Compton scattering beyond the impulse approximation

We treat the non-relativistic Compton scattering process in which an incoming photon scatters from an N-electron many-body state to yield an outgoing photon and a recoil electron, without invoking the commonly used frameworks of either the impulse approximation (IA) or the independent particle model (IPM). An expression for the associated triple differential scattering cross section is obtained in terms of Dyson orbitals, which give the overlap amplitudes between the N-electron initial state and the (N-1) electron singly ionized quantum states of the target. We show how in the high energy transfer regime, one can recover from our general formalism the standard IA based formula for the cross section which involves the ground state electron momentum density (EMD) of the initial state. Our formalism will permit the analysis and interpretation of electronic transitions in correlated electron systems via inelastic x-ray scattering (IXS) spectroscopy beyond the constraints of the IA and the IPM.Comment: 7 pages, 1 figur

Psychology and aggression

Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/68264/2/10.1177_002200275900300301.pd

Vanpooling: the three major approaches

The manual provides technical assistance to existing or prospective vanpool sponsors. It is designed to help them promote vanpooling in its three major approaches: employer sponsored, third party sponsored, and driver owned and operated. The first chapter is an overview of vanpooling and a second chapter, on vanpool marketing, is addressed to ridesharing coordinators and others whose responsibilities include the promotion of vanpooling. Some fact sheets on the three approaches provide convenient summaries of the needs and opportunities of each approach and suggest solutions to practical problems likely to be encountered in starting new vanpool programs

A personality-based similar-to-me effect in the employment interview: Conscientiousness, affect-versus competence-mediated interpretations, and the role of job relevance

Past research on the employment interview has unearthed a "similar-to-me" effect signaling that rater-applicant similarity on various demographic and attitudinal variables will tend to inflate (bias) rater judgments. This study probes whether a similar-to-me effect hinging on personality dimensions also exists in the employment interview. Results revealed rater-applicant similarity on the study's focal construct - conscientiousness - significantly influences job suitability evaluations. The similar-to-me phenomenon is explored in terms of competence- and affect-based explanations, and a modified paradigm applicable to job-relevant constructs is proposed. Contrary to conventional conceptualizations of the similar-to-me phenomenon, we suggest that the similar-to-me effect does not necessarily reflect rater error; in some cases, rater-applicant similarity may be leveraged to bolster interview validity