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Due to linear structure, linear switched flux permanent magnet machines (LSFPMMs) also may have odd pole primary, such as 9, 15, 21, etc., without unbalanced magnetic force in equivalent rotary machines. The paper aims to discuss these issues.

In order to increase the thrust force density, the influence of some major design parameters, including split ratio, PM thickness, primary slot width and secondary pole width, are investigated by finite element analysis. For reducing the thrust force ripple under on-load condition, the end auxiliary teeth are adopted and their positions are also optimized.

This novel 9/10 primary/secondary poles LSFPMM has high average thrust force and low thrust force ripple by optimization. The results demonstrate that the odd pole primary may be a good candidate for long-stroke linear direct drive application.

A novel 9/10 primary/secondary poles linear switched flux permanent magnet machine is developed in this paper. The similar conclusions could be obtained for other LSFPMMs with odd pole primary.

The purpose of this paper is to propose the complementary design rules, give a quantitative comparison and analyze the force production mechanism of two kinds of primary wound field flux-switching linear (PWFFSL) motors.

PWFFSL motors have the merits of no use of rare-earth magnet, low cost and a wide operation range in which the armature windings and the field windings are all located at the short primary mover and the secondary is very robust. Hence, the PWFFSL motor is ideal for rail transportation systems which need a long stator and a wide speed range. To overcome the disadvantages of the existing PWFFSL motors, new complementary design rules will be proposed. Also, to offer a better PWFFSL motor for the rail transportation systems, it is necessary to investigate different structures of PWFFSL motors and give a comprehensive comparison. To predict the force performance of two kinds of PWFFSL motors with different secondary types, their flux density analysis and force production mechanism will be presented and compared.

The comparison result shows that the PWFFSL motor with toothed secondary can offer larger thrust force, higher force density and higher efficiency, whereas the PWFFSL motor with segmented secondary has the merits of lower force ripple, less use of stator iron, higher power factor and less critical saturation.

Many PWFFSL motors with different primary/secondary pole pitches based on the proposed design principle have not been considered in this paper.

This paper has presented the air-gap flux analysis, proposed the complementary design rules for two kinds of PWFFSL motors with different secondary types and compared the electromagnetic performance of the two motors.

The end-effects is a well-recognized phenomenon occurring in the linear induction motor (LIM) which makes the analysis and control of the LIM with good performance very difficult and can cause additional significant non-linearities in the model. So, the compensation of parameters uncertainties due to these effects in the control system is very necessary to get a robust speed control. The purpose of this paper is to propose a new technique of LIM end-effects estimation using the inverse rotor time constant tuning in order to compensate the flux orientation error in the indirect field-oriented control (IFOC) control law.

First, the dynamic model of the LIM taking into consideration the end-effects based on Duncan model is derived. Then, the IFOC for LIM speed control with end-effects compensation is derived. Finally, a new technique of LIM end-effects estimation is proposed based on the model reference adaptive system (MRAS) theory using the instantaneous active power and the estimated stator currents vector. These estimated currents are obtained through the solution of LIM state equations.

Simulations were carried out in MATLAB/SIMULINK to demonstrate the effectiveness and robustness of LIM speed control with the proposed MRAS inverse rotor time constant tuning to estimate end-effects value. The numerical validation results show that the proposed scheme permits the drive to achieve good dynamic performance, satisfactory for the estimated end-effects of the LIM model and robustness to uncertainties.

The end-effects causes a drop in the magnetizing, primary and the secondary inductance, requiring a more complex LIM control scheme. This paper presents a new approach of LIM end-effect estimation based on the online adaptation and tuning of the LIM inductances. The proposed scheme use the inverse rotor time constant tuning for end-effects correction in LIM vector control block.

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:

The purpose of this paper is to advance the general understanding of the corporate heritage domain. The paper seeks to specify the requisites of corporate heritage and to introduce and explicate the corporate heritage marketing and total corporate heritage communications notions.

As befits an opening article of the first special edition specifically devoted to corporate heritage, this article is largely conceptual in character and draws on the extant literature on corporate heritage brands and identities. In illuminating key points, it also makes reference to extant corporate heritage entities/brands.

A provisional theory of corporate heritage sustainability is articulated, as is the enumeration of key corporate heritage traits. The notions of corporate heritage marketing and total corporate heritage communications are introduced and articulated. Key corporate heritage traits requisites encompass omni‐temporality; institution trait constancy; external/internal tri‐generational hereditary; augmented role identities; ceaseless multigenerational stakeholder utility and unremitting management tenacity. Corporate heritage marketing consists of eight dimensions: corporate heritage character/communications/covenant/conceptualisations/culture/constituencies/custodianship/context. Total corporate heritage communicates consists of primary/secondary/tertiary and legacy communications.

The paper notes the need for assiduous management attention to be accorded to organisations with a bona‐fide corporate heritage. Managers are custodians – as are organisational members guardians – of a corporate heritage. Corporate heritage institutions because they are sui generis require distinct approaches vis‐à‐vis their preservation and management.

Corporate heritage identities and corporate heritage brands confer not only corporate but also temporal, territorial, social, cultural and ancestral identities to multi‐generational groups of customers and other stakeholders. As such, they are of importance not only as corporate entities but also as perennial social identities as well. This is of importance to policy makers, managers and owners of corporate heritage identities and corporate heritage brands.

The unveiling of corporate heritage marketing and of total corporate heritage communications perspective and the articulation of key corporate heritage entity traits is original and is of value to corporate communications/corporate marketing scholars and practitioners alike.

This research examines higher education developments within transitory democratic spaces, using Tunisia as a case study. A document analysis of higher education policies in Tunisia shows a shift from an internal process of Tunisification to a focus on prescriptive global educational agendas. In examining higher education reforms during the past three decades in Tunisia, we attempt to understand the role of higher education in aiding and abiding the “Arab democracy deficit” through policies imposed upon the system through strict state intervention. We describe how higher education structures came to be, how policies were created, and detail how the issues and challenges stemming from higher education helped spread sentiments for the Tunisian Jasmine Revolution. Finally, we examine a lack of convergence, which enabled students to galvanize to overthrow a government criticized for its corruption and policy failures.

This study investigates the relationship between police officer's willingness to use Employee Assistance Program (EAP) and their perceptions about stress and help-seeking in policing, considering the effect of gender and ethnicity in this association.

A survey of 431 Illinois police officers is used to measure officer's perceptions about help-seeking and organizational stressors. The conditional PROCESS modeling (Hayes, 2012) was employed to analyze the hypothesized mediation model. The ANOVA test was used to determent the effect of gender and ethnicity on organizational stressors in policing.

Findings suggest police officer's willingness to use EAP is shaped by the perceived negative effect of stress on promotion through the mediator, confidence in their departments to receive adequate assistance, with noticeable gender and ethnic differences. The analysis demonstrated that female police officers feel stressed because of unfair promotional opportunities and poor relationships with supervisors. Female police officers are less willing to apply for the EAP services to mitigate stress than male police officers. The findings reveal that ethnicity is a significant predictor of the police officers' willingness to apply for EAP services to mitigate stress.

The current study is limited by its focus on only one police department located in the Illinois, USA. This may limit the generalizability of the results. The cross-sectional nature of data used to draw conclusions and variation in departments' characteristics and compositions could influence results.

The research has practical implications for those who are interested to understand organizational stressors and perceptions on help-seeking in policing. This study provides suggestions for police administrators to make effort in creating more sensitive working environment to reduce stressors for female police officers and representatives of ethnic groups.

The research unveils the significance of officer's confidence in their departments in modifying their willingness to use EAP, revealing the effect of organizational stressors on confidence. The study adds empirical evidence to existing research on impact of gender and ethnicity on their willingness to use EAP.

The purpose of this paper involves evaluating the impact of coopetition on the innovation activities and innovation performance of companies.

The study deployed data from the Community Innovation Survey – CIS 2012 and subject to the application of different multivariate statistical analysis processes.

The authors furthermore conclude that coopetition and the transfer of knowledge to and from competitors generates a statistically significant positive impact on company innovation-related activities and performance.

This work enriches the theory of innovation from the perspectives of game-theoretic strategic and resource theory approach. Moreover, the findings provide several recommendations for managers to effectively conduct firm’s coopetition strategy on innovation performance.