Gamma ray spectra simulation and optimization in neutron activation analysis

A software package for the simulation of neutron activation spectra has been developed. The simulation of the 14 MeV neutron activation gamma ray spectra has been carried out both for cyclic and conventional modes. The simulation allows the prediction of the optimum parameters for a low level of detection. The parameters are irradiation, counting and decay times. The simulation was based on an accurate calculation of various parameters such as the photoelectric yield, detector efficiency and background estimation. Compton effect, single and double escape are also taken into account. This software was extensively tested using the IAEA certified material Sll lake sediment and AI(OH)3 chemical standard. A high agreement between the theoretical simulated spectra and those measured is obtained. The second part of the package implements the optimization of the timing parameters. The Monte Carlo method was used to search within a constrained time space for the optimum condition resulting in the lowest detection limit for a given reaction. In order to illustrate the validity of the optimisation routine, sodium is determined in SL1 using the reaction 23Na(n,u)20F

The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry

South East Asian petroleum retailers are under considerable pressure to improve service quality by reducing turnover. An empirical methodology from this industry determined the extent to which job characteristics, training opportunities, age and salary influenced the level of job satisfaction, an indicator of turnover. Responses are reported on a random sample of 165 site employees (a 68% response rate) of a Singaporean retail petroleum firm. A restricted multivariate regression model of autonomy and training opportunities explained the majority (35.4%) of the variability of job satisfaction. Age did not moderate these relationships, except for employees >21 years of age, who reported enhanced job satisfaction with additional salary. Human Capital theory, Life Cycle theory and Job Enrichment theory are invoked and explored in the context of these findings in the South East Asian retail petroleum industry. In the South East Asian retail petroleum industry, jobs providing employees with the opportunity to undertake a variety of tasks that enhanced the experienced meaningfulness of work are likely to promote job satisfaction, reduce turnover and increase the quality of service

An Asian perspective on the influence of Age, Job Characteristics and Training Opportunities on Job Satisfaction

This study reports on the responses of 165 site staff of a reputed Singaporean retail petroleum company. Links are explored between a conceptual framework consisting of the impact of Job Characteristics on Job Satisfaction, Training Opportunities on Job Satisfaction, and the role of Age as a mediator between these variables. Multiple regression analysis was used to investigate which variables best predict Job Satisfaction as an outcome variable. A full regression multivariate model consisting of Job Characteristics variables (operationalized in terms of Skill Variety, Autonomy, Task Identity and Task Feedback), Training Opportunities, and Age groups explained 39.8% of the variability in the dependent variable Job Satisfaction. A restricted model consisting of Training Opportunities and Autonomy explained the bulk (35.4%) in the variability of the outcome variable Job Satisfaction. Both graphical analysis using a side-by-side box plots and ANOVA was used to test the way in which the mean of the investigated variables are affected by each of five age groups. The results revealed no evidence of significant difference in the variables’ means among age groups with Age accounting for less than 1.5% of variance in the proposed model. While the findings provide strong empirical support for Autonomy and Training Opportunities as an important predictor of Job Satisfaction, Age itself was not found to moderate the relationships between the linkages. Future research could productively identify the relative contribution of specific formal and informal Training Opportunities, and the relative contribution of performance-based incentive schemes and other motivational strategies for employee Job Satisfaction

Assessment of the state of pollution by heavy metals in the surficial sediments of Algiers Bay

Sediment samples were collected at 33 stations from Algiers Bay to determine potential sources of pollution. The analyses were made with X-ray ¯uorescence (XRF). The results give information about the level of concentrations for Cr, Mn, Fe, Cu, Zn and Pb. Except for Mn and Fe which present a particular distribution (unrelated to the sedimentary facies), the distribution of the different heavy metals is irregular and depends on the bay morphology. The level of pollution by heavy metals of the bottom sediments in Algiers Bay has been shown to be significant compared with that of Surkouf, considered to be a region with low anthropogenic activity. Comparison with previous studies shows: no dependence of the assignation of Mn and Fe on sedimentary facies; high concentration of Cu, Pb and Zn in the vases and high concentration of Cr in the sands with a fine fraction between 50% and 75%

The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry

South East Asian petroleum retailers are under considerable pressure to improve service quality by reducing turnover. An empirical methodology from this industry determined the extent to which job characteristics, training opportunities, age and salary influenced the level of job satisfaction, an indicator of turnover. Responses are reported on a random sample of 165 site employees (a 68% response rate) of a Singaporean retail petroleum firm. A restricted multivariate regression model of autonomy and training opportunities explained the majority (35.4%) of the variability of job satisfaction. Age did not moderate these relationships, except for employees > 21 years of age, who reported enhanced job satisfaction with additional salary. Human Capital theory, Life Cycle theory and Job Enrichment theory are invoked and explored in the context of these findings in the South East Asian retail petroleum industry. In the South East Asian retail petroleum industry, jobs providing employees with the opportunity to undertake a variety of tasks that enhanced the experienced meaningfulness of work are likely to promote job satisfaction, reduce turnover and increase the quality of service. © 2013 Taylor & Francis

Application of X-ray fluorescence spectrometry in assessment of environmental pollution

A conventional X-ray fluorescence (XRF) method as well as total reflection XRF have been applied to the analysis of various environmental materials. Some methodological changes in order to extend the applicability range and improve the accuracy of the XRF analysis are also discussed

An Asian perspective on the influence of age, job characteristics and training opportunities on job satisfaction

This study reports on the responses of 165 site staff of a reputed Singaporean retail petroleum company. Links are explored between a conceptual framework consisting of the impact of Job Characteristics on Job Satisfaction, Training Opportunities on Job Satisfaction, and the role of Age as a mediator between these variables. Multiple regression analysis was used to investigate which variables best predict Job Satisfaction as an outcome variable

An Asian perspective on the influence of age, job characteristics and training opportunities on job satisfaction

This study reports on the responses of 165 site staff of a reputed Singaporean retail petroleum company. Links are explored between a conceptual framework consisting of the impact of Job Characteristics on Job Satisfaction, Training Opportunities on Job Satisfaction, and the role of Age as a mediator between these variables. Multiple regression analysis was used to investigate which variables best predict Job Satisfaction as an outcome variable. A full regression multivariate model consisting of Job Characteristics variables (operationalized in terms of Skill Variety, Autonomy, Task Identity and Task Feedback), Training Opportunities, and Age groups explained 39.8% of the variability in the dependent variable Job Satisfaction. A restricted model consisting of Training Opportunities and Autonomy explained the bulk (35.4%) in the variability of the outcome variable Job Satisfaction. Both graphical analysis using a side-by-side box plots and ANOVA was used to test the way in which the mean of the investigated variables are affected by each of five age groups. The results revealed no evidence of significant difference in the variables’ means among age groups with Age accounting for less than 1.5% of variance in the proposed model. While the findings provide strong empirical support for Autonomy and Training Opportunities as an important predictor of Job Satisfaction, Age itself was not found to moderate the relationships between the linkages. Future research could productively identify the relative contribution of specific formal and informal Training Opportunities, and the relative contribution of performance-based incentive schemes and other motivational strategies for employee Job Satisfaction

Selenium content in wheat and estimation of the selenium daily intake in different regions of Algeria

In this work, we have measured the selenium content in wheat produced locally in eight different regions of Algeria from east to west, and we have established the annual consumption of selenium for five socio-professional categories. Instrumental neutron activation analysis is used. The selenium levels in wheat samples varied from 21 (Tiaret) to 153 mu g/kg (Khroub), with a mean value about 52 mu g/kg. The mean of selenium daily consumption from ingestion of wheat per person in the eight regions varied from 32 to 52 mu g/day which is close to the minimal FAO recommendation