Search results

The purpose of this study a fast procedure for the structural analysis of gas turbine blades in aircraft engines. In this connection, investigations on the behavior of gas turbine blades concentrate on the analysis and evaluation of starting dynamics and fatigue strength. Besides, the influence of structural mistuning on the vibration characteristics of the single blade is analyzed and discussed.

A basic computation cycle is generated from a flight profile to describe the operating history of the gas turbine blade properly. Within an approximation approach for high-frequency vibrations, maximum vibration amplitudes are computed by superposition of stationary frequency responses by means of weighting functions. In addition, a two-way coupling approach determines the influence of structural mistuning on the vibration of a single blade. Fatigue strength of gas turbine blades is analyzed with a semi-analytical approach. The progressive damage analysis is based on MINER’s damage accumulation assuming a quasi-stable behavior of the structure.

The application to a gas turbine blade shows the computational capabilities of the approach presented. Structural characteristics are obtained by robust and stable computations using a detailed finite element model considering different load conditions. A high quality of results is realized while reducing the numerical costs significantly.

The method used for analyzing the starting dynamics is based on the assumption of a quasi-static state. For structures with a sufficiently high stiffness, such as the gas turbine blades in the present work, this procedure is justified. The fatigue damage approach relies on the existence of a quasi-stable cyclic stress condition, which in general occurs for isotropic materials, as is the case for gas turbine blades.

Owing to the use of efficient analysis methods, a fast evaluation of the gas turbine blade within a stochastic analysis is feasible.

The fast numerical methods and the use of the full finite element model enable performing a structural analysis of any blade structure with a high quality of results.

The purpose of this paper is to reveal barriers and their coherences between discrimination and self-perceived employability which students and employees on the autism spectrum often face and need to overcome. These include discrimination based on disability, when applying for a job or retaining employment. This research located barriers in three different categories: formality – problems that focus on organizational structures in the application process; social – communication and interaction problems; and job demand barriers – obstacles that epitomize work-related strains.

Barriers and discrimination can prevent individuals from accessing the labor market which can lead to severe consequences for an individual on the autism spectrum, such as poverty, social deprivation or lack of health promotion and equal treatment. Self-perceived employability can be regarded as an additional strength, as it describes the perception of an individual’s own skills and versatility to acquire and keep a job. In total, 53 German-speaking individuals on the autism spectrum participated in an online survey.

Results showed statistically significant coherences between both, formality and social barriers with discrimination. Formality barriers also indicated statistically significant coherences with self-perceived employability. A mediation model with discrimination as mediator between each category of barriers and self-perceived employability was examined. The non-significant results suggest that discrimination does not work as a superior construct but as a sole influence next to barriers and self-perceived employability.

Individuals on the autism spectrum epitomize a less common research approach. Moreover, diversity policies and practices in the workplace often do not focus on including individuals on the autism spectrum even though the employment rates for this specific group of potential highly qualified employees were reported to be consistently lower when compared to any other group of disabled people. Findings suggest possible starting points for future research, which are discussed alongside practical strategies to overcome barriers and change discriminatory attitudes toward skilled individuals on the autism spectrum.

This paper aims to examine effective support strategies for facilitating the employment of autistic students and graduates by answering the following research question: What constitutes effective employment support for autistic students and graduates?

Data were collected using the method of empathy-based stories (MEBS) as part of a multinational European project’s Web-based survey. The data consisted of 55 writings about effective strategies and 55 writings about strategies to ]avoid when working with autistic students and graduates. The material was analysed using qualitative inductive content analysis. Narratives were created to illustrate desirable and undesirable environments and processes as they would be experienced by students, supported by original excerpts from the stories.

The analysis revealed that effective employment support for autistic students and graduates comprised three dimensions of support activity: practices based on the form and environment of support, social interaction support and autism acceptance and awareness. These dimensions were present in both recommended and not recommended support strategy writings.

The results add to the literature on autism and employment with its focus on the novel context of autistic university students and graduates. Effective strategies will be based on person-centred planning, to include not only the individual impact of autism but also individual career goals, workplace characteristics in the chosen field, employer needs and allocation of the right support. There is no one-size-fits-all strategy, but rather an individualized process is needed, focused on the identification of strengths, the adaptation of employment and work processes and improved understanding and acceptance of autism by management, colleagues and administration in the workplace.