Dynamical Systems on Graphs

A group of people exchanging opinions. An artificial neural network making predictions. A virus spreading through a population. A brain retrieving a memory. A server allocating tasks to multiple computers. A power grid balancing supply and demand. A self-replicating machine in a cellular automaton. A random walk on the set of vertices of a graph. A random walk on the set of graphs with given number of vertices. Each of these phenomena can be viewed as a dynamical system on a graph, where vertices represent evolving quantities and edges represent interactions. This thesis concerns the relation between graph structure and dynamics. The first part of the thesis considers deterministic dynamics on finite graphs. For di!usive systems, we prove an upper bound on the dimension of the equilibrium set based on graph homology and a lower bound based on graph coverings. For the specific Kuramoto model, we solve a conjecture by constructing finite graphs with infinitely many stable equilibria, and classify nilpotent equilibria using Eulerian cycles. For general systems of equations with “a graph structure”, we show how solutions are controlled by subgraphs and apply the result to dynamical systems as well as spectral graph theory. The second part of the thesis concerns stochastic dynamics on finite graphs. More precisely, it considers occupancy processes, which include several interactive particle systems and random graph models as particular cases. We prove that finite-time deviations from typical behavior are controlled by the geometry of the graph as perceived by a random walker on the vertices. The third part of the thesis concerns dynamics on graph limits and their symmetries. Graph limits are describe the structure of graphs as the number of vertices grows to infinity. We prove that symmetries of graph limits lead to symmetries of their associated—typically infinite dimensional—dynamics, and use this fact to determine invariant patterns. Relations between graph structure and dynamics heavily depend on the specific evolution equations considered. Certain relations are model-specific, others vary between discrete and continuous time, and still others di!er between deterministic or stochastic dynamics. Yet, many of the ideas and tools developed for one class of graph dynamical systems often shed light on others

German and Dutch works councils:A trust theory of legal employee voice

German and Dutch law grant works councils (WoCs) a significant role in company affairs, accompanied by the obligation to act in the organization's overall interest. However, is this sufficient to ensure meaningful WoC involvement in practical organizational decision-making? We use the well-emphasized concept of trust from the voluntary employment voice literature as a foundation for exploring how managerial goodwill translates into employment relations regimes with strict mandatory employee voice elements. We take two cases of strict employee voice systems as our litmus test: Germany and the Netherlands. Through structural equation modeling, we unravel the direct and indirect effects on employee representatives' assessment of employee voice effectiveness, considering factors such as legislation, interpersonal relationships between WoC and management team, and union involvement. Trust is positioned as a central mediator. Utilizing unique survey data from 2014 that includes responses from German and Dutch works councilors, the results indicate that legal information rights alone do not solely promote WoC involvement in both countries. Trust also plays a vital role, demonstrating a direct positive effect on having a say and acting as a mediator for timely information provision, goal sharing, organizational support, unity within the WoC (in the Netherlands), and union involvement (mainly in Germany). These cross-country differences are attributed to variations within Rhineland capitalism, where German relations are primarily characterized by a strong capital-labor divide, and Dutch relations predominantly emphasize consensus-seeking.</p

Odorant Binding Proteins Facilitate the Gas-Phase Uptake of Odorants Through the Nasal Mucus

Mammalian odorant binding proteins (OBPs) have long been suggested to transport hydrophobic odorant molecules through the aqueous environment of the nasal mucus. While the function of OBPs as odorant transporters is supported by their hydrophobic beta-barrel structure, no rationale has been provided on why and how these proteins facilitate the uptake of odorants from the gas phase. Here, a multi-scale computational approach validated through available high-resolution spectroscopy experiments reveals that the conformational space explored by carvone inside the binding cavity of porcine OBP (pOBP) is much closer to the gas than the aqueous phase, and that pOBP effectively manages to transport odorants by lowering the free energy barrier of odorant uptake. Understanding such perireceptor events is crucial to fully unravel the molecular processes underlying the olfactory sense and move towards the development of protein-based biomimetic sensor units that can serve as artificial noses.</p

Sounds of silence: Rhythmanalysis of noise in flexible workspaces

Silence and noise have become an important theme that emerges in studies of collective workspaces.Drawing on an ethnographic field study of a major bank in Paris, this study offers a rhythmanalysis ofnoise in the context of flexible offices. Findings center noise rhythms as an unfolding in time-space thatinvolves an interlaced relationship between order, and alternations of harmony and conflict. Thesefindings reflect the relational ontological nature of noise and add to a multiplicity perspective on spacein organization studie

Family recognition of work as a source of meaningful work:Examining the roles of self-esteem and parental status

Research on meaningful work has highlighted social context as an important source of meaningful work but has primarily focused on the social context at work. This is surprising, given that much of the work-family research showed that family can enrich work experiences. To address this noticeable gap, this paper introduces the concept of ‘family recognition of work’ – a perception of family recognizing and appreciating one's work – as a critical, non-work-related social context contributing to meaningful work. Drawing on interpersonal sense-making theory, we argue that family recognition of work positively enhances meaningful work via increased self-esteem. Acknowledging shifts in life priorities and values when entering parenthood, we also argue that the indirect effect of family recognition of work on meaningful work via self-esteem is moderated by parental status. To test these hypotheses, we conducted two studies. In Study 1, a five-item scale for family recognition of work was developed and validated, utilizing two UK-based samples (N = 196 and N = 210). In Study 2, a cross-lagged panel analysis was conducted with the three-wave survey data from the UK (N = 466) to test the hypothesized model. The results of Study 2 confirmed a positive relationship between family recognition of work and work meaningfulness, and that this relationship was mediated by self-esteem. Additionally, parents, compared to non-parents, exhibited a stronger indirect effect of family recognition of work on work meaningfulness via self-esteem. The paper extends the literature on social context as a source of meaningful work by demonstrating the importance of family recognition of work.</p

Unraveling Alzheimer's disease heterogeneity::a deep dive into the cerebrospinal fluid proteome

CONCLUSION In conclusion, the heterogeneous nature of AD encompasses many aspects, including genetic factors, core biomarkers in CSF and disease trajectories. While core pathologies of AD include amyloid plaques and neurofibrillary tangles, patients differ in other ongoing disease processes, which may require personalized therapies

Temporary self-managing teams:Mythos or logos

This study aims to explore the frequency of workers’ participation in modern team types, compare them to each other, and report how participation in the various team types fulfills basic needs satisfaction. An exploratory, cross-sectional study was conducted among employees from the USA. (N = 459) and the UK. (N = 612). Participation in unconventional team types (i.e. temporary, self-managing, and temporary self-managing teams) serves as an independent variable to explore employees’ experiences. Next, we correlate team-type experiences and Basic Need Satisfaction (W-BNS). Evidence suggests that temporary forms of teamwork underperform teams of open-ended duration in meeting basic needs satisfaction. The study reveals that a novel team form, a temporary self-managing team, is understudied yet relatively common in workplaces. Unconventional teams are increasingly common, especially in dynamic industries. However, these teams often under satisfy members compared to permanent, managed teams in meeting psychological needs like autonomy, competence, and relatedness. Organizations must balance innovative team configurations with individual needs. National sampling suggests that unidentified cultural differences are not yet understood, and further investigation is required to explain national/cultural (USA/UK) differences.</p

Efficiency paradox:Introducing secure messaging in outpatient care

This study explores the uptake of secure messaging technology and the influence it has on the work of three interconnected occupational roles. It was executed in an outpatient clinic, where the administrative staff adopted the new secure messaging tool, expecting it to improve efficiency. The study found that the efficiency-enhancing tool over time introduced new inefficiencies into the work of administrative assistants, nurses, and physicians, and this phenomenon is noted as the efficiency paradox, which is examined and explained throughout the study. This research contributes to health information technology and role reconfiguration literature by highlighting the crucial role of emotions in this emergent and relational process and discussing the implications of that in the context of patient-provider communication.</p

Valuation of stochastic occupancy levels and public transport policy options during the COVID pandemic

This study aims to evaluate passengers’ valuations of occupancy levels and public transport policy options during the COVID-pandemic. An important objective of the research is to understand how passengers value uncertainty in the occupancy level for their trip. We estimate a mixed logit model, using stated choice experiments among 195 respondents. One of the features of the stated choice experiments is a simple representation of probabilities for different occupancy levels. Our results suggest that the highest occupancy level dominates passengers’ choices, regardless of probability. This implies that respondents have a strong aversion to high occupancy rates, even at low probabilities. In terms of policy options, we find that respondents value blocked seats positively, which is consistent with the aversion to high occupancy rates. The obligation to wear face masks and reserving seats for travelers in vital professions are also valued positively. Blocked seats, obligatory face masks and reserving seats for vital professions are viable policy instruments in a future pandemic. Moreover, the strong aversion to high occupancy rates may also be relevant for public transport policy in times without pandemic. Further research could be aimed at testing the relevance and order of magnitude of this finding in the post-COVID era.</p