bluuebunny/crossref_metadata_2025_split huggingface dataset:
Response characteristics of an antiphase coupled oscillator system to an injection signal
Authors: Fukumoto Katsumi , Nakajima Masamitsu 
Published: July 2007

AbstractPreviously, a model for a microwave oscillator has been proposed which provides the oscillation load characteristics, unilateral injection locking characteristics and mutual locking characteristics that agree better with the experimental results than the van der Pol model often used in analysis.In this paper, the model is simplified and used to study an antiphase coupled system made of two oscillators with identical characteristics coupled by a magic T in terms of its zero input signal characteristics and the response with an external input signal. The results show good agreement with experimental data.It is found that a linear amplification is possible if the frequency of the external signal is equal to the antiphase locking frequency. Moreover, the antiphase locking is shifted to the quasi‐in‐phase or in‐phase locking if the frequency is near the antiphase locking frequency. It is proposed that an application to digitally modulated signal amplification is possible.
4‐GHz band bandpass filter using orthogonal array coupling TM110dual mode dielectric resonator
Authors: Nishikawa Toshio , Ishikawa Youhei , Hattori Jun , Kobayashi Yoshio 
Published: July 2007

AbstractUsing monoblock ceramics, we developed a TM110dual mode resonator with a fixed coupling coefficient. In this structure, a wide range of coupling coefficients was obtained, and the unloadedQwas not decreased due to the coupling coefficient. The coupling of the resonator was explained in terms of the principle of even and odd modes and the design procedure was presented. Using this resonator, a 4‐GHz band bandpass filter with a bandwidth of 500 MHz was fabricated. The insertion loss was found to be 0.2 dB and the temperature stability of the frequency was 0.35 MHz. This filter is useful as the input filter for satellite communication relay equipment.
High‐frequency simulation of the 600‐MHz wideband‐amplifier IC
Authors: Inohira Susumu , Shinmi Toshio , Nagata Minoru , Nakazawa Fumio , Iida Kyouichi 
Published: July 2007

AbstractAs analog ICs are finding use in a higher frequency band, a circuit simulator which is accurate in a high‐frequency region beyond 100 MHz becomes necessary. In this paper, a 600‐MHz wideband amplifier IC and its bipolar transistors and resistors are fabricated on an identical chip. By evaluating theirSparameters, the accuracy of the device model was verified for simulation of analog IC at frequencies above 100 MHz.First, the parasitics of packages were modeled to verify the accuracy of the device model. It is shown that consideration of the resistance of pads is necessary. Next, the accuracy of the hybrid π model used widely as a high‐frequency model of the bipolar transistor was verified with theSparameters. It is found that the present form has poor accuracy at frequencies above 100 MHz. It is shown also that the IC structure of the transistor must be considered to improve the accuracy.Significant improvement of accuracy can be obtained if an extended model is introduced in which the separations of the base‐collector capacitance and the base‐emitter capacitance and the introduction of substrate resistance are included. Finally, by means of this extended model, a good high‐frequency simulation of a 600‐MHz wideband amplifier IC is realized.
An efficient screening method for DRAM memory cell capacitor dielectric
Authors: Furutani Kiyohiro , Suwa Makoto , Arimoto Kazutami , Mashiko Koichiro , Yamada Michihiro , Matsumoto Masatoshi 
Published: July 2007

AbstractHigh‐density DRAMs have become susceptible to small defects as their fabrication process becomes more complicated, i.e. smaller transistors, thinner dielectric films of memory cell capacitors and three‐dimensional memory cells. Therefore, it is necessary to establish a test method that strictly screens latent defective devices derived from the fabrication process in a short time.Discussions about the defect modes during burn‐in tests indicate that recent high‐density DRAMs employing a 1/2‐VCCcell plate scheme exhibit slower convergence of initial defects in memory cell dielectric capacitor films than in metal wiring layers during burn‐in tests. To overcome this problem, a new operation mode (aging mode) that switches the cell plate voltage toVCCorVSSduring burn‐in tests is proposed.In this aging mode, we can accelerate the aging process by putting sufficient electric field to capacitor dielectric films without applying excessive stress to normal devices. Good convergence of defective devices in a short time due to this aging mode by experimenting with burn‐in tests for the test devices havingVSScell plate capacitor dielectric films of 100 Å has been confirmed, and this aging mode on 4MDRAM devices has been implemented.
Binary logic operations using a beam scanning laser diode
Authors: Itoh Hideo , Mukai Seiji , Watanabe Masanobu , Mori Masahiko , Yajima Hiroyoshi 
Published: July 2007

AbstractNew optoelectronic logic operation systems are proposed by controlling the deflection angle of the beam from semiconductor lasers and basic experimental results are presented. The input signal of these systems is spatially coded optical patterns. All symmetrical operations for the two input signals (eight types including AND, OR, XOR, etc.) are realized by using two photodetectors, two amplifiers, and one beam‐scanning laser diode. These systems are advantageous because various logic gates can be realized by using only a small number of elements. Further, they are suitable for integration because the configuration, the delay time, and the size of the unit gates are almost the same.
Single‐phase unidirectional magnetostatic forward volume wave transducer using internal metal reflective arrays
Authors: Takeuchi Masao , Yamanouchi Kazuhiko , Nakamura Yoichi 
Published: July 2007

AbstractThis paper describes the experimental results of a single‐phase unidirectional magnetostatic forward volume wave transducer (MSFVW); this transducer effectively utilizes the reflections of metal strips placed asymmetrically in it. To design a single‐phase unidirectional transducer having internal reflectors, it is necessary to know the reflection characteristics of the metal strips but no study has been performed as yet to find the magnitude and phase of the reflection coefficient. Here, the reflection characteristics of a metal strip array for MSFVW are studied experimentally. For the single strip electrode, the reflection coefficient is in the range of 0.3 – 0.4, which is about one order higher than the value for surface acoustic wave (SAW) devices. Then it is shown for the first time that by properly utilizing the metal strip reflections, a unidirectional transducer can be realized without attaching an external phase shifter. The directivity of 13 dB was obtained for a transducer using four reflecting strips (which is a large value of directivity by a comparatively small number of elements). The phase of strip electrodes as determined from the direction was −90 deg, which is 180 deg different from the SAW devices.
Structure of polycrystalline silicon films by ultraviolet pulse laser annealing
Authors: Koike Yoshihiko , Aoyama Takashi , Okajima Yoshiaki 
Published: July 2007

AbstractSilicon films deposited by low‐pressure chemical vapor deposition (CVD) technique was crystallized by ultraviolet (UV) pulse laser annealing and its crystallinity was evaluated by X‐ray diffraction and transmission electron microscopy.Although the average grain size of laser‐annealed Si films was smaller than that of Si films annealed at 600°C for 24 hr, in the former film, the density of defects was lower and the grain size was more uniform. In both laser annealed and thermally annealed films, most of the defects in the grains were twin defects whose twin faces were oriented in < 111 > direction and went across the entire grain. In the depth direction, two layers were observed: one had large grains and the other had small grains below. For Si films 330 nm in thickness and for laser intensity of 200 mJ/cm2, crystallization seemed to be initialized not only from the surface but also from the Si‐SiO2interface.The texture of the films was either random (111) or textured (110), depending on the film deposition temperature and laser intensity. The laser absorption coefficient depended on the crystallinity of the film prior to laser illumination and the threshold energy for laser crystallization was larger for polysilicon films than for originally amorphous films.
Human resource development as an interdisciplinary body of knowledge
Authors: Jacobs Ronald L. 
Published: July 2007

AbstractHuman resource development (HRD) is a profession and an area of academic study in search of its own distinctiveness. Why does HRD lack distinctiveness? According to Jacobs, there are three explanations: it is still a relatively new area of professional practice and academic study; others may be uncertain about the tangible benefits of HRD; and, most important, it is interdisciplinary in nature; that is, it has been influenced by at least five major bodies of knowledge (education, systems theory, economics, psychology, and organizational behavior). Even though the interdisciplinary nature of HRD makes it difficult to find its distinctiveness, Jacobs offers suggestions to that end. First, he suggests that HRD research efforts be guided by an underlying theory that has as its focus the social and financial benefits of HRD. Second, he believes that the contributing areas should be reviewed and analyzed to reveal gaps in knowledge and to direct HRD research efforts in a more systematic manner. Finally, he encourages graduate students to conduct research that relates to the current knowledge in HRD in order to generate new, related propositions and to define existing ones. Distinctiveness for HRD may be difficult, but with the dedication and perseverance of the professionals involved, it is possible.
Toward a holistic model of organizational effectiveness and organizational development at different stages of growth
Authors: Flamholtz Eric G. 
Published: July 2007

AbstractThis article, which is based on Eric Flamholtz's more than seventeen years of observations of organizations (from small entrepreneur‐ships to Fortune 500 firms), molds a holistic framework from a synthesis of the organizational effectiveness model and the organizational life‐cycle model. Of special interest to HRD professionals are the recommendations regarding the role of human resources in four of the six tasks of organizational development: in the acquisition of resources, in the development of operational systems, in the refining of management systems, and in the shaping of the corporation's culture.
Matching instruction with employee perceptual preference significantly increases training effectiveness
Authors: Ingham Joanne M. 
Published: July 2007

AbstractThe results of this experimental study verify that truck drivers, truck mechanics, and their managers learn significantly more when their individual learning style perceptual preferences are matched with the appropriate instructional method. Furthermore, the results verify that these employees express significantly more positive attitudes toward company‐sponsored training programs when instruction complements their individual learning style preferences.
Workplace literacy: A descriptive investigation
Authors: Green Gary 
Published: July 2007

AbstractThis study sought to determine the literacy level of the manufacturing and retail personnel in firms that employ 150 or more people in the Oklahoma City metroplex. The number of employees tested was 116. Using the Adult Basic Learning Examination, Level Three, for analysis, the examinees scored an 11.4 grade level in vocabulary, a 10.9 grade level in reading, a 10.3 grade level in spelling, an 8.4 grade level in language, a 9.4 grade level in number operations, and an 11.3 grade level in problem solving. Although examinees reported having an average of 12.6 years of education, they scored a mean of 10.3. Analysis of individual test scores revealed four examinees in the illiterate range and forty in the functionally illiterate range, a 38 percent rate of illiteracy.
Designing team‐based employee involvement programs in a continuous improvement environment: An empirical investigation
Authors: Magjuka Richard J. , Baldwin Timothy T. 
Published: July 2007

AbstractIn response to competitive pressures, increased attention has been directed toward identifying design and administrative practices to improve the effectiveness of employee improvement programs (EIPs) and increase their contribution to continuous improvement in organizations. This study reports results from an empirical examination of the contribution of seven design variables to EIP effectiveness in ten field locations for seventy‐four teams containing approximately 1,400 employees. Variables examined included team size, team type, team rewards, team prestige, problem content, technological complexity, and benchmarking. The results suggest that two variables, team type and degree of benchmarking, significantly influence the effectiveness of EIPs. Implications for administrative practice and future research are discussed.
A review of the participatory management literature: Implications for HRD research and practice
Authors: Kahnweiler William M. 
Published: July 2007

AbstractThis review of 294 articles addresses participatory management from the perspective of several disciplines. Each article was classified across four dimensions: primary thrust, level of focus, audience, and HRD implications. Analyses revealed that the majority of writings have the following characteristics: (1) a conceptual or anecdotal account, (2) promotion of participative strategies, (3) focus geared to human resource professionals, and (4) lack of explicit direction for HRD research and practice. Results suggest the need to conduct empirically based outcome research that measures the effects of participatory practices on divisions or other units rather than on the total organization. Other suggestions for HRD research and practice are discussed.
Organizational learning: A review of the literature with implications for HRD professionals
Authors: Dixon Nancy M. 
Published: July 2007

AbstractOrganizational learning refers to learning at the system rather than individual level. The changing nature of work, global competitive challenges, and everpresent change require that human resource professionals focus on this higher level of learning. The literature on organizational learning can be classified into five areas: information acquisition, information distribution and interpretation, making meaning, organizational memory, and information retrieval. Each has special implications for the role of HRD professionals as learning facilitators.
A case study in forecasting the financial benefits of unstructured and structured on‐the‐job training
Authors: Jacobs Ronald L. , Jones Michael J. , Neil Sue 
Published: July 2007

AbstractThis case study sought to compare the forecasted financial benefits of unstructured and structured forms of on‐the‐job training (OJT). It contributes to the limited empirical literature on OJT and expands the reported use of the financial benefits forecasting model. The study was conducted in three task settings within a large truck‐assembly plant; each task setting differed in task difficulty and turnover rate. The results showed that structured OJT was forecasted to provide approximately twice the financial benefits and five times the efficiency compared to unstructured OJT across all three task settings. In general, turnover rate more than task difficulty affected the size of the benefits. It was concluded that structured OJT should be the preferred training option over unstructured OJT when considering financial benefits alone.
The relationship of on‐the‐job, off‐the‐job, and refresher training to human resource outcomes and variables
Authors: Kovach Kenneth A. , Cohen Debra J. 
Published: July 2007

AbstractOnly a few research studies have examined training methods and outcomes, and these have been limited in scope. This research examines three common training sources—on‐the‐job, off‐the‐job, and refresher—to determine their relationship to job satisfaction, pay, promotion, seniority, and projected organization tenure. Education is also examined to determine its relationship to the same five variables. Subjects were 628 nonmanagerial, semiskilled, and unskilled employees across 150 organizations.
The relationship between human resource development and corporate creativity in Japan
Authors: Stern Sam 
Published: July 2007

AbstractThis article reports the results of a two‐year study of the development and expression of creativity in Japanese companies and describes the relationship between human resource development (HRD) and corporate creativity. The distinction between individual and corporate creativity is discussed, and a definition of corporate creativity is proposed. The results of this study indicate that HRD policy, and in particular education and training, can influence corporate creativity through the promotion of information movement within the company and the selective acquisition of diverse stimuli. Implications for HRD policy and practice are described.
Invited reaction: Intellectualizing should not relieve the need to act
Authors: McLagan Patricia A. 
Published: July 2007

AbstractIt is easy to intellectualize about such issues as adopting knowledge creation as the key success factor, elevating the nonrational, and creating new leadership roles. Intellectualizing can often relieve just enough pressure to replace the need to act. Although Senge does not overtly encourage this co‐optation, the volume and conceptual nature of his points make it easy to be intellectually stimulated and then move on to the next article. But his assertions deserve deeper, more soulful reflection. They deserve a dialogue between Senge and the reader that makes the content come alive in real experiences. That is the reader's responsibility.
Relationships between current performance and likelihood of promotion for old versus young workers
Authors: Siegel Sidney R. 
Published: July 2007

AbstractRelationships between current performance and likelihood of promotion were analyzed for more than seven hundred matched pairs of managers and their immediate supervisors. No significant differences were found in performance evaluations of younger and older managers. Supervisory perceptions of future promotions for the younger managers showed significant positive relationships with their performance. No such relationship was found for older managers.
Effects of self‐esteem and perceived goal difficulty on goal setting, certainty, task performance, and attributions
Authors: Tang Thomas Li‐Ping , Reynolds David B. 
Published: July 2007

AbstractThe research described in this article examined the interaction effects between self‐esteem and perceived goal difficulty on subjects' self‐set goals, certainty, performance, and attributions. Perceived goal difficulty was manipulated by asking subjects to compete on the same task against themselves, a difficult competitor, and an easy competitor. Subjects were divided into two groups characterized by high or low self‐esteem. Analysis showed that certainty, ability attribution, and task satisfaction for groups with low self‐esteem were affected by perceived goal difficulty especially in the difficult condition, whereas groups with high self‐esteem were not. Further, groups with low self‐esteem had lower goals, certainty, and task performance than groups with high self‐esteem. Subjects set higher goals and had higher performance in the difficult condition than in the easy one. Implications related to human resource development are discussed.
Training needs assessment at work: A dynamic process
Authors: Sleezer Catherine M. 
Published: July 2007

AbstractIn today's fast‐paced world of change, many of the performance bottlenecks found within organizations are caused by a lack of worker knowledge and skills. Because organizations lack the resources to address all their training needs, analyzing performance needs has become increasingly important. This article focuses on the dynamics of training needs analysis. Thefirst section of the article describes the role of training needs analysis within an organization. The second section describes three elements that interact to influence the needs analysis process and results. The three elements are organization characteristics, decision‐maker characteristics, and analyst characteristics. The interaction of these elements influences the process used to identify the needs, the solutions that are identified, and the final product.
Effects of culture and gender on principal‐teacher communication in schools
Authors: Gougeon Thomas D. , Hutton Susan I. 
Published: July 2007

AbstractThis is a report of a 1990‐91 study done in nineteen public schools in the state of Washington and twenty public schools in the province of Alberta. The authors examined teacher perceptions when principals communicate their organizational expectations. Communication that conveys messages of personal or organizational values, directly or indirectly and relying on intrinsic or extrinsic motivational mechanisms, is called social control communication. The authors found an interactive effect by culture, principal gender, and teacher gender. Three significant findings are outlined: Canadian teachers more than U.S. teachers perceive principals as using positive motivation in social control communication; male teachers more than female, teachers perceive principals as using negative motivational behaviors when communicating expectations; and teachers perceive male principals more than female principals as communicating expectations from a personalized ego state.
The expatriate family firm and cross‐cultural management training: A conceptual framework
Authors: Wright Phillip C. , Nasierowski Wojciech 
Published: July 2007

AbstractWhile Canadian firms, in general, are reluctant to operate internationally, the small firm with family or origin ties (F/OT) to a foreign country appears to be much more active. Previous research has suggested that this exporting behavior has less to do with generally accepted business principles (exploring perceived opportunities) than with a desire to return to one's cultural roots. Based on this premise and on our present and previous research, a comparison is made between large companies and the family firm, culminating in the presentation of a framework for cross‐cultural management development, in which self‐examination, research, and study are the primary features.
Augmenting behavior‐modeling training: Testing the effects of pre‐ and post‐training interventions
Authors: Werner Jon M. , O'Leary‐Kelly Anne M. , Baldwin Timothy T. , Wexley Kenneth N. 
Published: July 2007

AbstractA number of recent training authors have suggested that pre‐ and post‐training interventions may enhance training outcomes. In the present study, pre‐ and post‐training interventions were added to an established behavior‐modeling program on assertiveness, creating four conditions: (1) no intervention, (2) pretraining interventions, (3) post‐training interventions, and (4) both. One hundred fifty trainees completed the module, and measures of trainee reaction, learning retention, and behavioral change were obtained. Results indicated that the post‐training intervention strongly affected learning retention, as well as reactions immediately following training, with moderate effects on behavior. No significant effects were observed between the pretraining intervention and any of the trainee outcome measures. Implications of the findings for training research and practice are discussed.