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The purpose of this paper is to present a methodology for calculating eddy current losses in the core of a single-phase power voltage transformer, which, unlike a standard power transformer, has an open-type core (I-type core). In those apparatus, reduction of core losses is achieved by using a multipart open-type core that is created by merging a larger number of leaner cores.

3D FEM approach for calculation of eddy current losses in open-type cores based on a weak AλA formulation is presented. Method in which redundant degrees of freedom are eliminated is shown. This enables faster convergence of the simulation. The results are benchmarked using simulations with standard AVA formulation.

Results using weak AλA formulation with elimination of redundant degrees of freedom are in agreement with both simulation using only weak AλA formulation and with simulation based on AVA formulation.

The presented methodology is valid in linear cases, whereas the nonlinear case will be part of future work.

Presented procedure can be used for the optimization when designing the open-type core of apparatus like power voltage transformers.

The presented method is specifically adapted for calculating eddy currents in the open-type core. The method is based on a weak formulation for the magnetic vector potential A and the current vector potential λ, incorporating numerical homogenization and a straightforward elimination of redundant degrees of freedom, resulting in faster convergence of the simulation.

An appropriate equivalent model is the key to the effective analysis of the system and structure in which permanent magnet takes part. At present, there are several equivalent models for calculating the interacting magnetic force between permanent magnets including magnetizing current, magnetic charge and magnetic dipole–dipole model. How to choose the most appropriate and efficient model still needs further discussion.

This paper chooses cuboid, cylindrical and spherical permanent magnets as calculating objects to investigate the detailed calculation procedures based on three equivalent models, magnetizing current, magnetic charge and magnetic dipole–dipole model. By comparing the accuracies of those models with experiment measurement, the applicability of three equivalent models for describing permanent magnets with different shapes is analyzed.

Similar calculation accuracies of the equivalent magnetizing current model and magnetic charge model are verified by comparison between simulation and experiment results. However, the magnetic dipole–dipole model can only accurately calculate for spherical magnet instead of other nonellipsoid magnets, because dipole model cannot describe the specific characteristics of magnet's shape, only sphere can be treated as the topological form of a dipole, namely a filled dot.

This work provides reference basis for choosing a proper model to calculate magnetic force in the design of electromechanical structures with permanent magnets. The applicability of different equivalent models describing permanent magnets with different shapes is discussed and the equivalence between the models is also analyzed.

Is it possible to consider organizational entrenchment (OE) and continued commitment (CC) as the same phenomenon? Are there enough differences between CC and affective commitment (AC) to defend that they cannot be part of the same construct? The objective of this study was to examine the convergence of validated measures between OE and CC and their discrimination to AC. The authors’ aim was to compare two models of antecedents and their consequences: the model that includes OE and AC, and the one that includes CC and AC.

An extensive cross-sectional study was conducted with a sample of 1,648 respondents (the majority lived in the Northeast region of Brazil, worked in private services companies, were female, single, under 35 years old, had, at least, begun college studies and received up to five times the minimum wage). A six-point Likert scale was used in this study. To measure OE, CC and AC, the authors used reduced versions of validated measures. To test the hypotheses, first, the authors used Pearson's correlation analysis and then, structural equation modeling, comparing two models of antecedents and consequences (one including OE and AC, and the other, including CC and AC).

As expected, affective commitment had a positive impact on the desired behavior (intention for commitment, defense, staying), whereas entrenchment and continuance commitment had a negative or non-significant impact on these behaviors. Results show the existence of a conceptual and empirical overlap between organizational entrenchment and continuance commitment and indicate that the continuance dimension is not part of commitment but rather part of organizational entrenchment.

The fact that this is a cross-sectional study sets a limitation on the results, for not allowing greater understanding of the dynamics and the causal direction of relationships. Additionally, it follows the trend of studies in the organizational behavior field of utilizing self-reported data, which results in problems related to perceptual bias (Morrow, 2011).

The practical implications of this study regard a greater clarification on which behaviors are expected from either committed and entrenched workers, and which drivers may lead to each of these bonds. Therefore, a better understanding of the phenomenon contributes to the training of managers and to the design of organizational policies and practices.

The clarity of bonds also allows its application to different contexts beyond business organizations, as a step to reach better understanding of commitment and entrenchment in different settings, economical and national realities.

It is expected that these findings add a higher precision to the research on commitment, thus contributing to the validity of the measures. Given these results and confirmation that OE and CC represent the same bond, it is considered appropriate to designate this type of bond simply as OE. Additionally, the results of this study represent a further argument in favor of prioritizing the AC than CC in research and in management of organizational commitment.

Understanding the reasons that lead civil servants to abandon their offices is an important step towards qualifying personnel management in the Federal Administration. The purpose of this study is to present an initial approach to the subject and to investigate variables that favor or reduce the turnover intention among civil servants in the Federal Executive Branch.

To fulfill the objective stated, the study resorted to variables of values, expectations and affective commitment to the organization. Variables were tested in a model of structural equations capable of verifying if these are antecedent or not of the turnover intention levels in a sample comprising 228 civil servants.

The validation of a model of structural equations unveiled a statistically relevant relation of dependence among values, expectations and the affective commitment to the organization. Moreover, engagement proved to be a mediator of the relation between the other variables and the turnover intention.

The work contributed to literature by presenting evidence that low expectations among civil servants bring low affective commitment which, in turn, leads to higher willingness to quit organizations. On the other hand, the same model showed that self-transcendent values, typical to the public career (serve the public), prevail among civil servants and positively impact commitment. This scenario shows that in people management all these elements of values and expectations must be worked on to reduce the number of civil servants that quit the government every year, as well as the high costs associated with quitting.

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.

The ongoing business dynamics show two aspects for generating innovation: first, high-impact innovations are developed jointly by several actors, such as universities, enterprises, and governments. Second, startups are better suited to develop innovation during crises or periods of low growth as experienced at the moment. Based on these aspects and drawing on the constructs of the triple helix, this study analyzes the influence between the characteristics of the actors on the quality of the startup ecosystem from a global view.

The study examines the cross-section data of 35 countries between 2017 and 2018 and applies the partial least squares structural equation modeling (PLS-SEM) for assessing the relationships between the triple helix on the quality of the startup ecosystem on a country-level.

The findings suggest that each actor of the triple helix individually does not positively affect the quality of the startup ecosystem. Yet, when analyzing the actors jointly by creating a second-order latent variable (i.e. triple helix), the study found out that in this way, the triple helix construct has a positive effect on the quality of the startup ecosystem.

Although a large body of prior literature indicates the importance of generating interrelationships among the different entities involved in ecosystems, few studies provide empirical evidence from a global perspective of the need for these entities to act in an overlapping manner. The present study supports previous research and reinforces the importance of the triple helix for a more innovative environment.

Thepurposeofthisarticle wastoexaminethe effectsofstrengths-basedapproaches in co-curricularandcurricularleadershiponfirst-yearstudents’holisticthriving,academicthriving, social thriving, and psychological thriving. We used propensity score matching and regression analyses with survey data from the Thriving Quotient, which was administered to first-year students at a large, public research university(n = 548). The results suggest students’ enrollment in a strengths-based leadership minor course was associated with higher levels of thriving in social, academic, and psychological domains. Students’ participation in strengths-based student organizationswasassociatedwithhigherthrivinginsocialdomains,whileconcurrentenrollment in the strengths-based leadership class and participation in strengths-based student organizations was associated with significantly higher holistic thriving, social thriving, and psychological thriving.

This paper aims to analyse the capital structure determining factors of Latin American and US corporations after the crisis of 2008, as a means of comparing theoretical assumptions and empirical results in markets of different efficiency levels.

The study sample comprises 1,091 companies belonging to the six largest economies in Latin America plus the USA, in the years 2009 to 2013. The authors performed a regression with data from a balanced overview, which were obtained by using the criterion of minimum weighted square.

The results demonstrated differences in determining factors of capital structure between companies from Latin America and from the USA. The pecking order theory was mostly observed in Latin American companies and the trade-off theory greater was closely aligned with US firms.

This research brings new contributions to the issue, once the differences and determinative of the debt profile in companies from different economic contexts are compared.

Este artículo analiza los factores determinantes de la estructura de capital de las corporaciones latinoamericanas y estadounidenses después de la crisis de 2008, para comparar los supuestos teóricos y los resultados empíricos en mercados de diferentes niveles de eficiencia.

La muestra del estudio comprende 1.091 empresas pertenecientes a las seis mayores economías de América Latina y Estados Unidos, entre los años 2009 y 2013. Se realizó una regresión con datos de una visión general equilibrada, que se obtuvo utilizando el criterio de cuadrado mínimo ponderado.

Los resultados muestran diferencias en los factores determinantes de la estructura de capital entre empresas de América Latina y de Estados Unidos. La Teoría de la selección jerárquica se observó principalmente en las empresas latinoamericanas y la Teoría del intercambio más cercana estaba estrechamente alineada con las firmas estadounidenses.

Esta investigación aporta nuevas contribuciones al tema, una vez que comparamos las diferencias y determinantes del perfil de la deuda en empresas de diferentes contextos económicos.

Endeudamiento, Intercambio, Asimetría de información, Selección jerárquica, Regresión agrupada

Artículo de investigación

The purpose of this paper is to investigate the extent to which the organizational commitment and job satisfaction influence intent to turnover.

Following a quantitative approach regarding methodological aspects of this research, a case study was carried out in a company of information technology and communication located in Porto Digital, in the Northeast of Brazil. A data collection technique with 172 forms, a self-administered form with 18 closed questions with a Likert-type scale and an open questionnaire were used. In this analysis, Statistical Package for the Social Sciences (SPSS) software was used as the technique; besides the descriptive statistics, a correlation was made between dependent variables (intention of rotation) and independent variables (affective, normative, instrumental and work satisfaction). The level of organizational commitment in its three dimensions (affective, normative and instrumental), the job satisfaction in its five dimensions (satisfaction with nature of the task, with leadership, with colleagues, with salary and promotions) and the level of intent to turnover from the respondents were investigated.

The results suggest that affective and normative commitments and satisfaction with pay, satisfaction with promotions and satisfaction with the nature of the work are correlated with the intention of negative turnover significantly. Among the demographic factors, only the age showed a negative correlation with intent to turnover. By performing multiple regression analysis, we identified that the variables that most impacted the turnover intention are affective commitment, satisfaction with salary and normative commitment. The qualitative portion of this study was accomplished through a content analysis of the open question of the form. Finally, one of the main considerations is the findings that revealed variables other than those adopted in the study, which influence the permanence of the respondents.

Among the limitations of the research a single case study is highlighted that replicates the experience in other ICT companies to verify if the results found are similar in other organizations and in other segments. The findings direct the construction and validation of new scales, the creation of qualitative protocols to identify the variables that influence the retention of a specific group of individuals to serve as a guide for the elaboration of a questionnaire, as well as creation of surveys of longitudinal nature to correlate the data of intention of rotation with the effective turnover.

Based on the results, organizations can reduce voluntary evasion by adjusting actions, policies and practices, directing those responsible for People Management to attract and retain good employees. It should be emphasized that voluntary turnover should be treated as one of the management indicators of greater relevance by organizations, representing a thermometer of all human capital management.

The monitoring of employment and unemployment levels is part of the public policy agenda for generating employment and income in Brazil. For organizations, employee turnover can and should be managed and monitored so that appropriate levels are found and their consequences are minimized through effective solutions. The results are important both for technology-based organizations and for all stakeholders interested in the subject as the public power.

Although in the international literature turnover is a topic of study for many years, in the Brazilian context, there is a shortage of research on the subject, specifically in the sector of advanced technology where there is a great lack of skilled labor, a fierce competition and where to keep employees standard high becomes a survival factor. This study may contribute to the exploration in the local literature, as it will help locate the academy on the Brazilian reality and open the doors to new research works on turnover and its possible correlations with other variables besides organizational commitment and job satisfaction.