bluuebunny/crossref_metadata_2025_split huggingface dataset:
Device characteristics of MOSFETs with self‐aligned punch‐through stopper structure
Authors: Umeda Kazunori , Hisamoto Digh , Nagai Ryoo , Kimura Shinichiro 
Published: July 2007

AbstractSelf‐aligned punch‐through stopper (SPS) MOSFETs are made using high energy ion implantation; punch‐through stopper (PTS) layers are formed after gate electrode delineation. The SPS structure features: 1) a retrograded PTS layer with a gradually increasing impurity profile; and 2) a relatively lower impurity concentration around the source and drain region. These characteristics of the PTS structure permit both junction capacitance reduction and adjustment of threshold voltage (Vth) (specifically, a reducedVthand suppressed reverse short‐channel effect) and improved current drivability, short‐channel characteristics, and hot‐carrier immunity. The proposed structure is also effective in reducing process steps because only one implantation is needed to adjust the profile.
0.15‐μm n‐n gate CMOS technology with channel selective epitaxy and transient enhanced diffusion suppression
Authors: Abiko Hitoshi , Ono Atsuki , Ueno Ryuuichi , Masuoka Sadaaki , Shishiguchi Seiichi , Nakajima Ken , Sakai Isami 
Published: July 2007

AbstractAn n‐n gate CMOS process with a minimum gate length of 0.15 μm was developed. By means of the epitaxial channel and the transient enhanced diffusion suppression, a shallow buried‐channel layer was realized. It is shown that there is an optimal thickness of the buried‐channel layer that maximizes the drain current, and that theVtstability is higher in the pMOS in which the channel is fabricated by epitaxy than the conventional pMOS fabricated by channel ion implantation. When the gate poly‐Si and the silicon layer selectively grown on the SD were silicide‐reacted with titanium, a low‐resistance gate electrode with an 0.15‐μm width and the low‐leak SD diffusion layer was realized. From the transistor characteristics obtained in the experiment, the circuit characteristics were simulated. It was found that the delay time of the inverter was 21.5 ps.
A device simulation of the BBT effect in flash memory cells and implications for the development of high‐reliability memory cells
Authors: Hayashi Takahisa , Fukuda Koichi , Ohno Morifumi , Nishi Kenji , Kita Akio 
Published: July 2007

AbstractIn order to analyze the BBT (band‐to‐band tunneling) phenomenon in flash memory cells by simulation, a new model is proposed, which improves on the BBT model by introducing the concept of “average electric field.” This model agrees well with the measured results in a wide drain N‐concentration range. Using this model, the reliability of memory cells is analyzed. It is found that the difference of the amount of BBT generation does not directly affect the endurance characteristics but does affect the disturb characteristics. The same model can be used to analyze problem points of the present cells and to estimate the BBT current of next‐generation devices accurately.
Design of switched‐capacitor oscillators composed of three phase‐shifters
Authors: Miyazaki Tomoyuki , Nomiyama Teruaki , Horie Yuuji , Yoshida Hiroshi 
Published: July 2007

AbstractThe problem in designing an automatic gain controller (AGC) for a low‐frequency oscillator is to assure that the dc voltage is related to the amplitude of oscillation. For a switched‐capacitor (SC) oscillator composed of three SC phase‐shifters, the capacitances yielding a dc voltage proportional to the square of the oscillation amplitude are discussed. By the stated‐variable method, the SC oscillator was analyzed to determine the conditions under which the outputs of three phase‐shifters are equal in amplitude and different in phase by 120 degrees. When the condition is satisfied, the dc voltage is obtained by summing the three squared outputs. An SC oscillator was designed based on the circuit analysis, and its performance agreed well with the analytical results.
A novel isolation technology utilizing Si selective epitaxial growth
Authors: Hori Atsushi , Hirai Takehiro 
Published: July 2007

AbstractAn ultra‐high vacuum silicon selective epitaxial method has been used in the LSI process for the first time. Using this epitaxial growth method, the gap between the oxide film pattern and epitaxial layer (facet width) is as small as 0.03 μm and selective epitaxial growth can be produced in the microscopic active regions. Therefore, this method is suitable for reducing device size. The leak currents between source and drain and between devices are comparable with those in Si‐bulk MOS devices, indicating that crystalline defect density is small in this epitaxial film. The channel in the MOS transistor formed using this epitaxial layer is extremely small. Transconductance of an nMOS transistor with an extremely short and narrow channel (gate length 0.1 μm and gate width 0.3 μm) was 530 mS/mm.
Single axial mode operation of resonantly pumped Yb:YAG microchip lasers
Authors: Taira Takunori , Tulloch William M. , Byer Robert L. , Kobayashi Takao 
Published: July 2007

AbstractIn recent years, high‐efficiency oscillation of Yb:YAG lasers has been demonstrated, although it used to be considered unsuitable as laser material. Yb:YAG has received attention as a next‐generation high‐power, high‐stability laser because Yb3+ has a low quantum defect rate and a long upper‐state lifetime of 1 ms, and has no state higher than the laser upper state. However, single axial mode oscillation is difficult as Yb has a very wide fluorescence width of 2.66 THz, and no information on high coherency has yet been reported.In this paper, the single axial mode oscillation of a Yb:YAG microchip laser is investigated experimentally and theoretically. In microchip lasers, when a single axial mode oscillation is attempted by matching the axial mode separation of the cavity to the fluorescence width and a laser material with very wide fluorescence width is used, the pump absorption efficiency degrades significantly. To compensate the absorption efficiency, a pump scheme using the resonant effect in an etalon is investigated. Single axial mode oscillation with an output power of 30 mW, a threshold of 13 mW, and a slope efficiency of 14.8 percent is achieved in an 80‐μm‐thick Yb:YAG (10 atom percent doped) microchip laser pumped by a Ti:Al2O3 laser.
A solid‐phase epitaxy with clean surface formation using SiH4 and Evaluation of SOI Layer
Authors: Kodama Masahito , Funabashi Hirofumi , Mitsushima Yasuichi , Taga Yasunori 
Published: July 2007

AbstractWe investigated a method of solid‐phase epitaxy (SPE) using low‐vacuum, low‐pressure chemical vapor deposition (LPCVD) equipment without the load lock chamber that is usually used for the Si LSI process. This is a new method of clean surface formation in which the Si substrate is heated after seed formation in an atmosphere of SiH4 gas. Using this method, an L‐SPE length of 4 μm was obtained. The reason for the success of this method appears to be that the seed surface cleaned by HF dipping is preserved by the SiH4 gas.To evaluate the quality of the silicon‐on‐insulator (SOI) layer formed by this method, a MOSFET and a PN diode were experimentally produced. The MOSFET exhibited normal transistor action, which confirmed that the SOI layer had satisfactory quality without any problem in manufacturing the MOSFET. However, it was found that the n value of the forward direction current characteristic of the PN diode was 1.156 and that the SOI layer had more recombination centers than the Si substrate (n = 1.050).
An Unusual Carbonyl Chemical Shift in a Carbonylhexairidium Cluster: A Combined Solid‐State NMR and DFT Approach (Eur. J. Inorg. Chem. 22/2007)
Authors: Chierotti Michele R. , Garlaschelli Luigi , Gobetto Roberto , Nervi Carlo , Peli Giulia , Sironi Annalisa , Della Pergola Roberto 
Published: July 2007

AbstractThe cover picture shows the structure and the 13C NMR spectrum of [Ir6(CO)15]2− at 173 K. It features an unprecedented μ2‐bridging carbonyl low frequency shift; the resonances of the terminal μ1‐carbonyl groups are placed at higher frequencies. This unusual trend has been explained by combined use of DFT calculations and solid‐state NMR parameters, such us chemical shift tensors and shielding anisotropies. The scalar and Spin‐Orbit (SO) relativistic two‐component Zero‐Order Regular Approximation (ZORA) methods have been employed in the geometry optimization and NMR chemical shift calculations, respectively. The large SO contribution (26.6 ppm) to the 13C chemical shifts of the μ2‐bridging CO groups accounts for the position of the experimentally observed resonance. This work outlines the importance of the SO evaluation in cases of atoms connected to heavy metal atoms. Details are discussed in the article by L. Garlaschelli, R. Gobetto et al. on p. 3487 ff.
In‐channel atom‐transfer radical polymerization of thermoset polyester microfluidic devices for bioanalytical applications
Authors: Pan Tao , Fiorini Gina S. , Chiu Daniel T. , Woolley Adam T. 
Published: July 2007

AbstractA new technique for polymer microchannel surface modification, called in‐channel atom‐transfer radical polymerization, has been developed and applied in the surface derivatization of thermoset polyester (TPE) microdevices with poly(ethylene glycol) (PEG). X‐ray photoelectron spectroscopy, electroosmotic flow (EOF), and contact angle measurements indicate that PEG has been grafted on the TPE surface. Moreover, PEG‐modified microchannels have much lower and more pH‐stable EOF, more hydrophilic surfaces and reduced nonspecific protein adsorption. Capillary electrophoresis separation of amino acid and peptide mixtures in these PEG‐modified TPE microchips had good reproducibility. Phosducin‐like protein and phosphorylated phosducin‐like protein were also separated to measure the phosphorylation efficiency. Our results indicate that PEG‐grafted TPE microchips have broad potential application in biomolecular analysis.
Learning orientation of employees: Moving toward organization‐based assessment
Authors: Porter Gayle , Tansky Judith W. 
Published: July 2007

AbstractEmployees who are oriented toward learning will more readily adapt when a task is not completed successfully, while employees concerned with others' judgment of their performance will withdraw from the task. Prior work in psychology has established the existence of these contrasting tendencies and the individuals' corresponding beliefs about the malleability of personal traits. This study extends this work by bringing it into an organizational context. Subjects' beliefs were measured with surveys and compared to their derisions during an experiment conducted at a different time. The results indicated that the “learning orientation” construct may be a useful tool for organizations. Implications are discussed in terms of identifying and developing employees' learning orientations.
Improving positive transfer: A test of relapse prevention training on transfer outcomes
Authors: Burke Lisa A. 
Published: July 2007

AbstractThis study examined the effect of relapse prevention (RP) training on the maintenance of learned knowledge and skills. After a session on assertive communication, ninety trainees were randomly assigned to three treatment conditions: a full RP group, a modified RP group, and a control group. The results showed that both of the RP operationalizations significantly affected the trainees' ability to transfer and desire to transfer, although in different ways; neither RP condition significantly affected retention of course content, use of transfer strategies, or use of trained skills; and (3) cognitive and behavioral transfer strategies significantly affected use of trained skills. This paper discusses implications of the findings for practice and future directions for research.
Predicting positive self‐efficacy in group problem solving
Authors: Wolf Kay N. 
Published: July 2007

AbstractProblem‐solving groups are increasingly being used to involve employees in improving organizational performance. This study looked at people working in an organization that had reported group problem‐solving activities. It examined attributes including orientation toward group problem solving, general problem‐solving confidence, and expertise as well as demographic characteristics to determine their relative contributions to reported self‐efficacy in solving work problems in groups. Respondents (n = 288) completed questionnaires to assess the variables. Using stepwise multiple regression, it was found that educational level, expertise in the work area, problem‐solving confidence, orientation toward group problem solving, and amount of previous participation in such groups explained 47 percent of the variance in reported self‐efficacy. The results suggest that before inclusion in such groups, poorly educated people need training to increase their knowledge about the problem and to practice group problem solving.
The job training experiences of black and white women, 1970–1991
Authors: Caputo Richard K. , Cianni Mary 
Published: July 2007

AbstractThis study uses data from the National Longitudinal Study of Labor Market Experience, Young Women's Cohort, to examine job training characteristics and sociodemographic factors that had a significant impact on the earning potential of women throughout the 1970s and 1980s. Specifically, we investigated the job training patterns of women, by race, across the two decades; the influence of family status on training opportunities; the effects of demographic characteristics as well as training attributes on completion rates of women, by race; and the contribution of human capital on income levels. Most significant is the finding that as the cohort of women matured, the cumulative intensity of job training began to account for some variance in income, albeit marginal.
Locus of control and incentive in self‐managing teams
Authors: Garson Bonnie E. , Stanwyck Douglas J. 
Published: July 2007

AbstractA simulation game of employees working in self‐managed teams was used to test the effects of locus of control and performance‐contingent incentives on productivity and job satisfaction. The only performance effect was that participants with external locus of control (externals) in the incentive condition outperformed externals without incentive. Participants with internal locus of control (internals) were more satisfied with their supervisors than were externals. This article discusses implications for employee involvement approaches and makes recommendations for further research.
Selected alternative training techniques in HRD
Authors: von Bergen C. W. , Soper Barlow , Rosenthal Gary T. , Wilkinson Lamar V. 
Published: July 2007

AbstractOver the years a number of training techniques and procedures have been developed that are not part of the mainstream but are believed by some to have utility for organizations trying to enhance human performance. This article discusses four of these alternative techniques—subliminal self‐help, mental imagery and practice, meditation, and Neurolinguistic Programming (NLP)—and examines the contributions of each from a scientific perspective. With the exception of mental practice, there is a paucity of data to demonstrate convincingly whether these alternative techniques promote or enhance individual or organizational effectiveness. It is concluded that effective professional practice depends on scientifically derived research results.
Overcoming barriers to training utilizing technology: The influence of self‐efficacy factors on multimedia‐based training receptiveness
Authors: Christoph Richard T. , Schoenfeld Gerald A. , Tansky Judith W. 
Published: July 2007

AbstractCorporations competing in the global market face a number of challenges and opportunities in effective human resources training. Many firms address this issue by emphasizing multimedia‐based training systems. Given the rapid increase in multimedia‐based training, it is important that barriers to effective use of this technology be identified. There is substantial evidence in the human resources training literature that low self‐efficacy levels among trainees can form a barrier to a specific training technique. Therefore, it is reasonable to believe that receptiveness to multimedia‐based training among trainees may differ based on multimedia self‐efficacy. This issue was examined through the use of factor analysis, which revealed two significant selfefficacy factors: developed self‐efficacy and existing self‐efficacy. These factors proved to be highly significant to respondents' perceptions of multimedia training effectiveness. The finding suggests that training effectiveness is determined not only by the training content and media presentation but also by the trainees' self‐efficacy.
A win‐win paradigm for quality of work life and business performance
Authors: Lau R. S. M. , May Bruce E. 
Published: July 2007

AbstractThis study develops and tests hypotheses to examine empirically how the perceived image of a company's quality of work life will affect its market and financial performances. Growth and profitability of two groups of publicly held companies were compared based on sales growth, asset growth, return on equity, and return on assets. The first group consisted of fifty‐eight companies identified as the best companies to work for in the United States; the second group consisted of eighty‐eight of Standard and Poor's top one hundred companies. Statistical evidence found in this study supports a paradigm that aligns the interests of the investor, manager, and employee stakeholders into a win‐win situation. Findings from this empirical study suggest that companies with high quality of work life can also enjoy exceptional growth and profitability.
Current status and future trends of diversity initiatives in the workplace: Diversity experts' perspective
Authors: Wentling Rose Mary , Palma‐Rivas Nilda 
Published: July 2007

AbstractThis article reports the results of a study on the current status and future trends in diversity initiatives in the workplace as perceived by a group of twelve experts. The experts were surveyed through in‐depth, open‐ended telephone interviews. The study identified barriers that have inhibited the employment, development, retention, and promotion of diverse groups in the workplace and the significant factors that are influencing diversity initiatives. It revealed that the primary reasons for managing diversity are to improve productivity and remain competitive, to form better work relationships among employees, to enhance social responsibility, and to address legal concerns. This article presents these findings as well as the best strategies for managing diversity. It also discusses components of an effective diversity training program and future trends related to diversity.
HRD policymaking in companies: An interpretation of the differences
Authors: Wognum Ida 
Published: July 2007

AbstractThis exploratory study examines HRD policymaking processes in companies. HRD representatives of companies in three economic sectors with more than five hundred employees were asked to complete a questionnaire. Variables include the HRD policymaking process, strategic choices about the specific field content of HRD programs and participating employees, starting points for HRD processes, and characteristics of the company and the HRD department. Significant differences in the HRD policymaking process and resulting strategic choices were found between groups of companies. These findings stress the importance of further investigation of effective and specific types of HRD policymaking processes within companies. This is important in order to align HRD programs to the company's situation and thus provide employees with the right competencies at the right time to enhance their performance and that of their department and the whole company.
Computer training and individual differences: When method matters
Authors: Harp Candice G. , Taylor Sandra C. , Satzinger John W. 
Published: July 2007

AbstractThis study examined individual preferences for three common software training methods: computer‐based training (CBT), video tutorials, and instructorled classroom training. Two hundred and sixty‐three licensed users of a software product were interviewed by phone and asked about their perceptions of the usefulness of the training methods. Results indicate that CBT and instructor‐led classroom training are perceived to be more useful than videos and that CBT may be an effective and lower‐cost substitute for classroom training for some groups of computer users.
Vocational and psychosocial mentoring functions: Identifying mentors who serve both
Authors: Mullen Ellen J. 
Published: July 2007

AbstractResults of this study help identify those who serve both vocational and psychosocial mentoring functions. Mentoring research has suggested that protégés are drawn to competent mentors (Olian, Carroll, Giannantonio, and Feren, 1988) but has not empirically examined which mentors serve both vocational (career‐related) and psychosocial (personal development) functions. Serving in both capacities indicates the most intense mentoring (Kram, 1983). In this study, older mentors who have greater organization‐based self‐esteem (OBSE), who perceive the protégé as competent, and who are influenced by their protégés reported serving more vocational and psychosocial mentoring functions. Protégés indicated that the matter of who initiates the relationship determines whether vocational and psychosocial functions are both served.
Managers as facilitators of learning in learning organizations
Authors: Ellinger Andrea D. , Watkins Karen E. , Bostrom Robert P. 
Published: July 2007

AbstractThe concept of learning organization has received considerable attention in the literature, but from a scholarly perspective little empirical research has been done in this area. This article reports on a qualitative study in which the critical incident technique was used to examine the perceptions of managers regarding their beliefs, behaviors, triggers, and outcomes when they serve as facilitators of learning for their employees. An overview of the major findings are provided from a macrolevel perspective. The results suggest that there are specific behavior sets that define the role of facilitator of learning for managers in this study. Implications for practice are discussed and recommendations for further research are provided.
Formal developmental relationships: A survey of organizational practices
Authors: Douglas Christina A. , McCauley Cynthia D. 
Published: July 2007

AbstractRepresentatives from a random sample of 300 U.S. corporations were interviewed by telephone to examine their use of formal developmental relationships as a management development strategy. Based on an 82 percent response rate, findings were obtained regarding the frequency of programs using formal developmental relationships, expectations regarding future use of formal developmental relationships, program characteristics, program visibility, and program effectiveness. In addition, comparisons between organizations with programs and organizations without programs were made on the basis of organization size, sales volume, employee trends, sales trends, and organizational age. From the 246 participating organizations, 52 respondents indicated that their organization had at least one management development initiative currently in place that paired employees with peers, senior managers, or outside consultants. Specific types of initiatives discussed by the respondents included one‐on‐one mentoring, apprenticeships, team coaching, peer coaching, executive coaching, action learning, and structured networks. Organizations with initiatives in place tended to employ more individuals and have larger sales volumes than organizations with no programs in place.