Thermal evaporator was used to coat a layer of silver nano-particles and thin film on (100) plane of rock salt . The experiment content can be divide into three parts . In the first part , the (100) texture of Ag nano-film and the evolution of the microstructure during annealing were studied . Little change in microstructure was found during low temperature annealing . In the second part , the salt surface was treated with deionized water and chlorine to try to align the Ag nano-particles on its surface . The effect of annealing on the texture and the defects of the Ag nano-particles were analyzed . The stacking fault was found to form early in the nucleation stage . In the third part , Ag nano-particles were scattered on the (100) texture , Ag nano-film and their rotation was studied by annealing at different temperature . Most Ag nano-particles were confirmed to rotate to a parallel orientation relationship with the Ag nano-film .

Abstract In the best of Worlds, Covey (1995) writes, corporate revolutions will yield invigorated employees who can ¡§interdependently in cross-functional teams¡¨ and who are ¡§able to generate creativity, performance and innovation beyond the total of their individual capacities.¡¨ Cross-functional mobility (i.e., job rotation) can help to ¡§program in ¡§ an organization-wide perspective and integration of corporate goals (Hall, 1984). Therefore, in order to get successful career-related outcomes (especially in promotion rate and salary growth) in the future, an employee has to have different multi-capacities in the organization. One of the most progressive career development strategies, known as job rotation, is used to proactively enhance the breadth of work experiences (Campion et al., 1994). The objective of job rotation is to provide managers assignments in different areas at company to gain an overall appreciation of organizational goals, to create a broad knowledge base of different areas in business, to develop a network of organizational contacts, and to increase problem-solving and decision-making skills (Noe & Ford, 1992). Therefore, the purpose of this study was to develop and test a conceptual framework for the relationship between job rotation and potential career outcomes. I set up a framework and hypotheses through a review of related literatures and then empirically tested the hypotheses in the motor companies in Taiwan. In this framework, I tried to find out that organizational factors of job rotation (i.e., degree of emphasis, developing and training support on rotation in the organization) directly or indirectly through personal factors of job rotation (i.e., preference of rotation and rotation rate) improved their acquirement of the individual knowledge and skill for employees, and finally through the effect of the interaction between acquirement of the individual knowledge and skill and interfered with the personal career backgrounds (i.e., age, tenure, education, department, and position) to affect their career-related outcomes (i.e., promotion rate and salary growth). After the statistic analysis, the results are summarized as following¡G To begin with, the organizational factors of job rotation including the degree of emphasis, developing and training support on rotation in the organization are all directly related with acquirement of the individual knowledge and skill. However, there is only a directly positive relationship and effect between the degree of development on rotation in the organization and acquirement of the individual knowledge and skill. Second, the degree of developing on rotation in the organization also can be indirectly through preference of rotation, which is one of the personal factors to affect acquirement of the individual knowledge and skill. Third, there is a positive relationship and effect between acquirement of the individual knowledge and skill and career-related outcomes, which include promotion rate and salary growth. At last, the effect of the interaction between acquirement of the individual knowledge and skill and interfered with the personal career backgrounds affects the promotion rate and salary growth. There are some outcomes as following: 1. The lower is the tenure and the higher is the acquirement of the individual knowledge and skill, the higher is the promotion rate and salary growth. 2. The higher is the degree of education and the acquirement of the individual knowledge and skill, the higher is the promotion rate and salary growth. 3. The higher is the position and the acquirement of the individual knowledge and skill, the higher is the salary growth. Key words: Job rotation, the acquirement of the individual knowledge and skill, career-related outcomes.

Thesis (M.S.)--Virginia Polytechnic Institute and State University, 1993. / Vita. Abstract. Includes bibliographical references (leaf 58). Also available via the Internet.

Inaug.-diss.--Jena. / Lebenslauf.

Thesis--Copenhagen. / Includes bibliographical references.

Hannover, Universiẗat, Diss., 2004.

Normally, the wobble of the earth has been dealt with in a manner that assumes that the two main periodic components have constant phase and amplitude. An initial assumption of this thesis is that both these parameters can vary with time. A technique of predictive filtering is used to determine the Chandler component of the wobble from basic latitude measurements at the five I.L.S. observatories. A simple analytic procedure is employed to obtain the phase and amplitude variation of the periodic Chandler motion. The results indicate that major changes in both phase and amplitude occur in the period 1922 to 1949. These changes are possibly associated with earthquake activity, although there is nothing to indicate that there is a correlation between individual earthquakes and events in the Chandler motion. The calculated period of the Chandler wobble is 437 days and the damping time is so uncertain that a value approaching infinity is not unlikely. / Science, Faculty of / Earth, Ocean and Atmospheric Sciences, Department of / Graduate

Note:

Frågan om revisorns oberoende har historiskt sett alltid varit en aktuell fråga och är idag själva grunden för revisionsyrket. Revisorns oberoende har blivit kraftigt ifrågasatt under den senaste tiden, vilket beror på en rad olika redovisningsskandaler runt om i världen. För att återupprätta allmänhetens förtroende för yrket har lagstiftare implementerat nya lagar och regler. EUs svar på revisorns bristande trovärdighet är intern rotation av påskrivande revisor och nyckelpersoner inom revisionsteamet. I Sverige gäller lagen om den interna revisorsrotationen för noterade bolag. Denna lag har följts upp av ett förslag om extern byrårotation för att ytterligare stärka oberoendet. Detta har lett oss fram till följande problemformulering: Vilken betydelse har intern rotation för att stärka revisorns oberoende? Utöver att svara på vår problemformulering är våra syften med studien att kunna få en uppfattning om skillnader och likheter i svaren hos revisorer som har erfarenhet av noterade bolag och de som inte har det. Vidare vill vi skapa en förståelse för hur införandet av intern rotation påverkar revisionskvaliteten och slutligen tolka om det finns kopplingar som kan överföras till en diskussion om extern byrårotation.    Studien har genomförts från revisorernas perspektiv och för studiens utförande har vi använt oss av en kvalitativ forskningsmetod med en hermeneutisk kunskapssyn och en konstruktionistisk vetenskapssyn. Studien är en medelväg mellan det induktiva och det deduktiva angreppssättet där vår teoretiska referensram, bestående av oberoende, oberoendereglering, kundrelationer, agentteorin, revisionskvalitet och tidigare forskning har använts som en grund för att styra insamlingen av det empiriska materialet. Det empiriska materialet har samlats in genom intervjuer med tio revisorer, där fem av dem har erfarenhet av att vara påskrivande revisor i noterade bolag och fem har inte denna erfarenhet. Valet av respondenter gjordes genom ett strategiskt urval och till viss del användes även snöbollseffekten för att komma i kontakt med lämpliga revisorer.   Vid analysen av det empiriska materialet kom vi fram till olika begrepp som bäst beskriver hur våra respondenter uppfattar den interna rotationen. Dessa begrepp sammanfattade vi till en modell som vi sedan har använt som stöd för våra slutsatser. I slutsatserna kan vi konstatera att det inte förekommer någon större skillnad i svaren mellan de olika grupperna och att den interna rotationen inte påverkar revisionskvalitet nämnvärt. Vi kan även slå fast att den interna rotationen har en betydelse för att stärka revisorns synbara oberoende, men stärker inte det faktiska oberoendet. Extern byrårotation har däremot en större betydelse för att stärka det faktiska oberoendet. Dock kan vi inte fastställa om revisionskvaliteten kommer att förändras till det bättre eller sämre vid ett införande av extern byrårotation.

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