bluuebunny/crossref_metadata_2025_split huggingface dataset:
Ku band microwave studies of fritless strontium hexaferrite thick films
Authors: Kulkarni D.C. , Puri Vijaya 
Published: June 2010

PurposeThe aim of this paper is to investigate microwave Ku band absorbance, complex permittivity, and permeability of SrFe12O19 thick films by a simple and novel waveguide technique.Design/methodology/approachThe glass frit free or fritless strontium hexaferrite thick films were formulated on alumina by screen printing technique from the powder synthesized by chemical co precipitation method for pH 11 adjusted during the reaction. The 13‐18 GHz frequency band microwave absorbance of the SrFe12O19 thick films by a simple waveguide method. The complex permittivity and permeability of strontium hexaferrite thick films was measured by voltage standing wave ratio technique.FindingsSrFe12O19 thick films show high ∼80 percent absorbance in the whole 13‐18 GHz frequency band. The thickness dependant microwave properties of strontium hexaferrite thick films were observed. The real permittivity ε′ lies in between eight and 35 with the variation in thickness of the thick film SrFe12O19. The real microwave permeability μ′ of strontium hexaferrite thick films lies in the range 1.12‐6.41. The resonance type behavior was observed at frequency 14.3 GHz. The SrFe12O19 thick film of thickness 30 μm could be a wide band (∼5,000 MHz) absorber with absorbance ∼87 percent for the whole 13‐18 GHz frequency band.Originality/valueThe complex permeability of strontium hexaferrite thick films was measured by simple novel waveguide method. The high absorbance (∼87 percent) of thick film SrFe12O19 over a broad band ∼5,000 MHz will be useful in achieving RAM coatings required for 13‐18 GHz frequency band.
Structural and optical properties of Alx Iny Ga1−x−y N quaternary alloys grown on sapphire substrates by molecular beam epitaxy
Authors: Abid M.A. , Abu Hassan H. , Hassan Z. , Ng S.S. , Mohd Bakhori S.K. , Abd Raof N.H. 
Published: June 2010

PurposeThe purpose of this paper is to study the structural and optical characterization of Alx Iny Ga1−x−y N quaternary epilayers, which were grown on c‐plane (0001) sapphire substrates with AlN as buffer layers using plasma assisted molecular beam epitaxy technique with indium (In) mole fraction y ranging from 0.0 to 0.1 and constant aluminum (Al) mole fraction x=0.06.Design/methodology/approachHigh‐resolution X‐ray diffraction rocking curve (HRXRD‐RC), scanning electron microscopy (SEM), energy dispersive X‐ray spectrometry (EDX), and photoluminescence (PL) spectroscopy have been measured on quaternary Alx Iny Ga1−x−y N thin films at room temperature.FindingsHRXRD‐RC measurements confirmed that the Alx Iny Ga1−x−y N alloys had wurtzite structure. SEM images, element composition analysis by EDX, provided the evidence to show the existence of defects inside the samples contaminated by silicon from previous growth leading to nonuniformity of the epilayers, which caused decreased in the quality of the samples. PL spectra show reducing of the integrated intensity and an increasing red shift with increasing in content with reference to the ternary sample Al0.06Ga0.94N. The existence of a large amount of nonradiative recombination centers are responsible for the reduced the luminescence and the red shift provided evidence to an increase in composition inside the Alx Iny Ga1−x−y N quaternary alloys. Photoluminescence is used to determine the behavior of the near band edge emission represent the energy band gap of the quaternary films. The energy band gap decreases with increasing In composition from 0.01 to 0.1 mole fraction. This trend is expected since the incorporation of in reduced the energy band gap of ternary Al0.06Ga0.94N (3.529 eV). We have also investigated the bowing parameter of the variation of energy band gaps and found it to be very sensitive on in composition. A value of b=10.95 have been obtain for our quaternary Alx Iny Ga1−x−y N alloys.Originality/valueThis study on quaternary samples described in this paper, clearly indicates that the present of defects due to impurity contaminations has a dominant role in determining the structural and optical properties of Alx Iny Ga1−x−y N quaternary alloys.
Electrothermal modeling of hybrid power modules
Authors: Ayadi Moez , Amine Fakhfakh Mohamed , Ghariani Moez , Neji Rafik 
Published: June 2010

PurposePower modules including the insulated gate bipolar transistor (IGBT) are widely used in the applications of motor drivers. The thermal behavior of these modules makes it important to choose the optimum design of cooling system. The purpose of this paper is to propose an RC thermal model of the dynamic electro‐thermal behavior of IGBT pulse width modulation inverter modules.Design/methodology/approachThe electrothermal model has been implemented and simulated with a MATLAB simulator and takes into account the thermal influence between the different module chips based on the technique of superposition.FindingsThis study has led to a correction of the junction temperature values estimated from the transient thermal impedance of each component operating alone.Originality/valueIn this paper, an experimental technique of a thermal influence evaluation is presented.
Migration and career success: testing a time‐sequenced model
Authors: Tharmaseelan Nithya , Inkson Kerr , Carr Stuart C. 
Published: June 2010

PurposeThe paper seeks to determine whether different aspects of migrant pre‐migration characteristics (human capital and motivation to migrate) and post‐migration behaviour (social integration and career self‐management) predict migrants' post‐migration career success.Design/methodology/approachThe research employed a survey questionnaire applied to a sample of 210 migrants who had migrated from Sri Lanka to New Zealand. Twenty‐three independent and three dependent (career success – objective and subjective) variables were measured. Sequential multiple regression analysis was applied, mirroring the time‐sequenced theory of career development.FindingsOverall, migrants' occupational status had declined markedly following migration. Variables representing human capital, social integration and career self‐management perspectives all contributed substantially to explaining variances in career success, especially objective career success, but motivation to migrate did not. Human capital variables were especially influential in determining pre‐migration success, acculturation in the host country and education in the host country in post‐migration success. Effects of career self‐management behaviours on success were relatively small.Research limitations/implicationsA limitation is the cross‐sectional design, and possible non‐generalisability beyond a single migrant group and host country.Practical implicationsThe paper discusses implications for migrants, policy makers and future research.Originality/valueMigration, and interest in research on migrants' careers, is growing. This paper applies a wide range of predictor variables and a logical causal model to predicting migrant career success, indicates significant effects, and points to positive actions that may be taken by government, organisations and migrants.
Enhancing the ties that bind: mentoring as a moderator
Authors: Dawley David. D. , Andrews Martha C. , Bucklew Neil S. 
Published: June 2010

PurposeThe purpose of this paper is to examine the moderating role of mentoring on the relationships between perceived organizational support, supervisor support, and job fit on turnover intentions.Design/methodology/approachThe paper explains the topics, provides background and discussion of the main concepts. The study uses regression analyses to test the moderating relationships using a total sample of 610 employees split among three separate organizations.FindingsThe results suggest that mentoring becomes more effective in reducing turnover intentions as employees experience increasing levels of perceived organizational support, supervisor support, and job fit.Practical implicationsThe results suggest mentoring can be beneficial to both organizations and individuals. Organizations benefit by improving employee retention. Likewise, individuals benefit through strengthened relationships provided by mentoring and the associated positive outcomes.Originality/valueThe paper makes a contribution to the literature by being among the first to examine mentoring as a potential moderator in the context of perceived organizational support, supervisor support, job fit, and turnover intentions.
Ownership concentration and executive compensation in emerging economies: evidence from China
Authors: Su Zhongfeng , Li Yuan , Li Lin 
Published: June 2010

PurposeThe research on corporate governance has different perspectives on the relationship between ownership concentration and executive compensation, and the empirical findings on this linkage are also inconclusive. The purpose of this paper is to investigate the impact of ownership concentration on executive compensation in emerging economies.Design/methodology/approachBy connecting different perspectives with the characteristics of emerging economies together, this research explores the impact of ownership concentration on executive compensation, and then empirically tests the hypotheses based on the archival data of publicly held firms in China.FindingsThe paper finds that there is no significant relationship between ownership concentration and executive compensation in state‐owned enterprises (SOEs), while there is a U‐shaped relationship in non‐SOEs.Originality/valueThis study not only offers an empirical test of the effect of ownership concentration on executive compensation, but also provides some insights into the debates on the relationship between ownership concentration and executive compensation in emerging economies.
An exploratory and comparative assessment of the governance arrangements of universities in Ghana
Authors: Tetteh Edward N. , Ofori Daniel F. 
Published: June 2010

PurposeInstitutional governance has recently attracted significant attention, fuelled by increasing numbers of global high‐profile corporate failures and scandals. In many countries issues have been raised about university governance. In Ghana, university governance has become crucial following the upsurge of private universities in recent years arising out of: increased demand for tertiary education resulting from high population growth; and expanded enrolment at basic and secondary levels, which have far exceeded the capacity of existing institutions. This study aims to explore and assess the governance arrangements of private and public universities in Ghana.Design/methodology/approachA multi‐stage sampling technique was used to select three private and two public universities. An exploratory and comparative approach was used to examine the governance arrangements of private and public universities in Ghana.FindingsBoth private and public universities in Ghana follow the “traditional”, “business”, and “trusteeship” models of university governance, although in different proportions. Additionally, both types of institutions follow the bicameral system of decision making.Research limitations/implicationsOnly five of 19 universities in Ghana were sampled. Future research might expand the sample size to test and validate the initial perspectives from this study and also investigate differences between governance arrangements of faith based and non‐faith based private universities.Originality/valueThe paper reports the findings of the first nation‐wide investigation into governance arrangements of Ghanaian universities. It will interest policy makers, university authorities, and other stakeholders in the higher educational sector.
Local corporate ownership and capital structure decisions in Nigeria: a developing country perspective
Authors: Ebel Ezeoha Abel , Okafor Francis O. 
Published: June 2010

PurposeThe primary aim of this paper is to investigate the nature, degree and direction of the effects of certain classes of corporate ownership on capital structure decisions among firms.Design/methodology/approachUsing a sample of 71 quoted companies in Nigeria, the study adopts panel fixed effects regression models to estimate the relationship between financial leverage and corporate ownership, while controlling for some firm‐specific characteristics like profitability, firm size and firm age.FindingsThe study finds that discrimination between indigenous and foreign firms is a major determinant of financial leverage in Nigeria; and that the consistency of empirical results and capital structure theories across countries depends much on the dominant nature of corporate ownership structure.Research limitations/implicationsAn attempt to widely generalize the results of this study may be challenged by its relatively small sample. With data from just a sample of 71 firms, the robustness of the country‐, time‐ and company‐ effects may not have been fully captured in the estimation process.Practical implicationsThe paper provides necessary platforms, especially to corporate managers, for aligning financing decisions and ownership structure to other structural characteristics such as size, age, and profitability.Originality/valueThe study is unique because it examines ownership effects on leverage using selected ownership classes; and because it focuses on an economy with harsh corporate operating environment and constrained capital market condition..
Board characteristics and corporate value: evidence from Thailand
Authors: Yammeesri Jira , Kanthi Herath Siriyama 
Published: June 2010

PurposeThis paper aims to examine the influence of corporate board structure on corporate value.Design/methodology/approachThe data were collected on a sample of 245 Thai non‐financial listed companies to examine the effect of board structure on firm performance.FindingsThe results show that neither independent directors nor grey directors are the significant determinants of improving firm value.Research limitations/implicationsThis research was confined to 245 Thai non‐financial listed companies. It would be useful to replicate it using larger samples under different country settings.Practical implicationsThe findings provide guidance to top managers in deciding the Board structure as corporate value is also grounded in corporate board structure.Originality/valueThe paper provides far reaching implications for corporate managers about the relationship between Board characteristics and corporate value.
Labor market consequences of accounting fraud
Authors: Hoi Chun‐Keung , Robin Ashok 
Published: June 2010

PurposeThis paper aims to examine the research questions: Do executive and non‐executive directors face similar labor market penalties upon revelation of accounting fraud? Are all executive directors treated by markets as a homogenous group? Or, do executive directors who are top managers face stiffer penalties than other executive directors?Design/methodology/approachBoard membership of incumbent directors in US firms accused of accounting fraud are tracked for three years after the revelation. Two labor market consequences/penalties are considered. Probability of losing internal, own firm board seat is the likelihood that incumbent directors leave the accused firm's board upon accounting fraud revelation. The likelihood of losing at least one external board seat (outside directorship) is also examined. Both univariate tests and multivariate LOGIT regressions are used to conduct the analysis.FindingsCompared to non‐executive directors, executive directors are more than twice as likely to lose own firm board seat and at least five times as likely to lose at least one outside directorship. Moreover, all executives, top or otherwise, appear to face similar tough penalties.Research limitation/implicationsAccounting fraud is a rare event; this may limit the generality of the findings. Results obtained from a US sample may be applicable to countries with well‐developed capital and labor markets. Results imply that the labor market for directors serves a vital function in the US‐style corporate governance environment; labor market discipline provides at least some incentives for board members, including non‐employee directors and other executive directors, to perform their fiduciary duties.Originality/valueThis is the first study that utilizes a single corporate event to analyze the operation of the labor market across different categories of directors. Also, while studies have examined penalties on top executives there is no evidence that other executives who also serve on the board of the accused firms suffer labor market penalties.
Strategic leadership development program at the University of York
Authors: Johnson Graham 
Published: June 2010

PurposeThe Work Foundation has worked with the University of York to deliver a development program for its top 60 leaders designed to address some of the specific challenges faced by a modern university. The program is intended to engage senior leaders in strategic dialogue, to enable them to engage with the complex challenges facing the organization and to embed networks to deliver tangible organizational improvements. This paper seeks to examine this issue.Design/methodology/approachThe program builds on three principles. First, it is deeply integrated into the work environment through the use of strategic improvement idea groups (SIIGs); second, it explores and works with cultural issues; and third, it embraces collective development co‐designed with participants.FindingsThe resultant program has helped York win the “outstanding contribution to leadership” award at the 2009 Times Higher Education awards and delivered a host of benefits to individuals and the organization, including a shift in the culture of leadership towards a collegiate community of leaders.Practical implicationsThe co‐creation of the program has meant that it has been owned by the university and the participants and allows the program to live what it teaches. The program embraces the multitude of perspectives that exist in organizations to create more robust, novel and sustainable outcomes.Originality/valueThe co‐created program brings academic and support staff together to work on common issues, recognizing the ability of participants to engage with complex challenges and emphasizing the value of the collective in resolving them. The formation of SIIGs delivers a return on investment.
Leadership brand equity: HR leaders' role in driving economic value
Authors: McLaughlin Virginia , Mott Christina 
Published: June 2010

PurposeThis paper sets out to present practical tools for HR leaders to diagnose their organization's leadership reputation and start the process of building economic value by proactively managing their unique leadership brand.Design/methodology/approachIt is based on research by Oliver Wyman and The Economist Intelligence Unit, carried out in 2008 to 2009 among 153 leaders representing companies with $1 billion+ revenue in 43 countries. The research asked about leadership reputation and its relationship with economic performance and also included 20 in‐depth interviews.FindingsOrganizations with recognized leadership brands outperform others in their industry in three critical areas – revenue, net income, and share price – and the importance of leadership reputation increases even more significantly in a tough economy.Practical implicationsHR leaders hold a unique position from which to drive leadership brand equity for their organizations. They sit at the intersection of strategy, communication and talent and, as such, have the knowledge, interest and charter not only to improve individual leaders, but also to generate value from the aggregate of leaders.Originality/valueIn a concise and straightforward manner, the paper provides readers with a way to get started in building greater equity for their company through a strategic HR role in managing the organization's leadership brand.
Leading the way towards better business insights
Authors: Davenport Thomas H. , Harris Jeanne G. 
Published: June 2010

PurposeThis paper seeks to present a best practice guide to using analytics as a tool for leaders at every organizational level to drive their companies towards better decision making.Design/methodology/approachThe piece is based on the book Analytics at Work by Thomas Davenport, Jeanne Harris and Robert Morison, which was published in 2010.FindingsAccenture research shows conclusively that high‐performing businesses have a much more developed analytical orientation than other organizations. In fact they are five times more likely than their competitors to view analytical capabilities as being core to the business.Practical implicationsSenior executives are playing a crucial role in moving their organizations towards analytical decision making. Experience shows that, if leaders support analytical initiatives, they are much more likely to succeed. This is partly because of the powerful influence they exert over business culture, and partly because they can deploy the people, money and time needed to develop effective analytics capabilities. That said, senior executives are not the only people needed to build an analytical business. Almost any employee can play a vital role as an analytical leader.Originality/valueAccenture uses case studies based on in‐depth interviews and thought leadership to demonstrate how individuals at different organizational levels have succeeded in driving their business towards analytical decision making – with impressive results.
Devolving decision making: implications for leadership development
Authors: Chocqueel‐Mangan Jonathan 
Published: June 2010

PurposeThis paper aims to explore the implications for the way organizations develop leaders when decision making is delegated closer to the front line.Design/methodology/approachThe paper explores this theme using the National Trust as a case study.FindingsConventional distinctions between “management” and “leadership” become blurred and potentially misleading when front line managers become more accountable for local performance. In addition, a blend of interventions is required to develop skills at various leadership levels, ranging from technical to personal, and group‐based to individually tailored.Research limitations/implicationsThe case study is based on a charity and ignores the implications for fiduciary duties for directors and trustees. In addition, the paper does not include a review of the definition of devolved or delegated decision making. Finally, the case study is ongoing and the final results from the work will not be evident for up to two more years.Originality/valueDevolving responsibility in a charity is a rare and courageous initiative, given the broad array of stakeholders and level of public scrutiny. Given this challenge, private and public sector organizations can benefit from this experience and identify ways to engage their own stakeholders in the practical leadership development implications of a similar decision.
Trainers – stop conning people that you are providing workshops
Authors: Cunningham Ian 
Published: June 2010

PurposeThe aim is to expose shoddy and unprofessional thinking and activity amongst some trainers.Design/methodology/approachThe paper uses dictionary definitions and experience to expose linguistic errors by trainers who label their courses as workshops – when they are not.FindingsThe analysis shows that trainers mis‐use the English language in order to promote their courses.Practical implicationsThe practical implications for the buyers of learning and development activity is to beware of trainers disguising their courses as workshops.Social implicationsOne implication is the waste by organizations on courses that masquerade as workshops – hence reducing practical application and transfer of learning.Originality/valueNo‐one has written on this subject before.