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This paper introduces an audio encryption algorithm based on permutation of audio samples using discrete modified Henon map followed by substitution operation with keystream generated from the modified Lorenz-Hyperchaotic system. In this work, the audio file is initially compressed by Fast Walsh Hadamard Transform (FWHT) for removing the residual intelligibility in the transform domain. The resulting file is then encrypted in two phases. In the first phase permutation operation is carried out using modified discrete Henon map to weaken the correlation between adjacent samples. In the second phase it utilizes modified-Lorenz hyperchaotic system for substitution operation to fill the silent periods within the speech conversation. Dynamic keystream generation mechanism is also introduced to enhance the correlation between plaintext and encrypted text. Various quality metrics analysis such as correlation, signal to noise ratio (SNR), differential attacks, spectral entropy, histogram analysis, keyspace and key sensitivity are carried out to evaluate the quality of the proposed algorithm. The simulation results and numerical analyses demonstrate that the proposed algorithm has excellent security performance and robust against various cryptographic attacks.

Organizations are increasingly investing in disability-specific sensitization workshops. Yet, there is limited understanding about their hoped outcomes, that is, increased knowledge about disability-related issues and behavioral changes with respect to those with a disability. The purpose of this paper is to examine the effectiveness and boundaries of disability-specific sensitization training in organizations.

This is an interview-based study where 33 employees from five industries across India were interviewed over the span of a year.

The findings suggest that sensitization workshops are successful with regard to awareness generation. Paradoxically, the same awareness also reinforced group boundaries through “othering.” Further, workshops resonated more so with individuals who already had some prior experience with disability, implying that voluntary sensitization is likely attracting those who have the least need of such sensitization. The findings also suggest that non-mandated interventions may not necessarily influence organizational level outcomes, especially if workshops are conducted in isolation from a broader organizational culture of inclusion.

The present study helps outline effects of sensitization training initiatives and enhances our understanding about how negative attitudes toward persons with a disability can be overcome. The study also indicates how such training initiatives may inadvertently lead to “othering.” Finally, this study offers suggestions to human resource managers for designing impactful disability sensitization workshops.

Drawing from conservation of resources (COR) theory, this study aims to explain why certain voice types prevail while other voice types are inhibited in the presence of abusive supervision.

This paper surveys extant literature on abusive supervision, employee voice and COR theory and provides propositions linking abusive supervision and types of voice behaviours.

The paper develops a conceptual model linking abusive supervision and three types of subordinate voice behaviours – prosocial, defensive and acquiescent voices. It identifies psychological distress as a mediator and locus of control as a moderator to this relationship.

This paper deepens our present understanding of abusive supervision and voice relationship by explaining why only certain voice types prevail with abusive supervision while others do not. While extant literature concluded abusive supervision only as an inhibitor of voice behaviours, the present study identifies how abusive supervision could both inhibit and motivate different voice behaviours. Further, it links abusive supervision to multiple voice types, diverting from extant literature linking abusive supervision to only constructive voice. Lastly, this study contributes to resource acquisition strategies within COR theory.

The purpose of this paper is to examine the influence of disability status among job applicants on stereotype attributions and personnel decisions. The authors also consider the possible moderating role of application qualifications.

Participants (N=247) took part in an experiment in which they evaluated job applications for a personal trainer position.

Applicants who had a disability were rated as warmer than their able-bodied peers, but ratings of competence did not vary based on the disability status. This was the case across levels of qualifications. The relationships between competence and work outcomes (person-organization fit and hiring recommendations) were stronger than those between warmth and these outcomes; however, the relationships were qualified by a significant competence-by-warmth interaction. As the competence increased, so did the ratings of the person-organization fit, but this relationship was stronger for persons rated as warm.

Persons with disabilities in the sport and fitness context face unique stereotypes, relative to their peers in other settings. These stereotypes influence their evaluation as job applicants.

This paper aims to present a modified space vector pulse width modulation (SVPWM) technique for six-phase induction motor drive based on common-mode voltage (CMV) and current losses which are two important issues affecting drive system behavior and quality.

It is shown that the presence of z-component currents and the presence of CMV in six-phase drive system are two major limiting factors in space vector selection. The behavior of several space vector selections in a two-level inverter considering minimum CMV and z-components is investigated. Then, the space vectors in a three-level inverter is analyzed and tried to explore an SVM technique with better behavior.

The analyses show that all the problems cannot be solved in a six-phase drive system with two-level inverter despite having 64 space vectors; this study tried to overcome the limitations by exploring space vectors in a three-level inverter.

The proposed pulse width modulation (PWM) strategy leads to minimum current distortion and undesired current components with zero CMV and modest torque ripple.

Multilevel inverters become very popular in medium voltage applications owing to their inherent capability of reconciling stepped voltage waveform with reduced harmonic distortion and electromagnetic interference. They have several disadvantages like more number of switching devices required and devices with high voltage blocking and need additional dc sources count to engender particular voltage. So this paper aims to propose a novel tri-source symmetric cascaded multilevel inverter topology with reduced number of switching components and dc sources.

A novel multilevel inverter has been suggested in this study, offering minimal switch count in the conduction channel for the desired voltage level under symmetric and asymmetric configurations. This novel topology is optimized to prompt enormous output voltage levels by employing constant power switches count and/or dc sources of voltage. The topology claims its advantages in generating higher voltage levels with lesser number of voltage sources, gate drivers and dc voltage sources.

The consummation of the proposed arrangement is verified in Matlab/Simulink R2015b, and an experimental prototype for 7-level, 13-level, 21-level, 29-level, 25-level and 49-level operation modes is constructed to validate the simulation results.

The proposed topology operated with six new algorithms for asymmetrical configuration to propel increased number of voltage levels with reduced power components.

There is dearth of research pertaining to how persons with disability (PWDs) view their career and the issues they face in career development; past studies highlight either the organizational initiatives or individual factors in this regard. The present study bridges this gap by studying the PWDs' experiences and perceptions on challenges in their career development.

An exploratory study through interview of professionally qualified PWDs in India, who have a permanent employment.

PWDs experience that affirmative action has a negative fallout as it leads to positive discrimination and hence, adversely affects their confidence and development.

The present study throws up new themes in the organizational climate that the PWDs face in career development, future studies can understand the aspirations of PWDs toward career and focus on the how the PWDs engage in shaping their career. Researchers can explore strategies that PWDs plan/adopt in creating a sustainable career for themselves. Scholars can also map the issues raised by PWDs with the career outcomes.

The Rights of Persons with Disability Act, 2016, of Government of India introduces a social model of disability in India. This paper deploys the social model of disability to enhance our understanding of the disability climate in India from a new lens.

This study introduces new themes that depict the environmental factors and are related to the organizational climate rather than self-focused issues of PWDs. The paper introduces two new subjective criteria, voiced by PWDs, for career development – a well-crafted capability-based career path and role of inspirational platforms. It introduces hitherto undiscovered issues toward career development, faced by PWDs who have a secure employment and a professional career. This is the first exclusive study of PWDs employed in public sector and thus, brings uniqueness in the context.

Through addressing non-academic disabled employees in seven public universities in Egypt, the author aims to find out the main struggles facing disabled non-academic employees in their work context pre and post Covid-19.

The author employed a qualitative research method through semi-structured interviews with 28 disabled non-academic employees from seven universities in Egypt. The author subsequently used thematic analysis to determine the main ideas in the transcripts.

The author of the present paper has discovered the main struggles facing disabled non-academic employees in public universities in Egypt before and after the spread of Covid-19 and grouped them into the following three categories: macro-level struggles (government not serious about adopting a quota system, using disability quotas for political reasons, lack of understanding of the needs of disabled employees, poor infrastructure in work contexts), meso-level struggles (unaware of overqualified disabled employees, underrepresentation of disabled employees at senior administrative positions, assigning disabled employees unfair access to university resources) and micro-level struggles (disabled employees' lack of confidence in accepting promotion, inability of disabled employees to join informal networks and disabled employees' exposure to speech-related harassment).

This paper contributes by filling a gap in HR management and educational leadership, in which empirical studies on the struggles facing disabled non-academic employees in their work contexts have been limited so far.

Unfortunately, the occurrence of natural disasters is inevitable all over the world. Hence, this paper aims to analyze a scenario-based collaborative problem in a relief supply chain (RSC), where nongovernmental organizations can participate in relief activities with governmental organizations. This study focuses on location-allocation, inventory management and distribution planning under uncertain demand, budget, transportation and holding costs where government and private distribution centers receive relief items from suppliers then send them to affected areas. The performance of the proposed model is surveyed in a real case study in Dorud.

This paper develops a nonlinear mixed-integer programming model that seeks to maximize the coverage of demand points and minimize operating costs and traveled distance. The linear programming-metric technique and grasshopper optimization algorithm are applied to survey the model's applicability and efficiency.

This study compares noncollaborative and collaborative cases in terms of the number of applied distribution centers and RSC's goals, then demonstrates that the collaborative model not only improves the coverage of demand points but also minimizes cost and traveled distance. In fact, the presented approach helps governments efficiently surmount problems created after a disaster, notwithstanding existing uncertainties, by determining a strategic plan for collaboration with nongovernmental organizations for relief activities.

Relief strategies considered in previous research have not been sufficiently examined from the perspective of collaboration of governmental and nongovernmental organizations and provided an approach to develop the coverage of affected areas and reducing costs and traveled distance despite various uncertainties. Hence, the authors aim to manage RSCs better by offering a mathematical model whose performance has been proved in a real case study.

This study aims to review the extant literature on workplace disability inclusion in the organised sector in India and presents an integrated model based on emergent themes in indigenous studies.

The review is directed by the following foci: In what contexts was workplace disability inclusion in India empirically investigated? How was workplace disability inclusion examined (method)? What important themes emerge from the studies? Towards this, empirical scholarly studies in India, published between 2011–2019, is reviewed to identify the evolutionary trends.

Prominent themes have been identified at three levels – organization, group and individual. At an organization level, the focus is on inclusive strategy and practices. Country-specific contextual factors such as legislation, accessibility and external eco-system influence an organization’s inclusive strategy, which addresses how organizations engage with persons with disability (PwD), job mapping, accessibility and targeted recruitment. Inclusive practices span across various phases of the employee life cycle, namely, recruitment, onboarding, development and retention. At the group level, the themes highlight group boundaries, PwD-supervisor interaction, PwD-co-worker interaction and PwD-PwD interaction. At an individual level, PwD experiences are categorized as physical, job-related and psychological. Workplace treatment and experiences of PwD vary from discrimination to inclusion and along with other outcomes, are influenced by contextual factors.

This study contributes to the development of workplace disability inclusion theory, by presenting an integrated model of prominent themes, offering greater clarity and avenues for extending the literature. The paper discusses themes that can help organizations facilitate inclusion, thereby improving employment opportunities for PwD.

In a first, the study provides an integrated account of inclusion of PwD in organized sector in India.