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This paper aims to numerically study the compositional flow of two- and three-phase fluids in one-dimensional porous media and to make a comparison between several upwind and central numerical schemes.

Implicit pressure explicit composition (IMPEC) procedure is used for discretization of governing equations. The pressure equation is solved implicitly, whereas the mass conservation equations are solved explicitly using different upwind (UPW) and central (CEN) numerical schemes. These include classical upwind (UPW-CLS), flux-based decomposition upwind (UPW-FLX), variable-based decomposition upwind (UPW-VAR), Roe’s upwind (UPW-ROE), local Lax–Friedrichs (CEN-LLF), dominant wave (CEN-DW), Harten–Lax–van Leer (HLL) and newly proposed modified dominant wave (CEN-MDW) schemes. To achieve higher resolution, high-order data generated by either monotone upstream-centered schemes for conservation laws (MUSCL) or weighted essentially non-oscillatory (WENO) reconstructions are used.

It was found that the new CEN-MDW scheme can accurately solve multiphase compositional flow equations. This scheme uses most of the information in flux function while it has a moderate computational cost as a consequence of using simple algebraic formula for the wave speed approximation. Moreover, numerically calculated wave structure is shown to be used as a tool for a priori estimation of problematic regions, i.e. degenerate, umbilic and elliptic points, which require applying correction procedures to produce physically acceptable (entropy) solutions.

This paper is concerned with one-dimensional study of compositional two- and three-phase flows in porous media. Temperature is assumed constant and the physical model accounts for miscibility and compressibility of fluids, whereas gravity and capillary effects are neglected.

The proposed numerical scheme can be efficiently used for solving two- and three-phase compositional flows in porous media with a low computational cost which is especially useful when the number of chemical species increases.

A new central scheme is proposed that leads to improved accuracy and computational efficiency. Moreover, to the best of authors knowledge, this is the first time that the wave structure of compositional model is investigated numerically to determine the problematic situations during numerical solution and adopt appropriate correction techniques.

This paper describes and extends the game theoretic approach to network vulnerability assessment. The basic idea is to set up a game between the network users who are trying to minimise their expected travel time by choice of route and a network tester who is trying to penalise the users most by degrading a link through capacity reduction leading to congestion. The method therefore finds the worst possible location for a link degradation, taking re-routing options into account (an upper, lower bound of impact). The original game identifies the weakest link for routes between an OD pair in the network. Two variations are introduced in this paper in order to determine the weak links for a specific origin or a specific destination and for the whole network. All three game variations are tested on a small network in Leicester and the results are presented.

Team cohesion and other team processes are inherently dynamic mechanisms that contribute to team effectiveness. Unfortunately, extant research has typically treated team cohesion and other processes as static, and failed to capture how these processes change over time and the implications of these changes. In this chapter, we discuss the characteristics of team process dynamics and highlight the importance of temporal considerations when measuring team cohesion. We introduce innovative research methods that can be applied to assess and monitor team cohesion and other process dynamics. Finally, we discuss future directions for the research and practical applications of these new methods to enhance our understanding of the dynamics of team cohesion and other processes.

We review the state of the literature concerning work–family conflict in the military, focusing on service members’ parenting roles and overall family and child well-being. This includes recognition that for many women service members, parenting considerations often arise long before a child is born, thereby further complicating work–family conflict considerations in regard to gender-specific conflict factors such as pregnancy, childbirth, postpartum, and breastfeeding. Subsequently, we consider more gender-invariant conflict factors, such as the nature of the work itself as causing conflict for the service member as parent (e.g., nontraditional hours, long separations, and child care challenges) as well as for the child (e.g., irregular contact with parent, fear for parent’s safety, and frequent relocations), and the ramifications of such conflict on service member and child well-being. Finally, we review formalized support resources that are in place to mitigate negative effects of such conflict, and make recommendations to facilitate progress in research and practice moving forward.

Acute and chronic pain affects more Americans than heart disease, diabetes, and cancer combined. Conservative estimates suggest the total economic cost of pain in the United States is $600 billion, and more than half of this cost is due to lost productivity, such as absenteeism, presenteeism, and turnover. In addition, an escalating opioid epidemic in the United States and abroad spurred by a lack of safe and effective pain management has magnified challenges to address pain in the workforce, particularly the military. Thus, it is imperative to investigate the organizational antecedents and consequences of pain and prescription opioid misuse (POM). This chapter provides a brief introduction to pain processing and the biopsychosocial model of pain, emphasizing the relationship between stress, emotional well-being, and pain in the military workforce. We review personal and organizational risk and protective factors for pain, such as post-traumatic stress disorder, optimism, perceived organizational support, and job strain. Further, we discuss the potential adverse impact of pain on organizational outcomes, the rise of POM in military personnel, and risk factors for POM in civilian and military populations. Lastly, we propose potential organizational interventions to mitigate pain and provide the future directions for work, stress, and pain research.

We examine whether firms’ multinationality leads to better performance and what the role of R&D investment is in the multinationality performance linkage. Unlike the previous studies, we employ both accounting‐ and market‐based measures of firm performance for a large sample of U.S. manufacturing firms. Our results show that the empirical relation between multinationality and performance is not monotonic but varies with the phase of a firm’s multinationality, starting with a negative relation initially, followed by a positive one, and then again a negative one. This horizontal S‐shaped curvilinear relation of multinationality is more pronounced for the market‐based performance measure and is supportive of the three‐stage theory of internationalization. We also find that a firm’s multinationality is related to greater firm performance when the firm possesses R&D investment, and that the effect of R&D increases with the extent of a firm’s multinationality. These results lend strong support for the Internalization theory and the resource‐based view of firms’ international expansion. Our results are robust to different model specifications with an alternative measure of multinationality.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.