bluuebunny/crossref_metadata_2025_split huggingface dataset:
Earthquake‐resistant structural design through energy demand and capacity
Authors: Surahman Adang 
Published: June 2007

AbstractAn energy‐based earthquake‐resistant structural design method is proposed. The proposed method uses specific input energy spectra, modal or time‐history analyses, and energy distribution among structural members. For a given member strength and stiffness, a relationship between the energy attributable to damage absorbed by a member and its cumulative ductility demand can be determined. Member strength, stiffness and energy capacity are design parameters which are simultaneously used in the design. The method can avoid soft‐storey design. The damage is measured based on a cumulative basis considering earthquake magnitude, frequency, and duration. Tests have been carried out to determine energy absorbing capacities of various structural components. More efforts are needed to make the energy‐based earthquake‐resistant structural design practical, but ssimple formulations for this method are possible. Copyright © 2007 John Wiley & Sons, Ltd.
Combination of interference cancellation with channel estimation for OFDM transmission over mobile radio channels
Authors: Nguyen Van Duc , Kuchenbecker Hans‐Peter , Yoon Seokho , Choo Hyunseung 
Published: June 2007

AbstractThis paper proposes a new method, which combines interference cancellation with channel estimation for an orthogonal frequency division multiplexing (OFDM) system in the case of insufficient guard interval (GI) length. To avoid the problem of causing additional errors of conventional cancellers in the presence of strong additive noise, the proposed cancellation scheme uses the channel state information (CSI) and the so‐called remodulation technique to reproduce the interference distortions. Then, these distortions in both the received pilot symbols and the data symbols are iteratively cancelled. Consequently, the channel estimation as well as the data equalisation performances are iteratively enhanced. In the range of high signal‐to‐noise ratio (SNR), the proposed scheme improves significantly the performance of the system. It does not cause any additional errors to the received signal, when the system suffers from very low SNR. In comparison to the case of sufficient GI length, the required SNR can be reduced by 0.5 dB to achieve the same symbol error rate (SER). Moreover, the spectral efficiency of the system can be increased, because the GI length is allowed to be insufficient. The proposed method is applicable to future OFDM‐based wireless local area networks (WLANs). Copyright © 2007 John & Sons, Ltd.
IB‐DFE receivers with space diversity for CP‐assisted DS‐CDMA and MC‐CDMA systems
Authors: Dinis Rui , Silva Paulo , Gusmão António 
Published: June 2007

AbstractMulti‐Carrier Code Division Multiple Access (MC‐CDMA), currently regarded as a promising multiple access scheme for broadband communications, is known to combine the advantages of an Orthogonal Frequency Division Multiplexing (OFDM)‐based, Cyclic Prefix (CP)‐assisted block transmission with those of CDMA systems. Recently, it was recognised that DS‐CDMA (Direct Sequence) implementations can also take advantage of the benefits of the CP‐assisted block transmission approach, therefore enabling an efficient use of Fast Fourier Transform (FFT)‐based, chip level Frequency‐Domain Equalisation (FDE) techniques. When employing a linear FDE with both MC‐CDMA and DS‐CDMA, the FDE coefficients can be optimised under the Minimum Mean Squared Error (MMSE) criterion, so as to avoid significant noise enhancement. The residual interference levels can be very high, especially for fully loaded scenarios, since the FDE/MMSE does not perform a perfect channel inversion.This paper deals with CP‐assisted DS‐CDMA systems and MC‐CDMA systems with frequency‐domain spreading. We consider the use of Iterative Block Decision Feedback Equalisation (IB‐DFE) FDE techniques as an alternative to conventional, linear FDE techniques, and derive the appropriate IB‐DFE parameters in a receiver diversity context. Our performance results show that IB‐DFE techniques with moderate complexity allow significant performance gains in both systems, with bit error rate (BER) that can be close to the single‐code matched filter bound (MFB) (especially for the CP‐assisted DS‐CDMA alternative), even with full code usage. Copyright © 2007 John Wiley & Sons. Ltd.
Antimicrobial effect of vapours of geraniol, (R)‐(–)‐linalool, terpineol, γ‐terpinene and 1,8‐cineole on airborne microbes using an airwasher
Authors: Sato Kei , Krist Sabine , Buchbauer Gerhard 
Published: June 2007

AbstractFive selected compounds, geraniol, (R)‐(–)‐linalool, terpineol, γ‐terpinene and 1,8‐cineole, were tested for their influence on airborne microbes when vaporized with an air washer. Terpineol and 1,8‐cineole showed the highest antimicrobial activities. The average reduction of germ count was 68% and 64%, respectively. Although γ‐terpinene gave the lowest result among the compounds investigated, the average reduction of germ count was still 40%. When water without volatile compounds was sprayed, the colony forming units increased. These results show the positive effect of selected aroma compounds on the reduction of microbes in the room. Copyright © 2007 John Wiley & Sons, Ltd.
Key human resource strategies in an organization downturn
Authors: Perry Lee Tom , Perry Lee Tom 
Published: June 2007

AbstractIncreasingly often, executives are being called upon to manage organizations through downturns. Of critical importance to the long‐term health of a firm is how its employees are treated during these stressful periods. Human resource strategies must minimize the loss of key personnel needed for organizational survival and turnaround. The purpose of this article is to discuss why key employees leave organizations following a downturn. We propose two reasons: Either employees abandon a sinking ship or upon considering a lack of career opportunities, they take well‐timed exits. Then, by considering individual career issues that arise from an organization downturn, ways to counteract ill‐timed employee exit are identified. These human resource strategies either reduce organizational uncertainty or increase career opportunity.
On the importance of a generalist conception of human resource management: A cross‐national look
Authors: Evans Paul A. L. 
Published: June 2007

AbstractWhat is human resource management? The term risks becoming devalued if it is associated with particular approaches to the management of people, to labor relations, or to the development of the personnel function. These aspects of HRM have to be seen in context—indeed, HRM is best viewed as the management of organizational context, as “governance.” This is the challenge for general management, supported by personnel generalists.
Strategies for adapting to high rates of employee turnover
Authors: Mowday Richard T. 
Published: June 2007

AbstractFor many organizations facing high rates of employee turnover, strategies for increasing employee retention may not be practical because employees leave for reasons beyond the control of management or the costs of reducing turnover exceed the benefits to be derived. In this situation managers need to consider strategies that can minimize or buffer the organization from the negative consequences that often follow from turnover. Strategies organizations can use to adapt to uncontrollably high employee turnover rates are presented in this article. In addition, suggestions are made for how managers should make choices among the alternative strategies.
Executive stress: A ten‐country comparison
Authors: Cooper Cary L. 
Published: June 2007

AbstractIn recent years, many companies have become conscious of the dire effects of excessive managerial stress on the performance of the organization, as well as on the health of their executives. Moreover, the so called “boss's disease” was long considered strictly a phenomenon of the affluent, industrialized Western world. The results of this investigation, however, reveal that the spectre of executive stress is not only taking on critical dimensions for companies in developing countries (in terms of mental well being and job satisfaction) but that its incidence is worrying, especially in newly industrialized Japan. The pressures on managers to perform in a climate of rapid sociological, technological, and economic change in emerging countries such as Brazil, Nigeria, Egypt, and Singapore, as well as Japan, are beginning to produce negative effects. Executives in all five countries show a higher incidence of mental stress symptoms and job dissatisfaction than their counterparts from other highly industrialized countries surveyed, e.g., the United States, Sweden, and West Germany.
The basis for the professional's resistance to managerial control
Authors: Raelin Joseph A. 
Published: June 2007

AbstractObserving that organizational professionals view themselves as employees of special status, resulting among other things in their demand for autonomy, Raelin digs down into the basis for their difficulty integrating into organizations. After examining the peculiarities of their education and early socialization experiences, he relates five features of professional life which, based on his ongoing research and consulting work, predispose professionals to resist managerial control.
The historical roots of the democratic challenge to authoritarian management
Authors: Gomberg William 
Published: June 2007

AbstractDemocracy is among the most misused words in our vocabulary and one of the most evanescent and slippery operational concepts. Sadly, although it should not come as a surprise, theory and reality often fail to mesh. This article provides an historical perspective on the participative management movement, based on the works of such theorists as Trist, Chandler, Taylor, and Fayol among others. It takes a critical look at the real problem facing managers today: How do we accommodate efficiency with democracy in a world where economic giants are subverting historical political sovereignties?
Professional autonomy as a basis of conflict in an organization
Authors: Marcus Alfred A. 
Published: June 2007

AbstractNeeded cutbacks in government and industry can lead to a situation where professionals have to operate where their autonomy is limited. How do they cope? Responses may include: “dubious” practice, the development and use of “simplified decision‐rules,” “whistle‐blowing,” reformism, and retreatism. Management can institutionalize a code‐of‐action that draws on the positive responses of the reformers and “decision simplifiers” and in this way better accommodate the need for both efficiency and professional integrity.
Managing customers as human resources in service organizations
Authors: Bowen David E. 
Published: June 2007

AbstractOn‐site service encounters blur the organizational boundary between employees and customers. The strategic trade‐offs involved in having customers on‐site, and the HRM practices that can influence the satisfaction and performance of customers within the organization, are described. Central points include the HRM practices that foster a climate for service and that provide customers the role clarity, ability, and motivation they require to contribute to service production and delivery.
Implementing manufacturing innovations: Critical choices of structure and staffing roles
Authors: Kazanjian Robert K. , Drazin Robert 
Published: June 2007

AbstractThe implementation of manufacturing process innovations is explored through a case study that focuses on the steps taken to develop and implement a successful proprietary, computer‐based parts planning process by a firm in the aerospace industry. The issues of the case are analyzed using a conceptual framework that considers successful implementation to be a function of the nature of the innovation, the appropriate configuration of organizational structure, and the existence of a constellation of critical staffing roles. Implications for human resource management are discussed as well.
Retirement policies for the 21st century
Authors: Rosen Benson , Jerdee Thomas H. 
Published: June 2007

AbstractAs we rapidly approach the 21st century, current human resource management policies emphasizing early retirement may prove shortsighted. Changing demographics and projected labor shortages in certain critical occupations may require a reversal of present early retirement policies. This article reports the views of a national sample of 897 executives on work and retirement. We report their reactions to pressures for early retirement, their responses to proposed incentives to delay retirmeent, and finally, their planned post retirement activities. Their responses have important implications for revising human resource policies in the years ahead.
Strategic human resource management and firm effectiveness in industries experiencing decline
Authors: Cook Deborah Smith , Ferris Gerald R. 
Published: June 2007

AbstractUnstable economic conditions, in conjunction with other external and internal influences, have prompted attempts to understand the nature of organizational decline. While a number of issues have been carefully considered in recent theory and research, little effort has been made to consider the implications of human resource management practices for firms in declining industries. The present study examined human resource practices in three industries that experienced decline, and investigated the relationship of organizational performance with effective human resource management.
Britain's Training Problems: The Search for a Strategic Human Resources Management Approach
Authors: Sparrow Paul R. , Pettigrew Andrew M. 
Published: June 2007

AbstractThis paper examines the roots of Britain's training problem, drawing links with long‐standing industrial decline and lack of competitiveness. It is argued that training has considerable strategic importance in this context, but major attitudinal and structural obstacles are restricting the ability of British management to implement the necessary changes in their human resource management. A major research program in the UK aimed at understanding and facilitating strategic change and human resource management is described in detail.
Organizational environment and business strategy: Parallel versus conflicting influences on human resource strategy in the pharmaceutical industry
Authors: Bamberger Peter , Phillips Bruce 
Published: June 2007

AbstractWhile much attention in recent years has been focused on the issue of human resource strategy, little research has been conducted on the degree to which the various forces helping to shape human resource strategy exert parallel or conflicting influences. In this article, business environment and strategy influences on corporate human resource strategies in the pharmaceutical industry are examined. In particular, data derived from corporate annual reports are used to generate a grounded theory of where, when, and why environmental influences on human resource strategy may be more or less consistent with business strategy influences across a number of human resource strategy dimensions.
Identification of values relevant to business research
Authors: McDonald Paul , Gandz Jeffrey 
Published: June 2007

AbstractIn the face of increasing global competition, Human Resource (HR) professionals have been charged with ensuring that their organizations' human assets are adding the maximum value to products and services. One way to do this is to make an effective match between individual values and those that the organization espouses and requires. This article suggests that advances in maximizing human assets are being impeded because HR professionals lack a meaningful vocabulary with which to discuss values. Lists or taxonomies of values currently in the literature (Allport, G. W., Vernon, P. E., & Lindzey, G. (1960). A study of values. Boston: Houghton Mifflin; England, G. W. (1967). The manager and his values: An international perspective from the United States, Japan, Korea, India, and Australia. Cambridge, MA: Ballinger; Rokeach, M. (1973). The nature of human values. New York: The Free Press) are not framed in the common language of contemporary business. This article presents an alternative list of values derived from interviews with representatives from the business community including senior HR managers and executive recruitment professionals. The implications of this empirically derived list of value statements for the management of human resources are discussed, including the integration of HR and strategic functions and applications within traditional HR practices.
Coming unstuck? In search of the “corporate glue” in an international professional service firm
Authors: Ferner Anthony , Edwards Paul , Sisson Keith 
Published: June 2007

AbstractMuch has been made of “networks” and corporate “culture” as sources of cohesion in increasingly loosely structured international firms. But how strong is the “corporate glue”? Using a case study of human resource management (HRM) in an international accounting firm, this article shows that growth and internationalization may themselves weaken the corporate glue, just as the need for global integration of activities increases. The resulting stresses lead to a greater emphasis on formal bureaucratic structures and processes, further calling into question the role of traditional culture. Alternative strategies for managing these tensions are proposed. © 1995 by John Wiley & Sons, Inc.
Resource link: Re‐establishing the employment relationship in an era of downsizing
Authors: Sugalski Thomas D. , Manzo Louis S. , Meadows Jim L. 
Published: June 2007

AbstractThis article examines AT&T's efforts to deal with force management issues by developing Resource Linksm, an internal service unit that uses payroll management employees to help meet the variable work force needs of AT&T. Resource Link is discussed in terms of its contributions to increasing employment stability, improved learning, better governance, and helping to renew the psychological contract between employees and employers. The paper calls for future research in four major areas: skills development, teamwork, reward systems, and career management. It also addresses the potential applicability of this type of program to other firms. © 1995 by John Wiley & Sons, Inc.
Willingness to relocate internationally
Authors: Brett Jeanne M. , Stroh Linda K. 
Published: June 2007

AbstractThis study used a sample of 405 managers and their spouses from twenty Fortune 500 multinational corporations to document the availability of American managers for international assignments. Aside from their spouses' feelings about international relocation, managers' willingness to relocate internationally was also predicted by their own attitudes about moving in general and their willingness to relocate domestically. Implications for human resource policy suggest that corporations must increasingly focus on human resource policies targeted toward the spouse. Results suggested that monitoring managers' intentions to relocate will enhance the organization's ability to adequately staff international sites with experienced managers. © 1995 by John Wiley & Sons, Inc.
Performance management in a changing context: Monsanto pioneers a competency‐based, developmental approach
Authors: Jones Thomas W. 
Published: June 2007

AbstractBecause performance management systems fail in today's lean economic climate, the Monsanto Company developed the Performance Enhancement Process (PEP) to manage the context in which performance occurs, rather than the performance itself. PEP serves as a catalyst for organizational clarity and creates a tangible link between human resources and business. By implementing PEP, Monsanto decided to shift its emphasis from performance management to employee development, simplifying‐goal setting and transforming the supervisor's role from evaluator to coach. To gauge PEP's effectiveness, the Company initiated a system of 360‐degree feedback to monitor progress and to ensure continuous development. © 1995 by John Wiley & Sons, Inc.
Which executive human resource management practices for the top management team are associated with higher firm performance?
Authors: Martell Kathryn , Carroll Stephen J. 
Published: June 2007

AbstractThere is growing awareness of the importance and role of the top management team (TMT). Little is known about how this group of executives should be treated from a human resource management (HRM) perspective since most research and writing on human resource management practices have focused on lower level personnel. A unique study of top management teams in specific firms affiliated with Fortune 500 companies is described which examined the relationship of 18 Executive Human Resource Management (EHRM) practices to a measure of organizational performance. A number of those were found to be associated with higher firm performance. © 1995 by John Wiley & Sons, Inc.
The impact of children on women managers' career behavior and organizational commitment
Authors: Korabik Karen , Rosin Hazel M. 
Published: June 2007

AbstractHaving children has been assumed to reduce womens' organizational commitment and involvement in their work and increase their likelihood of turnover. This assumption was examined by comparing 169 women MBAs who had children with 191 who did not on the basis of their responses to a survey. After controlling for differences in age, experience and work status, results showed no differences in met expectations, turnover intentions, commitment, satisfaction, job characteristics, or perceptions of progress. However, women with children scored lower on job involvement and reported fewer work hours. While parenting demands may affect these variables, they may not necessarily affect work‐related attitudes, professional attainment, attachment to the job, or commitment to the organization. © 1995 by John Wiley & Sons, Inc.
Overexpression of ErbB2 in the exocrine pancreas induces an inflammatory response but not increased proliferation
Authors: Algül Hana , Wagner Martin , Lesina Marina , Schmid Roland M. 
Published: June 2007

AbstractTyrosine kinase receptors such as members of the epidermal growth factor receptor family and their respective ligands are frequently overexpressed in pancreatic cancer as well as in chronic pancreatitis. In this study, the role of ErbB2 in the exocrine pancreas was examined by ectopic overexpression under the control of the proximal rat elastase promoter. Three independent transgenic mouse lines overexpressing ErbB2 were established by pronuclear injection. Pancreatic mRNA and protein levels were analyzed by real time PCR, immunohistochemistry and immunoblot analysis, RAS activity by using a specific immunoprecipitation assay and various kinase activities by phosphospecific antibodies. Overexpression of ErbB2 in the exocrine pancreas resulted in increased RAS activity and downstream activation of ERK1/2, but not in transgenic increased proliferation of acinar and ductal cells. At later timepoints, some mice showed focal areas of acinar cell damage with upregulated mRNA levels for Cyclin D1 and p16INK4a. Despite the increased mRNA level, cyclin D1 protein levels were downregulated. We observed areas of focal infiltrations with inflammatory cells interspersed in the exocrine pancreas. NF‐κB activity was induced in transgenic acinar cells compared with controls contributing to high levels of chemokine and cytokine gene expression such as CCR‐1 and CCL3. These data suggest that overexpression of ErbB2 in acinar cells leads to increased RAS activity without cell cycle progression and mediates inflammation via NF‐κB. We conclude that the biological response of ErbB2/RAS signaling depends highly on cellular context. © 2007 Wiley‐Liss, Inc.