The chemosterilisation of insects with special reference to certain lepidoptera

Imperial Users onl

Big Data Techniques and Talent Management: Recommendations for Organizations and a Research Agenda for I-O Psychologists

Big data and its applicability to talent management (TM) as defined by Rotolo et al. (2018) has already been recognized by many outside the field of I-O psychology. The market is beginning to include offerings from vendors for products that use some combination of big data techniques to process vast amounts of data or previously unanalyzable data, which they claim will improve components of TM for organizations. Unfortunately, as noted in the focal article, this “frontier” issue makes it difficult for organizations to separate the wheat from the chaff. Further, with few exceptions, I-O psychology is just beginning to inform organizations about whether and how big data can be used for the purposes of TM

Introduction to the Special Issue: What We Can Learn from Large Scale Human Resources Initiatives in the Federal Government and Department of Defense

Arguably, the government has some of the most complex and sophisticated Human Resource (HR) initiatives of any organization in the country. This is due to at least three reasons. First, the sheer size of the government requires sophisticated HR systems to manage the huge number of HR decisions required. Second, the HR systems in the government must respond to much greater external (public) scrutiny than any other organization because it is funded by government money and must be responsive to taxpayers interests and concerns. As such, fairness and defensibility are far more important factors than in other organizations. Third, the government HR systems must comply with many more laws and regulations than other organizations, thus placing constraints on informal judgment and discretion and requiring sophisticated formal decision-making systems

Radio Emission Associated with Ultraluminous X-ray Sources in the Galaxy Merger NGC 3256

We present new 6, 3.6, and 2 cm VLA radio observations of the nearby merger system NGC 3256, with resolutions of ~100 pc, which reveal compact radio sources embedded in more diffuse emission at all three wavelengths. The two radio nuclei are partially resolved, but the two dominant compact sources that remain coincide with the two most powerful compact Ultraluminous X-ray sources (ULXs) recently reported by Lira et al. The radio/X-ray ratios for these two sources are too high by factors of >100-1000 to be normal X-ray binaries. However, their radio and X-ray powers and ratios are consistent with low-luminosity active galactic nuclei (LLAGNs), and optical emission lines suggest the presence of a nuclear disk around the northern nucleus. If the two nuclear ULXs are LLAGNs, their associated black holes are separated by only \~1kpc, about 6 times closer to one another than those found recently in the merger galaxy NGC 6240. A third ULX on the outskirts of the merger is also a radio source, and probably is a collection of supernova remnants. The remaining ULXs are not coincident with any source of compact radio emission, and are consistent with expectations for beamed X-ray binaries or intermediate-mass black holes.Comment: Accepted for ApJ (10 pages, 5 figures

Search For Hole Mediated Ferromagnetism In Cubic (Ga,Mn)N

Results of magnetisation measurements on p-type zincblende-(Ga,Mn)N are reported. In addition to a small high temperature ferromagnetic signal, we detect ferromagnetic correlation among the remaining Mn ions, which we assign to the onset of hole-mediated ferromagnetism in (Ga,Mn)N.Comment: 2 pages, 1 figure, proc. ICPS 27, Flagstaff '0

Domain walls in (Ga,Mn)As diluted magnetic semiconductor

We report experimental and theoretical studies of magnetic domain walls in an in-plane magnetized (Ga,Mn)As dilute moment ferromagnetic semiconductor. Our high-resolution electron holography technique provides direct images of domain wall magnetization profiles. The experiments are interpreted based on microscopic calculations of the micromagnetic parameters and Landau-Lifshitz-Gilbert simulations. We find that the competition of uniaxial and biaxial magnetocrystalline anisotropies in the film is directly reflected in orientation dependent wall widths, ranging from approximately 40 nm to 120 nm. The domain walls are of the N\'eel type and evolve from near-$90^{\circ}$ walls at low-temperatures to large angle [1$\bar{1}$0]-oriented walls and small angle [110]-oriented walls at higher temperatures.Comment: 5 pages, 4 figure

Videoconference Fatigue Exploring Changes in Fatigue after Videoconference Meetings during COVID-19

In response to the COVID-19 global health pandemic, many employees transitioned to remote work, which included remote meetings. With this sudden shift, workers and the media began discussing videoconference fatigue, a potentially new phenomenon of feeling tired and exhausted attributed to a videoconference. In the present study, we examine the nature of videoconference fatigue, when this phenomenon occurs, and what videoconference characteristics are associated with fatigue using a mixed methods approach. Thematic analysis of qualitative responses indicates that videoconference fatigue exists, often in near temporal proximity to the videoconference, and is affected by various videoconference characteristics. Quantitative data was collected each hour during five workdays from 55 employees who were working remotely because of the COVID-19 pandemic. Latent growth modeling results suggest that videoconferences at different times of the day are related to deviations in employee fatigue beyond what is expected based on typical fatigue trajectories. Results from multilevel modeling of 279 videoconference meetings indicate that turning off the microphone and having higher feelings of group belongingness are related to lower post-videoconference fatigue. Additional analyses suggest that higher levels of group belongingness are the most consistent protective factor against videoconference fatigue. Such findings have immediate practical implications for workers and organizations as they continue to navigate the still relatively new terrain of remote work