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The purpose of this study is solving the hand–eye calibration issue for line structured light vision sensor. Only after hand–eye calibration the sensor measurement data can be applied to robot system.

In this paper, the hand–eye calibration methods are studied, respectively, for eye-in-hand and eye-to-hand. Firstly, the coordinates of the target point in robot system are obtained by tool centre point (TCP), then the robot is controlled to make the sensor measure the target point in multiple poses and the measurement data and pose data are obtained; finally, the sum of squared calibration errors is minimized by the least square method. Furthermore, the missing vector in the process of solving the transformation matrix is obtained by vector operation, and the complete matrix is obtained.

On this basis, the sensor measurement data can be easily and accurately converted to the robot coordinate system by matrix operation.

This method has no special requirement for robot pose control, and its calibration process is fast and efficient, with high precision and has practical popularized value.

As the infrastructure of the railway, the rail could sink or deform to different degrees due to the impact of train operation or the geological changing force for years, which will lead to the possibility that the facilities on both sides of the rail invade the rail clearance and bring hidden dangers to the safe operation of the train. The purpose of this paper is to design the gauge to measure the clearance parameters of rail.

Aiming at the problem, the gauge for clearance measurement was designed based on a combination measurement method in this paper. It consists of the measurement box and the rail measurement vehicle, which integrates a laser displacement sensor, inclination sensor, gauge sensor and mileage sensor. The measurement box was placed outside the rail vehicle. Through the design of a hardware circuit and software system, the movement measurement of the clearance parameters was realized.

In this paper, the measurement equations of horizontal distance and vertical height were established, the optimal solutions of the structural parameters in the equations were obtained by Levenberg–Marquardt method, then the parameter calibration problem was also solved.

The gauge has high precision; its measurement uncertainty reaches 1.27 mm. The gauge has manual and automatic working modes, which are convenient to operate and have practical popularization value.

In the workplace, forgiveness can increase positive interactions between the victim and offender in the aftermath of a conflict. As an important intrapersonal factor in an organization, a victim’s power motives may shape one’s forgiveness. However, previous research shows inconsistent results because it only considers explicit power motives while ignoring the possible contingent role of implicit power motives in influencing forgiveness. This paper aims to consider both implicit and explicit power motives and aims to examine their joint effect on interpersonal forgiveness in the workplace conflict.

Polynomial regressions with response surface analysis were conducted with 415 Amazon Mechanical Turk users. Implicit power motives were measured by using a modified picture story exercise technique, whereas explicit power motives were measured via self-response scales.

First, congruence in power motives was associated with higher empathy and forgiveness than incongruence. In addition, high-implicit/high explicit power motives led to higher level of empathy and forgiveness than low-implicit/low-explicit power motives. Furthermore, directional power motive incongruence had an additive effect on forgiveness, such that discrepantly low-implicit/high-explicit power motives were more detrimental to empathy and forgiveness than discrepantly high-implicit/low-explicit power motives. Finally, empathy underlies the combined effect of implicit and explicit power motives on forgiveness.

The findings suggest that in a workplace conflict, managers should consider an employee’s explicit and implicit motives. To build the harmony group work climate, managers can improve intrapersonal implicit–explicit power motive congruence by providing developmental support and training focusing on self-enhancement and self-affirmation with the low-explicit-powerful employees. Further, to promote forgiveness in a conflict, organizations can use empathy-based exercise and provide team building activities to increase employees’ empathy and perspective-taking toward others.

By integrating implicit–explicit framework, this paper conciliates previous studies investigating the relationship between power and forgiveness by proposing that the two types of power motives, implicit and explicit power motives, jointly influences a victim’s forgiving tendency. This study serves as a meaningful touchstone for future research to consider both implicit and explicit power motives into the organizational conflict framework.