Rheology of enzyme liquefied corn stover slurries: The effect of solids concentration on yielding and flow behavior

The measurement of yield stress and shear thinning flow behavior of slurries formed from unpretreated corn stover at solids loadings of 100–300 g/L provides a key metric for the ability to move, pump, and mix this lignocellulosic slurry, particularly since corn stover slurries represent a major potential feedstock for biorefineries. This study compared static yield stress values and flow hysteresis of corn stover slurries of 100, 150, 200, 250, and 300 g/L, after these slurries were formed by adding pellets to a cellulase enzyme solution (Celluclast 1.5 L) in a fed-batch manner. A rotational rheometer was used to quantitate relative yield stress and its dependence on processing history at insoluble solids concentrations of 4%–21% (wt/vol). Key findings confirmed previous observations that yield stress increases with solids loadings and reaches ~3000 Pa at 25% (wt/vol) solids concentration compared to ~200 Pa after enzyme liquefaction. While optimization of slurry forming (i.e., liquefaction) conditions remains to be done, metrics for quantifying liquefaction extent are needed. The method for obtaining comparative metrics is demonstrated here and shows that the yield stress, shear thinning and shear thickening flow behaviors of enzyme liquefied corn stover slurries can be analyzed using a wide-gap rheometry setup with relative measuring geometries to mimic the conditions that may exist in a mixing vessel of a bioreactor while applying controlled and precise levels of strain

Time out for family: Shift work, fathers, and sports

Shift work is a fact of life for many workers. Almost one in six full-time hourly and salary employees works a shift outside the 6 a.m. to 6 p.m. window that researchers use to define the temporal bounds of the traditional workday. Almost half of those working in restaurants and bars work such alternate shifts, as do more than a quarter of workers in hospitals and manufacturing facilities. Drawing on interviews and observations in a Midwestern auto parts plant, this study explores how individuals in this predominantly male workforce talk about fulfilling family responsibilities in the face of relatively inflexible shift schedules. Interviews and observations reveal how the time pressures of shift work, particularly the afternoon-evening shift, affect the ability of fathers to participate in their children's activities, especially organized sports. Without formal options for scheduling flexibility, workers turn to a variety of informal approaches, such as ad hoc arrangements with sympathetic supervisors or the assistance of coworkers in covering for absences. In extreme cases, workers may engage in independent actions, often placing their jobs at risk. These findings contribute to the literature on work-family conflict and the gender dynamics of work-family life programs. By emphasizing the importance of including fathers in the work-family equation, they have practical implications for both employers and policymakers concerned with addressing the challenges of helping a contemporary workforce strike an equitable balance between work and family life. © 2008 Wiley Periodicals, Inc.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/60981/1/20228_ftp.pd

Le magmatisme de la région de Kwyjibo, Province\ud du Grenville (Canada) : intérêt pour les\ud minéralisations de type fer-oxydes associées

The granitic plutons located north of the Kwyjibo property in Quebec’s Grenville Province are of\ud Mesoproterozoic age and belong to the granitic Canatiche Complex . The rocks in these plutons are calc-alkalic, K-rich,\ud and meta- to peraluminous. They belong to the magnetite series and their trace element characteristics link them to\ud intraplate granites. They were emplaced in an anorogenic, subvolcanic environment, but they subsequently underwent\ud significant ductile deformation. The magnetite, copper, and fluorite showings on the Kwyjibo property are polyphased\ud and premetamorphic; their formation began with the emplacement of hydraulic, magnetite-bearing breccias, followed by\ud impregnations and veins of chalcopyrite, pyrite, and fluorite, and ended with a late phase of mineralization, during\ud which uraninite, rare earths, and hematite were emplaced along brittle structures. The plutons belong to two families:\ud biotite-amphibole granites and leucogranites. The biotite-amphibole granites are rich in iron and represent a potential\ud heat and metal source for the first, iron oxide phase of mineralization. The leucogranites show a primary enrichment in\ud REE (rare-earth elements), F, and U, carried mainly in Y-, U-, and REE-bearing niobotitanates. They are metamict and\ud underwent a postmagmatic alteration that remobilized the uranium and the rare earths. The leucogranites could also be\ud a source of rare earths and uranium for the latest mineralizing events

Tackling transition:the value of peer mentoring

This paper is aimed at those interested in the promotion of student retention in higher education; particularly those with an interest in peer mentoring as a means of student support. It critically discusses the results of an exploratory study analysing the perceptions of peer mentors and mentees within five universities in the United Kingdom. The aim of the study was to analyse how student peer mentoring can aid transition into university by focusing specifically on how senior students can support their junior counterparts in their first year at university. The paper discusses the results of a survey which was completed by 329 student peer mentors and mentees. Focusing on the benefits and outcomes of participation in Mentoring Programmes, the survey was distinctive in that it asked mentors and mentees similar questions. From a theoretical perspective, the paper contributes to debates about peer support in higher education showing that participation in such programmes can have positive outcomes from both social and pedagogic perspectives. Practically speaking, the results have important implications for Higher Education Institutions as the research highlights the importance of putting into place formally structured Peer Mentoring Programmes which facilitate student support at a time when new students are most at risk of ‘dropping out’

Keeping work and private life apart:Age‐related differences in managing the work–nonwork interface

Initial evidence suggests that older workers enjoy higher work–life balance than young workers. Yet little is known about the mechanisms of this effect or the robustness of age differences when accounting for differences in life context. We introduce and test the boundary management account of aging and work–life balance, which suggests that older workers maintain stronger work–nonwork boundaries as a pathway toward work–life balance. Both in Study 1 (cross‐sectional; N = 298 bank employees) and in Study 2 (aggregated diary entries; N = 608 workers), older workers reported better work–life balance and stronger boundaries at work than young workers; and stronger boundaries at home (Study 1). In both studies, stronger boundaries were related to better work–life balance, and boundary strength mediated the relationship between age and work–life balance. Study 2 additionally suggests that the use of boundary management strategies is responsible for stronger boundaries at higher age. Analyses accounted for differences in family and work context characteristics (both studies) and boundary preferences (Study 1). The findings corroborate evidence of older workers' enhanced work–life balance and suggest that it results from more successful boundary management with age rather than merely from changes in contextual factors or boundary preferences. (PsycINFO Database Record (c) 2018 APA, all rights reserved

Big data in an HR context: Exploring organizational change readiness, employee attitudes and behaviors

YesThis research highlights a contextual application for big data within a HR case study setting. This is achieved through the development of a normative conceptual model that seeks to envelop employee behaviors and attitudes in the context of organizational change readiness. This empirical application considers a data sample from a large public sector organization and through applying Structural Equation Modelling (SEM) identifies salary, job promotion, organizational loyalty and organizational identity influences on employee job satisfaction (suggesting and mediating employee readiness for organizational change). However in considering this specific context, the authors highlight how, where and why such a normative approach to employee factors may be limited and thus, proposes through a framework which brings together big data principles, implementation approaches and management commitment requirements can be applied and harnessed more effectively in order to assess employee attitudes and behaviors as part of wider HR predictive analytics (HRPA) approaches. The researchers conclude with a discussion on these research elements and a set of practical, conceptual and management implications of the findings along with recommendations for future research in the area

Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case

Interest in the outcomes of flexible working arrangements dates from the mid 1970s, when researchers attempted to assess the impact of flexitime on worker performance. This paper reviews the literature on the link between flexible working arrangements and performance related outcomes. Taken together, the evidence fails to demonstrate a business case for the use of flexible working arrangements. This paper attempts to explain the findings by analysing the theoretical and methodological perspectives adopted, as well as the measurements and designs used. In doing so, gaps in this vast and disparate literature are identified and a research agenda is developed

Qualitative Research on Work-Family in the Management Field: A Review

Despite a proliferation of work-family literature over the past three decades, studies employing quantitative methodologies significantly outweigh those adopting qualitative approaches. In this paper, we intend to explore the state of qualitative work-family research in the management field and provide a comprehensive profile of the 152 studies included in this review. We synthesize the findings of qualitative work-family studies and provide six themes including parenthood, gender differences, cultural differences, family-friendly policies and non-traditional work arrangements, coping strategies, and under-studied populations. We also describe how findings of qualitative work-family studies compare to that of quantitative studies. The review highlights seven conclusions in the current qualitative literature: a limited number of qualitative endeavours, findings worth further attention, convergent foci, the loose use of work-family terminology, the neglect of a variety of qualitative research approaches, quantitative attitudes towards qualitative research, and insufficient reporting of research methods. In addition, implications for future researchers are discussed

Unlocking the black box: exploring the link between perceive organizational support and resistance to change

[[abstract]]Past studies have inferred an indirect relationship between Perceived Organisational Support and Resistance to Change. Making clear the “black box” between Perceived Organisational Support and Resistance to Change is crucial to predict the success of organizational change. Drawing upon organizational support theory and conservation of resources theory, this research was conducted in an attempt to offer a systematic analysis on employees' positive psychology in organizational change. The total valid sample consisted of 288 employees from Taiwanese consumer electronics manufacturing which were undergoing organizational change. The theoretical framework was analyzed by LISREL model. Results showed that Readiness for Change had negatively direct effects on Resistance to Change, and indicated that Readiness for Change mediated the relationships between Perceived Organisational Support and Resistance to Change, and Readiness for Change also mediated the relationships between Positive Psychological Capital and Resistance to Change. Finally, this study proposes managerial implications and highlights future research suggestions.[[notice]]補正完