Evolution of the progenitor binary of V1309 Scorpii before merger

It was recently demonstrated that the eruption of V1309 Sco was a result of a merger of the components of a cool contact binary. We computed a set of evolutionary models of the detached binaries with different initial parameters to compare it with pre-burst observations of V1309 Sco. The models are based on our recently developed evolutionary model of the formation of cool contact binaries. The best agreement with observations was obtained for binaries with initial masses of 1.8-2.0 solar masses and initial periods of 2.5-3.1 d. The evolution of these binaries consists of three phases: at first the binary is detached and both components lose mass and angular momentum through a magnetized wind. This takes almost two thirds of the total evolutionary lifetime. The remaining third is spent in a semi-detached configuration of the Algol-type, following the Roche-lobe overflow by the initially more massive component. When the other component leaves the main sequence and moves toward the giant branch, a contact configuration is formed for a short time, followed by the coalescence of both components.Comment: 5 pages, 1 figure, Astronomy and Astrophysics, in prin

Low and intermediate-mass close binary evolution and the initial - final mass relation

Using Eggleton's stellar evolution code, we carry out 150 runs of Pop I binary evolution calculations, with the initial primary mass between 1 and 8 solar masses the initial mass ratio between 1.1 and 4, and the onset of Roche lobe overflow (RLOF) at an early, middle, or late Hertzsprung-gap stage. We assume that RLOF is conservative in the calculations, and find that the remnant mass of the primary may change by more than 40 per cent over the range of initial mass ratio or orbital period, for a given primary mass. This is contrary to the often-held belief that the remnant mass depends only on the progenitor mass if mass transfer begins in the Hertzsprung gap. We fit a formula, with an error less than 3.6 per cent, for the remnant (white dwarf) mass as a function of the initial mass of the primary, the initial mass ratio, and the radius of the primary at the onset of RLOF. We also find that a carbon-oxygen white dwarf with mass as low as 0.33 solar masses may be formed if the primary's initial mass is around 2.5 solar masses.Comment: 7 pages for main text, 11 pages for appendix (table A1), 12 figure

Optimizing optical Bragg scattering for single-photon frequency conversion

We develop a systematic theory for optimising single-photon frequency conversion using optical Bragg scattering. The efficiency and phase-matching conditions for the desired Bragg scattering conversion as well as spurious scattering and modulation instability are identified. We find that third-order dispersion can suppress unwanted processes, while dispersion above the fourth order limits the maximum conversion efficiency. We apply the optimisation conditions to frequency conversion in highly nonlinear fiber, silicon nitride waveguides and silicon nanowires. Efficient conversion is confirmed using full numerical simulations. These design rules will assist the development of efficient quantum frequency conversion between multicolour single photon sources for integration in complex quantum networks.Comment: 9 pages, 14 figure

Fairness of performance evaluation procedures and job satisfaction: the role of outcome-based and non-outcome based effects

Prior management accounting studies on fairness perceptions have overlooked two important issues. First, no prior management accounting studies have investigated how procedural fairness, by itself, affects managers' job satisfaction. Second, management accounting researchers have not demonstrated how conflicting theories on procedural fairness can be integrated and explained in a coherent manner. Our model proposes that fairness of procedures for performance evaluation affects job satisfaction through two distinct processes. The first is out-come-based through fairness of outcomes (distributive fairness). The second is non-outcome-based through trust in superior and organisational commitment. Based on a sample of 110 managers, the results indicate that while procedural fairness perceptions affect job satisfaction through both processes, the non-outcome-based process is much stronger than the outcome-based process. These results may be used to develop a unified theory on procedural fairness effects