The electrochemical dissolution and passivation of laser additive manufactured Ti6Al4V were investigated through Tafel polarization,potentiostatic polarization and AC impedance measurements.The results show that the s...The electrochemical dissolution and passivation of laser additive manufactured Ti6Al4V were investigated through Tafel polarization,potentiostatic polarization and AC impedance measurements.The results show that the solution treatment−aging(STA)process aggravates the element micro-segregation compared to the annealing process,leading to varied Al and V contents of the phases from different samples.It is proven that either Al-rich or V-rich condition can highly affect the electrochemical dissolution behaviors due to thermodynamical instability caused by element segregation.The dissolution rate in the metastable passivation process is controlled by the stability of the produced film that is affected by phases distribution,especially the difficult-to-dissolve phase.And then,the dissolution rate of the phases in the transpassivation region is consistent with the rank in the activation process because the dense film is not capable of being produced.Compared to the annealed sample,the higher dissolution rate of the STA sample is beneficial to the electrochemical machining(ECM)of Ti6Al4V.展开更多
Research topic of this paper is to discuss theory of Human Resources Management （HRM） and to discuss using of quantitative methods in HRM. Firstly, five variables establish HRM theory. They are HRM practices, positi...Research topic of this paper is to discuss theory of Human Resources Management （HRM） and to discuss using of quantitative methods in HRM. Firstly, five variables establish HRM theory. They are HRM practices, positive organizational behaviors, individual performance, performance of business departments, and firm performance. Transactions among those variables enable Human Resources （HR） practitioners to apply HRM theory in their organizations. Secondly, this paper discusses use of quantitative methods in HRM. They are vector analysis and decision tree analysis. Those analyses enable HR practitioners to make effective HR decisions. Decision tree sets HR alternatives to efficiently implement HRM practices in organizations. Research question is how HR practitioners apply quantitative methods in department of HRM in firms. Finally this research comes out a conclusion that quantitative methods may be used in HRM.展开更多
基金The authors are grateful for the financial supports from the project of Ministry of Industry and Information Technology of China(No.2019-00899-1-1)the Natural Science Foundation of Shaanxi Province,China(No.2021JM-060)Fundamental Research Funds for the Central Universities,China(No.3102019QD0409).
文摘The electrochemical dissolution and passivation of laser additive manufactured Ti6Al4V were investigated through Tafel polarization,potentiostatic polarization and AC impedance measurements.The results show that the solution treatment−aging(STA)process aggravates the element micro-segregation compared to the annealing process,leading to varied Al and V contents of the phases from different samples.It is proven that either Al-rich or V-rich condition can highly affect the electrochemical dissolution behaviors due to thermodynamical instability caused by element segregation.The dissolution rate in the metastable passivation process is controlled by the stability of the produced film that is affected by phases distribution,especially the difficult-to-dissolve phase.And then,the dissolution rate of the phases in the transpassivation region is consistent with the rank in the activation process because the dense film is not capable of being produced.Compared to the annealed sample,the higher dissolution rate of the STA sample is beneficial to the electrochemical machining(ECM)of Ti6Al4V.
文摘Research topic of this paper is to discuss theory of Human Resources Management （HRM） and to discuss using of quantitative methods in HRM. Firstly, five variables establish HRM theory. They are HRM practices, positive organizational behaviors, individual performance, performance of business departments, and firm performance. Transactions among those variables enable Human Resources （HR） practitioners to apply HRM theory in their organizations. Secondly, this paper discusses use of quantitative methods in HRM. They are vector analysis and decision tree analysis. Those analyses enable HR practitioners to make effective HR decisions. Decision tree sets HR alternatives to efficiently implement HRM practices in organizations. Research question is how HR practitioners apply quantitative methods in department of HRM in firms. Finally this research comes out a conclusion that quantitative methods may be used in HRM.
