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Article
Publication date: 14 November 2008

Lieven Degroote, Lieven Vandevelde, Bert Renders and Johan Gyselinck

The aim is to develop a nonlinear transformer model to achieve an accurate model to obtain the frequency components of the magnetizing current based on the harmonic voltages at…

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Abstract

Purpose

The aim is to develop a nonlinear transformer model to achieve an accurate model to obtain the frequency components of the magnetizing current based on the harmonic voltages at the primary and secondary side. So, it can easily be implemented in a harmonic load‐flow program.

Design/methodology/approach

The transformer model is based on the harmonic balance method. The electric and magnetic equations of the transformer are derived from the electric and magnetic equivalent circuits.

Findings

The transformer model can be easily implemented in a harmonic load‐flow program. The accuracy of the model has been shown by comparing it with a finite element simulation. The transformer model can be used with asymmetrical supply voltages, because different saturation levels of the phases can occur. There is a coupling between the phases which can be concluded out of the asymmetrical currents in the transformer under symmetrical supply voltages.

Research limitations/implications

The transformer model does not consider the iron losses and the interharmonics. In future work the transformer model will be used to study the harmonic losses in distribution networks, so the transformer losses due to these harmonics have to be considered. This can be achieved with a postcalculation process where the magnetic flux density is used to calculate the eddy current losses and the magnetic field intensity will be applied in a static Preisach model to quantify the hysteresis losses.

Practical implications

The model can be used in a harmonic load‐flow program in order to obtain more accurate simulations for the power system analysis and design.

Originality/value

The model presented in this paper is more detailed than similar papers found in literature (saturation of the yokes, coupling between the phases, interaction between different harmonics) and still it takes a brief simulation time.

Details

COMPEL - The international journal for computation and mathematics in electrical and electronic engineering, vol. 27 no. 6
Type: Research Article
ISSN: 0332-1649

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Article
Publication date: 2 September 2013

Greg J. Sears, Haiyan Zhang, Willi H. Wiesner, Rick D. Hackett and Yufei Yuan

Based on theories of media richness and procedural justice, the authors aim to examine the influence of videoconferencing (VC) technology on applicant reactions and interviewer…

6947

Abstract

Purpose

Based on theories of media richness and procedural justice, the authors aim to examine the influence of videoconferencing (VC) technology on applicant reactions and interviewer judgments in the employment interview, the most commonly used employee selection device.

Design/methodology/approach

MBA students participated in simulated VC and face-to-face (FTF) interviews. Applicant perceptions of procedural justice and interviewer characteristics were collected. Interviewers provided ratings of affect toward the applicant, perceived applicant competence, overall interview performance, as well as an overall hiring recommendation.

Findings

Applicants perceived VC interviews as offering less of a chance to perform and as yielding less selection information. They also viewed VC interviews as less job-related than FTF interviews and had significantly less favorable evaluations of their interviewer (on personableness, trustworthiness, competence, and physical appearance) in VC interviews. Finally, applicants in VC interviews received lower ratings of affect (likeability) and lower interview scores, and were less likely to be recommended for the position.

Research limitations/implications

The authors' findings suggest that VC technology can adversely affect both applicant reactions and interviewer judgments. They propose several precautionary steps to help minimize the risks associated with conducting VC interviews.

Originality/value

The authors extend prior research concerning the use of VC interviews by directly assessing applicant perceptions of both procedural justice and of interviewer characteristics associated with the probability that job offers will be accepted. They also add to the literature in showing that VC interviews tend to result in less favorable evaluations of applicants than FTF interviews.

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Article
Publication date: 8 February 2011

Anthony Celani and Parbudyal Singh

The purpose of this paper is twofold. First, to discuss the application of a multi‐level perspective to signaling theory in a recruitment context. Then to discuss how the…

17528

Abstract

Purpose

The purpose of this paper is twofold. First, to discuss the application of a multi‐level perspective to signaling theory in a recruitment context. Then to discuss how the integration of signaling theory and the social identity approach may provide an improved understanding of the associations between an organization's recruitment activities and applicant attraction outcomes. The paper, first, summarizes the existing research and theoretical developments pertaining to signaling theory, multi‐level theory, and the social identity approach. From this literature a theoretical model from which research propositions are developed is suggested.

Design/methodology/approach

This is a literature review, within recruitment contexts, on signaling theory, the association between market signals and applicant attraction outcomes, and the integration of signaling, social identity, and self‐categorization theories as a theoretical foundation for research propositions.

Findings

Despite widespread acceptance of signaling theory in recruitment research, surprisingly little is known about the boundary conditions in the association between an organization's recruitment activities and applicant attraction outcomes.

Practical implications

A greater understanding of the application of signaling theory will enable managers to design and administer recruitment activities and processes in order to improve applicant attraction to recruiting organizations.

Originality/value

This paper fills a void in the recruitment literature by integrating signaling theory, social identity theory, and self‐categorization theory and providing avenues for future work.

Details

Personnel Review, vol. 40 no. 2
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 14 June 2011

Ying Hong, Victor M. Catano and Hui Liao

As the employment marketplace changes, the meaning of leadership evolves. The question of whether emotional intelligence (EI) is required for leaders has attracted broad interest…

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Abstract

Purpose

As the employment marketplace changes, the meaning of leadership evolves. The question of whether emotional intelligence (EI) is required for leaders has attracted broad interest. This paper seeks to examine the role of EI and motivation to lead (MTL) in predicting leadership.

Design/methodology/approach

In study 1, students (n=309) first completed surveys and then, one week later (n=264), they engaged in leaderless group discussions where their levels of leader emergence were rated. In study 2, the participants were 115 students who undertook 14‐week class projects. They completed surveys including evaluations of members' leader emergence after they finished the projects.

Findings

The results suggest that participants who were high in affective‐identity MTL became leaders in leaderless discussions, while high social‐normative MTL individuals assumed leadership roles in long‐term project teams. Both studies found that use of emotions, which is a component of EI, was positively related to affective‐identity and social‐normative MTL and indirectly related to leader emergence.

Originality/value

This study is one of the first to examine the relationship between EI and MTL, as well as between MTL and leadership emergence.

Details

Leadership & Organization Development Journal, vol. 32 no. 4
Type: Research Article
ISSN: 0143-7739

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