Theory of stripes in quasi two dimensional rare-earth tritellurides

Even though the rare-earth tritellurides are tetragonal materials with a quasi two dimensional (2D) band structure, they have a "hidden" 1D character. The resultant near-perfect nesting of the Fermi surface leads to the formation of a charge density wave (CDW) state. We show that for this band structure, there are two possible ordered phases: A bidirectional "checkerboard" state would occur if the CDW transition temperature were sufficiently low, whereas a unidirectional "striped" state, consistent with what is observed in experiment, is favored when the transition temperature is higher. This result may also give some insight into why, in more strongly correlated systems, such as the cuprates and nickelates, the observed charge ordered states are generally stripes as opposed to checkerboards.Comment: Added contents and references, changed title and figures. Accepted to PR

Dynamical layer decoupling in a stripe-ordered, high T_c superconductor

In the stripe-ordered state of a strongly-correlated two-dimensional electronic system, under a set of special circumstances, the superconducting condensate, like the magnetic order, can occur at a non-zero wave-vector corresponding to a spatial period double that of the charge order. In this case, the Josephson coupling between near neighbor planes, especially in a crystal with the special structure of La_{2-x}Ba_xCuO_4, vanishes identically. We propose that this is the underlying cause of the dynamical decoupling of the layers recently observed in transport measurements at x=1/8.Comment: 4 pages, 3 figures (one with 3 subfigures); ; new edited version; one new reference (Ref.25); to be published in Physical Review Letters (in press

Describing Gambling Affinity: The Role of Personality Traits

This study was undertaken to determine the degree to which personality dimensions provide insights into who is likely to gamble a significant dollar amount at a casino. Using measures of the Big Five, respondents were grouped into one of the following four personality clusters: (a) Moderate Trait Scores, in which no trait dimension was dominant; (b) Elevated Trait Scores, where a respondent scored highly across trait dimensions; (c) Agreeably Conscientious, in which a respondent scored highly on the agreeableness and conscientious trait domains; and (d) Highly Extraverted, where a respondent’s dominant trait dimension was extraversion. Respondents who were classified as Highly Extraverted were the most likely to gamble a day’s wages at a casino. Those classified into the Moderate Trait Scores cluster also exhibited a gambling affinity. Other factors associated with gambling affinity included subjective financial knowledge, financial satisfaction, and risk tolerance. Results from this study show that personality traits are important descriptors of gambling affinity; however, rather than there being a direct relationship with individual trait factors, the willingness to gamble appears to be based on unique combinations of personality. Findings from this study provide direct insights into who is more likely to require financial advice regarding gambling expenditures at the household level

Resolved Depletion Zones and Spatial Differentiation of N2H+ and N2D+

We present a study on the spatial distribution of N2D+ and N2H+ in thirteen protostellar systems. Eight of thirteen objects observed with the IRAM 30m telescope show relative offsets between the peak N2D+ (J=2-1) and N2H+ (J=1-0) emission. We highlight the case of L1157 using interferometric observations from the Submillimeter Array and Plateau de Bure Interferometer of the N2D+ (J=3-2) and N2H+ (J=1-0) transitions respectively. Depletion of N2D+ in L1157 is clearly observed inside a radius of ~2000 AU (7") and the N2H+ emission is resolved into two peaks at radii of ~1000 AU (3.5"), inside the depletion region of N2D+. Chemical models predict a depletion zone in N2H+ and N2D+ due to destruction of H2D+ at T ~ 20 K and the evaporation of CO off dust grains at the same temperature. However, the abundance offsets of 1000 AU between the two species are not reproduced by chemical models, including a model that follows the infall of the protostellar envelope. The average abundance ratios of N2D+ to N2H+ have been shown to decrease as protostars evolve by Emprechtinger et al., but this is the first time depletion zones of N2D+ have been spatially resolved. We suggest that the difference in depletion zone radii for N2H+ and N2D+ is caused by either the CO evaporation temperature being above 20 K or an H2 ortho-to-para ratio gradient in the inner envelope.Comment: Accepted to ApJ. 44 pages 13 Figure

Perceptions of a Partner\u27s Spending and Saving Behavior and Financial Satisfaction

The purpose of this study was multifaceted. The first purpose was to test a relatively new scale—the Spender-Saver Perception Scale (Kruger, 2019)—to determine if perceptions of one’s marriage or cohabitation partner’s spending and saving behavior can be used to describe the subjective financial satisfaction of the one making the appraisal. The second purpose was to determine in an exploratory manner whether perceptions of spending and saving differ by the gender of someone in a marital or committed cohabitating relationship. Data for the study were obtained from an online survey of 313 adults. Partner perceptions were evaluated using a scale developed by Kruger (2019), whereas financial satisfaction was measured using a 10-point subjective self-evaluation item. Respondents were categorized into one of three spender and saver groups: (1) those who perceived their partner as a spender, (2) those who perceived their partner as a saver, and (3) those who perceived their partner somewhere between a spender and saver. It was determined that perceiving one’s marital or cohabitating partner as a spender was not associated with the financial satisfaction. However, perceiving one’s partner as a saver was found to be positively associated with financial satisfaction for the person making the assessment

Effectiveness of Canada’s Employment Equity Legislation for Women (1997-2004): Implications for Policy Makers

This study focuses on the effectiveness of the federal Employment Equity Act (EEA). We assess the EEA with regard to female employees using quantitative data from employer reports published under the provisions of the EEA and the Canadian Census. Data in this study cover the period 1997 to 2004.Women constitute the largest of the designated groups, so the effectiveness of the law could have major implications for the welfare of a significant proportion of the Canadian workforce. The most significant finding is that employment equity has increased over time, but at a diminishing rate. In fact, there may be something of a downturn in employment equity for women in the industries covered by the EEA.It is clear from our analysis that women employees in the companies covered by the EEA continue to be under-represented, especially in large companies. Monitoring and enforcement of employment equity in these firms by the Canadian Human Rights Commission (CHRC) needs to be undertaken and is essential, since it cannot be taken for granted that larger firms do well in employment equity, overall. Our results and analysis indicate that smaller firms had higher employment equity than larger firms. It may also be necessary for the CHRC to examine the particular occupational groups within larger companies where employment equity is either low or non-existent relative to the Census.The continuing underlying pattern of sex segregation has changed to only a limited extent. For instance, employment opportunities for women continue to be problematic (that is, senior managers, skilled crafts and trades workers) and will require continued and perhaps intensified efforts to resolve. There are large discrepancies between employment equity in primary (i.e., full-time, permanent jobs) and secondary (i.e., temporary and part-time jobs), with employment equity being much lower in the primary sector. Human Resources and Social Development Canada need to have active labour market policies to correct this imbalance.Cette étude questionne l’efficacité de la Loi canadienne en matière d’équité en emploi (LCEE) dans le cas des femmes en emploi. Elle fait appel à des données quantitatives provenant de deux sources : les rapports que doivent soumettre les employeurs en vertu des dispositions de la LCEE et le recensement du Canada mené par Statistique Canada, et couvre la période 1997 à 2004.Comme les femmes constituent le plus important des quatre groupes désignés dans la LCEE, l’efficacité de la LCEE pourrait avoir des conséquences pour une proportion significative de la main-d’oeuvre canadienne. Le résultat le plus significatif de l’étude est à l’effet que l’équité en emploi pour les femmes s’est effectivement améliorée durant la période sous étude mais à un rythme décroissant. En fait on pourrait même assister à un renversement de l’équité en matière d’emploi pour les femmes dans les industries couvertes par la LCEE.Il ressort clairement de notre analyse que les femmes en emploi dans les entreprises couvertes par la LCEE continuent d’être sous-représentées, particulièrement dans les grandes entreprises. L’application et la mise en oeuvre de l’équité en emploi doit être assumée par la Commission canadienne des droits de la personne (CCDP) puisqu’il ne peut être pris pour acquis que les plus grandes entreprises s’en tirent bien dans l’ensemble en matière d’équité en emploi. Nos résultats et analyses suggèrent en fait que les entreprises de moindre taille affichent une plus grande équité en emploi que celles de plus grande taille. La CCDP serait également avisée de se pencher sur les groupes professionnels au sein des grandes entreprises pour lesquels l’équité en emploi reste faible ou non existante selon les données du recensement.Le comportement sous jacent à la discrimination sexuelle s’est modifié au fil des ans mais de manière limitée. Par exemple, les chances d’emplois pour les femmes continuent d’être problématiques (dans les cas des gestionnaires seniors, des ouvriers qualifiés et des employés de métier) et nécessiteront des efforts continus et intensifiés pour une amélioration satisfaisante. Il y a aussi de grandes disparités en matière d’équité en emploi entre les emplois primaires (permanents, à temps plein) et secondaires (temporaires, à temps partiel), celle-ci étant beaucoup plus faible dans le secteur secondaire. Ressources humaines et développement des compétences Canada (RHDCC) se doit d’avoir des politiques actives du marché du travail pour corriger ces déséquilibres.Este estudio focaliza la eficacia de la Ley de equidad en el empleo (LEE). Se evalúa la LEE respecto a las empleadas femeninas en base a los datos cuantitativos de los informes de los empleadores publicados según la LEE y del Censo Canadiense. Los datos de este estudio cubren el periodo 1997–2004.Las mujeres constituyen la mayoría de los grupos designados, por tanto la eficacia de la ley puede tener implicaciones mayores para el bienestar de una proporción significativa de la fuerza de trabajo canadiense. El resultado más significativo es que la equidad en el empleo ha aumentado con el tiempo pero en una proporción cada vez menor. En efecto, puede existir un cierto descenso en la equidad del empleo para las mujeres en las industrias cubiertas por la LEE.Nuestro análisis refleja con claridad que las empleadas mujeres en las compañías cubiertas por la LEE continúan siendo sub-representadas, especialmente en las grandes compañías. Se necesitaría que la Comisión de derechos humanos de Canadá se comprometa a promover el monitoreo y el refuerzo de la equidad en el empleo en estas firmas, puesto que no puede darse por sentado que en general las más grandes empresas actúen correctamente en cuanto a la equidad del empleo.Nuestros resultados y análisis indican que las empresas más pequeñas tienen una equidad de empleo más elevada que las grandes empresas. Puede ser necesario que la Comisión de derechos humanos de Canadá examine los grupos ocupacionales particulares dentro de las más grandes compañías donde la equidad de empleo es baja o inexistente según el Censo.El modelo continuamente subyacente de segregación sexual ha cambiado sólo de manera limitada. Por ejemplo, las oportunidades de empleo para las mujeres continúan siendo problemáticas (esto es, altos directivos, oficios calificados y trabajadores de comercio) y requerirán esfuerzos continuos y quizás intensos para resolverlos.Hay amplias discrepancias entre la equidad de empleo entre los empleos primarios (tiempo completo, empleo permanente) y los empleos secundarios (temporario y a tiempo parcial); la equidad del empleo es mucho más baja en el sector primario. El Ministerio de Recursos Humanos y Desarrollo Social de Canadá necesita desarrollar políticas activas de mercado laboral para corregir este desequilibrio

Plasma proteome correlates of lipid and lipoprotein: biomarkers of metabolic diversity and inflammation in children of rural Nepal.

Proteins involved in lipoprotein metabolism can modulate cardiovascular health. While often measured to assess adult metabolic diseases, little is known about the proteomes of lipoproteins and their relation to metabolic dysregulation and underlying inflammation in undernourished child populations. The objective of this population study was to globally characterize plasma proteins systemically associated with HDL, LDL, and triglycerides in 500 Nepalese children. Abnormal lipid profiles characterized by elevated plasma triglycerides and low HDL-cholesterol (HDL-C) concentrations were common, especially in children with subclinical inflammation. Among 982 proteins analyzed, the relative abundance of 11, 12, and 52 plasma proteins was correlated with LDL-cholesterol (r = -0.43∼0.70), triglycerides (r = -0.39∼0.53), and HDL-C (r = -0.49∼0.79) concentrations, respectively. These proteins included apolipoproteins and numerous unexpected intracellular and extracellular matrix binding proteins, likely originating in hepatic and peripheral tissues. Relative abundance of two-thirds of the HDL proteome varied with inflammation, with acute phase reactants higher by 4∼40%, and proteins involved in HDL biosynthesis, cholesterol efflux, vitamin transport, angiogenesis, and tissue repair lower by 3∼20%. Untargeted plasma proteomics detects comprehensive sets of both known and novel lipoprotein-associated proteins likely reflecting systemic regulation of lipoprotein metabolism and vascular homeostasis. Inflammation-altered distributions of the HDL proteome may be predisposing undernourished populations to early chronic disease

Theory of the nodal nematic quantum phase transition in superconductors

We study the character of an Ising nematic quantum phase transition (QPT) deep inside a d-wave superconducting state with nodal quasiparticles in a two-dimensional tetragonal crystal. We find that, within a 1/N expansion, the transition is continuous. To leading order in 1/N, quantum fluctuations enhance the dispersion anisotropy of the nodal excitations, and cause strong scattering which critically broadens the quasiparticle (qp) peaks in the spectral function, except in a narrow wedge in momentum space near the Fermi surface where the qp's remain sharp. We also consider the possible existence of a nematic glass phase in the presence of weak disorder. Some possible implications for cuprate physics are also discussed.Comment: 9 page, 4 figures, an error in one of expressions corrected and a new author was added. New references and footnotes are added and this is the version to appear in PR

The Role of Signaling When Promoting Diversity and Inclusion at the Firm Level: A Financial Advisory Professional Case Study

Based on signaling theory and visual perception theory, this study evaluated how financial advisory firms depict diversity through online platforms. Signals sent by firms may impact outsiders’ understanding of race and gender inclusion at the firm level, which may explain why some struggle to recruit and retain a diverse workforce. To evaluate, 1,379 advisor biographies on 73 firm websites were analyzed. In this study, 29% of all client-facing advisors with known gender were women; only 0.5% of those with known race were Black. This is much lower than what other studies, based on different industrial codes, have reported. The fact that White males featured predominantly in depictions of employees on firm websites may influence who applies for positions in financial advisory firms. This signaling pattern may also indicate hiring preferences among firm owners and managers. Results have implications for firms that wish to recruit and retain a diverse workforce