The field of local conductivity measurement has produced many kinds of scanning probes to measure the electricalcharacteristics at the nanoscale. However, due to the design limitations, no appropriate probe has been developed to measureand simultaneously image the electrical characteristics at 100 nm order. This research aims to fabricate a four-pOint AFMprobe in order to image electrical characteristics at 100 nm ord Four-point atomic force microscope probe for imaging the electrical characteristics of materials Lin ZHANG", Yang JU*2 and Atsushi HOSOI*2 *1Nagoya Univ. Dept. of Mechanical science and Engineering Furo-cho, Chikusa-ku, Nagoya 464-8603, Japan The field of local conductivity measurement has produced many kinds of scanning probes to measure the electrical characteristics at the nanoscale. However, due to the design limitations, no appropriate probe has been developed to measure and simultaneously image the electrical characteristics at 100 nm order. This research aims to fabricate a four-point AFM probe in order to image electrical characteristics at 100 nm order. Specifically, a certain tape of AFM probe for cell measurement e.g . Biolever, can be etched into four independent electrodes with an in-between space of 200 nm. The four electrodes are basically used to measure the electrical potential drop by allowing the electric current to pass through. The four-point probe is then integrated into a multimode AFM to realize the scanning and imaging simultaneously. The present experimental results show that the four-point probe fabricated can be used to image the surface topography of the Au nanowire, thereby permitting the simultaneous measurements of surface profiles and electrical characteristics of the samples at the next stage.

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　SrAl₂O₄:Eu応力発光(ML)センサの発光特性について，センサの構成材料であるML粉体とバインダ樹脂の特性依存性と応力条件依存性を測定した．ML強度の応力依存性は，構成材料で決まる3つのパラメータG, _σ1と_σ2,を用いた式(１)にて表現できることを明らかにした．式(１)は，応力速度が一定の場合だけでなく応力速度が変化する場合においても成り立つ．ML強度の時間変化は，応力速度の２乗と比例関係にあることを明らかにした．

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本稿では、これまでの大学生のインターンシップ研究においては受入れ側である企業側の視点によるものが少ないことを明らかにし、今後の研究発展の可能性について考察を行った。具体的には、企業側からみたインターンシップの意義・メリットについて整理を行った上で、企業側の視点でインターンシップの効果を、 ①新卒採用効果、②離職抑制・定着効果、③従業員の育成効果の３つに分類し、それぞれの先行研究を整理した。また、この３つの効果について、情報の非対称性、Realistic Job Preview （RJP）、採用ブランド力、リアリティショック、経験学習など人的資源管理論等の理論を援用しながら研究の到達点と発展可能性を考察した。さらに、インターンシップの周辺領域にある取組みとしてアルバイトや産学連携教育について取り上げ、これらの先行研究を整理するとともに、その位置づけや国際比較のあり方など研究発展性についても言及した。

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Mechanoluminescence (ML) materials have attracted lots of attention due to the potential application in novel stress indicators. SrAl₂O₄: Eu²⁺ (SEAO) that exhibits green emission is a well-known ML material. However the ML performance would markedly be degraded when it is put into water environment due to a hydrolysis reaction. In this study we have synthesized a novel ML material, calcium aluminosilicate doped with europium (CaAl₂Si₂O₈: Eu²⁺) using the solid state reaction process. X-ray diffraction, photoluminescence and mechanoluminescence were measured to characterize the crystallinity and optical properties. The developed ML material showed a strong resistance to water compared to SEAO. It was shown that the introduction of SiO₄ tetrahedra leads to the water resistance of calcium aluminosilicate.

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本稿では、台湾で日本のポピュラー音楽が広まっている背景の一端を明らかにするために、カバー曲を取り上げ考察を行う。日本のメロディに中国語の歌詞がつけられたカバー曲は戦後より現在まで存在し続けている。しかし、時代時代に応じてカバー曲が持つ意味は変容しており、その特徴は次のようにまとめることができる。1)戦後から1960年代では、言語の政策などによって台湾語の楽曲が不足している代わりとしてカバー曲が制作された。2)1970年代から80年代ではとにかく楽曲を大量に必要としたため、「穴埋め」としてのカバー曲が求められた。日本のメロディであることを隠すということも行っていた。3)1990年代以降においては、日本・台湾の歌手の互いのプロモーションに使用されるなど、カバー曲が積極的な意味をもち、再び日本を意識したカバー曲が増加した。

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This paper investigates recent trends of Chinese mining cities, which have emerged from large-scale resource development during the process of modern industrialization since the 1950s. In this paper, a definition of mining cities that is based on the principle of “forming for mining” is proposed. According to this definition, 58 of 667 organizational cities are identified as mining cities. Because of limited available data, only 40 organizational cities, for which statistical data were available in 1999, are closely examined.
Under the definition mentioned above, mining cities composed 9 percent of all cities in China at the end of 1999. Their populations accounted for 14 percent of the entire urban population. These mining cities can be divided in terms of type of mines, into colliery cities, oil-field cities, metal-mining cities, and nonmetal-mining cities. They are located mainly in Northeast China and Central China. The development of mining cities in Northearn China, is however, most prominent.
The statistical data indicate that the population size and the scale of mining cities development have been expanding since 1990. However, the growth rates of economic activities as well as population have been slowing. This phenomenon is called the relative peripheralization of mining cities by some Chinese commentators. On the other hand, resource crisis, environmental pollution, unemployment, and poverty still exist in the mining cities. Environmental problems caused by the mines, the problems of Danwei (work-units) disorganization, and unemployment caused by the reforming of mining corporations are becoming more and more serious. Because of a lack of information about the real conditions of mining cities, little attention is paid to a problems that should be important subjects in the future.

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中国の「農民工」（農村出身の非農業就業者）は，安価な労働力の源泉として，中国経済の急速かつ持続的な発展を支えてきた。しかしながら，労働年齢人口の減少や農村労働力の高齢化とともに，農民工の供給の頭打ち傾向が強まり，賃金の引き上げや企業間の獲得競争も広まっている。そのため，農民工の熟練形成や職場への定着を促進し，コミットメントの向上を図ることが，企業経営者や政策担当者に求められてきている。このような問題意識のもと，中国における製造業の一大集積地域である江蘇省蘇州市において従業員へのアンケート調査を行い，農民工の職務意識を規定する要因を共分散構造分析によって考察した。分析の結果，「職務満足」と「仕事への埋め込み」は「組織コミットメント」を有意に高めること，「組織コミットメント」は農民工の「離職意向」を有意に引き下げること，若年層の農民工（「新世代農民工」）では「仕事への埋め込み」が「組織コミットメント」の高さを支える主要な要因であることが明らかとなった。以上の結果から，新世代農民工の組織コミットメントを向上させるため，新規就業者や若年従業員向けのきめ細かな研修・指導の重要性が示唆される。

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本稿は、オーストラリアの実務家教員の任用・基準について、専門技術継続教育機関(TAFE)の高等教育段階に着目し、具体的実態の解明を試みた。分析の結果、職業教育訓練教員の資格要件は、職業実務経験年数の明確な基準がなく、教授方法は含まれず、産業界が開発したトレーニングパッケージへの理解促進を重視していた。しかし、高等職業教育機関のVET教員採用基準の実情は、職業分野・職階別に最新かつ関連する経験の証明と高等教育資格・学位を要求し、法律による資格要件と実際の任用・基準との違いが浮き彫りとなった。

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中国の職業技術師範学院は、急速に拡大する高等職業教育の教員養成を目的として各地で設置されている。天津職業技術師範大学は、最初に設立された代表的機関であり広く参照されてきたが、上海市ではむしろ職業教育の独自性を志向する同済大学職業技術教育学院の充実を図っている。本稿では、「師範大学志向」の天津職業技術師範大学と対比しながら、「職業教育志向」の同済大学職業技術教育学院を対象として、教員・管理者へのインタビュー調査等による事例研究を行った。その結果、実習科目の比率の高さ、教育実習と企業実習の固有の位置づけ、体験・認識と実践的実習の段階的な設計とそのもとでの本科課程への統合、そして実習の指導のために企業等での経験を持つ兼務教員の位置づけなど、教育課程の革新に向けての注目すべき取組の特徴が明らかになった。

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Chinghis khan reorganized his troops in accordance with the decimal system in 1204 before he attacked the Naiman tribe. This formation was a military unit, but on the other hand, it was also an administrative unit. This system is called the Ch'ien-hu-zhi 千戸制, which has remained the standard system in the Mongol Empire since then. The features of this formation are a simple chain of command, a simple style of organization and ease of mobilization. It functioned very effectively. But this formation had irregular characteristics and various ploblems. For example, the chief of the Ch'ien-hu 千戸 (chiliarchs) posessed a Po-hu 百戸 (centurions) which was under his direct control. He held the post of the chief of the Po-hu concurrently. And the chief of the Po-hu posessed a Shi-hu 十戸 (decurions), which was under his direct control. He held the post of the chief of the Shi-hu concurrently. In these cases, we find the traces remaining of the body guard formation of clan faction organization. These cases do not describe the usual military formation of the Mongol empire. At least in the period of the Yuan dynasty, the hierarchy of officers was systematized bureaucratically and the officer's compentence was restricted reasonably. However, in the cace of the Shih-wei-ch'in-chun 侍衛親軍 (the imperial personal army), there was not a solitary commander who could lead the whole army in the bureaucratic system, in order to prevent an army clique from appearing. On the contrary, high officers of the central government were able to occupy the post of the solitary commander. It was too difficult to prevent men from concentrating power. They were the Mongolian and the Se-mu-ren 色目人 who stood on the basis of the Shih-wei-ch'in-chun. There are various explanations about the Ch'ien-hu. The correct explanation is that it was organized with one thousand hu 戸 (households), which were able to offer one thousand soldiers. In Mongol, the general idea of hu was that it was a kinship group, each such group with one manhood was counted as one hu, whose man was destined to be a soldier. A group with two soldiers was counted as too hu, and so on. Therefore, every hu had only one male member who should be a soldier. In Mongol it was the social custom that they counted the number of hu this way. The Ch'ien-hu was the military and administrative unit organized with one thousand hu each of which offered one soldier. However the number of members or hu was not mathematically strict. The Yuan dynasty used the system of Ch'ien-hu when it organized the Chinese into the Han-chun 漢軍. But the households of Han-chun could not stand the military economic burden. Therefore, the Yuan dynasty had to allow military households, which could not offer a soldier, to mainly bear military expenses. Consequently, the capacity for mobilization did not correspond to the fixed numbers in accordance with the decimal system. This difference resulted from the fact that the military formation of the nomadic society was applied without revision to the farming society. However, after the middle of the Yuan period, the formations of Han-chun were completed relatively, resulting in the military of the Mongols and the Se-mu-ren severely lacking in soldiers. This paper aims at describing the general idea of the military formation of the Mongol empire and the Yuan dynasty and how to solve it's structural deficiencies from the viewpoint of both the chain of command system and the style of organization.

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