Adhesion between atomically clean metallic surfaces final report

Adhesion between atomically clean metallic surfaces - surface energy and bondin

Adhesion between atomically pure metallic surfaces, part iv semiannual report no. 2

Experimental investigation of physical adhesion, measurement of contact area during adhesion process, and effect of adsorbed or impurity species on metal-metal bondin

Adhesion between atomically clean surfaces

Adhesion mechanisms between solid metal surface

Difference Methods for Boundary Value Problems in Ordinary Differential Equations

A general theory of difference methods for problems of the form Ny ≡ y' - f(t,y) = O, a ≦ t ≦ b, g(y(a),y(b))= 0, is developed. On nonuniform nets, t_0 = a, t_j = t_(j-1) + h_j, 1 ≦ j ≦ J, t_J = b, schemes of the form N_(h)u_j = G_j(u_0,•••,u_J) = 0, 1 ≦ j ≦ J, g(u_0,u_J) = 0 are considered. For linear problems with unique solutions, it is shown that the difference scheme is stable and consistent for the boundary value problem if and only if, upon replacing the boundary conditions by an initial condition, the resulting scheme is stable and consistent for the initial value problem. For isolated solutions of the nonlinear problem, it is shown that the difference scheme has a unique solution converging to the exact solution if (i) the linearized difference equations are stable and consistent for the linearized initial value problem, (ii) the linearized difference operator is Lipschitz continuous, (iii) the nonlinear difference equations are consistent with the nonlinear differential equation. Newton’s method is shown to be valid, with quadratic convergence, for computing the numerical solution

Pressure regulating system Patent

Pressure regulating system with high pressure fluid source, adapted to maintain constant downstream pressur

Adhesion between atomically pure metallic surfaces Final report

Metallic adhesion from compression loads resulting in plastic deformatio

Adhesion between atomically pure metallic surfaces, part 4 Semiannual report

Adhesion between atomically pure metal surface

Adhesion between automatically pure metallic surfaces, part 4 Semiannual report

Contact resistance measurements to determine adhesion between atomically pure metallic surface

Markets, Networks and Internal Mobility: The Allocation of Human Resources Within Contemporary Organizations

Despite the fact that more than half of all jobs are filled internally, we know surprisingly little about the organizational process used to facilitate internal mobility. This dissertation addresses this gap by examining the different ways by which current employees are allocated to new jobs within organizations. Using personnel records and job application data from a large services organization, I examine how posting and sponsorship â?? the two mostly commonly used internal hiring processes â?? shape outcomes of importance to firms and workers. Posting is a formal, market-oriented process in which a manager posts a job and interested employees apply. Sponsorship is an informal, relationship-oriented process in which a manager fills a job with a candidate known through a personal connection. In the first study, I examine how posting and sponsorship shape value creation and capture, arguing that while posting will generate higher quality of internal hires by helping managers overcome challenges associated with identifying and evaluating internal candidates, the competitive nature of the process will lead workers to negotiate for higher salaries, limiting the value a firm is able to capture through improved decision-making. Consistent with these arguments, I find that posting results in better hires but at a higher cost, highlighting important tradeoffs associated with allocating human capital formally though markets or informally through managerial networks. In the second study, I examine how posting and sponsorship shape the organizational careers of women, arguing that posting has the potential to reduce gender inequalities in advancement and pay by overcoming structural barriers imposed by job segregation and minimizing gender differences in negotiating behaviors. I also argue, however, that the posting process is gendered in such a way as to discourage women from applying for posted jobs. In finding empirical support for these arguments, this study highlights how the ability of organizational processes to remediate gender inequalities depends on the extent to which they account for both gender differences in structural constraints and gender differences in preferences and behaviors. Packaged together, these studies provide a more complete understanding of the mechanisms facilitating worker mobility in contemporary labor markets