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This paper aims to address the performance of different subgrid-scale models (SGS) for hydro- (HD) and magnetohydrodynamic (MHD) channel flows within a collocated finite-volume scheme.

First, the SGS energy transfer is analyzed by a priori tests using fully resolved DNS data. Here, the focus lies on the influence of the magnetic field on the SGS energy transport. Second, the authors performed a series of 18 a posteriori model tests, using different grid resolutions and SGS models for HD and MHD channel flows.

From the a priori analysis, the authors observe a quantitative reduction of the SGS energy transport because of the action of the magnetic field depending on its orientation. The a posteriori model tests show a clear improvement because of the use of mixed-models within the numerical scheme.

This study demonstrates the necessity of improved SGS modeling strategies for magnetohydrodynamic channel flows within a collocated finite-volume scheme.

This paper compares alternative estimation procedures for multi-level factor models which imply blocks of zero restrictions on the associated matrix of factor loadings. We suggest a sequential least squares algorithm for minimizing the total sum of squared residuals and a two-step approach based on canonical correlations that are much simpler and faster than Bayesian approaches previously employed in the literature. An additional advantage is that our approaches can be used to estimate more complex multi-level factor structures where the number of levels is greater than two. Monte Carlo simulations suggest that the estimators perform well in typical sample sizes encountered in the factor analysis of macroeconomic data sets. We apply the methodologies to study international comovements of business and financial cycles.

Building on work that explores the relationship between individual beliefs and ability to recognize discrimination (e.g., Kaiser and Major, 2006), we examine how an adherence to beliefs about gender essentialism, gender egalitarianism, and meritocracy shape one’s interpretation of an illegal act of sexual harassment involving a male supervisor and female subordinate. We also consider whether the role of the gendered culture of engineering (Faulkner, 2009) matters for this relationship. Specifically, we conducted an online survey-experiment asking individuals to report their beliefs about gender and meritocracy and subsequently to evaluate a fictitious but illegal act of sexual harassment in one of two university research settings: an engineering department, a male-dominated setting whose culture is documented as being unwelcoming to women (Hatmaker, 2013; Seron, Silbey, Cech, and Rubineau, 2018), and an ambiguous research setting. We find evidence that the stronger one’s adherence to gender egalitarian beliefs, the greater one’s ability to detect inappropriate behavior and sexual harassment while gender essentialist beliefs play no role in their detection. The stronger one’s adherence to merit beliefs, the less likely they are to view an illegal interaction as either inappropriate or as sexual harassment. We account for respondent knowledge of sexual harassment and their socio-demographic characteristics, finding that the former is more often associated with the detection of inappropriate behavior and sexual harassment at work. We close with a discussion of the transferability of results and policy implications of our findings.

This paper aims to examine the goal, which is to construct a user interface for CERIF‐compatible research management systems in an automated way. The system has to support all data items defined by the CERIF data model. The result of the automated construction is a functioning software system that can be customised according to the specific needs by manual changes in the program code.

The Model‐Driven Architecture (MDA) approach to software engineering is based on the idea of automated construction of software applications based on the model of a system. System modelling usually utilises the Unified Modelling Language (UML). A specific UML profile (extension) used for describing user interface‐related aspects of the system model is defined. It is used to define the behaviour of the user interface in the model itself. By relying on the concept of a standard generic screen form implementing common data management operations and tools for automatic code generation it is possible to obtain a fully functional software application that is completely defined by the system model.

A proposal of an automated user interface construction method for CERIF‐compatible research management systems is defined. The proposed application enables the management of all CERIF‐specified data items and facilitates the customisation of the model according to the specific needs. The customisation process is automated by using the tools for user interface code generation based on human‐computer interaction (HCI) standard defining the layout and behaviour of generic screen forms. The amount of automatically generated application functionality justifies the use of the model‐driven approach to software development.

Using the model of a system it is possible to efficiently produce a functional software application that can further be customised according to the needs of specific institutions and users. The customisation process itself is made efficient since it is iteratively performed using the same cycles of modelling and software generation. The proposed method for automated user interface construction is used for implementing the web application for research management at the University of Novi Sad.

A proposal for efficient software system development and its customisation is given. This way a software application is obtained that can be quickly adapted to new requirements and used in different research management systems based on a CERIF‐compatible data model.

The purpose of the study was to assess how the well-being and loneliness of public relations and communication professionals are impacted by the post-pandemic characteristics of the work environment: flexible work schemes, non-territorial office arrangements and video communication technologies. It was hypothesised that the post-pandemic workplace landscape poses several new challenges to the practice of PR – an industry which invariably relies on working with other people and demands a good level of social resilience. Loneliness and well-being both depend on the experience of having good and efficient social relationships, but the pandemic has directly and indirectly led to their deterioration.

The project employed a correlational design and used an online survey system to collect responses from Gen Z professionals employed in the public relations and communications industry in the UK and the US via the Prolific platform. Demographical and workplace-related characteristics were assessed to investigate links with loneliness (measured using a three-item scale adopted from Russell et al., 1980 in Hughes, 2004) and well-being (using a short Warwick-Edinburgh Mental Well-being Scale scale). Causal relationships between data were tested using regression analysis for continuous variables and analysis of covariance for categorical factors. Bootstrapping was used to test mediated relationships that explain loneliness, job satisfaction and the well-being of Gen Z PR professionals.

Several types of flexible working schemes, defined as the ability to work from home on any number of weeks, showed an impact on loneliness and job satisfaction but not on well-being. However, all remaining aspects of the post-pandemic office did manifest as important predictors. In the sample, 30% of Gen Z PR professionals showed signs of mild to clinical levels of depression, and the best protection from this state was the presence of a significant other. Lower levels of loneliness were related to non-territorial office arrangements and job satisfaction. The use of hot desks and open-plan arrangements led to a significantly lower level of job satisfaction than a traditional, cellular office. Both excessive online meetings and face-to-face only interactions led to marginally lower levels of loneliness and job satisfaction.

The present research is limited in several aspects. Firstly, while the project evaluated loneliness, job satisfaction and mental well-being (with each of these elements including a component of the requirement for building effective relationships), the quality of relationships built by PR professionals was not measured. Secondly, the project focused only on post-pandemic aspects of the workplace and did not cover other important components of job satisfaction. Lastly, the measure of online meetings was declarative rather than behavioural, and greater control of the number of online meetings held would be required to show more reliable links between variables.

This study calls for proposing recommendations for employers to develop organisational-level measures and programmes to counteract loneliness. While traditionally intimate relationships of employees were not a direct focus of HR programmes, employers should develop elements of organisational culture that would support employees in building effective intimate relationships. Separately from this, despite immediate financial benefits, employers should avoid using open-space and hot desk policies, as they contribute negatively to job satisfaction (and indirectly to well-being). The sample of UK and US professionals was chosen for analysis because in these countries employers have more capacity to introduce changes to tangible characteristics of the workplace and work culture, which may positively impact the well-being of their employees.

It is expected that both employers and employees will revisit their approach to post-pandemic financial and logistic challenges related to the workplace. A lower level of job satisfaction and well-being is linked to the lack of assigned office space, but the ability to work exclusively from home leads to loneliness. Employees – when offered this possibility – should work in offices they are provided. Employers must appreciate the negative link between open and hot-desking policies and job satisfaction and well-being of their employees.

This study is the first to examine the post-pandemic workplace and personal characteristics of public relations and communications professionals in the UK and US and show how they impact job satisfaction and well-being. The study shows that 30% of employed in the PR industry are at risk of depression or anxiety. The connecting factor between personal and work-related characteristics that explains this problem is loneliness.