the chi-square test and finally, 7 variables entered into the equation, with 6 variables reaching statistical significance（P〈0.05）. The odds ratios（OR） of ＇work changing with season＇ and ＇sufficient rest time＇ did not reach 1（0.749 and 0.441, respectively）. In addition, ＇sufficient rest time＇ seemed to be the stronger protective factor according to its higher standardized coefficient. And ＇repetitive work every minute＇, ＇constantly repetitive work＇（every day）, ＇shortage of site personnel＇, and ＇often switching shifts with others＇ seemed to be the risk factors. Conclusion Work organization may have comprehensive effects on the occurrence of WMSDs. This pattern of associations suggests that further investigation into the mechanism of how work organization affects the prevalence of WMSDs is required.

Endogenous Innovation,the Organization of Work and Institutional Context

Drawing on the results of the third Community Innovation Survey and the third European Working Conditions Survey, this paper develops aggregate indicators at the national level of innovation modes and forms of work organization for the 15 member nations of the European Union in 2000. The analysis based on these indicators demonstrates that there is a close connection between how people work and learn in a country and the way firms＇ innovate. Specifically, it shows that in nations where work is organized to support high levels of discretion in solving complex problems firms tend to be more active in terms of endogenous innovation, i.e. innovation developed, at least to some degree, in house. In countries where learning and problem-solving on the job are more constrained, and little discretion is left to the employee, firms tend to engage in a supplier-dominated innovation strategy. The technological renewal of these firms reflects, almost exclusively, absorption of innovations developed elsewhere.

Why Brazilian Women Are Not on Top： The Work-Life Reconciliation Hypothesis

The female presence in middle management is already significant in Brazil. Yet, women hold only 7% of the board seats. Why are there so few women in corpomtive top ranks？ Is it possible that prejudice and sexism work selectively, allowing women to ascend not beyond a certain point in corporate hierarchy？ This paper rejects such a perspective and aims at understanding the dynamics that drive women against the executive suite. The premise beneath this research is that women are not victims, but autonomous individuals. In order to test the hypothesis of Brazilian women choosing not to ascend, the first step was to analyze Brazilian Institute of Geography and Statistics＇ （IBGE） data on work force and employment. Thereafter, the research explores the possibility that organizational dynamics is a major factor for women to deal with work-life issues. Studies of scientific organizations show that flexibility helps conciliate work and life. The conclusion is： if corporations could emulate the scientific organizational environment, probably they would not only attract more women to the executive suite, but also adapt to a transforming society.

Human Resource Management in Operational Level of Generation Y at Northern Region Industrial Estate Lamphun, Thailand

The generation Y is a growing group of young people among the general workforce, having different behaviors and motivators at work. To study effective motivating factors for this group of employees can even show some interesting factors of Y-generation employees＇ value, such as high value of manager flexibility and sharing similar values with the companies they work for. The primary aim of this study is to understand the relationship of Y-generation employee＇s work motivation between operational behaviors and work and organization interests. There are several companies with a number of young employees at Northern Region Industrial Estate Lamphun, Thailand. These companies obviously need to focus on the requirements of Y-generation employees. The study population consisted of Y-generation employees of Northern Region Industrial Estate, Lamphun in which 410 are selected by simple random sampling for the research. The questionnaires were analyzed using LISREL. Two types of data analysis have been performed which are descriptive and Structure Equation Model （SEM）. The research findings indicate that having behavior in the right direction should focus on motivation factors. Motivation to get work and organization interests should focus on hygiene factors. There is a correlation between the operational level of generation Y employees work motivation and their operational behaviors and work and organization interests. The relationship between them clearly is defined in fact finding for determining the human resource management policies.

Work Organization at Farm Level： A Process-Led Approach to Understand Land Use Changes

In the French Alps, some grasslands have been abandoned, others are invaded by scrub whereas they are still used by farmers What are the relationships between land use changes and other changes at farm level that lead to scrub invasion？ We hypothesize that they are linked by two work organization processes： process of changes （changes in the household and farm） leading to less intensive land use; and annual processes （sequences of activities during the year） and their repetition from one year to another, leading to insufficient land maintenance. In this paper, we present a study carried out in the Northern French Alps, based on surveys with livestock farmers. It appears that land use changes are often the consequence of other changes made to address work problems, and land use sequences are defined according to workforce and prioritization of tasks. This highlights the importance of considering farmers as workers in order to evaluate land use changes at the farm level and to link them to the human dimension within farming systems.