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An interferogram is produced by modulating the difference between the extraordinary refractive index and the ordinary refractive index for photoelastic crystals in photoelastic-modulated Fourier transform spectrometers (PEM-FTs). Due to the influence of the refractive index dispersion characteristics on the maximum optical path difference of the interferogram, it is necessary to study wavelength calibration methods.

A wavelength calibration method for PEM-FTs was proposed based on the modulation principle of the photoelastic-modulated interferometer and the relationship between the maximum optical path difference and the refractive index difference. A 632.8 nm narrow-pulse laser was used as a reference source to measure the maximum optical path difference () of the interferogram, and the parameter was used to calculate the discrete frequency points in the frequency domain. To account for the influence of refractive index dispersion on the maximum optical path difference, the refractive index curve for the photoelastic crystal was used to adjust the discrete frequency coordinates.

The error in the reconstructed spectral frequency coordinates clearly decreased. The maximum relative error was 2.5%. A good solar absorption spectrum was obtained with a PEM-FT experimental platform and the wavelength calibration method.

The interferogram is produced by adjusting the difference between extraordinary refractive index and ordinary refractive index for the photoelastic crystal in the PEM-FTs. Given the wavelength dependence on the refractive indices, in view of the modulation principle of the photoelastic modulated interferometer, the relationship between the maximum optical path difference and the refractive index difference, the variation law of the refractive index of the photoelastic crystal and the process of spectral reconstruction is presented in this paper.

This paper aims to propose a liquid level sensor with a multi-S-bend plastic optical fiber.

The principle of liquid sensing used is based on the leakage of higher modes out of the fiber and repeated regeneration in the following bend sections. Therefore, a propagation loss was introduced in every bend section of the fiber with the loss depending on the refractive index of the environment.

Therefore, a continue shift in the liquid level can be detected by observing changes in the propagation loss of the fiber. The sensor features compactness and a flexible resolution.

Compared with the exited ones, the sensor has capability of continue liquid measurement and a greater measurement range.

This study aims to optimize the structure of gold-sputtered U-shaped plastic fiber sensors.

A group of U-shaped Au-sputtered plastic optical fiber sensing probes with polishing angles of 45°, 90° and 135° is prepared.

The experimental results show that the spectral response and sensitivity of the sensor at 45°polishing angle is twice that of the sensor at 90°.

Due to the limitations of laboratory temperature and equipment, the overall effect has not reached the ideal, but the expected effect has been obvious. Experiments also optimize the sensor.

Optical fiber sensing has always been an indispensable part of various fields.

Sensor optimization is of great help to the progress of technology and the development of science and technology.

The authors have no conflicts of interest to disclose.

Starting from corporate entrepreneurship, spin-off entrepreneurship and business model theory, this paper aims to examine the key influential factors and inherent mechanism in the process of business model transfer from parent enterprise to spin-off start-ups.

Grounded theory method is fit for constructing theoretical models, which can discover and interpret phenomenon and activities. According to the guidance of theoretical sampling and other core principles in grounded theory, this study extracts two parent enterprises named Haier and Phnix and lots of spin-offs derived from them.

This paper presents the theoretical framework that business models transfer from parents to spin-offs and probes into the embedding logic and connection relationship between factors and categories in this process, such as preconditions, incubation veins, business model elements, stripping mechanism and independent operations.

Although this study is focused on the manufacturing industry, the main characteristics, comparative advantages, governance rules summarized from transfer activities of business model in spin-off entrepreneurship can also bring inspirations to both parent enterprises and spin-off start-ups.

Excavates process and mechanism of business model transfer from internal to external, extends the theoretical perspectives about existing related theories such as corporate entrepreneurship, spin-off entrepreneurship and business model theory and reveals new approaches and methods on business model design, which is different from the past way.

The purpose of this paper is to examine the antecedents (psychological contract and perceived reasons for change) and consequences (work behaviors and well-being) of employees’ commitment to organizational change.

The authors developed a conceptual model of the antecedents and consequences of commitment to organizational change. In Study 1, based on interviews, the authors developed an instrument to measure the construct “reasons for change.” In Study 2, the authors collected questionnaire data from 228 employees of a Chinese telecom company undergoing organizational changes and tested the conceptual model using structural equation modeling.

The results showed that the strength of a relational contract (one form of psychological contract) was positively related to normative commitment to change and negatively related to continuance commitment to change. External reasons for change were positively related to affective and normative commitment to change, whereas internal reasons for change were negatively related to affective commitment to change and positively related to continuance commitment to change. Affective commitment was negatively related to exit and aggressive voice. Continuance commitment was positively related to emotional exhaustion, and normative commitment was negatively related to emotional exhaustion.

The single-source cross-sectional design limits the robustness of the conclusions drawn from the findings. Two promising avenues were opened for further research: the interaction of employees’ commitment to change at different levels and the process of social construction of perceived reasons for change.

To facilitate employee commitment to change, organizations should cultivate relational contracts with their employees and attend to the “framing effects” of employees’ perceptions of reasons for change.

This study contributes to the understanding of the relationship between employer-employee relations and employee well-being in Chinese society. It suggests that healthy employer-employee relations are beneficial for employee well-being. Moreover, Chinese firms should pay more attention to the changes occurring inside and outside their organizations, which are related to the psychological health of their employees.

The study highlights the importance of relational contracts between an organization and its employees during organizational change process. Moreover, it is among the first to examine the relationship between employees’ perceived reasons for change and their commitment to change.

The purpose of the this study was to explore the development of commitment to change among leaders in the home help services during organizational change and to study this development in relation to workload and stress. During organizational change initiatives, commitment to change among leaders is important to ensure the implementation of the change. However, little is known of development of commitment of change over time.

The study used a qualitative design with semi-structured interviews with ten leaders by the time an organizational change initiative was launched and follow-up one year later. Thematic content analysis was used to analyze the interviews.

Commitment to change is not static, but seems to develop over time and during organizational change. At the first interview, leaders had a varied pattern reflecting different dimensions of commitment to change. One year later, the differences between leaders’ commitment to change was less obvious. Differences in commitment to change had no apparent relationship with workload or stress.

The data were collected from one organization, and the number of participants were small which could affect the results on workload and stress in relation to commitment to change.

It is important to support leaders during organizational change initiatives to maintain their commitment. One way to accomplish this is to use management team meetings to monitor how leaders perceive their situation.

Qualitative, longitudinal and leader studies on commitment to change are all unusual, and taken together, this study shows new aspects of commitment.

This paper utilizes diffusion of innovation theory in order to investigate and understand the relationships between human resource (HR) policies on employee change-related outcomes. In addition, the purpose of this paper is to explore the role of leader vision at different hierarchical levels in the organization in terms of the relationship of HR policy with employee change-related outcomes.

This quantitative study was conducted in one large Australian government department undergoing major restructuring and cultural change. Data from 624 employees were analyzed in relation to knowledge of HR policies (awareness and clarity), leader vision (organizational and divisional), and change-related outcomes.

Policy knowledge (awareness and clarity) does not have a direct impact on employee change-related outcomes. It is the implementation of policies through the divisional leader that begins to enable favorable employee outcomes.

Future research should employ a longitudinal design to investigate relationships over time, and also examine the importance of communication medium and individual preferences in relation to leader vision.

This research extends the application of diffusion of innovation theory and leader vision theory to investigate the relationship between HR policy, leader vision, and employees’ change-related outcomes.

The objective of this study is twofold. First, it examines the relationship between stressor factors (i.e. role overload, role conflict, role ambiguity, interpersonal conflict and organizational constraints) and commitment to change. Second, it investigates the moderating effect of internal communication in the hypothesized link.

A total of 225 administrative staff in the public higher education institutions located in the Northern Region of Peninsular Malaysia participated in the study. Structural equation modelling was used to test the hypotheses.

Role overload, role ambiguity and organizational constraints pose a substantial influence on commitment to change. Internal communication is a significant moderator in the association between role ambiguity and commitment to change.

This study contributes to the Social Exchange Theory by assessing stressor factors as the predictors of commitment to change. Future studies can further extend the model by examining other variables related to stressor factors and extending the nomological networks of these factors in relation to commitment to organizational change.

This study makes explicit the need for management in public higher education institutions to consider stressor factors, particularly role overload, role ambiguity and organizational constraints, which affect the commitment to change. Furthermore, the aspect of internal communication in public higher education institutions deserves further attention by the management in alleviating role ambiguity and boosting commitment to change among the administrative staff.

The study is one of the pioneers to demonstrate that the presence of internal communication as a moderating factor in assessing the influence of stressors on commitment to change among administrative staff in public higher education institutions. Further, little empirical evidence on commitment to change in terms of normative, affective, and continuance in the setting of Malaysian public higher education institution is available in the literature.

Future organizations must focus on their ability to change to be sustainable, and this calls more attention to sustainability as an organizational issue. However, change initiatives often fail because of a lack of employee commitment. The purpose of this study is to examine how organizational culture and individual readiness for change (IRFC) relate to types of commitment to change.

Survey data from a sample of 259 employees in a Norwegian public organization undergoing major strategic changes were used to test the hypothesized relations.

The results show that flexible and stable organizational cultures did not relate differently to types of change commitment. This may indicate that the strength, rather than the type, of organizational culture is vital for change commitment. Nevertheless, a flexible organizational culture had a clearer relation to positive change commitment; in part through its positive relation with both change self-efficacy and negative personal valence. These are important dimensions of IRFC.

The study contributes to a nuanced understanding of the role of contextual and individual factors in explaining various types of commitment to organizational change, in particular, by examining the distinction between flexible and stable organizational culture, as well as separate dimensions of IRFC. A flexible culture together with both of the included dimensions of IRFC is shown to be of importance in fostering affective commitment to change – the gold standard of change commitment. Recognizing sustainability as an organizational issue underscores the need for creating a culture conducive to change.

In spite of the vehicle, magnetic field interference can be reduced by some measures and techniques in ammunition design and manufacturing stage, the corruption of the vehicle magnetic field can still reach hundreds to thousands of nanoteslas. Besides, the magnetic field that the ferromagnetic materials generate in response to the strong magnetic field in the vicinity of the body. So, a real-time and accurate vehicle magnetic field calibration method is needed to improve the real-time measurement accuracy of the geomagnetic field for spinning projectiles.

Unlike the past two-step calibration method, the algorithm uses a linear model to calibrate the magnetic measurement error in real-time. In the method, the elliptical model of magnetometer measurement is established to convert the coefficients of hard and soft iron errors into the parameters of the elliptic equation. Then, the parameters are estimated by recursive least square estimator in real-time. Finally, the initial conditions for the estimator are established using prior knowledge method or static calibration method.

Studies show the proposed algorithm has remarkable estimation accuracy and robustness and it realizes calibration the magnetic measurement error in real-time. A turntable experiments indicate that the post-calibration residuals approximate the measurement noise of the magnetometer and the roll accuracy is better than 1°. The algorithm is restricted to biaxial magnetometers’ calibration in real-time as expressed in this paper. It, however, should be possible to broaden this method’s applicability to triaxial magnetometers' calibration in real-time.

Unlike the past two-step calibration method, the algorithm uses a linear model to calibrate the magnetic measurement error in real-time and the calculation is small. Besides, it does not take up storage space. The proposed algorithm has remarkable estimation accuracy and robustness and it realizes calibration the magnetic measurement error in real time. The algorithm is restricted to biaxial magnetometers’ calibration in real-time as expressed in this paper. It, however, should be possible to broaden this method’s applicability to triaxial magnetometers’ calibration in real-time.