Gravitational Waves from The Newtonian plus H\'enon-Heiles System

In this work we analyze the emission of gravitational waves from a gravitational system described by a Newtonian term plus a H\'enon-Heiles term. The main concern is to analyze how the inclusion of the Newtonian term changes the emission of gravitational waves, considering its emission in the chaotic and regular regime.Comment: 10 pages, RevTex, three PS figures, to be published in Phys.Lett.

Chaotic Emission from Electromagnetic Systems Considering Self-Interaction

The emission of electromagnetic waves from a system described by the H\'enon-Heiles potential is studied in this work. The main aim being to analyze the behavior of the system when the damping term is included explicitly into the equations of motion. Energy losses at the chaotic regime and at the regular regime are compared. The results obtained here are similar to the case of gravitational waves emission, as long we consider only the energy loss. The main difference being that in the present work the energy emitted is explicitly calculated solving the equation of motion without further approximations. It is expected that the present analysis may be useful when studying the analogous problem of dissipation in gravitational systems.Comment: Typos in Refs. corrected. Other minor change

Education, organizational commitment, and rewards within Japanese manufacturing companies in China

Purpose: The purpose of this paper is to investigate the relationship between organizational commitment (OC) and extrinsic, intrinsic, and social rewards, among employees who work for Japanese manufacturing companies in China. Design/methodology/approach: Hierarchical regression analysis was utilized to examine survey data obtained from 27, 854 employees, who work for 64 Japanese manufacturing companies in China. Findings: The findings demonstrate that the variables measuring extrinsic, social, and intrinsic rewards were strongly related to OC, suggesting that the antecedents of OC in Japanese companies are different from those in other kinds of corporations in China and the West. A further comparison between university graduates and other employees showed that for graduates, extrinsic and intrinsic rewards had a stronger influence on OC than social rewards, compared to non-graduates. Research limitations/implications: This study used self-report data from individual respondents, which may have resulted in common method bias. Future research might consider including supervisor-rated scales to strengthen the study design and reduce common method bias. Practical implications – As Japanese companies in China have both Western and Chinese characteristics, they often utilize balanced human resources management (HRM) practices. To enhance their employees’ OC, especially those with less formal education, it is most effective to focus not only on some particular rewards but also on more varieties of rewards. However, balanced HRM may not be equally effective for enhancing the OC of university graduates, who prefer to obtain more extrinsic and intrinsic rewards and fewer social rewards. As Japanese companies are sometimes said to be less attractive workplaces, especially for university graduates, the results of this study could help HR professionals revise their HRM strategies and employ workers who can contribute to their Chinese branches on a long-term basis. Originality/value: This research investigates how employees of Japanese companies in China could have higher OC, by focusing on the difference between university graduates and non-graduates and utilizing a large volume of their opinion data

Organizational commitment, rewards and education in the Philippines

Purpose: The theory of organizational commitment (OC) was originally developed in the context of Western societies. Therefore, its application to a non-Western country may be easier and more successful if that country’s society has been historically influenced by Western cultures. Based on this understanding, this paper aims to investigate the relationship between OC and rewards among employees in one of East Asia’s developing countries most significantly influenced by Western cultures. Design/methodology/approach: Hierarchical regression analysis was conducted using survey data obtained from 2, 363 employees working for 11 Japanese manufacturing companies in the Philippines. Findings – The paper revealed that the variables measuring intrinsic rewards were strongly related to OC than extrinsic and social rewards, suggesting that the antecedents of OC in the Philippines resemble more closely those found in the west than in the east. This tendency was found to be stronger for university graduates, whose OC is influenced more significantly by intrinsic rewards and less by social rewards, compared to that of non-graduates. Research limitations/implications: The major limitation concerns reliability. This study used selfreport data from individual respondents; this may result in common method bias relationships between variables being inflated. Practical implications: The results of this study could support the revision of human resource management practices, enabling workers to contribute to their companies on a long-term basis in countries where Western cultures have influenced employees’ mindsets and attitudes. Originality/value: Intrinsic rewards impact OC more than other rewards in the Philippines due to its history of Westernization and recent industrialization. This research is the first, to the best of the author’s knowledge, to verify this assumption, and should assist managers of companies in the Philippines, and perhaps, in other developing countries influenced by Western cultures, in formulating strategies to foster high levels of OC among their employees