A single events microkinetic model for hydrocracking of vacuum gas oil

International audienceThe single events microkinetic modeling approach is extended to include saturated and unsaturated cyclic molecules, in addition to straight chained paraffins. The model is successfully applied to hydrocracking (HCK) of a hydrotreated Vacuum Gas Oil (VGO) residue in a pilot plant, under industrial operating conditions, on a commercial bi-functional catalyst. The molecular composition of the VGO feed is obtained by reconstruction based on a combination of analytical data (SIMDIS, GCxGC, mass spectroscopy). The necessary extensions to the single events methodology, which has previously only been applied to much simpler reacting systems (i.e. HCK of paraffins) are detailed in this work. Feeds typically used in the petrochemical industry typically contain a far more complex mixture of hydrocarbons, including cyclic species (i.e. naphtenes & aromatics). A more complex reaction network is therefore required in order to apply a single events model to such feeds. Hydrogenation, as well as endo-and exo-cyclic reactions have been added to the well-known acyclic β-scission and PCP-isomerization reactions. A model for aromatic ring hydrogenation was included in order to be able to simulate the reduction in aromatic rings, which is an important feature of HCK units. The model was then applied to 8 mass balances with a wide range of residue conversion (20 – 90%). The single events model is shown to be capable of correctly simulate the macroscopic effluent characteristics, such as residue conversion, yield structure, and weight distribution of paraffinic, naphthenic, and aromatic compounds in the standard cuts. This validates the overall model. The single events model provides far more detail about the fundamental chemistry of the system. This is shown in a detailed analysis of the reaction kinetics. The evolution of molecule size (i.e. carbon number), number of saturated/unsaturated rings, or the ratio of branched and un-branched species can be followed along the reactor. This demonstrates the explanatory power of this type of model. Calculations are performed on the IFPEN high performance computing cluster, with parallelization via MPI (message passing interface). This was very useful in order to reduce time consuming problems especially for the parameter fitting step.

Politicians lie, so do I

This research analyzed whether political leaders make people lie via priming experiments. Priming is a non-conscious and implicit memory effect in which exposure to one stimulus affects the response to another stimulus. Following priming theories, we proposed an innovative concept that people who perceive leaders to be dishonest (such as liar) are likely to lie themselves. We designed three experiments to analyze and critically discussed the potential influence of prime effect on lying behavior, through the prime effect of French political leaders (inc. general politicians, presidents and parties). Experiment 1 discovered that participants with non-politician-prime were less likely to lie (compared to politician-prime). Experiment 2A discovered that, compared to Hollande-prime, Sarkozy-prime led to lying behavior both in gravity (i.e. bigger lies) and frequency (i.e. lying more frequently). Experiment 2B discovered that Republicans-prime yielded an impact on more lying behavior, and Sarkozy-prime made such impact even stronger. Overall, the research findings suggest that lying can be triggered by external influencers such as leaders, presidents and politicians in the organizations. Our findings have provided valuable insights to organizational leaders and managers in their personnel management practice, especially in the intervention of lying behavior. Our findings also have offered new insights to explain non-conscious lying behavior

Track D Social Science, Human Rights and Political Science

Peer Reviewedhttps://deepblue.lib.umich.edu/bitstream/2027.42/138414/1/jia218442.pd

Athletic participation brings more job opportunities, truth or false?

Fair recruitment matters, as it affects employees, managers and the organization. The phenomenon of athletic-participation-preference (APP) concerns both scholars and managers, affecting the policy and implementation of fair recruitment. Drawing on the stereotype theories, the current research clarifies the formation and implications of APP in recruitment, along with three unique findings. Firstly, the influence of athletic participation in recruitment is not universal, as recruiters may possess different views. Secondly, the influence of athletic participation in recruitment is not consistent. APP does not boost wage, and the APP is perceived differently between age groups. Finally, team-spirit and goal-orientation are not relevant to APP, as both values exist in both sport and non-sport fields. Research findings have implied that recruiting education and trainings, ethics workshops, and recruiting experiences are crucial to the fair recruitment, alleviating the impact of athletic-participation-preference in recruitment. Suggestions for future studies and fair recruiting practices are also discussed

Keeping up with the Joneses: Examining relative concerns in the health domain

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An experimental investigation of the impact of exogenous matching methods on cooperation

This is the data associated with the paper. In this paper we aim at identifying the determinants of cooperation through a laboratory experiment. Participants are matched in pairs and after having solved real-effort exercises are asked to choose which proportion of their performance they want to contribute to a team account (the rest being contributed to an individual account). The experiment is composed of several steps corresponding to different matching methods: participants can be matched with a randomly selected participant, with a participant whose cooperative behaviour is similar to theirs or with a participant whose performance is close to theirs. We find that participants are more willing to contribute to the team account (to cooperate) when matched to participants as cooperative as them. We find that being matched with a participant of equal performance is of lower importance. Participants who are not overconfident or with reasonable levels of overconfidence should have contributed their full earned endowment to the team account when matched with a partner with the same team-spirit in order to maximize their payoffs. However, their contribution is only 33% higher than when matched with a random partner and very far away from 100%.THIS DATASET IS ARCHIVED AT DANS/EASY, BUT NOT ACCESSIBLE HERE. TO VIEW A LIST OF FILES AND ACCESS THE FILES IN THIS DATASET CLICK ON THE DOI-LINK ABOV

Employee's lying behavior and the role of self-awareness

Purpose Employee’s lying behavior has become ubiquitous at work, and managers are keen to know what can be done to curb such behavior. Managers often apply anti-lying strategies in their management and, in particular, the role of self-awareness on lying intervention has drawn academic attention recently. Drawing on multi-disciplinary literature, this study aims to investigate the efficacy of self-awareness in reducing lying behavior. Design/methodology/approach Following the perspectives of positivism and deductive reasoning, a quasi-experimental research approach was adopted. Employees from Dijon, France were recruited as research participants. Based on the literature, different conditions (scenario manipulation) were designed and implemented in the laboratory, in which participants were exposed to pre-set lying opportunities and their responses were analyzed accordingly. Findings Unlike prior studies which praised the merits of self-awareness, the authors found that self-awareness did not decrease lying behavior, not encouraging the confession of lying either. Employees actually lied more when they believed other employees were lying. Practical implications This study suggests managers not to rely on employee’s self-awareness; rather, the concept of self-awareness should be incorporated into the work ethics, and managers should schedule regular workshops to keep employees informed of the importance of ethics. When employees are regularly reminded of the ethics and appreciate its importance, their intention of lying is more likely to decrease. Originality/value To the best of the atuhors’ knowledge, the current research is the first in its kind to investigate lying intervention of employees in the laboratory setting. Research findings have brought new insights into the lying intervention literature, which has important implication on the implementation of anti-lying strategies