Investigation of the fake reject cases with unqualified operational dimension based on the error compensation and tolerance compression

A fake reject (FR) with unqualified operational dimension often occurs during part machining when the operational data do not coincide with the design ones. This may lead to unnecessary waste. A novel judgment and remedial measures for FR are investigated in this paper to enhance products' qualification rate. Firstly, the reasons for the FR occurrence are discussed based on the fact that the operational dimension tolerance calculated using the worst-case method of the process dimension chain calculation is too tight. Secondly, a novel judgment method of FR is proposed by calculating a new dimension chain. The operational dimension is treated as the concluding link. The actual deviations of the dimensions generated before the operational dimension generation are used to replace their upper and lower deviations. Finally, based on the error compensation relationship among the component links in the process dimension chain, a novel remedial measure of FR by compressing dimension tolerance in subsequent processing is proposed. The calculation flow of the dimension tolerance after tolerance compression is worked out. This study's results of this study are considered for instrumental in judging and processing FR in part machining.

CO2 Gasification Kinetics of Shenhua Bituminous Coal by Isothermal Thermo-Gravimetric Analysis

This research performed the gasification kinetics of three Shenhua coal under CO2 atmosphere using isothermal thermogravimetry. Results showed that isothermal gasification curves for three different coal samples revealed different gasification behaviour. Among the eleven kinetic models, A2 was the most suitable one to describe the gasification kinetics of three coal samples, because it can reproduce the experimental data very well with reasonable correlation coefficients. The activation energy for sample A, B and C were 95.9, 79.1, and 69.4 kJ mol-1, respectively. The activation energy decreased with the increase of the particle size. The compensation relationship was observed between activation energy and frequency factor, and the mathematical expression was lnA=0.1041 E+0.54028 with the correlation coefficients of 0.999.

Green developmentalism and trade-offs between natural preservation and environmental exploitation in China

China is transitioning from the pursuit of growth at any cost to a stage in which the costs of growth and environmental sustainability have become a consideration. Career incentives for local government officials require them to simultaneously meet stringent targets for economic growth and environmental protection, but these goals are frequently in conflict. Against this backdrop, officials differentiate environment resources into two kinds: privileged and marginal, exploiting the latter to preserve the former. This ‘green self-contradiction’ is generated by two trade-offs: restriction–substitution relationship at the local level and supplement–compensation relationship at the national (trans-local) level. This trade-off framework is examined through two empirical cases: (1) a provincial policy of preservation of plain farmlands along with urbanization of outskirt hills in highland cities like Kunming and Yannan, and (2) a national scheme of stabilization for underground water in the Greater Beijing Region along with exploitation of cloud water from the distant Yangtze River provinces. We argue that these trade-offs embody the Chinese government’s ideological use of technology to preserve certain ‘green’ goals while maintaining a foundational ‘developmentalist’ logic, which we call ‘green developmentalism’.

Firm-size elasticity of top management team compensation in Saudi Arabian listed firms

We evaluate the firm-size elasticity of top management team (TMT) compensation with a sample of 80 firms listed in Saudi Arabian stock market. We find that the TMT compensation increases with firm size. The results are found to be robust when the total assets as the firm size measure is altered with other proxies, sales and market value of the firm. We show that the firm size and TMT compensation relationship is same as in the case of all firms sample when the firms are grouped into family firms and nonfamily firms. This finding is in line with the results of the previous studies that analyze the link between CEO compensation and firm size. We conclude that the large firms are willing to pay high compensation not just to their CEOs but also to the entire team at the top

Influence of Attributes Relationship to Parameter Estimation in DINA

DINA model appreciated by many researchers considers the relationships among attributes as mutually independent, conjunction and non-compensation relationship, but in real applications, there may not be able to meet such a relationship. Study the impacts on parameter estimates for the DINA model because of attribute relationships. Simulation results show that when there is a hierarchical relationship between attributes, there will be a great impact on the parameter estimation accuracy of DINA model; and the parameter estimation accuracy mainly affected by attribute hierarchy and the number of subjects. When existing hierarchy relationships among attributes, using DINA model as cognitive diagnosis model would affect the validity of diagnostic tests.

The Influence of Employees’ Job Satisfaction Factors on Organizational Commitment

This research aims to examine about organizational commitment in relation to the job satisfaction factors. Research is conducted on the production employees of PT Jaya Readymix Concrete (JYC) which amounted to 47 people. Data is collected from the questionnaire that was given directly to the respondent. Analysis techniques used in research is regression analysis between factors of employees’ job satisfaction as independent variables, which consists of the ability utilization, compensation, relationship with co-workers, working conditions, recognition and achievement with organizational commitment as dependent variables. Based on the results of the regression analysis of linear regression model equations, we derived a formulation as follows: Y = -1.012 + 0.184X1 + 0.581X2 + 0.080X3 + 0.118X4 + 0.136X5 + 0.165X6 + e. Results show that the job satisfaction factors simultaneously have a significant effect on organizational commitment in JYC with the coefficient of determination (R2) is 0.967, and that compensation is the dominant variables influencing employee's organizational commitment in the production department at JYC.