The Survey of Lines in M31 (SLIM): The Drivers of the [CII]/TIR Variation

The ratio of the [CII] 158$\,\mu$m emission line over the total infrared emission (TIR) is often used as a proxy for the photoelectric (PE) heating efficiency ($\epsilon_{\rm PE}$) of the far-ultraviolet (FUV) photons absorbed by dust in the interstellar medium. In the nearby galaxy M31, we measure a strong radial variation of [CII]/TIR that we rule out as being due to an intrinsic variation in $\epsilon_{\rm PE}$. [CII]/TIR fails as a proxy for $\epsilon_{\rm PE}$, because the TIR measures all dust heating, not just the contribution from FUV photons capable of ejecting electrons from dust grains. Using extensive multiwavelength coverage from the FUV to far-infrared (FIR), we infer the attenuated FUV emission ($\rm UV_{att}$), and the total attenuated flux ($\rm TOT_{att}$). We find [CII]/TIR to be strongly correlated with $\rm UV_{att}$/$\rm TOT_{att}$, indicating that, in M31 at least, one of the dominant drivers for [CII]/TIR variation is the relative hardness of the absorbed stellar radiation field. We define $\rm{ \epsilon_{PE}^{UV}}$, [CII]/$\rm{ UV_{att}}$ which should be more closely related to the actual PE efficiency, which we find to be essentially constant ($1.85 \pm 0.8 \%$) in all explored fields in M31. This suggests that part of the observed variation of [CII]/TIR in other galaxies is likely due to a change in the relative hardness of the absorbed stellar radiation field, caused by a combination of variations in the stellar population, dust opacity and galaxy metallicity, although PE efficiency may also vary across a wider range of environments.Comment: 19 pages, 16 figures, accepted for publication in Ap

Ethical Perceptions of AI in Hiring and Organizational Trust: The Role of Performance Expectancy and Social Influence

The use of artificial intelligence (AI) in hiring entails vast ethical challenges. As such, using an ethical lens to study this phenomenon is to better understand whether and how AI matters in hiring. In this paper, we examine whether ethical perceptions of using AI in the hiring process influence individuals’ trust in the organizations that use it. Building on the organizational trust model and the unified theory of acceptance and use of technology, we explore whether ethical perceptions are shaped by individual differences in performance expectancy and social influence and how they, in turn, impact organizational trust. We collected primary data from over 300 individuals who were either active job seekers or who had recent hiring experience to capture perceptions across the full range of hiring methods. Our findings indicate that performance expectancy, but not social influence, impacts the ethical perceptions of AI in hiring, which in turn influence organizational trust. Additional analyses indicate that these findings vary depending on the type of hiring methods AI is used for, as well as on whether participants are job seekers or individuals with hiring experience. Our study offers theoretical and practical implications for ethics in HRM and informs policy implementation about when and how to use AI in hiring methods, especially as it pertains to acting ethically and trustworthily

Research productivity of management faculty: job demands-resources approach

Purpose The main purpose of this study was to examine which job resources are most valuable for research productivity, depending on varying teaching demands. Design/methodology/approach Data was collected from 324 management faculty at research, balanced and teaching (i.e. respectively low-, moderate- and high-teaching demands) public universities in the United States. Findings Results showed that no single job resource predicted research productivity across all three types of schools. At research schools (i.e. low-teaching demands), productivity was positively associated with job resources including summer compensation, level of protection for untenured faculty and number of research assistant hours, while negatively associated with travel funding. At balanced schools (i.e. moderate-teaching demands), research output was positively associated with time allocated to research, grant money, travel funding and conference attendance, while negatively associated with amount of consulting hours. At teaching schools (i.e. high-teaching demands), the only significant resource was time allocated to research. Practical implications This paper can help management faculty and business school leaders understand what resources are most appropriate given the teaching demands associated with the specific institution, and by further helping these institutions attract and retain the best possible faculty. Originality/value This study extends prior work on academic research performance by identifying resources that can help faculty publish given different levels of teaching demands. This is important as teaching demands tend to be relatively stable within an institution, while they can vary greatly across types of institutions

Seeming Ethical Makes You Attractive: Unraveling How Ethical Perceptions of AI in Hiring Impacts Organizational Innovativeness and Attractiveness

More organizations use AI in the hiring process than ever before, yet the perceived ethicality of such processes seems to be mixed. With such variation in our views of AI in hiring, we need to understand how these perceptions impact the organizations that use it. In two studies, we investigate how ethical perceptions of using AI in hiring are related to perceptions of organizational attractiveness and innovativeness. Our findings indicate that ethical perceptions of using AI in hiring are positively related to perceptions of organizational attractiveness, both directly and indirectly via perceptions of organizational innovativeness, with variations depending on the type of hiring method used. For instance, we find that individuals who consider it ethical for organizations to use AI in ways often considered to be intrusive to privacy, such as analyzing social media content for traits and characteristics, view such organizations as both more innovative and attractive. Our findings trigger a timely discussion about the critical role of ethical perceptions of AI in hiring on organizational attractiveness and innovativeness

Influence of Job-Dedicated Social Media on Employer Reputation

The popularity and value of social media sites has stretched beyond its initial social connection purposes; today, they represent critical tools for individual and firm visibility. This paper compares and contrasts institutional theory and signaling theory to investigate (1) whether having a job-dedicated page on social media sites (i.e. Facebook, LinkedIn, and Twitter) is related to an organization’s employer reputation, and (2) whether it is merely the fact of having a job-dedicated social media page, or actually communicating (i.e. posting, tweeting, etc.) on that page that is related to an organization’s employer reputation. We used data collected from three major social media sites and found that having a job-dedicated LinkedIn page was positively related to employer reputation, whereas having a job-dedicated Facebook or Twitter page was not related to employer reputation. Furthermore, we did not find social media activity to be related to employer reputation

The Borwein brothers, Pi and the AGM

We consider some of Jonathan and Peter Borweins' contributions to the high-precision computation of $\pi$ and the elementary functions, with particular reference to their book "Pi and the AGM" (Wiley, 1987). Here "AGM" is the arithmetic-geometric mean of Gauss and Legendre. Because the AGM converges quadratically, it can be combined with fast multiplication algorithms to give fast algorithms for the $n$-bit computation of $\pi$, and more generally the elementary functions. These algorithms run in almost linear time $O(M(n)\log n)$, where $M(n)$ is the time for $n$-bit multiplication. We outline some of the results and algorithms given in Pi and the AGM, and present some related (but new) results. In particular, we improve the published error bounds for some quadratically and quartically convergent algorithms for $\pi$, such as the Gauss-Legendre algorithm. We show that an iteration of the Borwein-Borwein quartic algorithm for $\pi$ is equivalent to two iterations of the Gauss-Legendre quadratic algorithm for $\pi$, in the sense that they produce exactly the same sequence of approximations to $\pi$ if performed using exact arithmetic.Comment: 24 pages, 6 tables. Changed style file and reformatted algorithms in v

Wavelength conversion of QAM signals in a low loss CMOS compatible spiral waveguide

We demonstrate wavelength conversion of quadrature amplitude modulation (QAM) signals, including 32-GBd quadrature phase-shift keying and 10-GBd 16-QAM, in a 50-cm long high index doped glass spiral waveguide. The quality of the generated idlers for up to 20 nm of wavelength shift is sufficient to achieve a BER performance below the hard decision forward error correction threshold BER performance (<3.8 × 103), with an optical signal-to-noise ratio penalty of less than 0.3 dB compared to the original signal. Our results confirm that this is a promising platform for nonlinear optical signal processing, as a result of both very low linear propagation loss (<0.07 dB/cm) and a large material bandgap, which in turn ensures negligible nonlinear loss at telecom wavelengths

Wavelength Conversion of QPSK and 16-QAM Coherent Signals in a CMOS Compatible Spiral Waveguide

<p> We characterize a wavelength converter based on a 50-cm long low-loss spiral Hydex waveguide. A 10-nm FWM bandwidth is shown over which low OSNR penalty (&lt; 0.5dB) wavelength conversion of QPSK and 16-QAM is reported. &copy; OSA 2016.</p

Psychiatric services utilization in completed suicides of a youth centres population

BACKGROUND: From a retrospective study of youth centres (YCs) and coroner's files, we investigated youths' history of medical service utilization who died by suicide. This is the second of two papers on YCs population, the first paper having shown that the rate of psychopathology was higher in the YCs population compared to the general adolescent population. METHODS: From 1995 to 2000, 422 youths, aged 18 years and younger, died as a result of suicide in Quebec. More than one-third received services from YCs at some point. Using the provincial physician payment and hospitalization database, we examined physical and psychiatric service utilization according to time intervals, as well as hospitalization for psychiatric reasons in the individuals' lifetime and in the year preceding suicide. Suicides were matched to living YCs youths for age, sex, and geographic area. YCs controls were then subdivided into two groups based on file information pertaining to the presence or absence of suicidal behavior or ideation. RESULTS: Compared to living YCs youths, suicides had a higher rate of psychiatric service utilization in the week, month, 90 days, and year preceding suicide, as well as higher levels of lifetime hospitalization for psychiatric reasons than controls with or without a history of suicidal behavior or ideation. We found that 28.3% YCs suicides made use of psychiatric services in the year preceding suicide. CONCLUSION: The rate of psychiatric service utilization by YCs youth suicides is substantially inferior to the needs of this population. Our study underscores the need for appropriate recognition of psychiatric and suicidal problems among YCs population by social and psycho-educational professionals. At the same time, it highlights the issues of general practitioners' risk identification, psychiatric referral and treatment. Our findings suggest the need for improved organization and coordination of psychiatric services to ameliorate treatment delivery