工作壓差 的英文怎麼說

中文拼音 [gōngzuòyāchā]
工作壓差 英文
operating pressure differential
  • 工 : Ⅰ名詞1 （工人和工人階級） worker; workman; the working class 2 （工作; 生產勞動） work; labour 3 ...
  • 壓 : 壓構詞成分。
  • 差 : 差Ⅰ名詞1 （不相同; 不相合） difference; dissimilarity 2 （差錯） mistake 3 [數學] （差數） differ...
  1. This drilling adopts crank connecting link and walking beam percussion mechanism, which make the drilling possess two percussive functions, normal drilling takes connecting link impact as main mode, when encountering special situation and the connecting link impact can not drill, it can transform into hoisting impact, the stroke length can be modulated, it realizes automatic percussive drilling due to continuous operating of connecting link percussive mechanism, these can enhance drilling efficiency and relieve labor intensity ; it adopts pumping reverse circulation to drain slag, which not only resolves the drilling difficulty in special stratum such as pebble and gravel stratum and hard stratum, but also resolves the problem that the percussive drill ' s efficiency is low ; it adopts spur gear differential mechanism as double cylinders lazy tongs of main hoist, which not only ensures the balance state of drilling tool, but also reduces the mechanical design, and reduces the cost ; the bottom plate traveling motion of this drilling machine adopts walking type ; the drilling tower adopts hydraulic pressure uprising, and reduces the assistant operating time

    該鉆機採用曲柄連桿、游梁式沖擊機構，使鉆機具有兩種沖擊功能;正常鉆進以連桿沖擊為主，遇到特殊情況，用連桿沖擊不能鉆進時，可轉為卷揚沖擊，沖程可調，因連桿沖擊機構連續工作，所以實現了自動沖擊鉆進，可提高鉆進效率，減輕勞動強度;採用泵吸反循環的方式排渣，既能有效解決卵礫石地層、堅硬地層等特殊地層鉆進的困難，又很好地解決了沖擊鉆機效率低下的問題;採用直齒圓柱齒輪差速機構作為主卷揚的雙筒同步機構，既保證了鉆具處于平衡狀態，又大大簡化了該機構設計，降低了成本;該鉆機底盤行走移位採用步履式;鉆塔採用液壓起立，減少了輔助作業時間。
  2. With the use of filter pads or paper, it still provides the lowest cost per gallon filtered for polishing filtration

    過濾的推動力是過濾介質兩側的壓力差，稱為工作壓力。
  3. The following conclusions are gained : ( 1 ) the located shear band prongs the ligament near the top crack tip and the structure may occur shear - mode fracture at the angle of 155 ? to crack when load is 87. 92mpa ; the mode of fracture of the flange joint structure is not possible to be void - mode ; ( 2 ) it is proved that loading and then unloading repeatedly can not increase the possibility of invalidation of the structure when the times of loading and unloading are not too more when load is operating pressure ; the structure is safe when the vessel is operating ; ( 3 ) in the fe model of the thesis, not considering the influence of water pressure test which is in the process of fabrication of vessel in fe results in larger deviation in analysi

    得出了以下結論：在8792mpa的載荷下筒體一封頭連接結構處的集中剪切帶貫穿韌帶，可能發生沿與原裂紋線成155 「角方向剪切型斷裂；筒體一封頭連接結構不可能發生韌窩型斷裂； （ 2 ）在工作壓力下進行次數不多的反復加、卸載，結構不會破壞，也不會喪失安定性：結構在工作狀態下是安全的； m在本文的彈塑性有限元模擬計算中，對于裂紋尖端進行力學分析時，不考慮壓力容器製造過程中水壓試驗的影響，將導致計算結果出現較大的偏差； （ 4 ）筒體完全屈服時的載荷為92石3mpa ，封頭完全屈服時載荷為86
  4. Now we have the small and medium - sized business of representative for a company ' s electromechanical profession in homeland, the manpower resource management present situation investigation analysis, discover the program of the manpower resource of a company ’ s recruit 、 training 、 effect check and salary reward system have many problems : the function of a company ' s manpower resource management is as follows, the company ’ s management is the experience of each department class cadre of straight line, especially lacks effect check system ; employees lack competitive consciousness, lacking actuating pressure, the employees lose initiatives gradually ; the manpower resource management of a company is confined to only somewhat daily recruit, salary capital calculation provide wait for general affairs, manpower resource management is not obvious for strategic influence as well as and strategic connection

    在筆者對a公司這樣一個在國內機電行業具有代表性的中小型企業的人力資源管理現狀進行調查分析后，發現a公司的人力資源的規劃、招聘、培訓、績效考核及薪酬體系存在很多問題： a公司人力資源管理的功能不足，甚至缺失；公司以各直線部門班幹部的經驗化管理為主，尤其缺乏績效考核體系；員工普遍缺乏競爭意識，缺乏工作壓力，由於缺乏績效評估，沒有有效的激勵，干好乾壞差不多，員工逐漸失去進取心； a公司的人力資源管理只限於一些日常的招聘、薪資計算發放等事務，人力資源管理對戰略的影響以及和戰略的聯系都不明顯。
  5. Second, the thesis dicuss the discrepancy of the factor structure of the different sample attribute including identity 、 age 、 degree 、 working years 、 position years 、 department with t test and one - way anova, moreover the staff job satisfaction model is builded with confirmatory factor analysis according to the different identity, and it is obviously different of the factor structure, which loyalty is the most influential to the fomal employee and the less is perfomance examination, salary is the most influential to the informal employee and the less is working press

    第二，本文使用t檢驗和方差分析，分別考察員工工作滿意度在身份以及年齡、學歷、工齡、崗齡、部門等統計特徵上的差異，並在此基礎上進一步採用驗證性因素分析方法建立不同的員工身份的工作滿意度模型。在模型中樣本的因素結構存在顯著差異:對正式職工的工作滿意度影響最大的因素是忠誠度，影響程度最小的是績效考核;對招聘職工工作滿意度影響最大的是薪酬，影響程度最小的是工作壓力。
  6. 5years hr experience prefer in mne or large enterprises, familiar with recruitment channel and interview techniques, competent in both written and oral english, good computer skills, integrity and honest, enthusiastic and resilient, can travel frequently

    5年外資或大型企業人力資源管理工作經驗，熟悉招聘渠道及面試技巧，良好的英文和計算機操作能力，誠實正直，有熱情，能承受一定工作壓力，適應不定期出差。
  7. Maximum operating pressure differential

    最大工作壓差
  8. Service conditions - line media, temperature, and maximum operating differential pressure

    應用環境-管路流體介質，溫度和最大工作壓差。
  9. Choose models according to max oprating temperature, max oprating pressure, max operating differential pressure that listed the parameter table

    用戶根據用汽設備的最大用汽量（乘以選用倍率系數2 - 3倍） ，最高工作壓力、最高工作溫度、最高工作壓差對照表中參數選型。
  10. Moreover, the thesis analyses the necessity and scientificity of classifying the staff to knowledge worker and non - knowledge worker from the character of this two kinds of staff, and the existing theory localization of job stress and management. secondly, researches the knowledge worker and non - knowledge worker, obtains the new data by questionnaire, analyses the job stressor of these two kinds of stuff in china organization and the character of their pressure reaction, compares the differences of their apperception to the job stressor and the reaction to pressure provocation by analyses of correlation and analyses of regression. thirdly, according to the result of demonstration research, analyzes the character of job stress of the knowledge worker and non - knowledge worke, indicates the primary and subordinate work pressure of these two kinds of staff presently in our country 。 fourthly, aiming at the character of work pressure of these two kinds of staff, brings forward the principles of pressure management on organization lay, and the prompting management strategy in order to forming positive pressure as well as the controlling management strategy in order to preventing or removing or minishing negative pressure

    具體的研究工作如下:一、概述了知識員工、非知識員工以及工作壓力的相關理論，並從知識員工與非知識員工的工作特徵和現有的工作壓力及管理理論的局限性入手，分析了在我國工作壓力及管理領域中，將員工分為知識型與非知識型兩大類來進行研究的必要性和科學性;二、以我國企、事業單位中的知識員工與非知識員工為調查對象，通過問卷方式獲取新鮮數據，並通過數理統計方法分析目前我國這兩類員工群體所面臨的壓力源及其壓力反應的特點，通過相關分析和回歸分析比較他們對工作壓力源的感知、對壓力刺激的反應的差異;三、根據實證研究結果，分析知識員工與非知識員工的工作壓力特點，分別指出目前我國組織中這兩類員工所承擔的主要、次要工作壓力;四、針對這兩類員工的工作壓力特點，從組織層面提出了壓力管理的原則、旨在形成積極壓力的激勵管理策略，以及能起到預防、消除或者減小消極工作壓力作用的控制管理策略。
  11. Minimum operationg pressure differential

    最小工作壓差
  12. The situation rafa inherited, the might of the rivals he has faced ( in terms of money, and time in the job ), and the insane pressure to land the premiership title ? ? an increasingly impatient and irrational pressure that doesn ' t currently exist anywhere else in england ? ? make me believe that it is an almost impossible job in which to succeed outright

    從賓尼迪斯所繼承的球隊狀況?他所面對過的宿敵的強盛（以財力計算） ?和在受一個幾近瘋狂的壓力去要求他贏得英超回來之下（這壓力現在是越來越沒有耐性和理智?在全英格蘭都不會見到這種壓力） ?我相信這份工作是差不多沒有可能會成功。
  13. Operting differential pressure

    工作壓差
  14. The most common method of determining maximum differential pressure across the valve seats is to assign the maximum design or operating pressure the upstream value p1 and assume a downstream pressure p2 of 0 psig

    測定閥門閥座的最大壓差的最常用方法是將最大設計或工作壓力作為上游的壓力值p1 ，然後假定下游壓力值p2為0psig
  15. They say it will have twin turbos and nos but it looks to be a bit short of complete at this point

    他們說它會搭載雙渦輪增壓和nos系統，但是目前看來這項工作還差一點才完成。
  16. After the 9. 11 event, the main source of stress was " being undervalued ", other sources were " pursuing a career at the expense of home life " and " feeling isolated ". the results obtained from both round of the study also consistently revealed that employees who perceived more sources of stress would report worse physical and mental well - being, and low ratings on self - perceived job performance

    此外，研究結果顯示在九一一事件發生后，員工的身心健康傳統價值觀及自我認受效能呈現下降因此員工所得的工作壓力來源愈多，其身心健康愈差，而自我評估工作表現結果亦愈低。
  17. The finings are elaborated as the following : the stress level of teachers is moderate generally, however, further research shows that they are suffering more work stress ; they often use adaptation coping styles and sometimes these coping styles could be utilized beyond stress situations ; coping with the negative stress, they tend to adopt maladaptive coping ways ; they inclines to synthetically apply various ways and lay particular emphasis on each coping strategies under diverse contexts ; teachers from different background in different situations show that there are significant differences in different coping ways ; teacher " s general self - efficacy, social support, subjective stress and gender have different significantly predictive effects on different coping styles, and they might have more significantly predictive effects on certain type coping ways

    研究結果表明：中小學教師總體壓力水平為中等，但承受著較大的工作壓力；中小學教師普遍採用適應性應對方式並具有一定的跨情境性，但在應對負性壓力時，傾向于採用非適應性應對方式；在應對各種壓力情境時，傾向于聯合使用幾種應對方式並各有所側重；不同壓力情境下，不同人口學特徵的教師在不同應對方式上存在顯著性差異；一般自我效能感、社會支持、主觀壓力、性別對不同的應對方式具有不同的預測作用，他們可能分別對某種類型的應對方式更具重要性。
  18. The study shows about 66. 2 % teachers with much or too much job stress, 30. 8 % with slight in guangzhou ; the main reason that cause job stress on middle - school in guangzhou is too much job demanding and lacking support from outside world ; there is obviously difference between group with 5 - 10 or 10 - 20 teaching - year and other teaching - year group ; mental health can be predicted quite well by job stress and personality characteristic

    綜合分析，工作要求高以及缺乏外界的支持是廣州市中學教師產生工作壓力的主要原因。 5 - 10年和10 - 20年兩個教齡組與其他教齡組相比，工作壓力有顯著差異；其他類型教師之間工作壓力的差異不顯著。工作壓力和人格特徵對心理健康有積極的預測能力。
  19. Kivimaki said job pressure is damaging when being overworked is combined with little or no control, unfair supervision and few career opportunities

    基維邁基說工作量過大的人如果遇上差勁的管理、糟糕的上司和黯淡的工作前景，工作壓力就會驟增，對健康的破壞力也同時加強。
  20. Operating pressure differential

    工作壓差
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