RESUMEN
The Jiangmen Underground Neutrino Observatory (JUNO) is a 20 kt low level radioactivity liquid scintillator detector in a laboratory 650 m underground. An excellent energy resolution and a large volume offer exciting opportunities for addressing many important topics in neutrino physics. High purity nitrogen is an important factor to ensure the low background of the JUNO detector. High Purity Nitrogen (HPN) is used for detector purging, pipe cleaning, and scintillator purification, among other things in JUNO. According to JUNO's requirements, the radon concentration in HPN should be less than 10 µBq/m3. To meet this requirement, A high-purity nitrogen plant with 100 Nm3/h maximum rate was designed and constructed. Low-temperature adsorption technology is used to remove radioactive impurities in nitrogen. High purification efficiency was ensured by using an activated carbon column with high column height-to-diameter ratio. Electrostatic collection and low-temperature enrichment methods are combined to measure radon in nitrogen. After ten days of continuous operation at 50 Nm3/h flux rate, the plant can to reduce the radon concentration in nitrogen from 37.4±1.8µBq/m3 to less than 1.33 µBq/m3. After HPN with flow rate of 50 Nm3/h passing through low-background pipeline (About 1.3 km), the radon concentration of HPN is 5.6±0.6µBq/m3.
RESUMEN
Narcissism has an important influence on employees' attitudes and behavior. However, research on the mechanism of this process is still relatively scarce. Based on the conservation of resources (COR) theory, this study constructed a conceptual model of the relationship between narcissism and organizational commitment and explored the role of perceived supervisor support and abusive supervision in this process. Data were collected in three waves from 288 participants through an online data collection platform in China. The results indicated that employee narcissism negatively predicts organizational commitment, and this process is mediated by perceived supervisor support. We also discuss the moderating role of abusive supervisors on perceived supervisor support, confirming that external self-value threat affects perceived support of narcissistic individuals. These results contribute to our understanding of the role of narcissism in organizations.
RESUMEN
This study translates the Organization Big Five Scale (ORG-B5) into Chinese and tests its reliability and validity. In Study 1 (N=406), the ORG-B5 was translated into Chinese, and an exploratory factor analysis established the scale's factorial validity. In Study 2 (N=391), confirmatory factor analyses found that the five-factor correlation model fit the data best. The results from the configural, metric, and scalar invariance models also demonstrate that the ORG-B5 is equivalent across gender, age, and work tenure. The relationship between ORG-B5 and related constructs was also explored further. This study argues that the Chinese version of ORG-B5 provides researchers with a psychometrically sound and efficient tool to assess the Big Five personality traits within organizations in the Chinese context.
