Type:PhD

Subject:Management

Type:Journal Article

Subject:Education

Description:Journal Of Education & Social Policy, Vol.1, Issue 2, pp.77-79, ISSN No: 2375-0790 (Online) 2375-0782 (Print).

Description:The embryonic stage of development of stars has been a field of astrophysics which still pose many unresolved queries. The problem is largely due to the solitary nature of embryonic stars. Even the largest optical telescopes were not able to reveal many details about such stars as they are formed deep inside molecular cloud thorough which optical wavelength cannot pass through. Forbidding distances to such stars is an added problem. However, recently, this field is slowly turning into observational science. Even though optical radiations fail to reach the destination, longer wavelength infrared (IR) radiations can penetrate through such dusty region. These infrared radiations have been known for decades. But it is only during very recent times that infrared telescopes that have very high sensitivity and resolution came in to scenario. So now the astronomers are able to observe these stellar embryos. Studies about this stage of star formation can help us to solve many questions like how the birth of a star takes place, how these stars accrete matter into it from surroundings, when will this accretion stops, why do some stars have planetary systems around them etc. Current study is an attempt to look for the presence of these embryonic stars in an open cluster using infrared data and to get more details on nature of those stellar embryos. We investigate the properties of young stars and their circumstellar disks in young open cluster NGC 7419. The pre-determined V magnitude and B magnitude of these stars are combined with infrared data from 2MASS J,H, K and 4 band WISE data. The color-color diagrams are made using these 9 bands to identify young stellar objects. The individual SED fitting is done for these identified stars and parameters like their age, mass, temperature, disk radius and disk mass are estimated. These are used to comment on the evolutionary stage of the pre-main sequence stars and their circumstellar disk. Dissertation has been divided into five chapters. Chapter 1 gives a general introduction to the work done. Literatures referred are explained in Chapter 2. Data used in the current study and methodology adopted is described in chapter 3. Current work done on the young stellar objects in cluster NGC 7419 and results obtained from the study are explained in Chapter 4 and Chapter 5 respectively. [show more]

Type:PhD

Subject:Physics

Description:The work makes use of the unprecedented capability of the Gaia mission to study various properties of Herbig Ae/Be stars. We placed the Herbig Ae/Be stars in the Gaia color-magnitude diagram and accurately estimated their age and mass. The mass accretion rate is calculated from Hα line flux measurements of 106 HAeBe stars. The mass accretion rate is found to decay exponentially with the age of Herbig Ae/Be stars. Further, the immediate neighborhood of two Herbig Ae/Be stars, V1787 Ori and IL Cep, are studied using the astrometric and photometric data from the Gaia mission. We discovered a low mass binary companion to V1787 Ori using the analysis of distance and proper motion values from Gaia DR2. The mass ratio of the coeval binary system is found to be 0.23. Such a skewed mass ratio system is rarely identified in Herbig Ae/Be binary systems. The method of identification and characterization of the V1787 Ori wide binary system opens up the possibility of identifying more such systems. The HBe star IL Cep tells a much more complex story. The star is identified with a cluster of low mass stars associated with it. We identified 79 co-moving stars that are coeval to IL Cep, within 2 pc radius, from the analysis of Gaia EDR3 astrometry. The triggered star formation process called the "Rocket effect" caused by a massive star HD 216658 is identified to be the cause of the clustered star formation near IL Cep. The effect of this process is demonstrated for the first time using the proper motion data from Gaia. The immediate neighborhood of Herbig Ae/Be stars is identified as the formation region of long-chain carbon molecules such as Fullerenes and Polycyclic Aromatic Hydrocarbons. [show more]

Type:PhD

Subject:Physics

Type:PhD

Subject:Computer Science

Type:Journal Article

Subject:Quantitative Finance

Description:International Journal of Interdisciplinary and Multidisciplinary Studies, Vol.1, Issue 4, pp.474-480, ISSN No: 2348-0343.

Description:The dissertation titled ???Optimized Handoff Strategy for Vehicular Ad-hoc Network based Communication??? is the compilation of all efforts taken and tasks completed in order to implement an optimal handoff method in Vehicular Ad-hoc Network communication.Wireless communication technologies have been improving exponentially. Ad-hoc networks can form a network of wireless nodes anywhere and they are not bound by the limitations of a static infrastructure. This enhances the ability of mobile nodes to communicate with each other even in situations where a defined architecture is absent. Vehicular Ad-hoc Networks (VANETs) has its applications in dynamic environments that involve nodes with high mobility. The nodes frequently move between the coverage areas of different access points. This increases the chance of link breakage and new link formation in communication network. Handoff is a process that helps in transferring the session details between one access point to another whenever the node is about to move away from a currently serving access point. Many handoff methods have been proposed but a majority of them utilize just a particular attribute of a network to employ the channel selection process. This process of network selection would be skewed as other attributes of a network play important roles in improving its overall efficiency. Multiple Attributes Decision Making (MADM) methods make use of different attributes in order to perform the network selection process. Use of MADM methods help in selecting optimal access points that can provide services to the nodes for a longer duration. In the proposed system, MADM methods have been utilized to modify existing protocols in order to optimize their approach for handoff operations. Various scenarios involving vehicular nodes and different access points have been considered in order to improve the efficiency of the proposed system across applications. The proposed handoff mechanism follows a proactive approach where the target access points are selected before the mobile node reaches the edge of its coverage area. This leads to a seamless transition of the communication channels. Based on the client/access point information stored in the data log, optimal access points which are situated along the direction of the node???s movement can be selected. NS2 and SUMO have been implemented to simulate mobile environments that accommodate handoff operations. [show more]

Type:Patent

Subject:Electronics

Description:Patent Number: 202011040658, Applicant: Dr Priti Verma. The invention discloses a mentoring system capable of improving student™s performance in the field of Learning in Theoretical, practical, behavioral, sports, cultural activities and life skills for the betterment of the life of an individual. [show more]

Type:Patent

Subject:Electronics

Description:Patent Number: 202011040658, Applicant: Dr Priti Verma. The invention discloses a mentoring system capable of improving student's performance in the field of Learning in Theoretical, practical, behavioral, sports, cultural activities and life skills for the betterment of the life of an individual. The feedback system has the capability of generating feedback with better accuracy and hence easily identifying the areas of weaknesses and strengths of the students. [show more]

Type:Journal Article

Subject:Waste Management

Description:International Journal of Engineering & Technology, Vol.7, Issue 4.10, pp.577-579

Type:Journal Article

Subject:Partition of India

Description:Radical Teacher

Type:PhD

Subject:Chemistry

Description:The specific atoms or group of atoms that can attach to the other organic or inorganic compounds due to the strong affinity is called as the anchoring group. The electrons from these organic and inorganic compounds are potent to travel through the anchor group. This leads to specific features with the change in the arrangement of atoms in the entire molecule/system. Hence, the redox reaction properties, molecular chain length and the extent of conjugation of the resultant anchored product vary. Depending upon the binding nature, anchoring groups can be divided into monodentate, bidentate, and multidentate. Among these, multidentate anchoring groups are more significant since it can bind either partially to the molecules or withthe whole surface. Though many multidentate anchoring groups like fullerene, carbon nanotubes, polymers, calixarenes, and graphene are presented in the literature, graphene oxide anchored organic and inorganic compounds are important because of its amazing contributions to the material science and design. The high thermal and electrical conductivity, large surface area, mechanical strength, and availability of more mobile electrons make graphene as the suitable anchor group for diverse applications in the field of adsorption of polluted gases, catalyst for the organic conversions, medicinal chemistry, electrochemical sensing, and energy storage devices. Therefore, Graphene oxide (GO) is one of the good choices to develop supercapacitance systems and electrochemical sensing materials. Heteroatom doping, conducting polymer, metal complexes, and metal oxides anchored graphene oxide are more significant because they change the electroactive properties significantly. Considering these, we studied the photophysical and electrochemical properties of chromium complex anchored GO synthesised by silane and diazonium coupling. The results exhibited that both silane functionalized GO and azo dye enable an electronic interaction due to the recombination of sp2 and sp3 states and electron-hole pairs which have extensive importance in developing optoelectronic devices. [show more]

Type:Journal Article

Subject:Folk Religion

Description:International Journal Of Humanities and Social Science Invention, Vol.4, Issue 8, pp.299-308, ISSN No: 2319-7722 (Online) 2319-7714 (Print)

Subject:Management Studies

Description:Global Journal of Arts and Management, Vol. 2, No.3, pp 216-218, ISSN No. 2249-2658

Description:The integral part of any management process is to manage the people at work. A well managed organisation sees worker as the root cause of quality and productivity .An effective organisation will always promote a sense of commitment and satisfaction among its employees. The significance and importance of the concept of organizational commitment in terms of leading to beneficial organizational and desirable outcomes such as increased productivity, reducing absenteeism and turnover, has been documented by many studies such as those of Steers (1977); Porter et al. (1974); Reiches (1985) and Tett and Meyer (1993). One way to address issue of employee turnover is to understand the job satisfaction and commitment level of employees. Organizations often try to foster commitment in their employees to achieve stability and reduce costly turnover. It is commonly believed that committed employees will also work harder and be more likely to go the extra mile to achieve organizational objectives. Research has consistently demonstrated that commitment does indeed contribute to a reduction in turnover. Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. A lot of studies are conducted separately on commitment, satisfaction and motivation but very few studies are there on IT sector linking these three .So it is crucial to conduct a study on job satisfaction and organizational commitment in information technology industry and also to identify the important motivating factors to retain the highly talented workforce. The review of related literature on Organizational commitment, Job satisfaction and Motivation has helped the researcher to identify the gap and has provided an insight to the direction of current study. The population for the study was all technical employees in the Information technology Industry in Bangalore city. For the present study data was collected with the help of structured questionnaire from 300 employees working in software industry. The study is concentrated on Bangalore IT industry. The researcher used non probabilistic sampling (purposive sampling) method as sampling design. Samples were selected from 10 top IT multinational companies. Samples were drawn from three levels of management including entry level, middle level and top level employees. The pertinent information for the study is collected from both primary and secondary sources. The independent variable in this study is job satisfaction. The overall Job satisfaction was measured using the 15-item questionnaire developed by Prof.Harold Andrew Patrick in 2009, designed to measure 15 aspects of job. The aspects of overall job satisfaction are job security,interest,opportunity for advancement,appreciation,company policy and management practises, intrinsic aspects of a job,salary,supervision,social aspects of job, working conditions,communication,hours,ease, benefits ,and fair treatment. Responses were collected with the help of 7 point likert scale. The dependant variable, organizational commitment was measured using the revised Organizational Commitment Scales (Meyer, Allen and Smith 1993) that is, the Affective Commitment Scale (ACS), the Continuance Commitment Scale (CCS) and the Normative Commitment Scale (NCS) with 24 questions on 7-point Likert scales. The Kovach ten job- related factors developed by kovach , Kenneth (1999) were used to determine what motivates the employees in software industry. The respondents were asked to indicate the degree of importance of the factors and relative ranking according to motivational importance. The statistical technique used to analyse the data were descriptive statistics, The Pearsons correlation, ANOVA, Regression and Friedman test. Data was analysed with the help of SPSS. The major findings of the study were: 1. The level of organizational commitment was moderate, with relatively higher variability in affective commitment. Mean value was highest for Continuance commitment indicating employees are staying back with the organization because of the cost of leaving the organisation or its too much trouble to go somewhere else. 2. IT employees were showing only a moderate level of job satisfaction. Amongst the items comprising the scale for job satisfaction, the items with highest satisfaction levels were related to the social aspects of the job, working conditions (excluding working hours), interest (from intrinsic aspects of the job), job security, communication, and ease of the job (as an intrinsic aspect of the job). On the other hand, employees had lowest satisfaction levels for working hours, supervision, appreciation from management, and salary. It shows that IT employees are dissatisfied with the working hours, supervision, appreciation from management and the salary they are getting. 3. To increase the Job satisfaction and commitment it is very important to identify the motivational factors. . The most important motivational factors for IT employees were good wages, promotion/growth, job security, interesting work, and appreciation of work. 4. There was significant positive correlation of job satisfaction with affective commitment and normative commitment, and negative correlation with continuance commitment. This indicates that higher the level of job satisfaction greater the level of affective commitment and normative commitment. If employees are staying back with the organization because of the cost of leaving the organisation or its too much trouble to go somewhere else then there will be less satisfaction. 5. Amongst the items comprising the scale for job satisfaction, the items with highest correlation with affective commitment were related to the salary, benefits, fair treatment, opportunity for advancement, and supervision. The items with moderate correlation were appreciation (from management),interest (from intrinsic aspects of job),job security and intrinsic aspects of job(excluding ease).The job satisfaction items with lowest correlation were working conditions(excluding hours),social aspects of job, and communication. So it clearly indicates the importance of salary, benefit, fair treatment, opportunity for advancement and a good supervision in increasing the positive emotional attachment to the organisation. 6. Regression analysis revealed that job satisfaction had a significant impact on Organizational commitment. Job satisfaction was found to have a significant positive impact on affective commitment, explaining 67.0% of the variation in affective commitment. Thus, when job satisfaction increases, affective commitment would tend to increase with it. Job satisfaction was not found to have a significant impact on continuance commitment, explaining only 1.2% of the variation in continuance commitment. Thus, when job satisfaction increases, continuance commitment would be expected to slightly decrease with it. Job satisfaction was found to have a significant positive impact on normative commitment, explaining 35.1% of the variation in normative commitment. Thus, when job satisfaction increases, normative commitment would tend to increase with it, but less so than affective commitment. It is the interest of all organization to secure commitment and reduce employee turnover. So this topic has attracted the interest of many researchers. This study confirms the relationship between job satisfaction and organizational commitment. So managers need to make effort to develop human resource policies that are in alignment to the needs and motivation of the employees. The findings of this study have pointed out some salient issues in the IT field. It is imperative for IT company management to meet the demands of their personnel to strengthen their motivation, satisfaction, and commitment to minimize turnover. [show more]

Type:PhD

Subject:Education

Description:There is an accelerating change in the scope of all areas of human existence in this century. There are tidal waves of changes being felt by academicians also. To accept change that provides internal steadiness while moving ahead is one of the challenges academic institutions have to face. To improve an organization's quality there are many routes for organizational development through change. [show more]

Description:Organizational justice is very important because it has been linked to critical organizational processes such as commitment, job satisfaction, citizenship and performance (Colquitt et al.,2001, 2002; Greenberg, 1993; Tatum et al., 2002).Literature suggested that there is an intimate link between leadership style, decision-making, and organizational justice (Bradberry and Tatum,2002; Tatum et al., 2002). Organizational justice is concerned with the ways in which employees determine if they have been treated fairly in their jobs and the ways in which those determinations influence other work-related variables [Moorman, 1991, p. 845]. The research is done to analyze organizational justice and its influence on work engagement and intentions to stay in IT firms. The major objectives of the study: To find out the fairness perception of distributive and procedural justice (organizational justice)of employees in IT organizations, to find out the level of work Engagement of employees in IT Organizations, to find out the turnover intentions of IT employees, to find out if organizational justice influences work engagement and turnover intentions, to find out differences across demographics and organizational justice ,work engagement and turnover intentions. Hypothesis was tested and results discussed. 338 employees of an IT Firm were involved in the present study. The judgmental sampling technique was adopted. Employees with a minimum of two years of experience in the organization was administered the questionnaire. The sample was drawn from the IT industries. The tools adopted for present study were: Perceptions of distributive justice were measured with the Distributive Justice Index, developed by Price and Mueller (1986). This five-item scale measures the degree to which rewards received by employees are perceived to be related to performance inputs. Perceptions of procedural justice were measured using 15 items developed by Niehoff and Moorman (1993), because the scale consists of two factors: systematic and informational justice. Utrecht Work Engagement Scale(Version 1.1 2004,Schaufeli,W.and Bakker, A.)was used to measure work engagement and for turnover intentions the questionnaire was adopted from Dilys Robinson. The major findings of the study were 1. The level of Organizational justice was found to be moderate among the IT professionals. 2. IT Employees perceive procedural justice moderately. They feel that Decisions made by their organizations are to some extent based on certain norms or protocols or system driven which are followed. 3. IT employees perceived Informational procedural justice fairly low. Respondents felt that their concerns were not addressed nor perceived as a serious matter by the organizations. 4.Systematic procedural justice is fairly high in IT companies. There is high consistency in procedures and decisions when they are applied. 5. IT Employees perceive distributive justice fairly moderate. Employees feel that rewards, recognitions, and career opportunities are moderately proportional to their inputs. 6. The level of work engagement was found to be fairly high among the employees in IT organizations. 7. From the dimensions of work engagement, the level of Absorption is fairly high across the IT employees. 8. The level of dedication was found to be moderate among the levels of IT employees. 9. IT employees perceived vigor fairly low which says that the energy level towards the work was pretty down comparing to other dimensions. 10. The most of the respondents were from the age group between 26-30 and among all 338 Reponses, male respondents were higher. CONCLUSION The results of present study indicated that fairness perceptions play a vital role in IT Organizations in terms of increasing Work engagement and lowering their intention to leave their organization. The success of a company depends on the quality, productivity and dedication of an employee and the dedication can be improved by organizations fair treatment. When rewards and recognition are perceived to be systematic, the work engagement increases. Whereas systematic justice influences intention to stay which implies that organizations should drive their policies to be flexible to a certain extent. Fair treatment and justice at the workplace in turn will increase work engagement and lower turnover intentions. [show more]

Type:Journal Article

Subject:Management

Description:NHRD Network Journal, Vol.7, Issue 4, pp.254-270, ISSN No: 0974-1739.