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In the modeling of transducers, especially magnetic transducers, hysteresis may affect performance. Hysteresis models have been improved greatly and are capable of modeling a large variety of rate‐independent phenomena, and are capable of describing minor loops. Of these, the most useful are: the Preisach model, the play model, and the stop model. Coupling these purely magnetic models with other phenomena, such as magnetostriction, enhances the model’s usefulness for transducer applications. This paper will discuss the conditions under which these models may be inverted, and for the invertible media, a technique for inverting them.

Considerando da un punto di vista generale e comparativo la importanza e gli sviluppi delle varie località d'interesse turistico, si osserva che quasi dovunque la esistenza di un centro noto e attrezzato, specie quando non si tratti di una località con attrattive qualitativamente limitate (climatica, termale, ecc.), polarizza in una intera zona l'afflusso e la permanenza dei visitatori, e fa si che le altre località minori, se pur dotate di singolari caratteristiche, finiscono per gravitare nella sua orbita, vivendo di luce riflessa, e costituendo, turisticamente parlando, soltanto l'obiettivo e la meta di escursioni e gite o brevissime permanenze; senza acquisire quindi quella necessaria attrezzatura ricettiva che è condizione essenziale per soggiorni più o meno prolungati, apportatori di un adeguato afflusso di mezzi e di attività.

The magnetic modeling of materials has been focused on computing magnetization and forces in devices. With increasing efforts to make energy efficient devices, attention must now be paid to hysteresis losses in magnetizing processes. The purpose of this paper is to discuss the pertinent parameters that determine these losses and a method of identifying them.

A vector model was used that is designed to compute losses correctly, to focus on hysteresis losses in models that compute the same magnetization, but have different losses.

The model computes the same cyclic losses as expected.

The analysis of this paper is limited to isotropic media, but it can be generalized to anisotropic media. The accuracy of the Della Torre, Pinzaglia and Cardelli (DPC) model is also limited.

Once the model has been validated, the designer can minimize the instantaneous as well as the average dissipation. This will permit the design of more reliable devices.

The DPC model used in this work has not been fully explored previously.

By combining structural contingency theory and socio-emotional wealth (SEW) theory, this study aims to identify the organizational determinants of collective performance-related pay (PRP) adoption by examining the interplay between a firm's ownership characteristics (i.e. family or non-family ownership) and other organizational characteristics.

This study adopts a quantitative approach, conducting empirical analyses of a longitudinal dataset of 4,222 Italian companies in the manufacturing sector for 2009–2017. The probability of adopting collective PRP schemes is estimated using the average marginal effects of the probit and linear probability models (LPMs).

The results show that family firms are less likely to adopt collective PRP schemes than non-family firms. Moreover, ceteris paribus, firm characteristics such as size, age and past (firm and labor) productivity are important determinants of firms' adoption of collective incentive pay; however, the significance and magnitude of their effects vary depending on a firm's ownership structure.

This analysis has two major elements of novelty. First, it increases the knowledge of how organizational contingencies differ in family versus non-family contexts regarding pay decisions. Second, it brings new theoretical perspectives to the pay debate by combining structural contingency theory and SEW theory, thus developing new and fertile theoretical grounds for advancing our understanding of the pay determinants. To the best of authors' knowledge, this is one of the first (if any) studies to shed light on collective PRP in family and non-family firms.

This paper sets out to develop analytical solution to the hysteresis, eddy current and excess losses using the T(x) model. Based on Steinmetz' postulation, the losses, represented by the area enclosed by the hysteresis loop, are individually formulated in analytical form. The model is applied to sinusoidal and triangular excitation wave forms.

The equivalent interaction fields introduced into the model represent the losses individually by applying the separation and superposition principle.

Contrary to the presently used models, this model describes the hysteresis loop with its natural sigmoid shape and describes the losses individually in simpler mathematical formulation.

Experimental verification will still be needed as to the accuracy of the model and the applicability to the various magnetic materials.

The model presented here gives a more realistic presentation of the hysteresis loop and by using simpler mathematics than other models it is more accessible to the practical user. At the same time with the easy mathematics and its visual presentation it is a great value to people engaged in theoretical research in the field of magnetics.

In contrast with present magnetic loss models, using almost exclusively MSPM with “flat power” loop or the elliptical equivalent loop approximations, these calculations based on the T(x) model of hysteresis and uses realistic shape for the hysteresis loop, resulting in a simpler mathematical formulation.

Using organization-level data, the purpose of this paper is to investigate whether and how turnover spreads at different job levels (i.e. managers, non-managers) and how vacancy rate and manager span of control precipitate continued turnover.

Organization-level longitudinal data were collected quarterly from 40 Canadian organizations on various HR metrics from 2009 to 2012, totaling 232 observations. The authors used covariate balance propensity score (CBPS) weighting to make stronger causal inferences.

The organization-level data provided limited support for turnover spreading at different job levels. Instead, vacancy rate predicted subsequent non-manager turnover rates, whereas span of control predicted subsequent manager turnover rates.

The implications of this research are twofold. First, to offset continued turnover among non-managers, it may be wise for organizations to fill vacancies promptly, particularly when unfilled positions affect job demands and resources of those who remain. Second, to minimize ongoing manager turnover, organizations may benefit from redesigning work units to have smaller manager-to-employee ratios.

This study adds to the collective turnover literature by demonstrating that organizational factors play a substantive role in predicting continued manager and non-manager turnover. Moreover, by using longitudinal data and CBPS weighting, this research allowed for establishing temporal precedence and greater confidence that these factors play a causal role. Lastly, this research highlights how the factors precipitating collective turnover differ between managers and non-managers.

The purpose of this paper is to examine the influence of human resource management (HRM) reforms on job-related well-being of academics in Chinese universities. It also tests the mediating effect of work intensification (WI) and affective commitment (AC), and the moderating effect of perceived organizational justice (OJ) on the HRM‒well-being relationship to understand the influence mechanisms and boundary conditions.

A questionnaire survey was conducted in 25 Chinese universities, obtaining 638 usable questionnaires. Structural equation modeling (SEM) was used as the analytical technique to examine the model fit and test hypotheses.

The findings reveal that the relationship of HRM and well-being is neither direct nor unconditional, and a win‒win scenario for both management and employee well-being is possible when organizations pursue HRM innovations.

The limitations of this study are that data were collected at once and at a defined time, with no time lag being involved. In addition, all variables were self-reported.

Commitment-oriented HRM practices can create a win‒win scenario; when control-oriented HRM practices are necessary, managers should ensure OJ to offset their negative influence on employees.

This study is among the first to examine the impact of HRM on employee well-being in the context of Chinese higher education, contributing to the limited studies on HRM in Chinese public sector and the on-going debate on the nature of HRM in China.

The use of gradient-based methods in finite element schemes can be prevented by undefined derivatives, which are encountered when modeling hysteresis in constitutive material laws. This paper aims to present a method to deal with this problem.

Non-smooth Newton methods provide a generalized framework for the treatment of minimization problems with undefined derivatives. Within this paper, a magnetostatic finite element formulation that includes hysteresis is presented. The non-linear equations are solved using a non-smooth Newton method.

The non-smooth Newton method shows promising convergence behavior when applied to a model problem. The numbers of iterations for magnetization curves with and without hysteresis are within the same range.

Mathematical tools like Clarke's generalized Jacobian are applied to magnetostatic field problems with hysteresis. The relation between the non-smooth Newton method and other methods for solving non-linear systems with hysteresis like the M(B)-iteration is established.

Small business owners require objective solutions to deal with threats of labour unionisation. This study aims to centre on a novel exploration for improving the leadership acumen of small business owners to address labour unionisation. Specifically, small business owners need a theoretical framework that uses best practices from human resource management (HRM) and industrial relations to provide solutions.

The design, methodology and approach reflect post-modernist epistemological and ontological perspectives for conducting systematic literature reviews. A systematic literature review revealed the relationship between small business owners’ leadership, positive industrial relations and HRM policies and procedures. To identify relevant studies in the review, the utilisation of several databases (EBSCO Database, including PsycINFO and Psych studies; Web of Science) and a mix of ranked journals from entrepreneurship, human resources, leadership and organisational behaviour.

The findings and results in this paper reflect the purpose, methodology and literature analysis culminating in 162,132,000 peer-reviewed studies. A total of 142 peer-reviewed studies met criterion for review. For example, the purpose of this review focused on labour unionisation mitigation for small businesses and HRM solutions. In doing so, the methodology allowed for identification of a novel research topic (i.e. how small business owners mitigate labour unionisation) worthy of further investigation. The sparse findings on labour unionisation mitigation represent small business owners' reticence in creating HRM policies and procedures.

This study contributes research implications for theory and practice by offering small business owners a theoretical framework to address labour unionisation. The framework, centring on HRM solutions, is grounded in social exchange theory to address the novel topic of labour unionisation mitigation in small businesses. This study results suggest that HRM solutions for small business owners provide competitive advantages for employee job satisfaction through a holistic industrial relations approach. In future research, examining other issues discussed in this study can influence the understanding of the relationship between small business owners and industrial relations to increase employee job satisfaction.