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Bell holes are described as vertical, cylindrical, dissolutional cave ceiling voids. Quantitative analysis of bell holes in San Salvador, Bahamas; Isla de Mona, Puerto Rico; Kentucky; and New York permit bell hole morphology to be contrasted in various geological settings and speleogenetic regimes. Mean bell hole height is 36 cm with a width of 34 cm and cross-sectional area of776 cm 2. Bell holes have elliptical openings, conical to cylindrical profiles, strong vertical development, and sometimes are associated with bell pits. Bell hole width remains constant between the study localities, but height varies. Several processes have been proposed to explain bell hole development: bat activity, condensation corrosion, phreatic degassing, vadose percolation, and phreatic convection cells. The vadose mechanisms seem unreasonable in light of bell hole morphology and setting. Thus, a phreatic process functioning in a laminar or slow-moving turbulent flow regime most likely accounts for bell hole formation.

Convection at the interior surface of a building represents a significant portion of the heat transfer in office buildings with large glazing areas. While a large number of these office buildings utilize ceiling slot diffusers at the glazed building perimeter, convection correlations specific to these diffusers have not yet been investigated. This paper describes convection correlations developed for ceiling slot diffusers and examines the effect of temperature, various window geometries, and diffuser jet momentum on these correlations. The paper also examines the effect of venetian blinds on the overall correlations at various blind angle configurations: open, partially open, and closed. The results of the examined phenomena are validated in both heating and cooling conditions. All together, this paper represents the effort of over 100 individual experiments. The results show that forced convection is dominant at all air flow rates, and correlations are developed as a function of air volumetric flow rate with supply air temperature utilized as the reference. The correlations are found to rely only on window position, and are independent of temperature difference between surface and supply, diffuser position, and diffuser jet momentum. With respect to the blinds, the only relevant parameter is the angle of the blinds except when the blinds are open. When the blinds are open and at 45º, convective heat transfer is enhanced. Conversely, convection is decreased when the blinds are closed and at -45º. There is also a decrease in the convective heat transfer with a full window in contrast to a half window when the blinds are open. Finally, there is little difference between the convection correlations developed for heated and cooled environments. / text

Fewer women occupy executive-level positions in U.S. companies compared to the number of men. Antidiscrimination laws have been in place for 30 years to combat the threat to gender equality. The purpose of this descriptive phenomenological study was to examine the lived experiences of executive-level women employed in the manufacturing and service-based industries to explore the persistence of the glass ceiling. Social learning theory provided the framework for the study. Data were collected from semi-structured interviews with 12 executive-level women in the Philadelphia metropolitan area. Data analysis involved hand coding and software coding to identify six themes: discrimination, opportunities, support and choices, advantages, balances, and roles. Findings indicated that discrimination against women being promoted to executive positions still exists. Most participants stated that lack of enforcement of antidiscrimination laws and quota programs could be a hindrance to women being promoted to executive-level positions. Findings may be used to support the promotion of women to executive-level positions in the manufacturing and service-based industries in the Philadelphia metropolitan area.

Using data from 1999 on immigrants in Sweden, we find that the gender earnings gap among immigrant is lower than natives’ gender earnings gap and negatively related to their source country gender earnings gap. We also show that immigrants’ earnings are lower and more concentrated than the natives’ ones which leads to a lower gender earnings gap for immigrants. Then, regarding the gender earnings gap along the earnings distribution and linking it with earnings distribution of immigrants and natives, we are able to conclude that immigrants are not strongly affected by the glass ceiling effect since they are not present in the upper tail of the distribution. We reach the conclusion that such gender earnings gap differences between natives and immigrants may be explained by selection in the labour force participation, occupational segregation of immigrants, source country culture and discrimination.

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This research explores the barriers that have hindered women?s ability to acquire top administrative positions in higher education in the Deep South. Previous studies document the fact that while more women are attending college nationally, far fewer women attain upper level administrative positions at their universities than do men. Sexism and family/work conflicts are known hindrances in women?s ability to assume key leadership roles in higher education. This research examines women?s perceptions of such obstacles in achieving top administrative positions at public universities in Alabama, Georgia, Louisiana, Mississippi, and South Carolina. Women administrators and women who are full and associate professors at both traditionally white and historically black colleges and universities (HBCU) were surveyed on their attitudes and perceptions of barriers affecting the representation of women in administrative and upper administrative positions. This research indicates that women largely believe that men are the key decision makers at their universities. However, contrary to my hypotheses, for those women faculty and administrators surveyed who believe that there are no barriers for women in achieving administrative or upper administrative posts, many of them state they have no intention in seeking higher positions. My research findings also reveal that finances is the primary motivator for many women faculty and administrators in moving up the administrative ladder. Women faculty and administrators with financially dependent families and those who simply desire to make more money state that they would seek administrative and upper administrative positions. Further, those women faculty members and administrators who perceive their institution as having familyriendly policies and practices indicated that they are not inspired to achieve an administrative or upper administrative position based on that factor.

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Daylight penetration into a deep interior space can be achieved by using a light tube strategy. This research investigates how effective a room's ceiling cavity can be as a daylight transporting system. The design, therefore, tries to answer the question "What is the optimal geometry for a ceiling cavity and inlet aperture to bring deeper daylight penetration and achieve a higher illumination level, measured at the back of a room, than that achieved by a typical high window opening?" Corporate affiliate 3M assisted this project by providing a prismatic and highly specular surface to cover the underlying geometry of the ceiling cavity. A 16' deep room section with a high window opening on one side was constructed as a test cell. Inside, sensors were set up to allow light measurement at task level along the depth of the room. Light rays were deflected by the geometry of the ceiling cavity, through a number of internal reflections on the highly reflective film surface, to a diffuser at the back. The three most promising geometric designs from scaled model tests were selected, installed and tested for efficiency in the full-scale test cell. / Master of Science

Research on the glass ceiling shows that women may encounter obstacles in their pursuit of high-level management positions. The purpose of this quantitative study was to test the explanatory style theoretical framework by examining relationships between women's glass ceiling beliefs, career advancement satisfaction, and quit intention and to determine whether satisfaction with career advancement opportunities mediated the relationship between glass ceilings beliefs and quit intention. Data were collected from 179 working women in the public or private sector and women who exited the public or private sector job market within the past 5 years via Web-based surveys. Glass ceiling beliefs were assessed using the Career Pathways Survey (CPS), career advancement satisfaction was assessed using the Career Satisfaction Measure, and quit intention was assessed using the Intention to Quit Scale and data were analyzed using multiple regression and correlational statistical techniques. Findings indicated significant relationships between the principal variables. Results also showed that career advancement satisfaction had a significant mediating effect on denial, resilience, and acceptance glass ceiling beliefs and quit intention. Findings may be used to help women understand how their glass ceiling beliefs and career satisfaction drivers influence their reaction to workplace events and may be used by employers to implement proactive retention strategies.