Comment on ``Local dimer-adatom stacking fault structures from 3x3 to 13x13 along Si(111)-7x7 domain boundaries''

Zhao et al. [Phys.Rev.B 58, 13824 (1998)] depicted several atomic structures of domain boundaries on a Si(111) surface and criticized the article by the present author and the co-workers. I will point out that their criticism is incorrect and their structure models have no consistency.Comment: 2 pages. Physical Review B, to appea

Comment on "Quantum Teleportation of Eight-Qubit State via Six-Qubit Cluster State"

Recently, Zhao et al., (Int. J. Theor. Phys. 57, 516-522 (2018)) have proposed a scheme for quantum teleportation of an eight-qubit quantum state using a six qubit cluster state. In this comment, it's shown that the quantum resource (multi-partite entangled state used as the quantum channel) used by Zhao et al., is excessively high and the task can be performed using any two Bell states as the task can be reduced to the teleportation of an arbitrary two qubit state. Further, a trivial conceptual mistake made by Zhao et al., in the description of the quantum channel has been pointed out. It's also mentioned that recently a trend of proposing teleportation schemes with excessively high quantum resources has been observed and the essence of this comment is applicable to all such proposals.Comment: It is shown that teleportation of multi qubit-states can be done using Bell state

Poster Session 2 - Conservation and Ecosystem Services

93 Testing the “density-benefit” relationships for invasive alien species: does black rat density influence their role as pollinators? Amelia Saul, Charlotte Taylor, Peter B. Banks 94 Habitat preferences of small mammal species distributed in the eastern Black Sea region in Turkey Safak Bulut, Burak Akbaba, Ahmet Karatas 95 Coarse woody debris in home ranges of bank vole Myodes glareolus Emilia Kielan, Elżbieta Jancewicz 96 A review of methods for studying the seed-rodent interaction Hongjun Li, Haifeng Gu, Zhibin Zhang 97 When will beavers build a dam? A study in Belgian lowland Kristijn Swinnen, Anneleen Rutten, Jan Nyssen, Herwig Leirs 98 The effect of urbanization on the growth indices and parasite infestation of wild brown rats, Rattus norvegicus Jundong Tian, Linyue Li, Mengzhen Li, Wenjing Li, Zongliang Jiang, Yingshen Zhao, Jiqi Lu 99 Intraspecific pilferage and pilferage avoidance in Sciurotamias davidianus Zhiyong Wang, Guangchuan Huang, Hongmao Zhang 100 Manipulation of plants based on seed survival rates: complex spatial patterns delay seed retrieval in rodents Lijie Zhao, Nannan Yao, Yifeng Zhang, Jiqi Lu93 Testing the “density-benefit” relationships for invasive alien species: does black rat density influence their role as pollinators? Amelia Saul, Charlotte Taylor, Peter B. Banks 94 Habitat preferences of small mammal species distributed in the eastern Black Sea region in Turkey Safak Bulut, Burak Akbaba, Ahmet Karatas 95 Coarse woody debris in home ranges of bank vole Myodes glareolus Emilia Kielan, Elżbieta Jancewicz 96 A review of methods for studying the seed-rodent interaction Hongjun Li, Haifeng Gu, Zhibin Zhang 97 When will beavers build a dam? A study in Belgian lowland Kristijn Swinnen, Anneleen Rutten, Jan Nyssen, Herwig Leirs 98 The effect of urbanization on the growth indices and parasite infestation of wild brown rats, Rattus norvegicus Jundong Tian, Linyue Li, Mengzhen Li, Wenjing Li, Zongliang Jiang, Yingshen Zhao, Jiqi Lu 99 Intraspecific pilferage and pilferage avoidance in Sciurotamias davidianus Zhiyong Wang, Guangchuan Huang, Hongmao Zhang 100 Manipulation of plants based on seed survival rates: complex spatial patterns delay seed retrieval in rodents Lijie Zhao, Nannan Yao, Yifeng Zhang, Jiqi L

Psychological Contract Breach

What is psychological contract breach? A psychological contract is defined as “individual beliefs, shaped by the organization, regarding terms of an exchange agreement between individuals and their organization” (Rousseau, 1995, p. 9, as cited in Zhao, Wayne, Glibkowski, & Bravo, 2007, p. 649). Psychological contracts do not necessarily involve legal contracts; they reflect promissory expectations that are the upshot of perceived implicit or explicit promises by one’s employer (Robinson, Kraatz, & Rousseau, 1996, p. 575). By extension, a psychological contract breach is an employee’s perception that their employer has failed to fulfill promises or expectations (Zhao et al., 2007). A breach is distinguished from a violation; the former reflects a cognitive assessment that identifies the failure, while a violation reflects the affective and emotional state that results from a breach. The term psychological contract fulfillment is considered an interchangeable concept with psychological contract breach, although the nature of the relationship is reversed. Psychological contract breach can be transactional or relational in nature (Rousseau, 1990). A transactional breach refers to concrete, “monetizable exchanges over a limited period of time (e.g., obligations about high pay and merit pay)” whereas a relational breach is composed of “longterm exchanges that maintain the employee-employer relationship (e.g., obligations about personal support and a meaningful job)” (Zhao et al., 2007, p. 657). Psychological contract breach can be measured in a variety of ways using: 1) a singular, global measure (e.g., whether or not all promises made during hiring have been fulfilled); 2) a composite measure, using multiple questions to constitute a measure (e.g., whether or not promised training, pay, advancement opportunities, and/or job security have been realized); or 3) using a weighted composite measure, where individuals can indicate what type of breach occurred and indicate, using a Likert scale, their perspective on the relative importance of each factor (Zhao et al., 2007). Composite measures can explore nuanced aspects of breach compared to a singular, global query. However, composite measures often cannot be generalized across work environments, and individuals are unlikely to weight the importance of component items equally (Zhao et al., 2007). Although weighted approaches enable a prioritization of factors, they are typically still dependent on a predetermined list that may not identify factors of importance to every individual (Zhao et al., 2007). September 10, 2020 Why is psychological contract breach important? Psychological contract breach is important because it is associated with affective reactions, work attitudes, and employee effectiveness. It has strong, positive associations with affective reactions such as psychological contract violation and mistrust toward management (Zhao et al., 2007). Psychological contract breach has a strong negative association with job satisfaction, a moderate negative association with organizational commitment, and a moderate positive association with intention to leave (Zhao et al., 2007). With respect to more tangible work behaviors, such as organizational citizenship behavior (i.e., elective behaviors that benefit the organization, such as voluntarily helping others; Organ, 1988) and in-role performance, psychological contract breach has modest negative correlations (Zhao et al., 2007). Affect, in turn, mediates breach’s relationship with work attitudes and individual effectiveness (Zhao et al., 2007). Although psychological contract breach is moderately associated with intent to leave, it is not associated with actual turnover (Zhao et al., 2007). The type of breach (transactional vs. relational) matters, too, but it depends on the outcome being examined. Transactional breaches have a stronger association with organizational commitment compared to relational breaches (Zhao et al., 2007). On the other hand, compared to transactional breaches, relational breaches have a stronger association with job satisfaction, turnover intentions, and organizational citizenship behavior (Zhao et al., 2007). How can psychological contract breach be reduced? Although there are associations between psychological contract breach and many outcomes, the research to date is correlational; thus, no conclusions about causation can be made. We have much to learn about how psychological contract breach works in tandem with other personal and professional dynamics, such as which comes first—one’s perceptions of breach or affective emotional proclivities that make one more likely to perceive breach? Still, to reduce the likelihood of a psychological contract breach, managers could: (a) avoid unrealistic promises during recruitment, socialization, and routine work interactions; (b) attend to promises made; and (c) carefully assess their employees’ needs and make sincere efforts at fulfilling obligations, as long as the psychological contract held by employees is reasonable. QIC-WD Takeaways ► Psychological contract breach has strong, positive associations with affective reactions such as psychological contract violation and mistrust toward management. ► Psychological contract breach has a strong negative association with job satisfaction, a moderate negative association with organizational commitment, and a moderate positive association with intention to leave. ► With respect to more tangible work behaviors, such as organizational citizenship and in role performance, psychological contract breach has modest negative correlations. ► Affect, in turn, mediates breach’s relationship with work attitudes and individual effectiveness. ► Although psychological contract breach has an association with intent to leave, it is not associated with actual turnover. ► Transactional breaches have a stronger association with organizational commitment compared to relational breaches. ► Compared to transactional breaches, relational breaches have a stronger association with job satisfaction, turnover intentions, and organizational citizenship behavior. ► To reduce the likelihood of a psychological contract breach, managers could: (a) avoid unrealistic promises during recruitment, socialization, and routine work interactions; (b) attend to promises made; and (c) carefully assess their employees’ needs and make sincere efforts at fulfilling obligations, as long as the psychological contract held by employees is reasonable

The number of independent sets in a graph with small maximum degree

Let ${\rm ind}(G)$ be the number of independent sets in a graph $G$. We show that if $G$ has maximum degree at most $5$ then $${\rm ind}(G) \leq 2^{{\rm iso}(G)} \prod_{uv \in E(G)} {\rm ind}(K_{d(u),d(v)})^{\frac{1}{d(u)d(v)}}$$ (where $d(\cdot)$ is vertex degree, ${\rm iso}(G)$ is the number of isolated vertices in $G$ and $K_{a,b}$ is the complete bipartite graph with $a$ vertices in one partition class and $b$ in the other), with equality if and only if each connected component of $G$ is either a complete bipartite graph or a single vertex. This bound (for all $G$) was conjectured by Kahn. A corollary of our result is that if $G$ is $d$-regular with $1 \leq d \leq 5$ then $${\rm ind}(G) \leq \left(2^{d+1}-1\right)^\frac{|V(G)|}{2d},$$ with equality if and only if $G$ is a disjoint union of $V(G)/2d$ copies of $K_{d,d}$. This bound (for all $d$) was conjectured by Alon and Kahn and recently proved for all $d$ by the second author, without the characterization of the extreme cases. Our proof involves a reduction to a finite search. For graphs with maximum degree at most $3$ the search could be done by hand, but for the case of maximum degree $4$ or $5$, a computer is needed.Comment: Article will appear in {\em Graphs and Combinatorics

The origin of noncommutativity?

Consistent boundary Poisson structures for open string theory coupled to background $B$-field are considered using the new approach proposed in hep-th/0111005. It is found that there are infinitely many consistent Poisson structures, each leads to a consistent canonical quantization of open string in the presence of background $B$-field. Consequently, whether the $D$-branes to which the open string end points are attached is noncommutative or not depends on the choice of a particular Poisson structure.Comment: Revtex4, published versio