Low energy proton-proton scattering in effective field theory

Low energy proton-proton scattering is studied in pionless effective field theory. Employing the dimensional regularization and MS-bar and power divergence subtraction schemes for loop calculation, we calculate the scattering amplitude in 1S0 channel up to next-to-next-to leading order and fix low-energy constants that appear in the amplitude by effective range parameters. We study regularization scheme and scale dependence in separation of Coulomb interaction from the scattering length and effective range for the S-wave proton-proton scattering.Comment: 23 pages, 6 eps figures, revised considerably, accepted for publication in Phys. Rev.

What you do depends on where you are: Understanding how domestic and expatriate work requirements depend upon cultural context

Abstract To empirically address the importance of the cultural context for successful assignments, we conducted two studies using a large sample of public-sector US professionals working in comparable jobs in 156 different countries. The results provided direct evidence that social and perceptual skill, reasoning ability, and adjustment-and achievement-orientation personality requirements are higher in expatriate assignments, which has implications for pre-departure selection. Also, the results partly supported the hypothesis that expatriates are required to adjust their behavior to be consistent with the local cultural values, which has implications for post-arrival behavioral training

Social Networks, Personal Values, and Creativity: Evidence for Curvilinear and Interaction Effects

Taking an interactional perspective on creativity, the authors examined the influence of social networks and conformity value on employees' creativity. They theorized and found a curvilinear relationship between number of weak ties and creativity such that employees exhibited greater creativity when their number of weak ties was at intermediate levels rather than at lower or higher levels. In addition, employees' conformity value moderated the curvilinear relationship between number of weak ties and creativity such that employees exhibited greater creativity at intermediate levels of number of weak ties when conformity was low than when it was high. A proper match between personal values and network ties is critical for understanding creativity.Psychology, AppliedManagementSSCI0ARTICLE61544-15529

Expatriate Assignments: Understanding the Skill, Ability, Personality, and Behavioral Requirements of Working Abroad

It is often assumed that adjustment to the local working environment is essential for expatriate assignments. As such, it is surprising there is little empirical research identifying how skill, ability, and personality requirements might differ between expatriate and domestic jobs and how cultural values are related to expatriate behaviors. In a large sample of professionals (N = 1,312) working in comparable jobs in 156 different countries, we found higher social and perceptual skill requirements in expatriate jobs. In two sub-samples (n = 420 and 468), we found that expatriate jobs also have higher reasoning ability and adjustment and achievement orientation personality requirements than domestic jobs. We also found that expatriate behavioral requirements vary in theoretically meaningful ways with the host country\u27s culture

Cognitive Team Diversity and Individual Team Member Creativity: A Cross-Level Interaction

We theorized and tested the conditions under which cognitive team diversity is positively related to individual team member creativity. Hierarchical linear modeling results using 316 employees on 68 teams from Chinese companies indicated that a team member's creative self-efficacy moderated the relationship between cognitive team diversity and individual creativity: this relationship was positive only when creative self-efficacy was high. Further, “transformational leadership” moderated the relationship in such a way that cognitive team diversity was positively related to individual creativity only when transformational leadership was high

How Team-Level and Individual-Level Conflict Influences Team Commitment: A Multilevel Investigation

We investigate how two different types of conflict (task conflict and relationship conflict) at two different levels (individual-level and team-level) influence individual team commitment. The analysis was conducted using data we collected from 193 employees in 31 branch offices of a Korean commercial bank. The relationships at multiple levels were tested using hierarchical linear modeling (HLM). The results showed that individual-level relationship conflict was negatively related to team commitment while individual-level task conflict was not. In addition, both team-level task and relationship conflict were negatively associated with team commitment. Finally, only team-level relationship conflict significantly moderated the relationship between individual-level relationship conflict and team commitment. We further derive theoretical implications of these findings